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Sample records for student recruitment officer

  1. Recruitment Of International Students Into Cameroon Tertiary ...

    African Journals Online (AJOL)

    Recruitment Of International Students Into Cameroon Tertiary Institutions In The Absence Of International Offices. ... The present system of recruiting international students is haphazardly been handled by ... AJOL African Journals Online.

  2. A Blueprint for Student Recruitment

    Science.gov (United States)

    Chamberlain, Frank M.

    1977-01-01

    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.…

  3. An analysis of Navy Recruiting Command's officer goaling models

    OpenAIRE

    Senter, Robert R.

    1990-01-01

    Approved for public release; distribution unlimited. This study examines the goaling models used by the Navy Recruiting Command for the Nurse Corps and Nuclear Propulsion Officer Candidate (NUPOC) programs. These two programs serve as representative samples for the numerous officer recruitment programs administered by the Navy Recruiting Command. The intent of the study is to analyze and validate the accuracy of the current goaling models, to ascertain factors which could improve the accur...

  4. How Colleges Use Alumni to Recruit Students

    Science.gov (United States)

    Fogg, Piper

    2008-01-01

    Many college alumni wear their love for their alma maters on their sleeves, if not their sweatshirts. They are practically a walking advertisement for the college, so it often makes sense to rely on them when recruiting, a new survey of admissions officers suggests. The survey, however, also showed that admissions offices with budgets of less than…

  5. Recruitment of Hispanic Students into MIS Curricula

    Science.gov (United States)

    McHaney, Roger; Martin, Dawne

    2007-01-01

    This paper provides several suggestions Hispanic student recruitment and retention in MIS or other business curricula. Cultural considerations like allocentrism and familialism are discussed along with the situation at K-State. It is believed that the recruitment and retention of Hispanic students can be influenced positively by considering…

  6. Student Recruitment: The Hard Sell?

    Science.gov (United States)

    McAdams, Tony

    1975-01-01

    Presents the pros and cons concerning advertising for recruitment using three modes of analyses - economics, ethics, and law. The author concludes that advertising is an invaluable technique for information dispersal in higher education. (Author/PG)

  7. Analysis of Minority Officer Recruiting in the U.S. Marine Corps

    Science.gov (United States)

    2011-03-01

    Selection Officer ( OSO ) ..........................11  b.  Officer Recruiting Impact on Minority Officer Accessions ..12  B.  LITERATURE REVIEW...Serve Data..............................................39  c.  Officer Selection Officer ( OSO ) Area of Operation Data .....41  2.  Phase 2 and Phase 3...School OSO Officer Selection Officer OSS Officer Selection Station PLC Platoon Leaders Course PW-QCP Propensity-Weighted Qualified Candidate

  8. Recruiting from within: Action-Oriented Research Solutions to Internal Student Recruitment in Collegiate Aviation Education.

    Science.gov (United States)

    Bowen, Brent; Carstenson, Larry; Hansen, Frederick

    1999-01-01

    Discusses student recruitment in aviation education and establishes that internal recruitment methods are the most productive and cost effective. Provides examples of recruitment strategies based on a model of action research. (JOW)

  9. Creating a High-Touch Recruitment Event: Utilizing Faculty to Recruit and Yield Students

    Science.gov (United States)

    Freed, Lindsey R.; Howell, Leanne L.

    2018-01-01

    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.

  10. Improving the image of student-recruited samples : a commentary

    NARCIS (Netherlands)

    Demerouti, E.; Rispens, S.

    2014-01-01

    This commentary argues that the quality and usefulness of student-recruited data can be evaluated by examining the external validity and generalization issues related to this sampling method. Therefore, we discuss how the sampling methods of student- and non-student-recruited samples can enhance or

  11. Coping by Copying? Higher Education Institutions' Student Recruitment Strategies

    Science.gov (United States)

    Frolich, Nicoline; Brandt, Synnove; Hovdhaugen, Elisabeth; Aamodt, Per Olaf

    2009-01-01

    Growing national and international competition for students puts pressure on higher education institutions (HEIs) to develop marketing and student recruitment strategies; these are also driven by financial stress caused by performance-based funding mechanisms. In this paper we explore Norwegian HEIs' student recruitment strategies. What type of…

  12. This Year, Colleges Recruited Students in a "Hall of Mirrors"

    Science.gov (United States)

    Hoover, Eric; Supiano, Beckie

    2009-01-01

    Admissions deans everywhere shared concerns about recruiting students during a recession as they tried to discern how, or if, the economy would affect demand for their institutions. Amid this uncertainty, colleges used many different strategies. Some recruited more here and less there. Some offered more merit aid, while others scaled back. Some…

  13. Building Authenticity in Social Media Tools to Recruit Postsecondary Students

    Science.gov (United States)

    Sandlin, Jean Kelso; Peña, Edlyn Vallejo

    2014-01-01

    An increasing number of institutions utilize social media tools, including student-written blogs, on their admission websites in an effort to enhance authenticity in their recruitment marketing materials. This study offers a framework for understanding what contributes to prospective college students' perceptions of social media authenticity…

  14. Junior medical officer recruitment: challenges and lessons from the Northern Territory.

    Science.gov (United States)

    McDonald, Robert; Sathianathan, Vino

    2007-06-01

    To examine the influence of newspaper and Internet advertising, word-of-mouth endorsement and student experience in attracting applicants for junior medical officer positions in the Northern Territory. A retrospective study. Fifty-four applicants for junior medical officer positions. Proportion of applicants who reported newspaper advertising, Internet advertising, word of mouth or personal experience in attracting their application for an intern or resident medical officer position. Nineteen per cent of applicants saw the newspaper advertisement and 52% of the Internet advertisement. Eighty-seven per cent of applicants were influenced by word-of-mouth endorsement and 52% by student experience in the Northern Territory or Indigenous health. These results suggest that word-of-mouth endorsement has the greatest influence in attracting applicants for junior medical officer positions in Northern Territory hospitals.

  15. Reducing RN Vacancy Rate: A Nursing Recruitment Office Process Improvement Project.

    Science.gov (United States)

    Hisgen, Stephanie A; Page, Nancy E; Thornlow, Deirdre K; Merwin, Elizabeth I

    2018-06-01

    The aim of this study was to reduce the RN vacancy rate at an academic medical center by improving the hiring process in the Nursing Recruitment Office. Inability to fill RN positions can lead to higher vacancy rates and negatively impact staff and patient satisfaction, quality outcomes, and the organization's bottom line. The Model for Improvement was used to design and implement a process improvement project to improve the hiring process from time of interview through the position being filled. Number of days to interview and check references decreased significantly, but no change in overall time to hire and time to fill positions was noted. RN vacancy rate also decreased significantly. Nurse manager satisfaction with the hiring process increased significantly. Redesigning the recruitment process supported operational efficiencies of the organization related to RN recruitment.

  16. The Institutionalization of Catholic Culture through the Student Life Office

    Science.gov (United States)

    Wurtz, Joseph F.

    2012-01-01

    The main research question of this study was: How do student life offices at four diverse Catholic colleges and universities create an environment that is expressive of a Catholic way of life? This research question was operationalized by two research sub questions: How do senior student affairs officers, mid-level student affairs officers, and…

  17. Student Recruitment and Relationship Marketing--Convergence or Contortion?

    Science.gov (United States)

    Beneke, J.

    2011-01-01

    This article investigates the intersection of student recruitment and relationship marketing in the public high education sector. They key objectives of this analysis are to understand if a strategic fit exists and whether South African institutions are indeed embracing the principles of relationship marketing in order to optimise their student…

  18. Student recruitment and relationship marketing – convergence or ...

    African Journals Online (AJOL)

    This article investigates the intersection of student recruitment and relationship marketing in the public high education sector. They key objectives of this analysis are to understand if a strategic fit exists and whether South African institutions are indeed embracing the principles of relationship marketing in order to optimise ...

  19. FEATURES AND BENEFITS OF FOREIGN STUDENTS ONLINE RECRUITMENT

    Directory of Open Access Journals (Sweden)

    Г А Краснова

    2017-12-01

    Full Text Available In 2017, there have been significant changes in the state educational policy of Russia, whereby the export of education has become an important part of it. Implemented priority project “Development of export potential of Russian system of education” was started. In connection with the tasks special attention should be paid to the recruitment of foreign students, which is a fairly new activity for most national universities. In this modern information and telecommunication technologies have become an increasingly important tool in the recruitment of foreign students. The most popular tools of online recruitment are email, online calculators of training cost, videos, published on the website of the university, virtual exhibition, and virtual tours of the university campus. The article describes in detail the features and benefits of the use of these and other promising technologies of online recruitment that apply to foreign and Russian universities at the present time. It is emphasized that reliance on such technology means pushing the limits of popularity of Russian universities conducive to attracting new students and teachers.

  20. Recruiting Diverse Students and Enabling Them to Succeed in STEM

    Science.gov (United States)

    Tremmel, Michael J.; Pre-Major in Astronomy Program

    2015-01-01

    Improving the diversity within the rapidly growing fields of science, technology, engineering, and mathematics (STEM) has become a forefront issue facing collegiate departments today. It is well known that there are large gaps in the participation and performance of minorities, women, and low-income students within these fields and that special attention must be paid in order to close this gap. Since 2005, the Pre-Major in Astronomy Program (Pre-MAP) at the University of Washington (UW) Department of Astronomy has made a concentrated effort to recruit and retain underrepresented undergraduates in STEM, at which it has been very successful. Of course, recruiting these students can be a challenge, as is creating a curriculum and atmosphere that enables undergraduates to successfully participate in real astronomy research during their first or second year at a four-year college. Pre-MAP recruits a significant population of minorities and women into the program. The structure of the seminar is intended to not only provide necessary skills and experience, but also create a collaborative and supportive atmosphere among each cohort. I will discuss the recruitment practices of Pre-MAP as well as the structure of the seminar and how it addresses the goal of early participation and success in STEM research and course work.The intent of this talk is to share our methods so that more programs like Pre-MAP can be adopted successfully in other institutions.

  1. Recruiting middle school students into nursing: An integrative review.

    Science.gov (United States)

    Williams, Cheryl

    2017-10-27

    Middle school students interested in nursing need clarification of the nursing role. Students choose nursing as a career because they want to help others, yet they are often unaware of the need to for arduous secondary education preparation to become a nurse. Middle school students, if not properly exposed to the career during their formative years, may choose another career or not have enough time for adequate nursing school preparation. This integrative review examined seven studies from years 2007 to 2016, which utilized various recruitment strategies to increase the awareness of nursing as a career in middle school and address the need for academic rigor. Implications of the review: there is a need for collaboration between nurses and school counselors to design more robust longitudinal studies of middle school interventions for students interested in nursing as a career. © 2017 Wiley Periodicals, Inc.

  2. Study of university students' attitudes toward office space at universities

    Directory of Open Access Journals (Sweden)

    S.M. Eteadifard

    2017-06-01

    Full Text Available Office space is the space where students first experience the university. In this paper, the attitude of students toward office space in the public sphere of university is discussed. This article is the result of the research conducted for the “Institute for Social and Cultural Studies” by the author. The main issues in this paper are: university students' attitudes towards quality office space at the universities and mental basis of common issues among students at the universities. Data were collected through individual and group interviews. More than eighty interviews with activists and students of University of Tehran, Shahid Beheshti University, Allameh Tabataba’i University, Sharif University of Technology and Kharazmi University were done. The main indicators of office space in this study include: students’ satisfaction of office space, students’ welfare affairs and students’ feedback about this space. Problems and obstacles relating to the office space and their solutions were also studied in this paper.

  3. Rethinking the Structure of Student Recruitment and Efforts to Increase Racial and Ethnic Diversity in Doctoral Education

    Directory of Open Access Journals (Sweden)

    Kimberly A. Griffin

    2015-07-01

    Full Text Available While researchers, institutional leaders, and policymakers have made significant progress towards increasing undergraduate student diversity in the United States, diversity in graduate education has been less often studied and a more challenging goal on which to make progress. This qualitative study explores the roles and work of graduate diversity officers (GDOs in student recruitment activities with a focus on how race and issues of diversity manifest and influence this process. Interviews with fourteen GDOs at 11 different research universities in the United States highlight the phases in the graduate recruitment process, the manner in which diversity is considered at each stage, and GDOs’ perceptions of their ability to shape this process. Findings suggest that GDOs are important institutional agents in diversification efforts; however, faculty engagement and broad institutional commitment are required to increase diversity in graduate education due to GDOs’ often limited involvement in the admissions stage of the recruitment process, where race becomes the most salient in decision making.

  4. Fostering Student Police Officers' Creativity in Language Education

    Science.gov (United States)

    Zascerinska, Jelena; Aleksejeva, Ludmila

    2011-01-01

    Introduction: The modern issues of global developmental trends require contemporary police officers to become more cognizant and more responsive to the emerging needs of human safety in the constantly changing environment. Education provides student police officers with the appropriate skills and competences for innovation based on creativity.…

  5. 75 FR 45665 - Justice Management Division; Office of Attorney Recruitment and Management; Agency Information...

    Science.gov (United States)

    2010-08-03

    ... Recruitment and Management; Agency Information Collection Activities: Proposed Collection; Comments Requested... Recruitment and Management (OARM), will be submitting the following information collection request for review... October 4, 2010. This process is conducted in accordance with 5 CFR 1320.10. Written comments and/or...

  6. 75 FR 30857 - Justice Management Division; Office of Attorney Recruitment and Management; Agency Information...

    Science.gov (United States)

    2010-06-02

    ... Recruitment and Management; Agency Information Collection Activities: Proposed Collection; Comments Requested... Recruitment and Management (OARM), will be submitting the following information collection request to the... process is conducted in accordance with 5 CFR 1320.10. Written comments and/or suggestions regarding the...

  7. Lessons learned from recruiting young female students to a randomised controlled trial of chlamydia screening.

    Science.gov (United States)

    Ivaz, Stella; Brennan, Sarah; Dean, Sally; Hay, Sima; Hay, Phillip; Kerry, Sally; Oakeshott, Pippa

    2006-04-01

    Recruitment is a problem in many trials. Two female medical students offered to help with recruiting problems in a community-based trial of chlamydia screening to prevent pelvic inflammatory disease. We need to recruit 2500 sexually active female students and ask them to provide a self-taken low vaginal swab and complete a questionnaire with follow-up after a year. To identify recruitment difficulties in a community-based trial of chlamydia screening and to investigate how they might be overcome. Descriptive study. London South Bank and Kingston Universities. The students observed the recruitment methods used for the first 4 months of the trial. This comprised single researchers recruiting individual women in student bars and common rooms. With the researchers they piloted a new method of group recruitment with pairs of researchers making announcements at the end of lectures after first sending out all male students and those aged>25 years. This involved extra time planning and liaising with the lecturers in advance of recruitment sessions. The recruitment rate had been averaging only 25 participants per week. Many students were ineligible: never been sexually active, too old, recently been tested for chlamydia. Many eligible students were reluctant to take part because of embarrassment or anxiety about providing a swab. Using a new method of group recruitment after lectures we recruited 192 participants in 2 weeks. For a study on a sensitive topic, two researchers recruiting women in groups after lectures may be a more effective and cost-effective way than individual recruitment by researchers working alone.

  8. The Impact of Athletic Facilities on the Recruitment of Potential Student-Athletes

    Science.gov (United States)

    Schneider, Ray; Messenger, Steve

    2012-01-01

    Purpose: This study examined the impact that athletic facilities and other college choice factors have on the recruitment of student-athletes to play Division I college hockey compared to the influence of other college choice factors. Although athletic facilities and their seeming importance in the recruitment of top level student-athletes are…

  9. A Marketing Plan for Recruiting Students into Pharmacy School-based Graduate Programs. A Report.

    Science.gov (United States)

    Holdford, David A.; Stratton, Timothy P.

    2000-01-01

    Outlines a marketing plan for recruiting students into pharmacy school-based graduate programs, particularly into social and administrative sciences. Addresses challenges and opportunities when recruiting, the need to clearly define the "product" that graduate programs are trying to sell to potential students, types of students…

  10. Recruiting Undocumented Students: A Qualitative Analysis of College Admissions Counselors' Experiences

    Science.gov (United States)

    Hesse, Erwin

    2017-01-01

    This qualitative study explored nine admissions counselors' experiences with undocumented students at a public, four-year university in the state of Maryland. Findings suggest that admissions staff may confuse which policies apply for DACA vs DREAMers, a strategic recruitment plan does not exist to actively recruit undocumented students, and…

  11. 75 FR 11910 - Justice Management Division; Office of Attorney Recruitment and Management; Agency Information...

    Science.gov (United States)

    2010-03-12

    ... submitting the following information collection request to the Office of Management and Budget (OMB) for... Management and Budget, Office of Information and Regulatory Affairs, Attention: Department of Justice Desk... the Department in scheduling travel and/or hotel accommodations, which in turn provides the estimated...

  12. 75 FR 13573 - Justice Management Division, Office of Attorney Recruitment and Management; Agency Information...

    Science.gov (United States)

    2010-03-22

    ... and clearance in accordance with the Paperwork Reduction Act of 1995. Office of Management and Budget... Management and Budget, Office of Information and Regulatory Affairs, Attention: Department of Justice Desk... form is the Travel Survey--used by the Department in scheduling travel and/or hotel accommodations...

  13. 75 FR 1081 - Justice Management Division; Office of Attorney Recruitment and Management; Agency Information...

    Science.gov (United States)

    2010-01-08

    ... submitting the following information collection request to the Office of Management and Budget (OMB) for... Management and Budget, Office of Information and Regulatory Affairs, Attention: Department of Justice Desk... Survey--used by the Department in scheduling travel and/or hotel accommodations, which in turn provides...

  14. Tom Brown to direct Office for Student Life at Virginia Tech

    OpenAIRE

    Cox, Clara B.

    2004-01-01

    James Thomas "Tom" Brown of Blacksburg, Va., former interim director of the Office for Student Life and Advocacy, has been named director of the office, which has been renamed the Office for Student Life. The newly named office is responsible for multicultural programs, student advocacy, orientation, parent programs, and response to student emergencies.

  15. Intersectionality in Student Affairs: Perspective from a Senior Student Affairs Officer

    Science.gov (United States)

    Moneta, Larry

    2017-01-01

    The author draws upon over four decades of experience in student affairs administration to investigate how senior student affairs officers can incorporate intersectionality into comprehensive and targeted decision-making processes, strategic planning, and organizational considerations.

  16. Hydration Status in US Military Officer Students.

    Science.gov (United States)

    Rogers, Reva; Cole, Renee

    2016-01-01

    Relocation from a cool to a hot climate is a frequent occurrence in military service. Acclimatization requires time and exposure to heat. Nonacclimatized individuals frequently consume inadequate fluid leading to hypohydration, which can quickly result in dehydration with increased risk of heat illness/injury. This descriptive cross-sectional study assessed the hydration status of 196 officers attending the US Army Medical Department's Officer Basic Course (67%) or Captain's Career Course (33%) in San Antonio, Texas, prior to taking the Army Physical Fitness Test (APFT). Consenting Soldiers provided a first morning void urine sample and demographic survey (age, rank, sex, previous geographic location, etc) prior to the APFT. Height, weight, and APFT event scores were collected from a subject-coded, APFT scorecard without personal information data. Binary logistic regression was performed to identify variables that contribute to predicting hypohydration status. The sample population was 54% male, a mean age of 30 years, 5.2 years of military service, and a mean body mass index of 25 kg/m². Nearly one-third met the criteria for hypohydration (≥1.02 urine specific gravity). Soldiers who relocated from a cool environment within 9 days of taking the APFT had 2.1 higher odds of being hypohydrated compared with individuals who had resided in a hot environment for more than 9 days. Women had a 0.5 lower odds of being hypohydrated as compared to males. Significantly more Soldiers were hypohydrated on Monday compared to those tested on Tuesday (33% vs 16%, P=.004). Given these findings, the authors provided 5 recommendations to reduce the number of Soldiers exercising in a hypohydrated state.

  17. Military physician recruitment and retention: a survey of students at the Uniformed Services University of the Health Sciences.

    Science.gov (United States)

    Holmes, Samuel L; Lee, Daniel J; Charny, Grigory; Guthrie, Jeff A; Knight, John G

    2009-05-01

    Recent strategies employed in response to military physician recruitment shortfalls have consisted of increasing financial incentives for students in the Health Professions Scholarship Program (HPSP) while offering no increased incentive for attendance at the Uniformed Services University of the Health Sciences (USUHS). To gauge the impact of these incentive increases on the decision of medical students to attend USUHS, a prospective e-mail survey of current USUHS medical students was conducted. The survey was distributed to 674 USUHS medical students from all four class years, of which 41% responded. Students were asked to prioritize incentives and disincentives for military service and USUHS, as well as respond to whether recent incentives applied solely to the HPSP would have affected their decision to attend USUHS. Data were assessed using a weighted scale with responses ranked highest receiving a score of 3, responses ranked second receiving a weighted score of 2, and those ranked third receiving a weighted score of 1. The total weighted sum for each question response across the respondent population was then tallied in aggregate and assigned a weighted score to identify factors consistently ranked highest among the students. Patriotic duty and serving uniformed personnel were ranked most appealing about military service. Combat and deployment considerations were ranked least appealing about military service. Also of note, numerous survey comment box responses highlighted the perceived advantages of pooling resources between the two programs to benefit military medical student recruitment and training. Survey results suggested that current enhanced financial incentives and shorter service obligation offered by the HPSP make attendance of USUHS less appealing for current USUHS students and may negatively impact recruitment and retention of USUHS medical officers. Commensurate incentives such as promotion and credit for time in service while attending USUHS were

  18. An Observation of Normative Structure for College Admission and Recruitment Officers

    Science.gov (United States)

    Hodum, Robert L.; James, Glenn W.

    2010-01-01

    This study suggests that an unwritten code of ethics exists in the form of a behavioral normative structure for college and university admission officers. Also considered are the influences that personal and institutional factors have on the espousal of these norms. (Contains 2 tables and 1 note.)

  19. Promoting Diversity: Recruitment, Selection, Orientation, and Retention of International Students

    Science.gov (United States)

    Tas, Murat

    2013-01-01

    The number of international students attending U.S. higher learning institutions has decreased over the past decade (excluding students from China and Saudi Arabia) from 40 percent to 30 percent. These students are an important resource for the U.S. and their native countries in terms of education, culture, and economy. Differences between…

  20. Application of Marketing Principles to Recruitment of Students Achieves Phenomenal Returns on Low Investment.

    Science.gov (United States)

    de los Santos, Gilberto

    1984-01-01

    A project to improve Pan American's recruitment efforts in student markets already being served, rather than seeking new markets, is described. The project had two target groups: students accepted but not enrolled, and students who had left the university in good academic standing before graduating. Favorable results were achieved at low cost.…

  1. Developing a Stakeholder Approach for Recruiting Top-Level Sales Students

    Science.gov (United States)

    Agnihotri, Raj; Bonney, Leff; Dixon, Andrea Leigh; Erffmeyer, Robert; Pullins, Ellen Bolman; Sojka, Jane Z.; West, Vicki

    2014-01-01

    With growing industry demand for sales professionals, recruitment at colleges and universities that have a sales education focus has increased remarkably over the past few years. However, results indicate that hiring organizations face an uphill task in filling sales positions. Recruiters and students struggle to build critical person-job fit…

  2. Marketing Universities: A Survey of Student Recruitment Activities

    Science.gov (United States)

    Murphy, Patrick E.; McGarrity, Richard A.

    1978-01-01

    Admissions officers of 350 private colleges and universities were surveyed to ascertain their understanding of the term "marketing," current use of promotional (advertising and personal selling) activities, market segmentation approaches, and their product (i.e., academic programs) development and differentiation strategies. The mail questionnaire…

  3. Recruiting Nonresident Students and the Privatization of Public Universities

    Science.gov (United States)

    Harris, Michael S.; Smith, Marybeth

    2016-01-01

    As state appropriations for higher education decrease, public universities rely increasingly on student tuition to meet their operating expenses. Many public universities depend on tuition paid by out-of-state students. Institutions maximize revenue-enhancing opportunities resulting from a supportive public policy and cultural environment.…

  4. Recruitment and Professional Image of Students at One of the Regional Universities in Hungary

    Directory of Open Access Journals (Sweden)

    Tímea Ceglédi

    2011-07-01

    Full Text Available In this article we study the social recruitment and professional image of students at the University of Debrecen. Social recruitment shows significant differences between the faculties and the branches. The students in the high prestige faculties come from highmiddle class and middle class families. The students of the faculties that were judged having average prestige are from the middle class and the rate of low-middle class students is significantly greater in branches with lower prestige. Important differences were found in the professional image of the students with an education major and not education majors and also in case of the „ideal professional” and the „practical, necessary knowledge”. Both are partly formed by the professional socialization of the students and partly by the stereotypes. As a consequence there are also big differences between the professional image and the future expectations of the students with an education major and with other majors attending the same faculty.

  5. Strategies for the Recruitment and Retention of Native American Students. Executive Summary.

    Science.gov (United States)

    Thomason, Timothy C.; Thurber, Hanna J.

    This paper describes issues involved in increasing the number of Native American students in higher education, with a specific focus on psychology and rehabilitation training programs. The paper also describes many specific strategies for use by colleges and universities to recruit, retain, and graduate Native American students. Three sections…

  6. China's Recruitment of African University Students: Policy Efficacy and Unintended Outcomes

    Science.gov (United States)

    Haugen, Heidi Østbø

    2013-01-01

    This article explores how Sino-African relations are affected by the growing number of Africans who pursue higher education in China. China actively recruits African university students in order to increase soft power and generate income from the export of education services. Semi-structured interviews with African university students suggest that…

  7. A Success Story: Recruiting & Retaining Underrepresented Minority Doctoral Students in Biomedical Engineering

    Science.gov (United States)

    Reichert, William M.

    2006-01-01

    There are various ways to succeed in recruiting and retaining underrepresented minority (URM) doctoral students; but key to them all is the creation of real student-faculty relationships, which demonstrate by example that diversity and excellence can and should coexist. This cannot be delegated or done indirectly, and no amount of outreach, campus…

  8. Does Branding Impact Student Recruitment: A Critical Evaluation

    Science.gov (United States)

    Bock, Dora E.; Poole, Sonja Martin; Joseph, Mathew

    2014-01-01

    This study focuses on segmentation feasibility within the private college/university market. There is considerable overlap for private and public college/university students with respect to their consideration criteria; however, previous research suggests that there are some criteria that appear to be differentially important based on the type of…

  9. NETWORK MEDIA RESOURCES AS THE INSTRUMENT OF RECRUITING OF FOREIGN STUDENTS IN THE RUSSIAN HIGHER EDUCATION INSTITUTIONS

    Directory of Open Access Journals (Sweden)

    Гульнара Амангельдиновна Краснова

    2017-12-01

    Full Text Available Information technologies become more and more important instrument of recruiting of foreign students. In article the online recruiting methods used by foreign and Russian higher education institutions now and recent trends in the field of education export are considered. Results of the research “Education Value” conducted in 2015 by HSBC bank are given. Are discussed a role of the websites for students, parents, the recruiting agencies in information search and social networks as one of the main channels of recruiting of students. Social aspects of Wikipedia as important information resource and instrument of recruiting of foreign students are discussed.

  10. The office of student wellness: innovating to improve student mental health.

    Science.gov (United States)

    Seritan, Andreea L; Rai, Gurmeet; Servis, Mark; Pomeroy, Claire

    2015-02-01

    Despite increasing mental health needs among medical students, few models for effective preventive student wellness programs exist. This paper describes a novel approach developed at the University of California (UC) Davis School of Medicine: the Office of Student Wellness (OSW). Improved access and mental health service utilization have been documented, with over half of all students receiving support and clinical care. UC Davis student satisfaction mean scores on the Association of American Medical Colleges Graduation Questionnaire wellness questions have reached or exceeded national average over the last 4 years, since the OSW was founded. This program may serve as a blueprint for other medical schools in developing effective student wellness programs.

  11. Recent admissions trends at UNLV-SDM: perspectives on recruitment of female and minority students at a new dental school.

    Science.gov (United States)

    Sewell, Jeremy; Hawley, Nathan; Kingsley, Karl; O'Malley, Susan; Ancajas, Christine C

    2008-11-01

    As the U.S. population continues to become more diverse, there has been a movement toward the recruitment of more diverse students into the dental profession. The purpose of this study was to assess the current and historical trends in diversity among dental school applicants and enrollees at a new dental institution, the University of Nevada, Las Vegas, School of Dental Medicine (UNLV-SDM). Applicant and enrollment data for the first four cohorts, sorted by gender and ethnicity, were retrieved and summarized by the Office of Admissions and Student Affairs at UNLV-SDM. The principal findings of this analysis revealed enrollment of females at UNLV-SDM was relatively consistent during this time interval, although significantly lower than the U.S. average of all dental schools. The enrollment of minorities at UNLV-SDM, however, was consistent and comparable to the U.S. average, although these percentages were disproportionately smaller than the percentage of minorities in the general population. Based upon these findings, a new model for outreach and recruitment of females and minorities was recently created, based in part upon evidence of successful strategies by dental educators at other institutions, in order to increase the enrollment of female and underrepresented minority students.

  12. A Case Study: The Lafayette Police Department Utilization of Learning Organization Culture and its Impact on the Investigations Division Recruit Officer Training Module

    OpenAIRE

    Galloway, Scott D

    2010-01-01

    ABSTRACT The Lafayette Police Field Training Program utilizes knowledge sharing, knowledge sourcing, and emphasizes organizational assimilation by cycling patrol recruits through a detective division training section as a competency model to help train patrol recruit officers. Emergent themes from this research study revealed that the current design of the detective training module is effective for employee networking and organizational assimilation. The qualitative case study analysis ind...

  13. Recruiting former melanoma patients via hospitals in comparison to office-based dermatologists in a register-based cohort study that required indirect contact

    Directory of Open Access Journals (Sweden)

    S. R. Zeissig

    2017-11-01

    Full Text Available Abstract Background There are detailed reviews about different recruitment strategies, but not with regard to differences between recruitment of hospital-based versus office-based physicians. Within this study, the two different recruitment schemes are compared. Advantages and disadvantages of different ways of recruitment in registry-based studies are discussed. Methods In a cross-sectional cancer-registry-based study, long-term melanoma patients were contacted by dermatologists rather than directly by the registry on the basis of the legal situation. Logistic regression models and generalized estimating equations were used to assess effects of various patient and physician characteristics on participation and data quality. Especially differences between hospital-based versus office-based dermatologists are evaluated. Results Seventy two out of 112 contacted dermatologists took part in the study (64.3%. The cooperation proportion was 52.2% (689 participants/1320 contacted patients. Participants and non-participants differed regarding age and sex, but not regarding other social demographic factors and cancer stage. We did not observe a difference in patient participation between hospital-based versus office-based dermatologists (OR 1.08 [CI 0.84–1.39]; p = 0.57. However, medical data provided by the cancer registry were better for participants registered and recruited by hospitals. Conclusions In cohort studies with epidemiological cancer registries, recruitment via physicians has potential disadvantages and is more complex. If this indirect way of contact is mandatory, we recommend recruitment procedures including hospital-based rather than office-based physicians. However, physician characteristics were not associated with outcome.

  14. Increasing educational indebtedness influences medical students to pursue specialization: a military recruitment potential?

    Science.gov (United States)

    Bale, Asha G; Coutinho, Karl; Swan, Kenneth G; Heinrich, George F

    2013-02-01

    Cost of medical education and student indebtedness has increased dramatically. This study surveyed medical students on educational debt, educational costs, and whether indebtedness influenced career choice. Responses should impact (1) Department of Defense (DoD) recruitment of physicians and (2) future of primary care. The authors surveyed 188 incoming medical students (University of Medicine and Dentistry of New Jersey-New Jersey Medical School, Class of 2012) concerning educational indebtedness, perceptions about educational costs, and plans regarding loan repayment. Data were analyzed and expressed as mean +/- standard error. Students with loans anticipated their medical educational costs to be $155,993. 62% felt costs were "exorbitant," and 28% "appropriate." 64% planned to specialize, whereas only 9% chose primary care. 28% of students planning specialization said income potential influenced their decision. 70% of students said cost was a factor in choosing New Jersey Medical School over a more expensive school. Students anticipated taking about 10 years to repay loans. As medical educational costs and student indebtedness rise, students are choosing less costly education and career paths with higher potential future earnings. These trends will negatively impact health care availability, accessibility, and cost. DoD programs to provide financial assistance in exchange for military service are not well publicized. These findings should increase DoD recruitment opportunities.

  15. Nursing on television: student perceptions of television's role in public image, recruitment and education.

    Science.gov (United States)

    Weaver, Roslyn; Salamonson, Yenna; Koch, Jane; Jackson, Debra

    2013-12-01

    To explore nursing students' perceptions of how their profession is portrayed on medical television programmes. Recruitment and retention in nursing have been linked to the image of the profession in society. Images of nursing in popular media frequently draw on stereotypes that may damage the appeal of nursing for potential students and denigrate the value and status of the profession. A growing body of work analyses how nursing is portrayed in popular media, but less research asks nursing students themselves to reflect on this area. Convergent parallel mixed methods. Data were collected in 2011 from surveys of 484 undergraduate nursing students at a large university in New South Wales, Australia, that included demographic data, their viewing habits of medical television programmes and their opinions of how the shows handled nursing ethics and professionalism and the image of nursing on television and nursing role models. Most students watch medical television programmes. Students who do not speak English at home watched fewer programmes but were more positive about the depictions of professionalism. The qualitative data showed students were concerned that television can have a negative influence on the image of nursing, but they also recognized some educational and recruitment value in television programmes. It is important for nurses, educators and students to be critically engaged with the image of their profession in society. There is value in engaging more closely with contemporary media portrayals of nursing for students and educators alike. © 2013 John Wiley & Sons Ltd.

  16. Career Centers See More Students and Fewer Recruiters in Tight Job Market

    Science.gov (United States)

    Kolowich, Steve

    2009-01-01

    As students and alumni have crowded into campus career centers seeking help in their job searches, corporate recruiters have made themselves scarce. According to a recent survey by the National Association of Colleges and Employers, these are common symptoms during the economic downturn. Of the 50 or so colleges and universities the group surveyed…

  17. IS Staffing during a Recession: Comparing Student and IS Recruiter Perceptions

    Science.gov (United States)

    Pratt, Jean A.; Hauser, Karina; Ross, Steven C.

    2010-01-01

    The current economic situation in the United States has associated ramifications for IS employment. This study identifies IS recruiters' perceptions vis-a-vis IT budget cuts and layoffs at their organizations. Additionally, it identifies IS student perceptions vis-a-vis employment opportunities and academic preparation. Similar surveys were…

  18. Reflections on Recruiting, Supporting, Retaining, Graduating, and Obtaining Employment for Doctoral Students from Diverse Backgrounds

    Science.gov (United States)

    Dieker, Lisa; Wienke, Wilfred; Straub, Carrie; Finnegan, Lisa

    2014-01-01

    In this article, the authors provide a summary of the current techniques being used to recruit, retain, and support a diverse range of scholars, including students with disabilities, in a doctoral program. The manuscript provides a summary of the current need for leadership personnel who are scholars with knowledge in special education, general…

  19. Student Recruitment at International Branch Campuses: Can They Compete in the Global Market?

    Science.gov (United States)

    Wilkins, Stephen; Huisman, Jeroen

    2011-01-01

    The majority of international branch campuses are located in competitive higher education hubs, such as Singapore and the United Arab Emirates. Many find themselves having to recruit students regionally, and some, even globally, which results in them competing head-to-head with the home campuses of well-respected Western universities. The purpose…

  20. The Application of a Total Quality Management Approach to Support Student Recruitment in Schools of Music

    Science.gov (United States)

    Weinstein, Larry

    2009-01-01

    One of the greatest challenges music programme administrators face is that of recruiting students for their programmes. This article suggests that administrators should investigate the benefits of implementing a comprehensive total quality management programme in their institutions. The core values, techniques and tools embodied in the Total…

  1. THE CHALLENGE OF KEEPING-UP: CURRENT METHODOLOGIES IN ANALYZING THE STUDENTS RECRUITING AREA BY UNIVERSITIES

    Directory of Open Access Journals (Sweden)

    MĂLĂESCU SIMONA

    2013-11-01

    Full Text Available The challenge of keeping-up: current methodologies in analyzing the students recruiting area by universities. Despite all progress made in the field and in some collateral areas extremely useful methodologically (e.g. the use of GIS, for some countries emerging from communist space methodologically upgrading to the latest advances in modelling and forecast of students recruitment by universities remains a difficult challenge. The analysis and modelling of the geographical area of recruiting students for a particular university represents even for the foreign literature a niche, not necessarily consciously neglected but only reached sidely due, most likely, to ignoring the benefits which the focus of concerns on this aspect would bring into focus and directing more efficiently university marketing efforts. This paper aims precisely to seek, through a meta-analysis of existing literature, disparate developments that led in some form or will allow improved modeling spatial areas of recruitment of students by universities and the challenges and limitations that apply methodological advances the area where universities belonging to the ex-communist involved. Beyond the theoretical benefit from a practical perspective, the meta-analysis aimed at synthesizing elements of good practice that can be applied to the local university system.

  2. Strategies to Recruit and Retain Students in Physical Science and Mathematics on a Diverse College Campus

    Science.gov (United States)

    Chang, Jen-Mei; Kwon, Chuhee; Stevens, Lora; Buonora, Paul

    2016-01-01

    This article presents implementation details and findings of a National Science Foundation Scholarship in Science, Technology, Engineering, and Mathematics Program (S-STEM) consisting of many high-impact practices to recruit and retain students in the physical sciences and mathematics programs, particularly first-generation and underrepresented…

  3. Retail Merchandising Competencies: A Comparison of Perceptions among Entry-Level Managers, Educators, Recruiters, and Students.

    Science.gov (United States)

    McCuaig, Shauna; And Others

    1996-01-01

    Responses from 38 of 184 retailing graduates, 24 of 111 recruiters in the apparel field, 58 of 200 retail merchandising educators, and 45 of 47 current students found that differences in their ratings of the importance of 53 competencies for entry workers centered on three factors: merchandising, leadership, and monitoring. (SK)

  4. A Research Study for Developing a Strategic Plan for Recruiting Academically Superior Students.

    Science.gov (United States)

    Prasad, Sarada; Murphy, Michael

    The study reported in this document was conducted to facilitate strategic recruiting and marketing plans aimed at enhancing enrollments of academically superior students at the University of Wisconsin-Washington County (UWWC). Data on college choice criteria, perceptions, evaluations, information sources, "influentials," and choice outcomes…

  5. A Call for Diversity: The Need to Recruit and Retain Ethnic Minority Students in Art Therapy

    Science.gov (United States)

    Awais, Yasmine J.; Yali, Ann Marie

    2013-01-01

    There is a clear need for greater diversity in the field of art therapy with particular attention to increasing the representation of students of color in art therapy training programs. However, little to no data exists on how art therapy programs are actively recruiting for diversity. Diversity in the classroom can offer novel perspectives on…

  6. Using College Web Sites for Student Recruitment: A Relationship Marketing Study.

    Science.gov (United States)

    Kittle, Bart; Ciba, Diane

    2001-01-01

    Using a five-level relationship marketing model, four-year college and university Web page content was analyzed focusing on pre-transaction student recruitment strategies in three content areas: applications, faculty, and tours. Descriptive and statistical results indicate increasing amounts of interactivity and two-way communication from 1997 to…

  7. Recruitment Combined with Retention Strategies Results in Institutional Effectiveness and Student Satisfaction.

    Science.gov (United States)

    Youngman, Curtis

    In Winter 1994, the Marketing Department at Salt Lake Community College (SLCC) in Utah implemented an educational marketing plan that incorporated a focus on customer service to improve institutional effectiveness and student satisfaction. The plan includes a retention and recruitment program to strengthen the college's relationship with current…

  8. Physician recruitment and retention in New Brunswick: a medical student perspective

    Directory of Open Access Journals (Sweden)

    Mariah Giberson

    2016-10-01

    Full Text Available Background: Physician recruitment and retention is a priority for many Canadian provinces. Each province is unique in terms of recruitment strategies and packages offered; however, little is known about how medical students evaluate these programs. The purpose of the current study was to determine which factors matter most to New Brunswick (NB medical students when considering their location of future practice. Method: A survey of NB medical students was conducted. Descriptive statistics were produced and a linear regression model was developed to study factors predictive of a student’s expressed willingness to practice in NB. Results:  158 medical students completed the online survey, which is a response rate of 55%. Job availability and spouse’s ability to work in the province were ranked as the top factors in deciding where to practice. In the final regression model, factors predictive of an expressed desire to practice in NB include being female, living in NB prior to medical school, attending medical school at Université de Sherbrooke, participation in the NB Preceptorship program, and a desire to practice family medicine. Conclusions: This study provides insight into what medical students consider when deciding where to practice. This research may be used to inform physician recruitment efforts and guide future research into medical education and policy.

  9. Recruitment of Community College Students Into a Web-Assisted Tobacco Intervention Study.

    Science.gov (United States)

    McIntosh, Scott; Johnson, Tye; Wall, Andrew F; Prokhorov, Alexander V; Calabro, Karen Sue; Ververs, Duncan; Assibey-Mensah, Vanessa; Ossip, Deborah J

    2017-05-08

    United States college students, particularly those attending community colleges, have higher smoking rates than the national average. Recruitment of such smokers into research studies has not been studied in depth, despite a moderate amount information on study recruitment success with smokers from traditional four-year colleges. Recruitment channels and success are evolving as technology evolves, so it is important to understand how to best target, implement, and evaluate recruitment strategies. The aim of this paper is to both qualitatively and quantitatively explore recruitment channels (eg, mass email, in-person referral, posted materials) and their success with enrollment into a Web-Assisted Tobacco Intervention study in this priority population of underserved and understudied smokers. Qualitative research methods included key informant interviews (n=18) and four focus groups (n=37). Quantitative research methods included observed online responsiveness to any channel (n=10,914), responses from those completing online screening and study consent (n=2696), and responses to a baseline questionnaire from the fully enrolled study participants (n=1452). Qualitative results prior to recruitment provided insights regarding the selection of a variety of recruitment channels proposed to be successful, and provided context for the unique attributes of the study sample. Quantitative analysis of self-reported channels used to engage with students, and to enroll participants into the study, revealed the relative utilization of channels at several recruitment points. The use of mass emails to the student body was reported by the final sample as the most influential channel, accounting for 60.54% (879/1452) of the total enrolled sample. Relative channel efficiency was analyzed across a wide variety of channels. One primary channel (mass emails) and a small number of secondary channels (including college websites and learning management systems) accounted for most of the

  10. How University Websites' Emphasis on Age Diversity Influences Prospective Students' Perception of Person-Organization Fit and Student Recruitment

    Science.gov (United States)

    Ihme, Toni A.; Sonnenberg, Katharina; Barbarino, Maria-Luisa; Fisseler, Björn; Stürmer, Stefan

    2016-01-01

    Despite of the popularity of emphasizing diversity information on university websites surprisingly little is known about if how and why diversity recruitment strategies actually affect students' enrollment decisions. To gain insight into this question this paper introduces and tests a model applying general social psychological theorizing to the…

  11. Facing a "New" Challenge: Chief Student Affairs Officers' Responses to Casino Gambling in Mississippi.

    Science.gov (United States)

    Bailey, E. Ann; Dickens, Cynthia S.

    1997-01-01

    Reports on a qualitative study examining chief student affairs officers' (CSAOs) (N=30) perceptions of the impact of legalized casino gambling on student life, service delivery, and student affairs. Results indicate that CSAOs detected few changes in student behavior. Campuses close to casinos reported more dropouts and increases in student debt.…

  12. [The social recruitment of medical students in year group 2006 and 2007 at the University of Copenhagen].

    Science.gov (United States)

    Pedersen, Laura Toftegaard; Bak, Nanna Hasle; Petersson, Birgit H

    2010-01-18

    To study the social recruitment of medical students at the University of Copenhagen in 2006 and 2007 and compare it to the social recruitment in 1992, the Danish population and other study programmes. Questionnaire survey of first-year medical students from year 2006-2007. The population comprised 446 students, of whom 71% were women. They were categorised according to parents' social class, parents' education and presence of doctors in the family. 81% of the students belonged to social class I and II, 41% of the students' parents had a higher education and 17% had at least one parent who was a trained physician. For the Danish population and for students at Psychology and the Humanities, the numbers were significantly lower. Fewer students were recruited from the higher social classes in 1992, but more students had parents with higher education. In 1992, the quota system had an equalizing effect on the distribution across social classes; this effect did not seem to be present in 2006-07. The distribution of medical students across social classes is less equal than in the rest of the Danish population and has remained close to unchanged in the period 1992 to 2007. Furthermore, the medical school recruits more students from higher socioeconomic backgrounds than other fields of study at the University of Copenhagen. There is a need for an increased focus on the social recruitment and an intensified effort to recruit a more differentiated segment of students, among others through an increase in quota 2 admission rates.

  13. Recruitment and retention of Native American graduate students in school psychology.

    Science.gov (United States)

    Goforth, Anisa N; Brown, Jacqueline A; Machek, Greg R; Swaney, Gyda

    2016-09-01

    There is a clear underrepresentation of Native Americans in the field of school psychology. There are a number of factors that have led to this underrepresentation, including cultural and historical variables, barriers to accessing higher educational opportunities, and lack of financial support. Given the importance of having diverse perspectives in the field, as well as the need for mental health services and academic supports for Native American children and their families, school psychology trainers should consider actively recruiting and retaining Native American graduate students to doctoral and specialist programs. This article provides specific research-based recommendations for recruiting Native American students and strategies for supporting their success and matriculation in the program. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

  14. Characteristics of Social and Administrative Sciences graduate programs and strategies for student recruitment and future faculty development in the United States.

    Science.gov (United States)

    Westrick, Salisa C; Kamal, Khalid M; Moczygemba, Leticia R; Breland, Michelle L; Heaton, Pamela C

    2013-01-01

    The rising demand of faculty in Social and Administrative Sciences (SAS) in pharmacy in the United States heightens the need to increase the number of Doctor of Philosophy (PhD) graduates in SAS who choose to pursue an academic career. To describe the characteristics of SAS graduate programs and graduate students and identify strategies for student recruitment and future faculty development. An Internet survey (phase I) with key informants (graduate program officers/department chairs) and semistructured telephone interviews (phase II) with phase I respondents were used. Items solicited data on recruitment strategies, number of students, stipends, support, and other relevant issues pertaining to graduate program administration. Descriptive statistics were tabulated. Of the 40 SAS graduate programs identified and contacted, 24 completed the Internet survey (response rate [RR]=60.0%) and, of these, 16 completed the telephone interview (RR=66.7%). At the time of the survey, the median number of graduate students with a U.S.-based PharmD degree was 3. An average annual stipend for graduate assistants was $20,825. The average time to PhD degree completion was 4.57 years, and approximately 31% of PhD graduates entered academia. Various strategies for recruitment and future faculty development were identified and documented. Findings allow SAS graduate programs to benchmark against other institutions with respect to their own achievement/strategies to remain competitive in student recruitment and development. Additional research is needed to determine the success of various recruitment strategies and identify potential new ones. Published by Elsevier Inc.

  15. The chances of successful recruitment of volunteers among management students (in the light of empirical research

    Directory of Open Access Journals (Sweden)

    Stankiewicz Janina

    2016-12-01

    Full Text Available Non-profit organizations pursue social objectives. They base on the work of volunteers - people who devote their time to help others without expecting in return material benefits. They can perform various works, including those ones which require knowledge and skills in the area of management. It is possible to find such competences among the students of Management. The aim of the article is to discuss some opportunities of recruitment volunteers among that target market.

  16. Comparison of Physical Activity Among New United States Army Recruits and High School Students

    National Research Council Canada - National Science Library

    Jones, Sarah B; Knapik, Joseph J; Darakjy, Salima; Morrison, Stephanie; Piskator, Gene; Jones, Bruce H

    2006-01-01

    ... 1.9 days/wk of activity, respectively, while high school men and women reported 3.8 plus or minus 2.2 and 2.9 plus or minus 2.2 days/wk of activity, respectively (p=0.02 for men, p<0.01 for women). The data suggests that new recruits tend to report more frequent physical activity than high school students.

  17. Student Recruitment for the Mobile Generation : An Exploratory Study of Mobile Marketing Practices in the International Higher Education Industry

    OpenAIRE

    Zinn, Marian; Johansson, Helen

    2015-01-01

    Background: In an increasingly market-driven and global higher education industry, characterized by growing international competition and the emergence of disruptive mobile technologies, higher education institutions (HEIs) are challenged to adopt innovative ways of marketing for student recruitment to sustain student enrollment numbers. Within this new landscape the concept of mobile marketing for student recruitment has become an important issue for HEIs. Mobile devices are playing an incre...

  18. A brief report on rape myth acceptance: differences between police officers, law students, and psychology students in the United Kingdom.

    Science.gov (United States)

    Sleath, Emma; Bull, Ray

    2015-01-01

    A common perception is that police officers hold very negative attitudes about rape victims. Therefore, the purpose of this article is to establish whether police officers do accept stereotypical rape myths at a higher level compared to members of other populations. There were 3 comparison samples, composed of police officers, law students, and psychology students, that completed the Illinois Rape Myth Acceptance scale. Male and female police officers accepted "she lied" myths at a higher level than the student samples. Student samples were found to accept 2 types of rape myths ("she asked for it" and "he didn't meant to") at a higher level compared to police officers. No significant differences were found in the other 4 subfactors. Therefore, the pattern of results suggests that police officers do not adhere to stereotypical myths about rape victims more than do other populations.

  19. The Role of the Chief Student Affairs Officer in Promoting the Jesuit Mission of the University

    Science.gov (United States)

    Reiter, Lisa Rose

    2012-01-01

    "The Role of the Chief Student Affairs Officer in Promoting the Jesuit Mission of the University" is a qualitative comparative case study of three lay (non-cleric, non-Jesuit) chief student affairs officers employed in three U.S. Jesuit higher educational institutions. As the number of Jesuits decreases, a significant question is how the…

  20. The Impact of Mentoring on the Ascension of Senior Student Affairs Officers to the College Presidency

    Science.gov (United States)

    Hamluk, Brian Frederick

    2014-01-01

    In comparison to other backgrounds of college and university presidents (e.g., chief academic officers, finance, institutional advancement, etc.) few presidents in American higher education achieve the presidency from a senior-level position within student affairs, and mentoring of senior student affairs officers may play a role in assisting them…

  1. Building Bridges: Using the Office Consultation Project to Connect Students to Theory and Practice

    Science.gov (United States)

    Wawrzynski, Korine Steinke; Jessup-Anger, Jody E.

    2014-01-01

    The Office Consultation Project is an innovative capstone project that partners graduate students in student affairs preparation programs with academic and student affairs practitioners. It provides an opportunity for students to apply research and scholarship to practical settings, while giving practitioners new insight into their units,…

  2. Evaluation and Refinement of a Screening Instrument for U.S. Army Recruiters: Noncommissioned Officer Leadership Skills Inventory

    National Research Council Canada - National Science Library

    Horgen, Kristen E; Kubisiak, U. C; Bruk-Lee, Valentina; Connell, Patrick W; Penney, Lisa M; Borman, Walter C; Pace, Victoria L; Lentz, Elizabeth; White, Leonard A; Young, Mark C; Bowles, Stephen V

    2006-01-01

    ... (USAREC), and their contractor, Personnel Decisions Research Institutes, Inc. (PDRI) have collaborated to implement the online administration of the Noncommissioned Officer Leadership Skills Inventory (NLSI...

  3. Today Is the Tomorrow We Talked about Yesterday: Preparing Students for Working in the Office of the Future.

    Science.gov (United States)

    Matherly, Donna J.

    1986-01-01

    Discusses changes in the office environment due to increased automation. Topics include (1) what changes will occur, (2) how they will affect office workers, and (3) how to prepare students for work in automated offices. (CH)

  4. [What medical students want - evaluation of medical recruitment ads by future physicians].

    Science.gov (United States)

    Renkawitz, T; Schuster, T; Benditz, A; Craiovan, B; Grifka, J; Lechler, P

    2013-10-01

    Three-quarters of all hospitals in Germany are now struggling to fill open positions for doctors. The medical job ad is a vital tool for human resources marketing and an important image factor. The present study examines the importance of information and offers in medical recruitment ads on application decisions by medical students. A total of 184 future physicians from clinical semesters participated voluntarily in an anonymous cross-sectional survey. Using a standardised questionnaire, the importance of 49 -individual items extracted from medical recruitment ads were rated with the help of a 4-point Likert Scale. Finally, the study participants prioritised their reasons for an application as a physician. Primary influence on the application decision on medical recruitment ads by medical students had offers/information in relation to education and training aspects and work-life balance. Payment rates for physicians and work load played an important role for the application motivation. Additional earnings for, e. g., emergency calls, providing of medical expertise and assistance with housing, relocation and reimbursement of interview expenses were less crucial. In prioritising key reasons for selecting a prospective employer "regular working hours," an "individual training concept" and an "attractive work-life balance" scored the highest priority. The "opportunity for scientific work" was assigned only a small significance. High importance for the application decision by future physicians on medical recruitment ads is placed on jobs with an opportunity for personal development and aspects that contribute to work-life balance. © Georg Thieme Verlag KG Stuttgart · New York.

  5. Preliminary Report on HIV-1 Vaccine Preparedness in Nigeria: Advantages of Recruiting University Students

    Directory of Open Access Journals (Sweden)

    Ruth Guyit

    2010-01-01

    Full Text Available The national HIV seroprevalence in Nigeria has risen steeply from about 3% in 1993 to 5-8% in 2001 and now stands at 4.4%. HIV epidemic continues to be a serious threat to the most populous country in Africa with a population of 140 million, with limited use of antiviral drugs that is taken for life since it only suppresses the virus without completely eliminating the virus or leading to cure. Only a change in social behavior and an affordable vaccine can halt the epidemic in Africa. We report here results of a pilot study on the recruitment strategies, sociodemographic aspects and HIV risk behavior of a cohort of normal volunteers recruited at the University of Jos, Nigeria. Our study recorded a high degree of interest and zeal to participate in HIV vaccine studies by volunteers, and demonstrated the superiority of snowballing over invitation by mail, as a recruitment strategy. A cohort of university students may be particularly suitable for conducting HIV vaccine trials because of the assurance of prospective follow-up for up to four years (time to graduation, and a good understanding of the risks and benefits of participation as outlined in the informed consent. We had 100% retention during a follow-up period of two years. Most importantly, the cohort reflected a relatively low HIV seroprevalence, which gives preventive programs the potential to blunt or halt the epidemic.

  6. Exacerbating Staff Shortages and Student Dissatisfaction? The Impact of AACSB Accreditation on Faculty Recruitment in Australia

    Directory of Open Access Journals (Sweden)

    Margaret Lightbody

    2010-09-01

    Full Text Available Australian accounting schools are widely perceived to be experiencing a staffing shortage. Many accountingschools are now seeking AACSB accreditation. There has been no consideration in the accounting literatureof how such accreditation might impact on the future ability of accounting schools to attract the ex-practiceaccountants that have traditionally comprised the majority of their faculty recruits. To examine suchimplications, this paper presents an interpretive case study of an Australian business school which is in theprocess of applying for AACSB accreditation. The paper argues that an implication of the increasinglyinflexible work environment driven by AACSB accreditation may be that academia becomes a less attractiveworkplace for ex-practitioner faculty. This may further exacerbate existing academic staff shortages andreduce diversity and professional knowledge within accounting schools, with consequent implications forteaching, student engagement, and industry engagement. This in turn may have long term ramifications forthe ability of the universities to attract students and thus earn the tuition fees on which they currently rely.

  7. Medical Student Teaching and Recruiting: 50 Years of Balancing Two Educational Aims.

    Science.gov (United States)

    Schneider, Benjamin N; Chessman, Alexander; Toffler, William; Handler, Lara; Steiner, Beat; Biagioli, Frances Emily

    2017-04-01

    Family medicine (FM) undergraduate medical educators have had two distinct missions, to increase the knowledge, skills, and attitudes of all students while also striving to attract students to the field of family medicine. A five decade literature search was conducted gathering FM curricular innovations and the parallel trends in FM medical student interest. Student interest in FM had a rapid first-decade rise to 14%, a second 1990's surge, followed by a drop to the current plateau of 8-9%. This falls far short of the 30-50% generalist benchmark needed to fill the country's health care needs. Curricular innovations fall into three periods: Charismatic Leaders & Clinical Exposures (1965-1978), Creation of Clerkships of FM (1979-1998) and Curricular Innovations (1998-present). There is good evidence that having a required third-year clerkship positively impacts student interest in the field, however there is little research regarding the recruitment impact of specific clerkship curricula. Other tools associated with student interest include programming geared towards primary care or rural training and extracurricular opportunities such as FM Interest Groups. Strategic plans to improve the primary care work force should focus funding and legislative efforts on effective methods such as: establishing and maintaining FM clerkships, admitting students with rural and underserved backgrounds or primary care interest, developing longitudinal primary care tracks, and supporting extracurricular FM activities. Rigorous research is needed to assess how best to utilize limited educational resources to ensure that all students graduate with a core set of FM competence as well as an increased FM matriculation. Strategic plans to improve the primary care work force should focus funding and legislative efforts on effective methods such as: establishing and maintaining FM clerkships, admitting students with rural and underserved backgrounds or primary care interest, developing

  8. Impact of OpenCourseWare Publication on Higher Education Participation and Student Recruitment

    Directory of Open Access Journals (Sweden)

    Stephen Carson

    2012-10-01

    Full Text Available The free and open publication of course materials (OpenCourseWare or OCW was initially undertaken by Massachusetts Institute of Technology (MIT and other universities primarily to share educational resources among educators (Abelson, 2007. OCW, however, and more in general open educational resources (OER1, have also provided well-documented opportunities for all learners, including the so-called “informal learners” and “independent learners” (Carson, 2005; Mulder, 2006, p. 35. Universities have also increasingly documented clear benefits for specific target groups such as secondary education students and lifelong learners seeking to enter formal postsecondary education programs.In addition to benefitting learners, OCW publication has benefitted the publishing institutions themselves by providing recruiting advantages. Finally enrollment figures from some institutions indicate that even in the case of the free and open publication of materials from online programs, OCW does not negatively affect enrollment. This paper reviews evaluation conducted at Massachusetts Institute of Technology, Johns Hopkins Bloomberg School of Public Health (JHSPH, and Open Universiteit Nederland (OUNL concerning OCW effects on higher education participation and student recruitment.

  9. 75 FR 37771 - Office of Postsecondary Education; Overview Information; Transition Programs for Students with...

    Science.gov (United States)

    2010-06-30

    ... education (or consortia of institutions of higher education), to create or expand high quality, inclusive... DEPARTMENT OF EDUCATION Office of Postsecondary Education; Overview Information; Transition Programs for Students with Intellectual Disabilities Into Higher Education (TPSID)--Model Comprehensive...

  10. Study on the Relationships between Higher Education Institutions and Students Pertaining to the Higher Education Recruitment Process

    Science.gov (United States)

    Qin, Hongxia

    2013-01-01

    Differences of view have always existed regarding the legal relationship between colleges and students, where the national College Entrance Examinations (CEEs) are concerned. Proceeding from the legal nature of independent student recruitment powers during CEEs, of CEE application forms, and of college enrollment charters, this article maintains…

  11. Why Do Student Teachers Enrol for a Teaching Degree? A Study of Teacher Recruitment in Portugal and Sweden

    Science.gov (United States)

    Flores, Maria Assunção; Niklasson, Laila

    2014-01-01

    This paper reports on findings from an exploratory study carried out in Portugal and Sweden, concerning student teacher recruitment to Initial Teacher Education (ITE) programmes. It addresses issues such as the motivations and expectations of the student teachers regarding the teaching profession. Drawing upon existing related literature, a…

  12. A Collaborative Programming and Outreach Model for International Student Support Offices

    Science.gov (United States)

    Briggs, Peter; Ammigan, Ravichandran

    2017-01-01

    Increasing international student enrollment has been a key priority for many institutions of higher education in the United States. Such recruitment efforts, however, are often carried out without much consideration for providing sufficient support services to these students once they arrive to campus. This article proposes a model for structuring…

  13. Recruiting first generation college students into the Geosciences: Alaska's EDGE project

    Science.gov (United States)

    Prakash, A.; Connor, C.

    2008-12-01

    Funded in 2005-2008, by the National Science Foundation's Geoscience Education Division, the Experiential Discoveries in Geoscience Education (EDGE) project was designed to use glacier and watershed field experiences as venues for geospatial data collected by Alaska's grade 6-12 middle and high school teachers and their students. EDGE participants were trained in GIS and learned to analyze geospatial data to answer questions about the warming Alaska environment and to determine rates of ongoing glacier recession. Important emphasis of the program was the recruitment of Alaska Native students of Inupiat, Yup'ik, Athabascan, and Tlingit populations, living in both rural and urban areas around the state. Twelve of Alaska's 55 school districts have participated in the EDGE program. To engage EDGE students in the practice of scientific inquiry, each was required to carry out a semester scale research project using georeferenced data, guided by their EDGE teacher and mentor. Across Alaska students investigated several Earth systems processes including freezing conditions of lake ice; the changes in water quality in storm drains after rainfall events; movements of moose, bears, and bison across Alaskan landscapes; changes in permafrost depth in western Alaska; and the response of migrating waterfowl to these permafrost changes. Students correlated the substrate beneath their schools with known earthquake intensities; measured cutbank and coastal erosion on northern rivers and southeastern shorelines; tracked salmon infiltration of flooded logging roads; noted the changing behavior of eagles during late winter salmon runs; located good areas for the use of tidal power for energy production; tracked the extent and range of invasive plant species with warming; and the change of forests following deglaciation. Each cohort of EDGE students and teachers finished the program by attended a 3-day EDGE symposium at which students presented their research projects first in a

  14. Senior Student Affairs Officers' Reports of Joint Intra-Institutional Efforts to Support College Students with Mental Illness

    Science.gov (United States)

    Scheidel, Sarah

    2016-01-01

    The purpose of this sequential mixed-methods study was to explore senior student affairs officers' reports of joint intra-institutional efforts within the past three years to achieve the common goal of supporting the academic and personal success of college students with mental illness. The 20 factors identified by Mattessich, Murray-Close, and…

  15. Learning Vicariously: Students' Reflections of the Leadership Lessons Portrayed in "The Office"

    Science.gov (United States)

    Wimmer, Gaea; Meyers, Courtney; Porter, Haley; Shaw, Martin

    2012-01-01

    Leadership educators are encouraged to identify and apply new ways to teach leadership. This paper provides the qualitative results of post-secondary students' reflections of learning leadership concepts after watching several episodes of the television show, "The Office." Students used reflective journaling to record their reactions and…

  16. James Edward Scott: The Leadership Journey of a Senior-Level African American Student Affairs Officer

    Science.gov (United States)

    Willis, Salatha T.

    2013-01-01

    The purpose of this study was to examine, understand, and describe the life, leadership, and influence of Dr. James Edward Scott on higher education and more specifically student affairs; as one of the most well-known and respected African American male chief student affairs officers in the late 20th and early 21st centuries. Using a qualitative…

  17. Use of social networking for dental hygiene program recruitment.

    Science.gov (United States)

    Ennis, Rachel S

    2011-01-01

    Social networking has become a popular and effective means of communication used by students in the millennial generation. Academic admissions officers are beginning to utilize social networking methods for recruitment of students. However, the dental hygiene literature has reported little information about the use of social networking for recruitment strategies. This paper describes one institutions' process of creating and implementing a social network site for prospective and current students.

  18. Successfully recruiting, surveying, and retaining college students: a description of methods for the Risk, Religiosity, and Emerging Adulthood Study.

    Science.gov (United States)

    Berry, Devon M; Bass, Colleen P

    2012-12-01

    The selection of methods that purposefully reflect the norms of the target population increases the likelihood of effective recruitment, data collection, and retention. In the case of research among college students, researchers' appreciation of college student norms might be skewed by unappreciated generational and developmental differences. Our purpose in this article is to illustrate how attention to the generational and developmental characteristics of college students enhanced the methods of the Risk, Religiosity, and Emerging Adulthood study. We address the following challenges related to research with college students: recruitment, communication, data collection, and retention. Solutions incorporating Internet-based applications (e.g., Facebook) and sensitivity to the generational norms of participants (e.g., multiple means of communication) are described in detail. Copyright © 2012 Wiley Periodicals, Inc.

  19. The effectiveness of courses developed to recruit and retain minority students in the geology major at California State University, Sacramento

    Science.gov (United States)

    Hammersley, L. C.

    2014-12-01

    The lack of diversity in the geosciences has long been recognized as a problem. While improvements have been made, the proportion of Bachelor's degrees in the earth sciences awarded to Hispanic students in 2012 was only 5.6%, a huge disparity with the 17% of the U.S. population that is Hispanic. At California State University, Sacramento, 19% of the student population is Hispanic but, of the 61 students that earned an undergraduate degree in geology between 2005 and 2010, only four were Hispanic. In response to the lack of diversity in the geology major, we developed a new Geology of Mexico course with the goal of recruiting Hispanic students to the major. We present a quantitative evaluation of the effectiveness of this course in attracting Hispanic students, encouraging them to take more geology courses, and recruiting them to the major. Data was collected in the Geology of Mexico course and in the equivalent Physical Geology course. During the period evaluated, 93% of enrollment in Geology of Mexico was Hispanic compared with 18.5% in Physical Geology. We found that Hispanic students in Physical Geology earned lower grades than did nonminority students, while Hispanic students in Geology of Mexico earned grades comparable with nonminority students in Physical Geology. Overall, Geology of Mexico students also showed more positive attitude changes to the geosciences and were more likely to take another geology course. The recruitment rate into the major for Hispanic students in Geology of Mexico was comparable to the recruitment rate for nonminority students in Physical Geology. Since 2008, the proportion of Hispanic geology majors has risen from 4.5% to 14.1% and, notably, the proportion of underrepresented minorities has increased from 4.5% to 22.2%, reflecting a significant overall increase in diversity of the major. In order to increase retention of minority students, we developed a field course for new majors who were not yet ready for upper division courses

  20. Skills Required by Agricultural Education Students of Colleges of Education for Employment in Compterized Office of Agribusiness Organizations

    Science.gov (United States)

    Ugwuoke, Cajethan Uche; Onah, Benardine Ifeoma

    2015-01-01

    One of the major concerns of employers of labour in this information age is the recruitment of employees with requisite computerized office skills to fit into the various organization's jobs and positions. In Agricultural education, acquisition of these computerized office skills do not only depends on whether one is able to fulfill the paper…

  1. Come on Higher Ed...Get with the Programme! A Study of Market Orientation in International Student Recruitment

    Science.gov (United States)

    Ross, Mitchell; Grace, Debra; Shao, Wei

    2013-01-01

    This paper investigates higher education (HE) student recruitment practices from the standpoint of market orientation. By adopting the well-established market orientation framework of Narver and Slater [1990, The effect of a market orientation on a business profitability. "Journal of Marketing" 54, no. 4: 20-35], we examine the extent to…

  2. Index of Effort: An Analytical Model for Evaluating and Re-Directing Student Recruitment Activities for a Local Community College.

    Science.gov (United States)

    Landini, Albert J.

    This index of effort is proposed as a means by which those in charge of student recruitment activities at community colleges can be sure that their efforts are being directed toward all of the appropriate population. The index is an analytical model based on the concept of socio-economic profiles, using small area 1970 census data, and is the…

  3. Correction Notice: Tools for Citizen-Science Recruitment and Student Engagement in Your Research and in Your Classroom

    Directory of Open Access Journals (Sweden)

    JMBE Production Editor

    2016-05-01

    Full Text Available Correction for Sarah E. Council and Julie E. Horvath, “Tools for Citizen-Science Recruitment and Student Engagement in Your Research and in Your Classroom,” which appeared in the Journal of Microbiology & Biology Education, volume 17, number 1, March 2016, pages 38–40.

  4. Chief Student Affairs Officers' Perceptions of Institutional Crisis Management, Preparedness, and Response

    Science.gov (United States)

    Studenberg, Heather Nicole Lancin

    2017-01-01

    This dissertation examined chief student affairs officers' perceptions of institutional crisis management, preparedness, and response. A goal of this study was to uncover findings that can benefit crisis management protocols or best practices regarding crisis management team training, plan communications, and emergency management personnel on…

  5. The Impact of Mindfulness Training on Middle Grades Students' Office Discipline Referrals

    Science.gov (United States)

    Martinez, Tonnie; Zhao, Yuanyuan

    2018-01-01

    Young adolescents who experience stress may also exhibit negative behaviors at school. Students whose misbehavior causes an interruption to classroom learning may be sent to the office and, as a result, lose instructional time and learning. The goal of this quasi-experimental pilot study was to determine if mindfulness training would decrease the…

  6. Office Occupations--Accounting, Payroll. Kit No. 64. Instructor's Manual [and] Student Learning Activity Guide.

    Science.gov (United States)

    Conner, Connie

    An instructor's manual and student activity guide on payroll management are provided in this set of prevocational education materials which focuses on the vocational area of office occupations (accounting). (This set of materials is one of ninety-two prevocational education sets arranged around a cluster of seven vocational offerings: agriculture,…

  7. The Role of the Executive-Level Student Services Officer within a Community College Organizational Structure

    Science.gov (United States)

    Hernandez, John; Hernández, Ignacio

    2014-01-01

    The unique nature and mission of community colleges directly shapes the role and function of a senior student affairs officer (SSAO). Broadly, the community college mission is shaped by a vision of fulfilling several commitments to local communities. This includes admitting all applicants through an open access admissions policy and providing…

  8. Student Recruitment and Retention Efforts in PETE: Cloudy Skies or Silver Linings

    Science.gov (United States)

    Bulger, Sean M.; Braga, Luciana; DiGiacinto, Kacey; Jones, Emily M.

    2016-01-01

    This article addresses current issues and trends related to teacher candidate recruitment in physical education teacher education programs. It highlights the efforts of program leaders in three different higher education institutions to recruit and retain well-qualified physical education majors. The key lessons learned from these cases serve as a…

  9. Mass sports of students and cadets which server military contract in positions of officers

    Directory of Open Access Journals (Sweden)

    Anastasia Bondar

    2015-12-01

    Full Text Available Purpose: study of features of organization of mass sports of students and cadets which server military contract in positions of officers. Material and Methods: analysis of literary sources and documents, analysis of the systems, questioning (questionnaire, methods of the mathematical processing of data. In a questionnaire 97 respondents – 29 cadets of a 5 course and 68 students of 4 courses of military-legal faculty of the Yaroslav Mudryi National law university. Results: 69% cadets and only 35% students are engaged in the different types of motive activity in free time, here 48% cadets and 43% students elect the playing types of sport (football, volley-ball, basket-ball, 65,5% cadets and 48,5% students go in for sports for self-perfection and self-realization, here 45% cadets and 32% students plan necessarily to prolong to be engaged in the select type of sport upon termination of studies in higher educational establishment. Conclusions: the Study 4th Year Students And Students Of The 5th Year Of Military Faculty Of Law Has Shown That The Students Serious About Their Chosen Profession And Understand The Importance Of Physical Fitness In A Future Service, They Are Able To Objectively Assess The Level Of Their Physical Readiness And Are Ready For Further Self-Improvement

  10. Issues concerning recruitment, retention and attrition of student nurses in the 1950/60s: a comparative study.

    Science.gov (United States)

    Jinks, Annette M; Richardson, Kathleen; Jones, Chris; Kirton, Jennifer A

    2014-11-01

    To investigate student nurse recruitment and attrition in the 1950' and 1960s and undertake comparisons to modern day concerns. The study was set in one hospital in the U.K. In the period studied nursing was unpopular as a profession and there were difficulties surrounding recruitment. Attrition rates were high. Documentary analysis of 641 training records dating 1955 to 1968 was undertaken. Attrition rates, reasons for non-completion and employment following successful completion were determined. Most recruits were young, unmarried, females and had overseas addresses. The majority (n = 88) had prior nursing experience. Over 69% (n = 443) successfully completed their training. Attrition rates were over 30% (n = 198), the main reason being academic failure. Following completion over 40% (n = 183) undertook midwifery training (n = 183) or secured a staff nurse post (n = 153). Issues relating to recruitment, retention and attrition in the 1950s and 1960s put into context present day issues. Recent attrition rates from pre-registration nurse education have fallen, nevertheless some of the issues of yesteryear remain problematic. In the present study significant numbers of entrants left due to domestic and ill-health problems resonates with many modern day studies. Also failure to complete due to academic shortcomings continues to be a concern. Copyright © 2014 Elsevier Ltd. All rights reserved.

  11. From Ivory Towers to International Business: Are Universities Export Ready in Their Recruitment of International Students?

    Science.gov (United States)

    Naidoo, Vik

    2010-01-01

    The main hypothesis examined in this study is that the success of export recruitment strategies of universities is partly determined by their export readiness, defined as a function of market orientation. This article seeks to fulfil both a research and a practitioner gap in the export of education field. There currently exists a lack of research…

  12. Perceptions of Speech and Language Therapy Amongst UK School and College Students: Implications for Recruitment

    Science.gov (United States)

    Greenwood, Nan; Wright, Jannet A.; Bithell, Christine

    2006-01-01

    Background: Communication disorders affect both sexes and people from all ethnic groups, but members of minority ethnic groups and males in the UK are underrepresented in the speech and language therapy profession. Research in the area of recruitment is limited, but a possible explanation is poor awareness and understanding of speech and language…

  13. Shaping the Female Student: An Analysis of Swedish Beauty School Recruitment Texts

    Science.gov (United States)

    Bredlöv, Eleonor

    2016-01-01

    This study focuses on the recruitment of adults to the beauty industry in Sweden. It is concerned with a move in (beauty) education away from state and towards private provision in a wider context where education is becoming more heavily marketised. Drawing on a poststructural approach inspired by the work of Foucault and feminist theory, the…

  14. Effects of Optometry School Recruitment Efforts on Urban and Suburban High School Students.

    Science.gov (United States)

    Graham, Andrew D.; Shepard, Jodi; Orleans, Elizabeth; Chae, Eunmi; Ng-Sarver, Joy

    1999-01-01

    In two Oakland (California) high schools, one urban and one suburban, an audiovisual presentation designed to enhance student interest in optometry as a career was given. Results of the presentation, measured by a questionnaire, suggest that few high school students are considering pursuing an optometry doctoral degree, but an on-site presentation…

  15. Best Practices in Recruiting and Retaining International Students in the U.S.

    Science.gov (United States)

    Ozturgut, Osman

    2013-01-01

    The number of international students on U.S. campuses is steadily increasing, and the prospect of the numbers increasing is in the forecast. According to Open Doors report (2012) the number of international students at colleges and universities in the United States increased by 5% to 764,495 during the 2011/12 academic year. Altbach (1991) argued…

  16. Monitoring Shifts in Campus Image and Recruitment Efforts in Small Colleges.

    Science.gov (United States)

    Murray, David

    1991-01-01

    Without an institutional research office to look at recruitment and retention programs, DePauw University (Indiana) relies heavily on institutional trend data and comparative information to assess the effectiveness of three initiatives: recruitment of large numbers of minority students, strategic use of financial aid, and use of market…

  17. Students Are As Mayflies: Strategies For Building Institutional Relationships To Enhance Recruitment

    Science.gov (United States)

    Halpern, J. B.

    2013-12-01

    Students are like mayflies, they graduate. While undergraduate research programs, especially summer programs, may motivate individuals to take up science as a career, their impact is fleeting on the institutions that they come from. I will describe programs I created to meet this challenge. The NASA/Goddard Faculty and Student Team (FaST) grew out of the NASA Summer Faculty Fellowship Program. The Center selected a faculty based on a short research proposal, CV, and letters of recommendation. Those applying tended to come from primarily undergraduate or smaller universities where research opportunities were limited. The faculty member selected a student, who was also supported by FaST. Among the pleasant surprises was how this motivated the faculty to find funding for additional students. Another surprise was that the faculty member acted as a mentor to summer research students from other programs working in the same laboratory. This occurred because the visiting faculty were in the lab full time without administrative duties and they were used to working with and advising undergraduates. To build the relationship the program funded travel for the NASA colleague to the team's university in the Fall. The NSF sponsored Partnership for Research and Education in Materials is run by the Division of Materials Research. It links together research universities and minority serving institutions. Our PREM at Howard incorporated both Johns Hopkins and Prince Georges Community College. In the last two years, Gallaudet University, a university for the deaf, has become a partner. As part of the five years award renewal, our research university partner has changed and is now Cornell. The PREM runs a summer research program that supports undergraduates from Howard, PGCC and Gallaudet. Howard and PGCC students have spent summers at Hopkins or Cornell. PGCC students first spend a summer at Howard. The PGCC and Gallaudet faculty select their students who will participate in the

  18. Tools for Citizen-Science Recruitment and Student Engagement in Your Research and in Your Classroom

    Directory of Open Access Journals (Sweden)

    Sarah E. Council

    2016-01-01

    Full Text Available The field of citizen science is exploding and offers not only a great way to engage the general public in science literacy through primary research, but also an avenue for teaching professionals to engage their students in meaningful community research experiences. Though this field is expanding, there are many hurdles for researchers and participants, as well as challenges for teaching professionals who want to engage their students. Here we highlight one of our projects that engaged many citizens in Raleigh, NC, and across the world, and we use this as a case study to highlight ways to engage citizens in all kinds of research. Through the use of numerous tools to engage the public, we gathered citizen scientists to study skin microbes and their associated odors, and we offer valuable ideas for teachers to tap into resources for their own students and potential citizen-science projects.

  19. Recruiting a Diverse Set of Future Geoscientists through Outreach to Middle and High School Students and Teachers in Miami, Florida

    Science.gov (United States)

    Whitman, D.; Hickey-Vargas, R.; Draper, G.; Rego, R.; Gebelein, J.

    2014-12-01

    Florida International University (FIU), the State University of Florida in Miami is a large enrollment, federally recognized Minority Serving Institution with over 70% of the undergraduate population coming from groups underrepresented in the geoscience workforce. Recruiting local students into the geosciences is challenging because geology is not well integrated into the local school curriculum, the geology is poorly exposed in the low-relief south Florida region and many first generation college students are reluctant to enter unfamiliar fields. We describe and present preliminary findings from Growing Community Roots for the Geosciences in Miami, FL, a 2-year, NSF funded project run by the Department of Earth and Environment at FIU which aims to inform students enrolled in the local middle and high schools to educational and career opportunities in the geosciences. The project takes a multi-faceted approach which includes direct outreach through social media platforms and school visits, a 1-week workshop for middle school teachers and a 2-week summer camp aimed at high school students. An outreach team of undergraduate geoscience majors were recruited to build and maintain informational resources on Facebook, Instagram, Twitter and Google Plus and to accompany FIU faculty on visits to local middle schools and high schools. Both the teacher workshop and the summer camp included lectures on geoscience careers, fundamental concepts of solid earth and atmospheric science, hands on exercises with earth materials, fossils and microscopy, exercises with Google Earth imagery and GIS, and field trips to local geological sites and government facilities. Participants were surveyed at the beginning of the programs on their general educational background in math and science and their general attitudes of and interest in geoscience careers. Post program surveys showed significant increases in the comfort of teaching topics in geoscience among teachers and an increased

  20. Recruitment and Retention of Students--An Integrated and Holistic Vision of Mathematics Support

    Science.gov (United States)

    Croft, A. C.; Harrison, M. C.; Robinson, C. L.

    2009-01-01

    Students' lack of preparedness for the mathematical demands of higher education is affecting a wide range of programmes in universities worldwide. In the UK this has been recognized at the highest levels and provoked several inquiries. The ability to use mathematics in courses as varied as nursing, biosciences, and business is an essential skill…

  1. How to Make Low Vision "Sexy": A Starting Point for Interdisciplinary Student Recruitment

    Science.gov (United States)

    Wittich, Walter; Strong, Graham; Renaud, Judith; Southall, Kenneth

    2007-01-01

    Professionals in the field of low vision are increasingly concerned about the paucity of optometry students who are expressing any interest in low vision as a clinical subspecialty. Concurrent with this apparent disinterest is an increased demand for these services as the baby boomer population becomes more predisposed to age-related vision loss.…

  2. Differences Do Make a Difference: Recruitment Strategies for the Non-Traditional Student.

    Science.gov (United States)

    Zamanou, Sonia

    Many colleges and universities lack a comprehensive, fully integrated marketing plan to combat high attrition rates in programs offered to non-traditional students. A clear understanding of the needs of the marketplace is crucial to an effective marketing program. Research suggests that life transitions are what motivate adults to pursue…

  3. Recruitment of Diverse Students in School Psychology Programs: Direction for Future Research and Practice

    Science.gov (United States)

    Proctor, Sherrie L.; Simpson, Chamane M.; Levin, Jacqueline; Hackimer, Laura

    2014-01-01

    Lack of racially, ethnically, and linguistically (REL) diverse school psychologists has been a concern for decades. Recent and rapid increases in student diversity within America's public schools require that school psychology address the longstanding lack of diversity within the field. This article details the demographics of school…

  4. Get out of Fines Free: Recruiting Student Usability Testers via Fine Waivers

    Science.gov (United States)

    Hockenberry, Benjamin; Blackburn, Kourtney

    2016-01-01

    St. John Fisher College's Lavery Library's Access Services and Systems departments began a pilot project in which students with overdue fines tested usability of library Web sites in exchange for fine waivers. Circulation staff promoted the program and redeemed fine waiver vouchers at the Checkout Desk, while Systems staff administered testing and…

  5. Evaluation of "Office-based" Course of Intern Students at Shahid Beheshti University of Medical Sciences

    Directory of Open Access Journals (Sweden)

    Behrokh Mahmoudzadeh

    2016-06-01

    Full Text Available Background and Purpose: "Office-based" course in General Medical Curriculum of Shahid Beheshti School of medicine (the reform program is a four-month course that is presented in the last six months of the program for interns. Office is a major practice setting after graduation for general practitioner in Iran and for this purpose physicians' offices in health care centers have been selected. Purpose of the course is to prepare interns to work independently and they have passed all their courses and had adequate knowledge to practice but they had not enough experience of office-based practice in the community and outpatient settings. This study was designed and implemented aimed to determine the program’s weaknesses and strengths in the range of the course stakeholders ‘questions (5 major questions, and provide proposed solutions to policy-makers in order to improve and promote the program of "office- based education internship" of Shahid Beheshti School of Medicine.Methods: The assessment was conducted in 3 descriptive study and the population under study included 44 interns and 36 physician mentor in 36 health care centers which were all centers under office based education plan in Shahid Beheshti medical school from October till December of 2014.The instruments used for data collection were questionnaires (mentor physician and intern students and a check list made by the researcher. Mentor physician questionnaire contained 23 items, student questionnaire contained 20 items and documentations review check list and evidence included contained 30 items. Twenty items were on a 4-point Likert-type (weak, less than expected, as expected as and higher than expected, 14 items on a 3-point Likert-type (none, partially, totally, 33 items on two-choice question (Yes/No and 6 as an open question. All items had the same value. Face and content validity were checked by Scientific Committee and evaluations of Shahid Beheshti University of Medical

  6. Application of marketing mix concept in student recruitment strategies: Evidence from University of Novi Sad, Serbia

    OpenAIRE

    Rodić-Lukić Vesna; Lukić Nemanja

    2016-01-01

    The first subject of research in this article is the review and comparison of various theoretical approaches to marketing applied in institutions of higher education. The authors have observed the marketing as an active process by which institutions of higher education attract their users' attention to the educational services they offer. The research has sought for an answer to the question which marketing mix instrument has the greatest impact on the student decision to enroll at a particul...

  7. Application of marketing mix concept in student recruitment strategies: Evidence from University of Novi Sad, Serbia

    Directory of Open Access Journals (Sweden)

    Rodić-Lukić Vesna

    2016-01-01

    Full Text Available The first subject of research in this article is the review and comparison of various theoretical approaches to marketing applied in institutions of higher education. The authors have observed the marketing as an active process by which institutions of higher education attract their users' attention to the educational services they offer. The research has sought for an answer to the question which marketing mix instrument has the greatest impact on the student decision to enroll at a particular faculty at the University of Novi Sad. The study involved 783 students at six faculties of this university. The authors used a non-standardized survey questionnaire to measure the attitudes towards 26 different marketing tools, using the five-point Likert scale. Principal components factor analysis was used to classify variables. The authors singled out seven factors relevant to the faculty choice: people, physical evidence, promotion, image, resources and extra services, location and price. The results coincided with the traditional elements of marketing mix (7P to a greater or lesser extent, confirming the results of previously conducted studies.

  8. A Research Experiences for Undergraduates program (REU) Program Designed to Recruit, Engage and Prepare a Diverse Student Population for Careers in Ocean Sciences.

    Science.gov (United States)

    Clarkston, B. E.; Garza, C.

    2016-02-01

    The problem of improving diversity within the Ocean Sciences workforce—still underperforming relative to other scientific disciplines—can only be addressed by first recruiting and engaging a more diverse student population into the discipline, then retaining them in the workforce. California State University, Monterey Bay (CSUMB) is home to the Monterey Bay Regional Ocean Science Research Experiences for Undergraduates (REU) program. As an HSI with strong ties to multiple regional community colleges and other Predominantly Undergraduate Institutions (PUIs) in the CSU system, the Monterey Bay REU is uniquely positioned to address the crucial recruitment and engagement of a diverse student body. Eleven sophomore and junior-level undergraduate students are recruited per year from academic institutions where research opportunities in STEM are limited and from groups historically underrepresented in the Ocean Sciences, including women, underrepresented minorities, persons with disabilities, and veterans. During the program, students engage in a 10-week original research project guided by a faculty research mentor in one of four themes: Oceanography, Marine Biology and Ecology, Ocean Engineering, and Marine Geology. In addition to research, students develop scientific self-efficacy and literacy skills through rigorous weekly professional development workshops in which they practice critical thinking, ethical decision-making, peer review, writing and oral communication skills. These workshops include tangible products such as an NSF-style proposal paper, Statement of Purpose and CV modelled for the SACNAS Travel Award Application, research abstract, scientific report and oral presentation. To help retain students in Ocean Sciences, students build community during the REU by living together in the CSUMB dormitories; post-REU, students stay connected through an online facebook group, LinkedIn page and group webinars. To date, the REU has supported 22 students in two

  9. Recruitment and Baseline Characteristics of American Indian Tribal College Students Participating in a Tribal College Tobacco and Behavioral Survey.

    Science.gov (United States)

    Choi, Won S; Nazir, Niaman; Pacheco, Christina M; Filippi, Melissa K; Pacheco, Joseph; White Bull, Julia; Nance, Christi; Faseru, Babalola; Greiner, K Allen; Daley, Christine Makosky

    2016-06-01

    American Indians (AIs) have the highest cigarette smoking rates of any racial/ethnic group in the United States. Although the overall smoking prevalence in the United States for nonminority populations has decreased over the past several decades, the same pattern is not observed among AIs. The purpose of this observational study was to collect cigarette smoking and related information from American Indian tribal college students to inform tailored interventions. We conducted a repeated cross-sectional survey of American Indian tribal college students, Tribal College Tobacco and Behavior Survey (TCTABS), with a focus on recruiting all incoming freshman at three participating tribal colleges in the Midwest and Northern Plains regions. A total of 1256 students participated in the baseline surveys between April 2011 and October 2014. The overall smoking prevalence of this sample was 34.7%, with differences by region (Northern Plains-44.0% and Midwest-28%). The majority, 87.5% of current smokers reported smoking 10 or less cigarettes per day, 41% reported smoking menthol cigarettes, 52% smoked Marlboro brand, and the mean age of their first cigarette was 14 years. The majority, 62% had made at least one quit attempt in the past year. The overwhelming majority of respondents, regardless of their smoking status, thought that the current smoking prevalence on campus was greater than 41% and approximately one-third believed that it was as high as 61%. Very few studies of smoking have been conducted in this population and results from our study confirm the need for effective interventions. AIs have the highest cigarette smoking rates compared to other racial/ethnic groups in the United States. Furthermore, limited studies have examined the epidemiology of cigarette smoking among tribal college students. This study addresses health disparities related to smoking among college students by examining the demographic, cultural, and environmental characteristics of smoking and

  10. Recruiting and Retaining Cyberwarriors

    Science.gov (United States)

    2008-02-07

    2007 hearing of the House Oversight and Government Reform Subcommittee on Information Policy, Gregory Wilshusen, director of Information Technology at...Abbott Laboratories in Chicago, recruiters are reaching out to College students by offering flexible work schedules, telecommuting , full tuition

  11. 40 CFR 5.310 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 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...

  12. 43 CFR 41.310 - Recruitment.

    Science.gov (United States)

    2010-10-01

    ... 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...

  13. 14 CFR 1253.310 - Recruitment.

    Science.gov (United States)

    2010-01-01

    ... 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...

  14. 6 CFR 17.310 - Recruitment.

    Science.gov (United States)

    2010-01-01

    ... 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...

  15. 41 CFR 101-4.310 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 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...

  16. 15 CFR 8a.310 - Recruitment.

    Science.gov (United States)

    2010-01-01

    ... 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...

  17. 28 CFR 54.310 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 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...

  18. Steps Towards Determining the Right Number of Dental Recruits the Navy Should Access to Meet the Projected Targets for Navy Dental Corps Officers

    Science.gov (United States)

    2007-03-01

    Periodontics , Oral Surgery, and Prosthodontics. 1. Overall Dental Corps The data included for the overall loss rate for the Dental Corps included...Endodontists. This may occur due to the pay disparity between military and civilian Oral Surgeons. The Dental Corps attempts to mitigate the loss ...gum disease . Periodontics is another specialty that Dental Corps officers can decide to practice. NNMC, Naval Postgraduate Dental School offers a

  19. Marketing and Student Recruitment Practices at Four-Year and Two-Year Institutions, 2011. Noel-Levitz Report on Undergraduate Trends in Enrollment Management

    Science.gov (United States)

    Noel-Levitz, Inc, 2011

    2011-01-01

    What's working in student recruitment and marketing at the undergraduate level? To find out, Noel-Levitz conducted a 97-item, Web-based poll in April of 2011 as part of the firm's continuing series of benchmark polls for higher education. Among the findings: (1) The "top 10" most effective practices in 2011--across public and private, two-year and…

  20. Psychometric Properties of the Satisfaction with Life Scale among Turkish University Students, Correctional Officers, and Elderly Adults

    Science.gov (United States)

    Durak, Mithat; Senol-Durak, Emre; Gencoz, Tulin

    2010-01-01

    This study aims to extensively examine the psychometric properties of adapted version of the Satisfaction with Life Scale (SWLS) in different Turkish samples. In order to test the psychometric properties of the SWLS three separate and independent samples are utilized in this study, namely university students (n = 547), correctional officers (n =…

  1. Becoming a Health and Physical Education (HPE) Teacher: Student Teacher "Performances" in the Physical Education Subject Department Office

    Science.gov (United States)

    Rossi, Tony; Sirna, Karen; Tinning, Richard

    2008-01-01

    This study considered how physical education teacher education students "perform" their "selves" within subject department offices during the practicum or "teaching practice". The research was framed by a conceptual framework informed by the work of Goffman on "performance" and "front". The findings revealed three common performances across the…

  2. Employee recruitment.

    Science.gov (United States)

    Breaugh, James A

    2013-01-01

    The way an organization recruits can influence the type of employees it hires, how they perform, and their retention rate. This article provides a selective review of research that has addressed recruitment targeting, recruitment methods, the recruitment message, recruiters, the organizational site visit, the job offer, and the timing of recruitment actions. These and other topics (e.g., the job applicant's perspective) are discussed in terms of their potential influence on prehire (e.g., the quality of job applicants) and posthire (e.g., new employee retention) recruitment outcomes. In reviewing research, attention is given to the current state of scientific knowledge, limitations of previous research, and important issues meriting future investigation.

  3. 7 CFR 15a.53 - Recruitment.

    Science.gov (United States)

    2010-01-01

    ... 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...

  4. 7 CFR 15a.23 - Recruitment.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 1 2010-01-01 2010-01-01 false Recruitment. 15a.23 Section 15a.23 Agriculture Office... FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Admission and Recruitment Prohibited § 15a.23 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which this subpart applies shall...

  5. 20 CFR 656.21 - Supervised recruitment.

    Science.gov (United States)

    2010-04-01

    ... 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...

  6. 29 CFR 36.510 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 1 2010-07-01 2010-07-01 true Recruitment. 36.510 Section 36.510 Labor Office of the... Activities Prohibited § 36.510 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...

  7. 29 CFR 36.310 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 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...

  8. Recruiting intensity

    OpenAIRE

    R. Jason Faberman

    2014-01-01

    To hire new workers, employers use a variety of recruiting methods in addition to posting a vacancy announcement. The intensity with which employers use these alternative methods can vary widely with a firm’s performance and with the business cycle. In fact, persistently low recruiting intensity helps to explain the sluggish pace of US job growth following the Great Recession.

  9. Developing Guidelines to Enhance Students Desirable Characteristics for Schools under the Office of Udornthani Primary Education Service Area 1

    Directory of Open Access Journals (Sweden)

    Aroonsiri Janlon

    2017-09-01

    Full Text Available The purposes of this research were 1 to study the elements and indicators students desirable characteristics for schools ; 2 to study the present condition and the desirable of students desirable characteristics for schools ; and 3 to develop guidelines to enhance students desirable characteristics for schools under the office of Udornthani primary education service area 1. Research and development. Method was divided into three phases for the purposes of research. The samples were 296 teachers and school administrators, using stratified random sampling. Instruments used were questionnaire, assessment elements and indicators, interview form and assessment guidelines. Data were analyzed using mean, standard devitation and modified priority needs index. Research findings were as follows: 1. There were 3 elements of students desirable characteristics for schools consisted of discipline, learning and commitment to work. Discipline consisted of four indicators, learning consisted of indicators and commitment to work consisted of two indicators. 2. The current situation of students desirable characteristics for schools under the office of Udornthani primary education service area 1, overall at a high level, considering each element, discipline was the highest, followed by learning and the lowest was commitment to work as well. In desirable situation the same relults on the current situation. 3. Guidelines to enhance students desirable characteristics for schools under the office of Udornthani primary education service area 1 consisted of 7 guidelines: 1 the policy clearly ; 2 providing specialized committees ; 3 creating a common understanding ; 4 targeting clearly ; 5 the environmental moral ; 6 supervision, monitoring and evaluation ; and 7 creating a network of parents and the community.

  10. Successes, Challenges and Lessons Learned for Recruiting, Engaging and Preparing a Diverse Student Population for 21st Century Careers in Ocean Sciences.

    Science.gov (United States)

    Clarkston, B. E.; Garza, C.

    2015-12-01

    Diversity within the Ocean Sciences workforce is still underperforming relative to other scientific disciplines, a problem that will be only be solved by recruiting, engaging and retaining a more diverse student population. The Monterey Bay Regional Ocean Science Research Experiences for Undergraduates program is housed at California State University, Monterey Bay (CSUMB), an HSI with strong connections to multiple regional community colleges and other Predominantly Undergraduate Institutions (PUIs) in the CSU system. From this unique position, 11 sophomore and junior-level undergraduate students are recruited per year from academic institutions where research opportunities in STEM are limited and from groups historically underrepresented in the Ocean Sciences, including women, underrepresented minorities, persons with disabilities, and veterans. During the program, students engage in a 10-week original research project guided by a faculty research mentor in one of four themes: Oceanography, Marine Biology and Ecology, Ocean Engineering, and Marine Geology. In addition to research, students engage in rigorous weekly professional development workshops in which they practice critical thinking, ethical decision-making, peer review, writing and oral communication skills. These workshops include tangible products such as an NSF-style proposal paper, Statement of Purpose and CV modelled for the SACNAS Travel Award Application, research abstract, scientific report and oral presentation. To help retain students in Ocean Sciences, students build community during the REU by living together in the CSUMB dormitories; post-REU, students stay connected through an online facebook group, LinkedIn page and group webinars. To date, the REU has supported 22 students in two cohorts (2014, 2015) and here we present successes, challenges and lessons learned for a program designed to prepare students for 21st century Ocean Science careers.

  11. 76 FR 12719 - Safe Schools/Healthy Students Program; Office of Safe and Drug-Free Schools; Safe Schools/Healthy...

    Science.gov (United States)

    2011-03-08

    ... DEPARTMENT OF EDUCATION Safe Schools/Healthy Students Program; Office of Safe and Drug- Free Schools; Safe Schools/Healthy Students Program; Catalog of Federal Domestic Assistance (CFDA) Numbers: 84... priorities, requirements, and definitions under the Safe Schools/Healthy Students (SS/HS) program. Since...

  12. The transition from medical student to doctor: perceptions of final year students and preregistration house officers related to expected learning outcomes.

    Science.gov (United States)

    Lempp, H; Seabrook, M; Cochrane, M; Rees, J

    2005-03-01

    In this prospective qualitative study over 12 months, we evaluated the educational and clinical effectiveness of a new final year undergraduate programme in a London medical school (Guy's, King's and St Thomas'). A stratified sample of 17/360 final year students were interviewed four times, and the content was assessed against 32 amalgamated learning outcomes identified in 1997 in The New Doctor. At the beginning of the preregistration year, eight of the learning outcomes were already met, 10 partly, eight remained to be attained and for six, insufficient evidence existed. Preregistration house officers who have been through the final year student house officer programme expressed competence in many of the outcomes of the General Medical Council's New Doctor. The study identified areas such as prescribing where further developments are needed and will help in planning the new foundation programme.

  13. Electronic Recruitment at CERN

    CERN Multimedia

    2004-01-01

    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...

  14. The Community Preceptor Crisis: Recruiting and Retaining Community-Based Faculty to Teach Medical Students-A Shared Perspective From the Alliance for Clinical Education.

    Science.gov (United States)

    Christner, Jennifer G; Dallaghan, Gary Beck; Briscoe, Gregory; Casey, Petra; Fincher, Ruth Marie E; Manfred, Lynn M; Margo, Katherine I; Muscarella, Peter; Richardson, Joshua E; Safdieh, Joseph; Steiner, Beat D

    2016-01-01

    Community-based instruction is invaluable to medical students, as it provides "real-world" opportunities for observing and following patients over time while refining history taking, physical examination, differential diagnosis, and patient management skills. Community-based ambulatory settings can be more conducive to practicing these skills than highly specialized, academically based practice sites. The Association of American Medical Colleges and other national medical education organizations have expressed concern about recruitment and retention of preceptors to provide high-quality educational experiences in community-based practice sites. These concerns stem from constraints imposed by documentation in electronic health records; perceptions that student mentoring is burdensome resulting in decreased clinical productivity; and competition between allopathic, osteopathic, and international medical schools for finite resources for medical student experiences. In this Alliance for Clinical Education position statement, we provide a consensus summary of representatives from national medical education organizations in 8 specialties that offer clinical clerkships. We describe the current challenges in providing medical students with adequate community-based instruction and propose potential solutions. Our recommendations are designed to assist clerkship directors and medical school leaders overcome current challenges and ensure high-quality, community-based clinical learning opportunities for all students. They include suggesting ways to orient community clinic sites for students, explaining how students can add value to the preceptor's practice, focusing on educator skills development, recognizing preceptors who excel in their role as educators, and suggesting forms of compensation.

  15. Networking for Successful Diversity Recruiting: Creating a Highly Diverse Research Experiences for Undergraduates Program by Networking with Mentors, Faculty, and Students.

    Science.gov (United States)

    Dalbotten, D. M.; Berthelote, A.; Watts, N. B.

    2017-12-01

    Successfully recruiting for diversity begins as you plan your program and make sure that all elements of the program support diverse participation. The REU on Sustainable Land and Water Resources continues to be one of the most diverse NSF-funded Research Experience for Undergraduate Programs in the geosciences. Every aspect of the program, from recruiting, the application process, selecting participants, and the methods developed to support participant success have been scrutinized and tailored towards broadening participation. While the focus of the research has been on collaboration with Native American reservations to create community-based participatory research projects and improving access for Native American students, the PIs strive for ethnic and cultural diversity of the participants. Emphasis on networking and building relationships with minority-serving institutions has led to increasing numbers of underrepresented students applying to the REU. In 2017, a full 30% of our applications were from underrepresented groups. The authors will discuss methods for improved diversity recruiting, as well as ways to make every aspect of your program support diversity in the geosciences.

  16. College Students' Perceptions of the Importance of Sexual Assault Prevention Education: Suggestions for Targeting Recruitment for Peer-Based Education

    Science.gov (United States)

    Jozkowski, Kristen N.; Henry, Dayna S.; Sturm, Ashley A.

    2015-01-01

    Introduction: Sexual assault continues to be a pervasive health issue among college students in the USA. Prevention education initiatives have been implemented to address this concern. However, little is known about college students' perceptions of such programming. The purpose of this study was to assess predictors of college students'…

  17. Co-Creation of Value in Higher Education: Using Social Network Marketing in the Recruitment of Students

    Science.gov (United States)

    Fagerstrom, Asle; Ghinea, Gheorghita

    2013-01-01

    A social network recruitment campaign was prepared where applicants for information technology bachelor studies at a Norwegian university college were invited to join a Facebook group related to the subject of interest. Each Facebook group was assigned a contact person who received training to facilitate activities and in answering questions from…

  18. The Recruitment and Retention of Hispanic Undergraduate Students in Public Universities in the United States, 2000-2006

    Science.gov (United States)

    Montalvo, Edris J.

    2013-01-01

    In many public U.S. universities, Hispanic undergraduates are underrepresented in terms of enrollment and graduation. This mixed-method geographical study investigated whether some public universities outperform others in recruiting and retaining Hispanic undergraduates. The quantitative findings showed that the effect of financial aid and…

  19. Recruitment and Retention.

    Science.gov (United States)

    Combs, Jolene

    1986-01-01

    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…

  20. 5 CFR 330.402 - Direct recruitment.

    Science.gov (United States)

    2010-01-01

    ... 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...

  1. The perceptions of anatomists in the US and Europe of the skills and attributes required of newly-recruited medical students.

    Science.gov (United States)

    Moxham, Bernard J; Plaisant, Odile; Lignier, Baptiste; Brahim, Feisal

    2018-05-01

    Admission procedures for recruiting students to medical school vary considerably across the world. Notwithstanding such variability, it is important to know what skills and attributes (including attitudes and personality traits) are required of the students by their teachers on entering medical school. Anatomists are often the teachers who first meet the students as they enter medical school and this report analyses, by means of a paper-based questionnaire, the putative skills required of their medical students by anatomists from the U.S.A. and Europe. Questionnaires were distributed to 150 anatomists, of varying ages and teaching experience, with 108 responding with completed questionnaires (i.e. 72% returns). The findings from a questionnaire suggest that there are few differences between anatomists in the U.S.A. and Europe, even though medical students are postgraduates in the U.S.A. but undergraduates in Europe. Furthermore, the skill requirements expected of the students differed only slightly according to the gender and age of the anatomists and to whether or not they had clinical qualifications. In order of perceived importance, the most important skills and attributes required of the students were found to be: good study skills, memory/factual retention, conscientiousness, emotional stability, understanding of biology (but not chemistry, physics, mathematics, statistics, or understanding of the scientific method), life-long learning skills, ability to study independently, problem-solving abilities, readiness to be challenged, communication skills, and teamwork skills. Anatomists within the U.S.A. and Europe essentially agree on the skills and attributes initially required of their medical students, as well as those not deemed initially important. These findings are presented with the view of enhancing admission policies and procedures for admitting students into medical schools. Copyright © 2018. Published by Elsevier GmbH.

  2. Meningococcal Carriage in Military Recruits and University Students during the Pre MenB Vaccination Era in Greece (2014-2015).

    Science.gov (United States)

    Tryfinopoulou, Kyriaki; Kesanopoulos, Konstantinos; Xirogianni, Athanasia; Marmaras, Nektarios; Papandreou, Anastasia; Papaevangelou, Vassiliki; Tsolia, Maria; Jasir, Aftab; Tzanakaki, Georgina

    2016-01-01

    The aim of the study was to estimate the meningococcal carriage rate and to identify the genotypic characteristics of the strains isolated from healthy military recruits and university students in order to provide data that might increase our understanding on the epidemiology of meningococcus and obtain information which helps to evaluate the potential effects on control programs such as vaccination. A total of 1420 oropharyngeal single swab samples were collected from military recruits and university students on voluntary basis, aged 18-26 years. New York City Medium was used for culture and the suspected N. meningitidis colonies were identified by Gram stain, oxidase and rapid carbohydrate utilization tests. Further characterisation was carried out by molecular methods (multiplex PCR, MLST, WGS). The overall carriage rate was of 12.7%; 15% and 10.4% for recruits and university students respectively. MenB (39.4%) was the most prevalent followed by MenY (12.8%) and MenW (4.4%). Among the initial 76 Non Groupable (NG) isolates, Whole Genome Sequence Analysis (WGS) revealed that 8.3% belonged to MenE, 3.3% to MenX and 1.1% to MenZ, while, 53 strains (29.4%) were finally identified as capsule null. Genetic diversity was found among the MenB isolates, with 41/44 cc and 35 cc predominating. Meningococcal carriage rate in both groups was lower compared to our previous studies (25% and 18% respectively) with predominance of MenB isolates. These findings, help to further our understanding on the epidemiology of meningococcal disease in Greece. Although the prevalence of carriage seems to have declined compared to our earlier studies, the predominant MenB clonal complexes (including 41/44cc and 35cc) are associated with invasive meningococcal disease.

  3. Student Perceptions of School Climate as Predictors of Office Discipline Referrals

    Science.gov (United States)

    Gage, Nicholas A.; Larson, Alvin; Sugai, George; Chafouleas, Sandra M.

    2016-01-01

    Research indicates that school climate influences students' academic, social, and behavioral outcomes. Therefore, improving school climate provides a promising avenue for preventing academic, social, and behavioral difficulties. Research has examined school-level measurement of school climate, but few studies have examined student-level responses…

  4. Is This a Stupid Question? International Undergraduate Students Seeking Help from Teachers during Office Hours

    Science.gov (United States)

    Skyrme, Gillian

    2010-01-01

    Research attention in English for academic purposes has generally been more focused on written than spoken genres, but there is growing interest in the value of speaking for learning, as well as recognition of its significance for students themselves. This article reports on one-to-one interactions between undergraduate students and teaching staff…

  5. A Final Organizational Communication Project: Using the Television Series "The Office" to Engage College Students

    Science.gov (United States)

    Franzini, Amy

    2007-01-01

    One of the most effective ways to help students integrate classroom knowledge they have gained in an Organizational Communication class is for students to put that knowledge literally "to work" through analysis of an actual organization. However, unlimited entry into a "real" organization's communication systems is sometimes limited and often…

  6. Effects of the "Behavior Education Program" (BEP) on Office Discipline Referrals of Elementary School Students

    Science.gov (United States)

    Hawken, Leanne S.; Sandra MacLeod, K.; Rawlings, Linda

    2007-01-01

    The "Behavior Education Program" (BEP; Crone et al., 2004) is a modified check-in, check-out intervention implemented with students who are at risk for more severe problem behaviors. The purpose of this study was to evaluate the effects of the BEP on problem behavior with 12 elementary school students. Results indicated that the BEP was…

  7. Navy Enlisted Recruiting: Alternatives for Improving Recruiter Productivity

    Science.gov (United States)

    2013-03-01

    Instruction CR Chief Recruiter CRF Career Recruiting Force CS Culinary Specialist CT Command Trainer CTI Cryptologic Technician...third week (Module 2) when the students are taught about trends in sales and marketplaces, the art and science of sales, how to prospect for new...8, Aviation Machinist Mates (AD), Aviation Structural Mechanic (AM), Culinary Specialists (CS), and Fire Controlman (FC) had the highest average

  8. Leadership's Role in Recruitment and Retention of First Generation, Low-Income Latino Students into STEM Majors

    Science.gov (United States)

    Gonzalez, Eliseo A.

    Fostering resiliency and educational success in students that are faced with adversity is not a simple task. The gap in educational success and achievement among low-income, first generation, traditionally marginalized students continues to be significant. California's educational system needs to stop the hemorrhaging from its educational pipeline, also known as the P-20 pipeline, of all students, especially those groups of students with larger gaps in educational attainment. One potential path towards fixing California's educational pipeline for all students is to form and keep partnerships with programs such as Upward Bound, AVID, and Math Engineering Science Achievement (MESA). In 2010-11, the California Department of Education (CDE) reported that over 51% of students enrolled in California's school system and 51% of all California high school seniors were Latino were Latino. Of the 231,231 Latino high school seniors, 79%, graduated. However, of those that graduated, only 26%, met University of California/California State University (UC/CSU) college entrance requirements. Even though 79% of Latinos graduated, 74% did not qualify to apply to a UC or CSU. If the majority of Latino students continue to fall through holes in the educational pipeline, companies will continue to look abroad to fill STEM jobs that remain unfilled by American workers (California Department of Education [CDE], 2012). Alongside the U.S.'s current economic woes, the lack of college preparedness and knowledge by parents and students has led to a decrease in first generation, low-income Latino students' higher education enrollment (Camacho & Lord, 2011). With strong and positive leadership from family, supplemented by the MESA program, these youths can exert their resiliency, face adversity, and overcome extraordinary barriers. Leaders in education such as teachers, coordinators, advisers, administrators, and parents are in the best position to teach students about resilience (Ginsburg, 2007

  9. Countering the influence of cultural hegemony on choosing a nursing career: a group-mentoring approach for student recruitment.

    Science.gov (United States)

    Kneipp, Shawn M; Rowsey, Pamela J; Giscombe, Cheryl; Hodges, Eric A; Fowler, Tamryn; Alexander, Rumay

    2014-05-01

    Extensive literature exists that demonstrates the influence of social cues and interpersonal interactions with influential others on student career choices. This article applies Gramsci's political views of hegemony and counterhegemony to situate student descriptions of their experiences and the goals of a group-mentoring session designed to address the culturally hegemonic symbolic cues and interpersonal interactions that can negatively influence a student's desire to select a career in nursing. Specifics around the development, implementation, and evaluation of the group-mentoring session, as part of a broader school-wide culture to promote diversity and as a larger program to increase the diversity of the nursing workforce, are described. Copyright 2014, SLACK Incorporated.

  10. The Politics of the Great Brain Race: Public Policy and International Student Recruitment in Australia, Canada, England and the USA

    Science.gov (United States)

    Sá, Creso M.; Sabzalieva, Emma

    2018-01-01

    As the number of globally mobile students has expanded, governments are assumed to be consistently and intentionally competing for talent, in what has been called a "great brain race". While the notion of competition has become dominant, there is little evidence on long-term policy dynamics in this field, not only across jurisdictions…

  11. Innovative Social Support Systems and the Recruitment and Retention of International Students in U.S. Higher Education

    Science.gov (United States)

    Lee, Chen-Han

    2012-01-01

    As the notion of globalization becomes more and more important, students from all over the world decide to study abroad in order to gain multicultural experiences. The United States has always been the leading country, with the most international enrollment; yet the increasing demand for enrollment in universities between English-speaking…

  12. Alcohol Consumption among College Students: Chief Student Affairs Officers' Perspectives on Evidence-Based Alcohol Consumption Reduction Strategies

    Science.gov (United States)

    Stender, David F., III

    2014-01-01

    Alcohol consumption among college students can lead to negative consequences for those consuming alcohol as well as for their classmates. The 2002 report from the National Institute on Alcohol Abuse and Alcoholism (NIAAA) Task Force on College Drinking described a "three-in-one" evidence-based approach for alcohol consumption reduction…

  13. Crash Injury Management: Emergency Medical Services for Traffic Law Enforcement Officers. Student Study Guide.

    Science.gov (United States)

    National Highway Traffic Safety Administration (DOT), Washington, DC.

    To assist in the continuing efforts to improve the safety of the motorist on the nation's highways and roads, this student guide provides a standardized approach for first responders to traffic accidents to learn emergency medical care. Training is provided in all aspects of emergency medical care required at the scene of a traffic accident.…

  14. Values, Perceptions, and Attitudes of ROTC (Reserve Officer Training Corps) Cadets and College Students

    Science.gov (United States)

    1984-04-01

    distinguish themselves by their interest in Rock, Top Forty, and Country- Western music . Hispanic students are more diverse in their programming but...2 3 4 K-re. (cneral radio 1 2 3 4 K-n. Campos radio 1 2 3 4 " K-o. Advertising on bilboankr 1 2 3 4 -3- I A- 7

  15. Developing Teacher Leaders through Honorary Professional Organizations in Education: Focus on the College Student Officers

    Science.gov (United States)

    Bond, Nathan; Sterrett, William

    2014-01-01

    Policymakers, researchers, and educators are calling for practicing teachers to assume leadership positions in schools. The goal is for these teacher leaders to work with administrators and bring about school improvements. To prepare teachers for this role, universities are encouraged to provide leadership opportunities for students aspiring to…

  16. Business and Office Education: Accounting, Clerk. Instructor's Manual [and] Student Learning Activity Guide. Kit No. 204.

    Science.gov (United States)

    Cliatt, Katherine H.

    This learning activity guide and instructor's manual provide information and exercises for an exploratory activity in accounting. Instructional objectives covered in the guide are for the students to learn (1) reasons for studying accounting and related job descriptions, (2) definitions for accounting terms, (3) the accounting equation, (4) how to…

  17. Angel, handmaiden, battleaxe or whore? A study which examines changes in newly recruited student nurses' attitudes to gender and nursing stereotypes.

    Science.gov (United States)

    Jinks, Annette M; Bradley, Eleanor

    2004-02-01

    This article presents the findings of a comparative study, which investigated the attitudes of two groups of newly recruited student nurses to gender and nursing stereotypes. The 1992 sample (n=100) was a group of student nurses who were in their second day of studies of a Project 2000 type curriculum. The 2002 sample (n=96) were in their second month of studies of a "Fitness for Practice" curriculum [Fitness for Practice (the 'Peach Report'), UKCC, London, 1999]. Data were collected using a questionnaire, which utilised a Likert scale for measurement of attitudes to statements pertaining to gender and nursing stereotypes. The findings reveal significant differences between the characteristics of the two groups of students. For example, the 2002 group were generally older and had more healthcare experience. However, male representation in the sample groups was similar. The overall high scores and implied propensity towards beliefs in gender and nursing stereotypes in the 1992 study was found not to be the case for the 2002 sample. This is particularly true of most statements related to gender stereotypes, nursing as 'feminine', male nurse stereotyping and issues related to nurses' uniform. However, there is less evidence of changes in attitudes towards female nursing stereotypes with indecision being a general feature of both the 1992 and 2002 responses.

  18. Campus Recruiting: What the Recruiters Are Looking For.

    Science.gov (United States)

    Turner, Martha R.; And Others

    1996-01-01

    A survey of 111 campus recruiters of graduating students shows agreement that interviews are the most important selection method. Students' verbal communication skills, character, work experience, and academic performance were judged the most important personal characteristics in applicants. Work-related expectations and attitudes were the most…

  19. Geoscience Education Opportunities: Partnerships to Advance TeacHing and Scholarship (GEOPATHS): A Kansas City Minority Student Recruitment Initiative

    Science.gov (United States)

    Adegoke, J. O.; Niemi, T. M.

    2009-12-01

    Geoscience Education Opportunities: Partnerships to Advance TeacHing and Scholarship (GEOPATHS) is a multi-year project funded by the National Science Foundation to address gaps in teacher preparation, improve teacher content in geosciences and help raise enrollment in the Geosciences, especially among populations that are traditionally underrepresented in the discipline. The project is a partnership between the University of Missouri Kansas City (UMKC) and the Kansas City Missouri School District (KCMSD). In this presentation we discuss strategies that we have successfully used to provide credible pathways into the discipline for minorities that have led to a significant increase in the number of underrepresented minority students who are interested in and majoring in geoscience fields at the University of Missouri-Kansas City.

  20. Research: Detailed and Selective Follow-up of Students for Improvement of Programs/Program Components in Business & Office Education and Marketing & Distributive Education. Final Report.

    Science.gov (United States)

    Scott, Gary D.; Chapman, Alberta

    The Kentucky student follow-up system was studied to identify the current status of follow-up activities in business and office education and marketing and distributive education; to identify the impact of follow-up data on these programs; to identify program components for which detailed follow-up can provide information to assist in program…

  1. A Self-Instructional Course in Student Financial Aid Administration. Module 15: Internal Aid Office Management and Institutional Quality Control. Second Edition.

    Science.gov (United States)

    Washington Consulting Group, Inc., Washington, DC.

    The 15th in a 17-module self-instructional course on student financial aid administration (designed for novice financial aid administrators and other institutional personnel) focuses on internal aid office management and institutional quality control. The course provides a systematic introduction to the management of federal financial aid programs…

  2. A Self-Instructional Course in Student Financial Aid Administration. Module 4: The Roles and Responsibilities of the Financial Aid Office. Second Edition.

    Science.gov (United States)

    Washington Consulting Group, Inc., Washington, DC.

    The fourth module in a self-instructional course for student financial aid administrator neophytes provides an introduction to the management of federal financial aid programs authorized by the Higher Education Act Title IV with an emphasis on the role of the financial aid office. Areas covered in Module 4 include how to recognize the basic areas…

  3. A Sequential Mixed Methods Study: An Exploration of the Use of Emotional Intelligence by Senior Student Affairs Officers in Managing Critical Incidents

    Science.gov (United States)

    Johnson, Brian

    2013-01-01

    Emotional intelligence is a relatively new academic discipline that began forming in the early 1990s. Currently, emotional intelligence is used in academia and in business as a new intelligence quotient. This research study investigates how Senior Student Affairs Officers' use their emotional intelligence ability during critical incidents. The…

  4. Using Office Discipline Referral Data for Decision Making about Student Behavior in Elementary and Middle Schools: An Empirical Evaluation of Validity

    Science.gov (United States)

    Irvin, Larry K.; Horner, Robert H.; Ingram, Kimberly; Todd, Anne W.; Sugai, George; Sampson, Nadia Katul; Boland, Joseph B.

    2006-01-01

    In this evaluation we used Messick's construct validity as a conceptual framework for an empirical study assessing the validity of use, utility, and impact of office discipline referral (ODR) measures for data-based decision making about student behavior in schools. The Messick approach provided a rubric for testing the fit of our theory of use of…

  5. Profiling, Screening and Criminal Recruitment

    OpenAIRE

    Christopher Cotton; Cheng Li

    2012-01-01

    We model major criminal activity as a game in which a law enforcement officer chooses the rate at which to screen different population groups and a criminal organization (e.g., drug cartel, terrorist cell) chooses the observable characteristics of its recruits. Our model best describes smuggling or terrorism activities at borders, airports and other security checkpoints. When the social costs of crime are high, law enforcement is most-effective when it is unconstrained in its ability to profi...

  6. A RESEARCH ABOUT EVALUATION OF VOCATIONAL SKILLS OF OFFICE MANAGEMENT AND PERSONEL ASSITANTSHIPS STUDENTS: BESNİ VOCATIONAL SCHOOLS OF HIGHER EDUCATION SAMPLE

    Directory of Open Access Journals (Sweden)

    Bekir DEĞİRMENCİ

    2015-07-01

    Full Text Available The concept of management is a phenomenon as old as the history of humanity. Management, called as tribe leaders in B.C, stretching up today’s modern organizations in t his period, took quite important roles both in business and social life. The head spinning developments seen in production after the industrial revolution made the office events indispensable for the organizations. However important is the production for o peratings’ survival, the office activities are of that much importance in terms of following up the organization business. Office management means planning, organizing and controlling the office work. It is a community of events that coordinates the secret ariat services in the offices, provides and monitors the flow of communication and assigns the methods of written and verbal communication. The administrative assistants participating in today’s modern business gain importance as a job supporting the admin istrative in all aspects in organizational or managerial duties, conducting his duties in his absence, making up an organizational image, working as a team player, making career and work planning and doing opinion leadership and relationship expertise. Thi s research is for evaluating the professional qualifications required to be had through the education of the final year students in the department of Secretary and Office Management. The analysis were performed by the program SPSS 22.00 on the basis of the survey form applied to 40 people. As a result of the internal consisteny reliability analysis, Cronbach’ Alpha value is 0,942 for the five point likert scale in the survey form. The purpose of the research is to determine the students’ ability of using th e office programs, be able to make occupational writing, have effective communication, use the office machines effectively and provide getting efficiency from such office acitivities. Accordingly, it is to present the factors affecting the students’ gainin

  7. Recruiting Strategies for Women's Colleges.

    Science.gov (United States)

    Ricci, Ronald J.

    1994-01-01

    Methods for combating declining applicant pools at women's colleges are discussed. Research suggests that effective student recruitment can be facilitated by the use of single-gender market niche as a means for differentiation and parent influence for promotion. Review of strategies currently used indicate these marketing methods are underused and…

  8. Making Web Sites an Effective Recruitment Asset: Content Management Solutions Keep Web Sites Fresh and Relevant--and Students Engaged. Noel-Levitz White Paper

    Science.gov (United States)

    Noel-Levitz, Inc, 2009

    2009-01-01

    Have you updated your Web site today? Is it possible that answering "yes" to this simple question is the key to the success of your marketing and recruiting efforts? In the current recruitment arena, the ability to update and maintain this one high-value asset (your Web site) might be the key to the potency of your institutional…

  9. The Admissions Office Goes Scientific.

    Science.gov (United States)

    Bryant, Peter; Crockett, Kevin

    1993-01-01

    Data-based planning and management is revolutionizing college student recruitment. Data analysis focuses on historical trends, marketing and recruiting strategies, cost-effectiveness strategy, and markets. Data sources include primary market demographics, geo-demographics, secondary sources, student price response information, and institutional…

  10. Caminos a la Ciencia: Recruiting and Retaining Latina High School Students in the Geosciences and Other STEM Disciplines through Cohort Learning

    Science.gov (United States)

    Michelsen, R. R. H.; Dominguez, R.; Marchetti, A. H.

    2017-12-01

    The Commonwealth of Virginia has a significant and growing Latinx population, however this population is underrepresented in the Science, Technology, Engineering, and Mathematics (STEM) workforce. Hispanic American participation in STEM degrees is low, making up only 4.5% of all Geoscience Bachelor's degrees in 2008. This student population faces challenges including a high poverty rate, lack of family members or mentors who have attended college, and lack of placement in or availability of advanced high school science and math courses. Latina girls face additional challenges such as family responsibilities and overcoming stereotypes about science and math abilities. We have developed a program that is designed to recruit Latina high schoolers, expose them to and engage them in STEM disciplines, and facilitate their matriculation into college. There are two components: a multi-year, week-long summer residential program at Randolph-Macon College (RMC), where the participants live and work together, and special events at our partners during the school year. The residential program consists of science and technology activities with RMC faculty, such as field work focusing on hydrology and space science laboratories. Students also travel to non-profit partners such as the Lewis Ginter Botanical Gardens and connect with Latinx scientists and engineers at local corporate partners such as WestRock, a paper/cardboard packaging company. The girls will return next summer for more in-depth research experiences and receive a college scholarship upon their completion of the program. During the school year, there will be monthly activities at our non-profit partners to keep the girls engaged and strengthen relationships in the cohort. Strengths of our program include 1) attention to engaging high schoolers' families with targeted programming for them on campus the first day of the program, 2) providing all materials in Spanish as well as English, and 3) a team consisting of

  11. 78 FR 52565 - Student Data Form; Extension of the Office of Management and Budget's (OMB) Approval of...

    Science.gov (United States)

    2013-08-23

    ... Services and Things of Value''); Office of Management and Budget Circular A-25 (``User Charges''); and 29... , which is the Federal eRulemaking Portal; (2) by facsimile (fax); or (3) by hard copy. All comments...

  12. 75 FR 39279 - Student Data Form; Extension of the Office of Management and Budget's (OMB) Approval of...

    Science.gov (United States)

    2010-07-08

    ... 31 U.S.C. 9701 (``Fees and Charges for Government Services and Things of Value''); Office of... webpage at http://www.osha.gov . V. Authority and Signature David Michaels, PhD, MPH, Assistant Secretary...

  13. Office of the Ombudsman.

    Science.gov (United States)

    Office of Federal Student Aid (ED), Washington, DC.

    This pamphlet describes the Federal Student Aid Ombudsman, an impartial resource to help customers resolve student loan concerns when other approaches fail. The ombudsman helps resolve discrepancies in loan balances and payments, and helps customers understand interest and collection charges. The office helps resolve issues related to income tax…

  14. Recruiting and Advising Challenges in Actuarial Science

    Science.gov (United States)

    Case, Bettye Anne; Guan, Yuanying Michelle; Paris, Stephen

    2014-01-01

    Some challenges to increasing actuarial science program size through recruiting broadly among potential students are identified. Possible solutions depend on the structures and culture of the school. Up to three student cohorts may result from partition of potential students by the levels of academic progress before program entry: students…

  15. Is the Office Hour Obsolete?

    Science.gov (United States)

    Behrens, Susan

    2013-01-01

    A colleague can't make a coffee date at a time the author proposes because it would conflict with his office hour. No student has actually made an appointment with him during the hour, but he is committed to being in his office as promised in case someone drops by. The author's reaction to her colleague's faithfulness to his posted office hour…

  16. 22 CFR 196.4 - Administering office.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Administering office. 196.4 Section 196.4... AFFAIRS/GRADUATE FOREIGN AFFAIRS FELLOWSHIP PROGRAM § 196.4 Administering office. The Department of State's Bureau of Human Resources, Office of Recruitment is responsible for administering the Thomas R...

  17. The Military Socialization of University Students

    Science.gov (United States)

    Goertzel, Ted; Hengst, Acco

    1971-01-01

    Revision of a paper presented at the American Sociological Association meetings, Denver, Colo., 1971. The effects of military training in a university setting on the attitudes of prospective army officers are examined. ROTC recruits students with militaristic attitudes; the Corps serves to insulate cadets from the liberalizing effects of the…

  18. The Effects of Task Clarification, Feedback, and Goal Setting on Student Advisors' Office Behaviors and Customer Service

    Science.gov (United States)

    Tittelbach, Danielle; DeAngelis, Maureen; Sturmey, Peter; Alvero, Alicia M.

    2007-01-01

    This study evaluated the effects of feedback, task clarification and goal-setting on office behaviors and customer service of ten undergraduate participants that served as university advisors. A multiple baseline design was implemented across three target behaviors: client greeting, front-desk behaviors, and punctuality. During intervention the…

  19. Technology and Navy Recruiting

    National Research Council Canada - National Science Library

    Golfin, Peggy

    1997-01-01

    Since November 1996, CNA has participated on a Technology Task Force established by the Commander, Navy Recruiting Command, to address several issues concerning the use of technology and Navy recruiting...

  20. Values-based recruitment in health care.

    Science.gov (United States)

    Miller, Sam Louise

    2015-01-27

    Values-based recruitment is a process being introduced to student selection for nursing courses and appointment to registered nurse posts. This article discusses the process of values-based recruitment and demonstrates why it is important in health care today. It examines the implications of values-based recruitment for candidates applying to nursing courses and to newly qualified nurses applying for their first posts in England. To ensure the best chance of success, candidates should understand the principles and process of values-based recruitment and how to prepare for this type of interview.

  1. Change of offices for HR Department - disrupted service during the last week of February 2013

    CERN Multimedia

    2013-01-01

    HR Department would like to inform that, due to office renovation work, a number of HR Services currently located on the ground, first and second floors of Building 5 will move to temporary offices as from late February.   The removals will take place from Friday 22 until Tuesday 26 February 2013 inclusive and during this period, telephone and e-mail contact may be disrupted. The following services will be relocated to: Building 510  – ground floor (until mid-June) Head of Department and Deputy Office of the Head of HR Department Group Leaders and Partners Diversity Office HR Legal Section Building 652 – Prefab/Algeco (until September) Human Resources Advisors and assistants Staff Recruitment Service Fellows & Apprentices Service Students & Associates Service Temporary office numbers will be available in the CERN phonebook. Any emergencies during the removals may be addressed to Lynda.Leroux@cern.ch Thank you in advance for your understanding. HR Head O...

  2. Cyrillic alphabet as the designation of national identity among students of University of Priština with temporary head office in Kosovska Mitrovica

    Directory of Open Access Journals (Sweden)

    Miketić Sanja D.

    2016-01-01

    Full Text Available The relationship between culture and nationality and in that sense - national identity of a particular community - is a known thing for a long time. Nationality is usually strongly connected to culture. We will only mention few of their joint characteristics: language, religion, art, customs, tradition etc. In this article special attention will be paid to one of the features of national identity - language - and we will focus on the usage of Cyrillic alphabet of our target group (students of University of Priština, with temporary head office in Kosovska Mitrovica. The study consists of two smaller researches. In the first part we explored reactions of students at University of Priština and we assumed that they will have different reactions towards Cyrillic alphabet and Latin alphabet used as stimuli-words comparing to pupils of Belgrade and Zrenjanin high schools and students of University of Belgrade, Novi Sad and Niš presented in The associative dictionary of Serbian language (Asocjativni rečnik srpskog jezika, 2005. In the second part we tried to find out if our informants prefer the usage of Cyrillic or Latin alphabet, and which one they find better in the esthetic sense. We compared attitudes of students who enroll University of Priština to attitudes of students who enroll University of Belgrade and differences between their attitudes. With both researches we wanted to see if there are formed verbal stereotypes with positive or negative connotation, and what are the attitudes on using Cyrillic alphabet among students in the age of expansion of Latin alphabet. We concluded that Cyrillic alphabet is more used and valued at University of Priština than in the rest of Republic of Serbia and the reason for that might be the stronger sense of national identity among these students.

  3. The Recruitment Process:

    DEFF Research Database (Denmark)

    Holm, Anna

    , 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......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...

  4. Investigating the Relationship of Resilience to Academic Persistence in College Students with Mental Health Issues

    Science.gov (United States)

    Hartley, Michael T.

    2013-01-01

    In this study, the relationships between measures of inter- and intrapersonal resilience and mental health were examined with respect to academic persistence in college students with mental health issues. A sample of 121 undergraduate students with mental health issues was recruited from campus mental health offices offering college counseling,…

  5. Development of a Test Battery to Select Navy Recruiters

    National Research Council Canada - National Science Library

    Penney, Lisa M; Borman, Walter C; Bearden, Ronald M

    2007-01-01

    .... the students were administered a trial predictor battery while at the school, and performance ratings and production data were collected after participants had been assigned to recruiting duty...

  6. Office Hysteroscopy

    OpenAIRE

    Hikmet Hassa; Basar Tekin; H. Mete Tanir; Bulent Cakmak

    2007-01-01

    Although hysteroscopy has evolved in recent years, its use in the office setting was not made practical until early 1980s with the introduction of small caliber hysteroscopes of less than 5- mm outer diameter.This innovation simplifies ambulatory uterine exploration and the office evaluation of patients with abnormal uterine bleeding. This article reviews current trends in office hysteroscopy and its areas of application in different forms of gynecological problems.

  7. Office Hysteroscopy

    Directory of Open Access Journals (Sweden)

    Hikmet Hassa

    2007-06-01

    Full Text Available Although hysteroscopy has evolved in recent years, its use in the office setting was not made practical until early 1980s with the introduction of small caliber hysteroscopes of less than 5- mm outer diameter.This innovation simplifies ambulatory uterine exploration and the office evaluation of patients with abnormal uterine bleeding. This article reviews current trends in office hysteroscopy and its areas of application in different forms of gynecological problems.

  8. Exploring recruitment strategies to hire occupational therapists.

    Science.gov (United States)

    Mulholland, Susan; Derdall, Michele

    2005-02-01

    Recruitment issues in occupational therapy have been a long-standing concern for the profession. This descriptive study explored the strategies currently being used by employers to recruit occupational therapists for employment purposes. An 18-item survey was mailed to 251 sites where occupational therapists work in Alberta and Saskatchewan. There was a 64% response rate and data from 130 surveys were analyzed. The results indicate that employers continue to rely on a wide variety of strategies for advertising and recruiting, the most prevalent being word of mouth, postings at universities, and providing student fieldwork placements. In turn, the most effective recruitment strategies were listed as word of mouth, advertising in the general media, and providing student fieldwork placements. Various examples of financial incentives offered by employers were also listed. Many participants identified recent changes in recruitment strategies such as making a move towards web site job postings. PRACTICE IMPLICATIONS. The results suggest strategies for employers to target for recruiting occupational therapists and illustrate to both employers and students the importance of fieldwork in recruitment and hiring.

  9. E-recruitment

    DEFF Research Database (Denmark)

    Holm, Anna

    2012-01-01

    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...... on the results of a qualitative study conducted in 2008-2009, and on data stemming from industrial reports, articles from practitioner magazines, and in-depth interviews. The chapter provides a summary of e-recruitment properties and a composite matrix of the overall elements of e-recruitment organizing. E-recruitment...... is viewed as a case of virtual organizing- the organization of processes and activities which, via technology and human agents, facilitate time- and space-independent interaction and collaboration. In closure I offer a brief discussion of implications of the findings for HR managers and professionals...

  10. Why did you decide to become a Geoscience Major: A Critical Incident Study for the Development of Recruiting Programs for Inspiring Interests in the Geosciences Amongst Pre-College Students

    Science.gov (United States)

    Carrick, T. L.; Miller, K. C.; Levine, R.; Martinez-Sussmann, C.; Velasco, A. A.

    2011-12-01

    Anecdotally, it is often stated that the majority of students that enter the geosciences usually do so sometime after their initial entrance into college. With the objective of providing concrete and useful information for individuals developing programs for inspiring interest in the Geosciences amongst pre-college students and trying to increase the number of freshman Geoscience majors, we conducted a critical incident study. Twenty-two students, who were undergraduate or graduate Geoscience majors, were asked, "Why did you decide to major in the Geosciences?" in a series of interviews. Their responses were then used to identify over 100 critical incidents, each of which described a specific behavior that was causally responsible for a student's choice to major in Geoscience. Using these critical incidents, we developed a preliminary taxonomy that is comprised of three major categories: Informal Exposure to the Geosciences (e.g., outdoor experiences, family involvement), Formal Exposure to the Geosciences (e.g., academic experiences, program participation) and a Combined Informal and Formal Exposure (e.g., media exposure). Within these three main categories we identified thirteen subcategories. These categories and subcategories, describe, classify, and provide concrete examples of strategies that were responsible for geosciences career choices. As a whole, the taxonomy is valuable as a new, data-based guide for designing geosciences recruitment programs for the pre-college student population.

  11. Thinking outside the Box Office: Using Movies to Build Shared Experiences and Student Engagement in Online or Hybrid Learning

    Science.gov (United States)

    Kresse, William; Watland, Kathleen Hanold

    2016-01-01

    Movies and films are widely recognized as valuable pedagogical tools. Motion pictures provide concrete and illustrative examples of important concepts and can improve students' understanding of course material as well as increase their satisfaction with courses. Online learning is becoming an increasing dominant facet of higher education. Online…

  12. Bringing the Digital World to Students: Partnering with the University Communications Office to Provide Social Media Experiential Learning Projects

    Science.gov (United States)

    Childers, Courtney C.; Levenshus, Abbey B.

    2016-01-01

    The Accrediting Council on Education in Journalism and Mass Communications recognizes the importance of a curriculum that prepares students "to apply current tools and technologies appropriate for the communications professions in which they work, and to understand the digital world" (ACEJMC, n.d.). Infusing experiential learning into…

  13. Presentation of a Swedish study program concerning recruitment, selection and training of student air traffic controllers: The MRU project phase 1

    Science.gov (United States)

    Haglund, Rune

    1994-01-01

    The Director of the ANS Department has set up an objective for the efficiency of screening and training procedures for air traffic controller students which implies that all students admitted 'shall be considered to have the qualification for - and be given the means of - completing the training'. As a consequence, a study project has been established. It is run by the ANS Department with members from the Swedish CAA, in close cooperation with Uppsala University.

  14. The Minority Recruitment Program at the Pennsylvania College of Optometry.

    Science.gov (United States)

    Cohen, Karen

    1987-01-01

    A program to recruit and retain minority group optometry students is described, including the program's design, student financial aid, a preenrollment enrichment program to ease the adjustment to professional school, and the personal and academic program outcomes. (MSE)

  15. Recruit and ADVANCE

    Science.gov (United States)

    Rosser, Sue V.

    2007-04-01

    Beginning in 2001, the National Science Foundation launched the ADVANCE Initiative, which has now awarded more than 70 million to some thirty institutions for transformations to advance women. Results of studies on how to attract and retain women students and faculty underpinned our ADVANCE Institutional Transformation grant funded by the NSF for 3.7 million for five years, beginning in 2001. As co-principal investigator on this grant, I insured that this research informed the five major threads of the grant: 1) Four termed ADVANCE professors to mentor junior women faculty in each college; 2) Collection of MIT-Report-like data indicators to assess whether advancement of women really occurs during and after the institutional transformation undertaken through ADVANCE; 3) Family-friendly policies and practices to stop the tenure clock and provide active service, modified duties, lactation stations and day care; 4) Mini-retreats to facilitate access for tenure-track women faculty to male decision-makers and administrators for informal conversations and discussion on topics important to women faculty; 5) Removal of subtle gender, racial, and other biases in promotion and tenure. The dynamic changes resulting from the grant in quality of mentoring, new understanding of promotion and tenure, numbers of women retained and given endowed chairs, and emergence of new family friendly policies gave me hope for genuine diversification of leadership in science and technology. As the grant funding ends, the absence of NSF prestige and monitoring, coupled with a change in academic leadership at the top, provide new challenges for institutionalization, recruitment, and advancement of women into leadership positions in science and engineering.

  16. Recruitment of general practices

    DEFF Research Database (Denmark)

    Riis, Allan; Jensen, Cathrine Elgaard; Maindal, Helle Terkildsen

    2016-01-01

    -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......Introduction: Health service research often involves the active participation of healthcare professionals. However, their ability and commitment to research varies. This can cause recruitment difficulties and thereby prolong the study period and inflate budgets. Solberg has identified seven R...... 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...

  17. Knowledge, Attitude, and Perceived Confidence in the Management of Medical Emergencies in the Dental Office: A Survey among the Dental Students and Interns.

    Science.gov (United States)

    Albelaihi, Haifa Fahad; Alweneen, Athar Ibrahim; Ettish, Abeer; Alshahrani, Faleh Ali

    2017-01-01

    Many situations in the dental office can provoke medical emergencies. Lack of training and inability to overcome the medical emergencies can lead to serious consequences and legal actions. The aim of the study is to investigate and assess the knowledge, attitude, and perceived confidence of dental students and interns in the management of medical emergency. A self-administered structured questionnaire was distributed to 153 of the undergraduate dental students and interns in Qassim province. Questionnaire consisted of nineteen questions pertaining to knowledge and awareness regarding syncope, cardiopulmonary resuscitation (CPR), intravenous drugs, measuring vital signs, and handling situation of aspiration of a foreign body, bleeding, and choking. Data were analyzed by Statistical Package for Social Sciences (SPSS) version 21.0. Fifty-seven percent was the response rate received from the questionnaire. Eighty-nine percent and 30% of the participants inquired about the medical history and vital signs before dental treatment, respectively. Only 37% of participants were confident to handle any medical emergency in the dental office. Seventy percent knew the correct location of chest compression and 67% were familiar about the right compression ventilation ratio showing significant difference between academic years and interns ( P = 0.003). Females were significantly more aware about the management of bleeding after extraction than the males (65%, and 47%, respectively; P = 0.035). Thirty-five percent and 53% chose the correct management to relieve choking in responsive and unresponsive adult or child, respectively. A total of 28% of the participants reported syncope as the most common emergency situation. Participants were lacking confidence in handling medical emergencies even though the majority of them inquired the medical history. Most of them have a good knowledge regarding CPR, but regarding airway obstruction, the knowledge was not at an acceptable level

  18. Navy Recruitment Potential in Junior Colleges

    Science.gov (United States)

    1975-07-01

    could be employed in recruitment advertising directed to this target market segment. ~~iZ Uncla ssifie d SECURITY CLAUIPIC~f(ATION OFf THIS PA09(Wh•l...Alexandria, Virginia, CR-ED-74-1, July 1974. Grey Advertising . Market Target Recruitmen~t Incentive Study for Enlisted Personnel (draft report, internal NRC...college students with respect to alternative recruitment strategies . This zeaTs involved the evaluation of preferred alternative modes of contact, e.g

  19. Virtual Recruiting Analysis and Process Development Study: Final Report

    Science.gov (United States)

    2017-11-01

    Century, so everyone has a mobile device or tablet . They have access to all this information but sometimes you can’t specifically find the right...Integrated Reporting System MRI Mobile Recruiting Initiative; Laptop and IT solution for recruiters that uses wireless computing with 3G (third-generation...students are given a practice ASVAB (i.e., EST which is loaded on MRI recruiter laptops) and are blueprinted prior to recruiters meeting with parents

  20. Effects of a Recruitment Workshop on Selected Urban High School Students' Self-Efficacy and Attitudes toward Agriculture as a Subject, College Major, and Career

    Science.gov (United States)

    Fraze, Lacee Brianne; Wingenbach, Gary; Rutherford, Tracy; Wolfskill, Lawrence A.

    2011-01-01

    The purpose of this study was to determine if selected high school students' participation in a summer agricultural communications workshop affected their self-efficacy and attitudes toward agriculture as a subject, college major, and/or as a career. Data were gathered from an accessible population (N = 145), from which a purposive sample (n = 94)…

  1. Recruiting and Retaining Cyberwarriors

    National Research Council Canada - National Science Library

    Westermeyer, Roger H

    2008-01-01

    .... 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...

  2. Nurse recruitment. Going places.

    Science.gov (United States)

    Buchan, James

    2002-08-01

    Overseas nurses account for 40 per cent of all new registrations in the UK and this may be rising to 50 per cent. This upward trend is likely to continue. International recruitment is to be part of the NHS's long-term strategy and is becoming the focus of increasing policy attention. The international labour market will become tighter: the US needs to recruit an extra million nurses of its own.

  3. Can Exceptional, Visually Impaired Graduate Students, Educationally Funded by their use of Initially Profit-free Franchised Naturoptics, be Recruited to Proposed Native American Universities, and their Mentor Partners with Joint-degree Agreements?

    Science.gov (United States)

    Ferreira, Nadja; McLeod, David; McLeod, Roger

    2006-10-01

    Naturoptic Vision Improvement Methods developed and first propagated in the Americas can be transferred to other locales, particularly to Germany, Austria, and German-speaking areas of Switzerland, and to British (or former) Commonwealth areas, France, Greece, Russia, and diverse areas of Africa and Asia, particularly Japan. The method will attempt to mimic any successful transplants already in progress, or in the planning stages. It will consist primarily in recruiting visually impaired students who have finished their undergraduate work, and who are outstanding enough to be admitted into an appropriate university of their choice. Joint-degree linkages with universities in mentoring agreements with any potential universities, naturopathic or otherwise, are among our favorites. Potential faculty for proposed universities will have longer term use of an appropriate franchise in some profit- free franchisor agreements.

  4. The prevalence of self-reported halitosis and oral hygiene practices among Libyan students and office workers

    Directory of Open Access Journals (Sweden)

    Eldarrat, A

    2008-01-01

    Full Text Available Aims:The aims of this study were to assess the prevalence of self-reported halitosis, oral hygiene practices and related diseases among Libyan students and employees.Methods: Six hundred self-administered structured questionnaires were used to investigate self-perception of halitosis and oral hygiene practices among a group of Libyan volunteers. Chi square test was used to detect significant differences between frequencies and to test correlation between self-perception of halitosis and measures of oral hygiene. Results: Forty three percent of the subjects were males and 57% were females. Forty four percent of the males and 54% of the females revealed self-perception malodour. Malodour was reported with the highest frequency (68% during wake up time. Malodour was perceived by 31.7% of the females and 23.4% of the males during the hand-on-mouth test (p=0.04. Significantly more females (89.9% than males (75.7% practiced brushing (p<0.001. Fifty one percent of the males and 49.6% of females had dental caries. Smoking was significantly (p<0.001 more prevalent among males (17% than among females (1%. Brushing was practiced by 85% of non-smokers and 68% of smokers (p=0.004. About 71% of the subjects who practiced brushing reported malodour during wake up time in comparison to subjects who did not practice brushing (p=0.041. Conclusions: The prevalence of self-perceived malodour among the Libyan volunteers in this study is within the range of other studies. There is a great demand to reduce the incidence of dental caries and periodontal diseases.

  5. Recruitment Methods for a Community College.

    Science.gov (United States)

    Guillermo, Artemio; Murray, Steve

    1979-01-01

    Among the most effective tools of recruitment found in this survey were the college catalog, newspaper publicity, and brochures. "Word of mouth" from friends such as alumni, students, and the community, and publicity materials in newspapers, including advertising, were found to be the best sources of information about the college. (Author)

  6. Sales Force Recruitment

    OpenAIRE

    Flaviu MEGHISAN

    2008-01-01

    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.

  7. E-recruitment

    DEFF Research Database (Denmark)

    Holm, Anna B.

    2012-01-01

    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...

  8. The Hidden Advantage in Shoot/Don’t Shoot Simulation Exercises for Police Recruit Training

    Directory of Open Access Journals (Sweden)

    Amanda Davies

    2015-03-01

    Full Text Available During the past thirty-five years, developments in computer-related technology have been providing increasingly more sophisticated simulation alternatives for training law enforcement officers. Such developments have leveraged on the back of progress achieved in the aviation, military and medical professions as law enforcement educators seek to address the challenges of training for high-risk, high-stakes professional environments. While globally, simulation based learning exercises are at the forefront in use-of-force training with firearms for police recruits there is limited published research which views the influence of these exercises on operational practice through the lens of the police recruit as they engage with the demands of their volatile, unpredictable workplace. This paper discusses a case study of a cohort of 372 police recruits whose police academy education program included participation in simulation based learning exercises centred on decision making in use-of-force. The pivotal inclusion in the study was the opportunity for the police recruits to reflect on the influence of the simulation exercise experience from an operational perspective. The study revealed an unvoiced advantage—while trainers are focusing on the amount of ammunition used, the marksmanship accuracy, and the justification for the use-of-force, the students are unconsciously building a repertoire of realistic experiences as a reference library for the moment of decision in real life shoot/don’t shoot incidents.

  9. Mail Office

    CERN Multimedia

    GS Department

    2009-01-01

    The Mail Office wishes to remind users that the CERN mail service is exclusively reserved for official CERN mail. All external official mail must be sent to the Mail Office in an unstamped envelope on which your name and Department must be clearly indicated below the official CERN address (see example) to help us to find you in the event that it cannot be delivered. If you wish to send private mail from the CERN site you must use the post offices at Meyrin (63-R-011) or Prévessin (866-R-C02). Please use "PRIORITY" envelopes only in the case of urgent mail. Any mail containing merchandise (i.e. anything other than documents) must be sent using an EDH shipping request form. INTERNAL MAIL Please remember to include the recipient’s MAILBOX number on the internal mail envelopes, either in the relevant box (new envelopes) or next to the name (old envelopes). This information, which can be found in the CERN PHONEBOOK, simplifies our t...

  10. eHealth Recruitment Challenges

    Science.gov (United States)

    Thompson, Debbe; Canada, Ashanti; Bhatt, Riddhi; Davis, Jennifer; Plesko, Lisa; Baranowski, Tom; Cullen, Karen; Zakeri, Issa

    2006-01-01

    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…

  11. Teen camp: a unique approach to recruit future nurses.

    Science.gov (United States)

    Redding, Donna A; Riech, Sandy; Prater, Marsha A

    2004-01-01

    A collaborative and unique approach to interest high school students in nursing. To inform educators and nursing departments about an innovative approach to recruit future nurses. Professional literature and authors' experience. All students related positive experiences. The initial camp evaluation produced innovative input from the students, and each camp met its goal of creating career interest in the nursing profession.

  12. The lifetime cost to English students of borrowing to invest in a medical degree: a gender comparison using data from the Office for National Statistics.

    Science.gov (United States)

    Ercolani, Marco G; Vohra, Ravinder S; Carmichael, Fiona; Mangat, Karanjit; Alderson, Derek

    2015-04-21

    To evaluate this impact on male and female English medical graduates by estimating the total time and amount repaid on loans taken out with the UK's Student Loans Company (SLC). UK. 4286 respondents with a medical degree in the Labour Force Surveys administered by the Office for National Statistics (ONS) between 1997 and 2014. Age-salary profiles were generated to estimate the repayment profiles for different levels of initial graduate debt. 2195 female and 2149 male medical graduates were interviewed by the ONS. Those working full-time (73.1% females and 96.1% males) were analysed in greater depth. Following standardisation to 2014 prices, average full-time male graduates earned up to 35% more than females by the age of 55. The initial graduate debt from tuition fees alone amounts to £39,945.69. Owing to interest charges on this debt the average full-time male graduate repays £57,303 over 20 years, while the average female earns less and so repays £61,809 over 26 years. When additional SLC loans are required for maintenance, the initial graduate debt can be as high as £81,916 and, as SLC debt is written off 30 years after graduation, the average female repays £75,786 while the average male repays £110,644. Medical graduates on an average salary are unlikely to repay their SLC debt in full. This is a consequence of higher university fees and as SLC debt is written off 30 years after graduation. This results in the average female graduate repaying more when debt is low, but a lower amount when debt is high compared to male graduates. 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.

  13. CERN is still recruiting - Pass it on!

    CERN Multimedia

    2001-01-01

    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...

  14. Office of Child Care

    Science.gov (United States)

    ... for Children & Families Office of Child Care By Office Administration for Native Americans (ANA) Administration on Children, ... about the Child Care Rule > What is the Office of Child Care (OCC)? The Office of Child ...

  15. International Student Recruitment Marketing in Finnish UAS

    OpenAIRE

    Khadka, Sameer

    2017-01-01

    The government of Finland have been allocating huge amount of budget to provide free and quality education for their citizens. Due to non-tuition fee policy, Finland was one of the selective destination for higher education from international student’s view point. However, the government of Finland implemented a new regulation regarding tuition fees and 2017 on wards, the higher education institutions will no longer receive the funds which were previously provided by the government. As a resu...

  16. Recruiting in remote locations

    Energy Technology Data Exchange (ETDEWEB)

    Ionel, C. [Enerflex Systems Ltd., Calgary, AB (Canada)

    2006-07-01

    This presentation provided details of Enerflex, a leading supplier of products and services to the oil and gas industry, and outlined their personnel hiring policies. Enerflex's core values include community involvement and divisional logo branding. The extensive training that is provided places an emphasis on employee empowerment. The company also places an emphasis on employee safety, diversity, and team building. Competitive salaries are offered along with generous equipment allowances and a flexible benefits program. Benefits include travel and overtime rates; health benefits; retirement savings; scholarship programs; career opportunities; and apprenticeship programs. External technical training is provided. An employee referral program has been developed, and the company's recruitment program also advertises in remote newspapers to develop career streams within remote communities. tabs., figs.

  17. 75 FR 27157 - Improving the Federal Recruitment and Hiring Process

    Science.gov (United States)

    2010-05-14

    ... applicants, hiring managers, and human resource professionals with information to improve the recruitment and... all segments of our society. Human resource offices must provide critical support for these efforts... coordination with the OMB and in consultation with other agencies, shall develop a public human resources...

  18. Boomerang recruitment: bridging the gap.

    Science.gov (United States)

    Hart, Karen A

    2009-01-01

    In today's competitive health care recruitment environment, one of the most cost-effective and successful recruitment strategies is alumni or "boomerang" recruitment. A proven business model, alumni recruitment is just beginning to be used in a significant way in the health care arena. The cost to recruit alumni is much lower than for those in the general workforce and the alumni population is a known quantity. Alumni will assimilate much more easily into your corporate culture, will need less orientation and onboarding, and will be more productive.

  19. eHealth recruitment challenges.

    Science.gov (United States)

    Thompson, Debbe; Canada, Ashanti; Bhatt, Riddhi; Davis, Jennifer; Plesko, Lisa; Baranowski, Tom; Cullen, Karen; Zakeri, Issa

    2006-11-01

    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 literature-informed, it failed to enroll the desired number of girls within a reasonable time period. Therefore, the recruitment strategy was reformulated to incorporate principles of social marketing and traditional marketing techniques. The resulting plan included both targeted, highly specific strategies (e.g., selected churches), and more broad-based approaches (e.g., media exposure, mass mailings, radio advertisements). The revised plan enabled recruitment goals to be attained. Media appeared to be particularly effective at reaching the intended audience. Future research should identify the most effective recruitment strategies for reaching potential eHealth audiences.

  20. Office Skills: Measuring Typewriting Output.

    Science.gov (United States)

    Petersen, Lois E.; Kruk, Leonard B.

    1978-01-01

    The advent of word processing centers has provided typewriting teachers with an alternative measurement system that, instead of penalizing errors, grades students according to Usable Lines Produced (ULP). The ULP system is job-oriented and promotes realistic office standards in typewriting productivity. (MF)

  1. An Exploration of the Relationships between Student Racial Background and the School Sub-Contexts of Office Discipline Referrals: A Critical Race Theory Analysis

    Science.gov (United States)

    Anyon, Yolanda; Lechuga, Chalane; Ortega, Debora; Downing, Barbara; Greer, Eldridge; Simmons, John

    2018-01-01

    A growing body of research indicates that exclusionary school discipline practices disproportionately impact students of color. Some scholars have theorized that racial disparities likely vary across school sub-contexts, as implicit bias in perceptions of student behavior may be more influential in locations where students and adults have weaker…

  2. İş İlanlarındaki Bilgi İçeriğinin İş Başvurusu Yapma Niyeti Üzerindeki Etkisi: Üniversite Öğrencileri Üzerinde Bir Araştırma (Effects of Recruitment Ad Content on Intentions to Apply for the Job: A Study on University Students

    Directory of Open Access Journals (Sweden)

    Esra ALNIAÇIK

    2015-06-01

    Full Text Available In today’s competitive world, companies are fighting not only in the customer market but also in the employee market. Companies are striving to attract and retain talented employees. Recruitment advertisements play an important role in attracting talented employees during the recruitment process. Effectively prepared recruitment ads can inform potential employees about job posts and convince them to apply for the job. This study investigates the effects of ad informativeness, ad truthfulness, appropriateness and attitude toward the ad on the intentions to apply for advertised job. A field study on university students revealed that ad informativeness, appropriateness and attitude toward the ad positively influence the intentions to apply for the advertised job, while ad truthfulness does not exert a significant effect on the intentions After discussing the findings in detail, theoretical and managerial implications are provided.

  3. Best Minds Sought for Central Office, Startups

    Science.gov (United States)

    Maxwell, Lesli A.

    2009-01-01

    The central office isn't being overlooked in the movement to find and develop top talent for school districts. Although ways to recruit, groom, and keep top teachers and strong principals tend to dominate discussions of "human capital" needs in education, a handful of nonprofit organizations and foundations also see providing smart managers as…

  4. Motivated reasoning during recruitment.

    Science.gov (United States)

    Kappes, Heather Barry; Balcetis, Emily; De Cremer, David

    2018-03-01

    This research shows how job postings can lead job candidates to see themselves as particularly deserving of hiring and high salary. We propose that these entitlement beliefs entail both personal motivations to see oneself as deserving and the ability to justify those motivated judgments. Accordingly, we predict that people feel more deserving when qualifications for a job are vague and thus amenable to motivated reasoning, whereby people use information selectively to reach a desired conclusion. We tested this hypothesis with a 2-phase experiment (N = 892) using materials drawn from real online job postings. In the first phase of the experiment, participants believed themselves to be more deserving of hiring and deserving of higher pay after reading postings composed of vaguer types of qualifications. In the second phase, yoked observers believed that participants were less entitled overall, but did not selectively discount endorsement of vaguer qualifications, suggesting they were unaware of this effect. A follow-up preregistered experiment (N = 905) using postings with mixed qualification types replicated the effect of including more vague qualifications on participants' entitlement beliefs. Entitlement beliefs are widely seen as problematic for recruitment and retention, and these results suggest that reducing the inclusion of vague qualifications in job postings would dampen the emergence of these beliefs in applicants, albeit at the cost of decreasing application rates and lowering applicants' confidence. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  5. University and Course Choice: Implications for Positioning, Recruitment and Marketing

    Science.gov (United States)

    Maringe, Felix

    2006-01-01

    Purpose: Higher education environments have become increasingly competitive and institutions have to compete for students in the recruitment markets. With the introduction of student fees, it is hypothesised that potential applicants to HE will increasingly become consumerist. The research upon which this paper was based was aimed at finding out…

  6. Recruitment and selection of employees

    OpenAIRE

    Čermochová, Barbora

    2017-01-01

    The Bachelor's thesis focuses on the process of recruitment and selection of employees. The thesis is divided into theoretical and practical part. The theoretical part includes concepts that are important for understanding of issues of the process of recruitment and selection of employees. The practical part is divided into three chapters. The first chapter briefly describes the company xxx. Next two chapters deal with the process of recruitment and selection of employees in the company. The ...

  7. Recruitment Practices And Institutional Change

    DEFF Research Database (Denmark)

    Holm, Anna; Ulhøi, John Parm

    Up to now, there has been little research on recruitment practices from an organizational perspective, and in part it lags behind practice. This paper attempts to rectify this by studying recent changes in the recruitment practices of Danish organizations. We employ new institutional theory......, 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....

  8. Life sciences recruitment objectives

    Science.gov (United States)

    Keefe, J. Richard

    1992-01-01

    The goals of the Life Sciences Division of the Office of Space Sciences and Application are to ensure the health, well being and productivity of humans in space and to acquire fundamental scientific knowledge in space life sciences. With these goals in mind Space Station Freedom represents substantial opportunities and significant challenges to the Life Sciences Division. For the first time it will be possible to replicate experimental data from a variety of simultaneously exposed species with appropriate controls and real-time analytical capabilities over extended periods of time. At the same time, a system for monitoring and ameliorating the physiological adaptations that occur in humans subjected to extended space flight must be evolved to provide the continuing operational support to the SSF crew. To meet its goals, and take advantage of the opportunities and overcome the challenges presented by Space Station Freedom, the Life Sciences Division is developing a suite of discipline-focused sequence. The research phase of the Life Sciences Space Station Freedom Program will commence with the utilization flights following the deployment of the U.S. laboratory module and achievement of Man Tended Capability. Investigators that want the Life Sciences Division to sponsor their experiment on SSF can do so in one of three ways: submitting a proposal in response to a NASA Research Announcement (NRA), submitting a proposal in response to an Announcement of Opportunity (AO), or submitting an unsolicited proposal. The scientific merit of all proposals will be evaluated by peer review panels. Proposals will also be evaluated based on relevance to NASA's missions and on the results of an Engineering and Cost Analyses. The Life Sciences Division expects that the majority of its funding opportunities will be announced through NRA's. It is anticipated that the first NRA will be released approximately three years before first element launch (currently scheduled for late 1995

  9. Physical activity levels as a quantifier in police officers and cadets

    Directory of Open Access Journals (Sweden)

    Andrzej Soroka

    2014-08-01

    Full Text Available Objectives: The aim of the present study was to determine the physical activity levels of active duty police officers and police academy cadets in different life domains and intensities. These parameters were treated as potential quantifiers that could be used when assessing individuals preparing for work as future police officers. Material and Methods: The study recruited 153 active police officers and 176 cadets attending a police academy and administered a diagnostic survey, the long-form version of the International Physical Activity Questionnaire, while in the statistical analysis the Student's t-test for independent groups was applied. Results: It was determined that police officers present high physical activity levels within the work domain, which are developed from initial training at a police academy and then throughout their police career. Conclusions: Such data are important in the light of the role police officers play in public safety as well as the prominence of physical activity within a particular profession and how it can be targeted and tailored to their needs.

  10. Recruiting Science Majors into Secondary Science Teaching: Paid Internships in Informal Science Settings

    Science.gov (United States)

    Worsham, Heather M.; Friedrichsen, Patricia; Soucie, Marilyn; Barnett, Ellen; Akiba, Motoko

    2014-01-01

    Despite the importance of recruiting highly qualified individuals into the science teaching profession, little is known about the effectiveness of particular recruitment strategies. Over 3 years, 34 college science majors and undecided students were recruited into paid internships in informal science settings to consider secondary science teaching…

  11. 78 FR 49359 - Pay Under the General Schedule and Recruitment, Relocation, and Retention Incentives

    Science.gov (United States)

    2013-08-14

    .... Agencies may, in their agency retention incentive plans, require documentation of private-sector job offers... Schedule and Recruitment, Relocation, and Retention Incentives AGENCY: U.S. Office of Personnel Management... to improve oversight of recruitment and retention incentive determinations; add succession planning...

  12. Mentors Are from Venus and Mars: Exploring the Benefits of Homogeneous and Heterogeneous Gender Pairings in the Mentoring Relationships of Female Senior Student Affairs Officers

    Science.gov (United States)

    Jarnagin, Lea Marie

    2010-01-01

    While the number of women entering the student affairs profession has increased, gender equity at the senior level of leadership remains elusive in the student affairs profession. In comparison to their presence in graduate preparation programs and lower levels of administration women continue to lag behind men in their rate of advancement to the…

  13. In the Footsteps of Roger Revelle: A STEM Partnership Between Scripps Institution of Oceanography, Office of Naval Research and Middle School Science Students Bringing Next Generation Science Standards into the Classroom through Ocean Science

    Science.gov (United States)

    Brice, D.; Appelgate, B., Jr.; Mauricio, P.

    2014-12-01

    Now in its tenth year, "In the Footsteps of Roger Revelle" (IFRR) is a middle school science education program that draws student interest, scientific content and coherence with Next Generation Science Standards from real-time research at sea in fields of physical science. As a successful collaboration involving Scripps Institution of Oceanography (SIO),Office of Naval Research (ONR), and San Marcos Middle School (SMMS), IFRR brings physical oceanography and related sciences to students at the San Marcos Middle School in real-time from research vessels at sea using SIO's HiSeasNet satellite communication system. With a generous grant from ONR, students are able to tour the SIO Ships and spend a day at sea doing real oceanographic data collection and labs. Through real-time and near-realtime broadcasts and webcasts, students are able to share data with scientists and gain an appreciation for the value of Biogeochemical research in the field as it relates to their classroom studies. Interaction with scientists and researchers as well as crew members gives students insights into not only possible career paths, but the vital importance of cutting edge oceanographic research on our society. With their science teacher on the ship as an education outreach specialist or ashore guiding students in their interactions with selected scientists at sea, students observe shipboard research being carried out live via videoconference, Skype, daily e-mails, interviews, digital whiteboard sessions, and web interaction. Students then research, design, develop, deploy, and field-test their own data-collecting physical oceanography instruments in their classroom. The online interactive curriculum models the Next Generation Science Standards encouraging active inquiry and critical thinking with intellectually stimulating problem- solving, enabling students to gain critical insight and skill while investigating some of the most provocative questions of our time, and seeing scientists as

  14. Diversity employment and recruitment sources

    Energy Technology Data Exchange (ETDEWEB)

    1994-08-01

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

  15. Fast-Track Teacher Recruitment.

    Science.gov (United States)

    Grant, Franklin Dean

    2001-01-01

    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…

  16. 5 CFR 720.203 - Responsibilities of the Office of Personnel Management.

    Science.gov (United States)

    2010-01-01

    ... Recruitment Program § 720.203 Responsibilities of the Office of Personnel Management. (a) The Office of... underrepresentation. The process for making such determinations is described in sections II and III (c) of the “Guidelines for the Development of a Federal Recruitment Program to Implement 5 U.S.C. 7201, as amended” (See...

  17. Ethnic and gender discrimination in recruitment: experimental evidence from Finland

    OpenAIRE

    Liebkind, Karmela; Larja, Lisa; Brylka, Asteria Anna

    2016-01-01

    We ask (1) how the position of an ethnic (majority or minority) group in the local ethnic hierarchy affects the amount of recruitment discrimination faced by applicants from that group, and (2) whether gender discrimination is dependent on occupational gender stereotypes in the same way among ethnic majority and minority applicants. We use the situation testing method for the first time in Finland: In an experimental study (Study 1), 103 dentistry students made recruitment decisions based on ...

  18. Human Resources Marketing and Recruiting: Essentials of Digital Recruiting

    CERN Document Server

    Purvis, James

    2016-01-01

    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.

  19. Fermilab Education Office - FAQ

    Science.gov (United States)

    Search The Education Office FAQ - Frequently Asked Questions Click on the question to see the answer and the difference between the Education Office and the Lederman Science Center? The Education Office is store selling logo items and science toys. The Education Office staff works on both the 15th floor of

  20. The Role of Relationship Marketing and SOAR in University Recruiting and Retention

    Science.gov (United States)

    Lange, Tyana

    2016-01-01

    Institutions of higher education (IHEs) are competing to recruit students in a crowded market with the number of colleges on the increase and the number of high school seniors declining. IHEs are looking for effective ways to recruit students and increase retention and graduation rates. Relationship marketing (RM) is an approach from business that…

  1. Sales Training for Army Recruiter Success: Interviews with Excellent Recruiters

    Science.gov (United States)

    1987-11-01

    merit of an expert modeling system of the skills and strategies used by excel- lent Army recruiters. Neurolinguistic programming (NLP) was used as the...7. AUTHOR(&) 8. CONTRACT OR GRANT NUMBER(s) Steven R. Frieman 9. PERFORMING ORGANIZATION NAME AND ADDRESS 10. PROGRAM ELEMENT. PROJECT, TASK U.S...Recruiting 2M AUSTIRACT (rcnttm ame r orw am nssry i Identify by block number) s-This report describes a program of research on communication strategies and

  2. Office 365 For Dummies

    CERN Document Server

    Withee, Ken

    2012-01-01

    The information you need to create a virtual office that can be accessed anywhere Microsoft Office 365 is a revolutionary technology that allows individuals and companies of all sizes to create and maintain a virtual office in the cloud. Featuring familiar Office Professional applications, web apps, Exchange Online, and Lync Online, Office 365 offers business professionals added flexibility and an easy way to work on the go. This friendly guide explains the cloud, how Office 365 takes advantage of it, how to use the various components, and the many possibilities offered by Office 365. It provi

  3. CBO Testimony: Statement of Robert F. Hale, Assistant Director, National Security Division, Congressional Budget Office

    National Research Council Canada - National Science Library

    Hale, Robert F

    1991-01-01

    .... This testimony, by Robert F. Hale, Congressional Budget Office, covers the following topics: Socioeconomic Backgrounds of Enlisted Recruits, Racial Mix of Enlisted Recruits, Shifts in Recruiting during the 1980s, Altering the Composition of the Military: Reserve Mobilization and Conscription, and Should the Social Composition of the Military be a Concern?

  4. Recruiting a young adolescent rural cohort: Costs and lessons learnt

    Directory of Open Access Journals (Sweden)

    Krestina L. Amon

    2016-04-01

    Full Text Available Background: Adolescent recruitment into longitudinal health studies is challenging. The aim of this paper is to report the detailed process and costs of recruiting young adolescents and their families into an intensive longitudinal study of the effects of puberty hormones on health, behaviour and wellbeing in early adolescence, based in regional/rural Australia. Methods: Participants were recruited using a saturation strategy of targeted methods (including school visits and community events and non-targeted recruitment approaches (including print and electronic media advertising, and social media. Direct (face-to-face contact with the public and indirect (behind-the-scenes preparatory activities researcher hours were calculated for each of the recruitment strategies. Results: The study recruited 342 adolescent participants and a parent/guardian over two years. School and community-based recruitment required 6.2 and 6.0 researcher hours per activity, respectively. Direct researcher hours were primarily spent on delivering presentations and connecting with community members at community events. The majority of indirect hours were spent preparing and assembling information packs for distribution to students and parents during school visits. Non-targeted recruitment strategies using media advertising were the most frequently used methods. Researchers were estimated to have spent less than one hour for each media activity. In 27 months, an estimated $250,000 was spent on recruitment activities and resources. A combination of methods was used to recruit young adolescents and their families into a longitudinal health study. Conclusions: The financial costs and researcher time committed to this study highlight the labour-intensive nature of recruitment. The data presented are useful for researchers planning longitudinal studies in adolescents.

  5. Cybersecurity education for military officers

    OpenAIRE

    Bardwell, Andrew; Buggy, Sean; Walls, Remuis

    2017-01-01

    Approved for public release; distribution is unlimited Cyber threats are a growing concern for our military, creating a need for cybersecurity education. Current methods used to educate students about cyber, including annual Navy Knowledge Online training, are perceived to be ineffective. The Naval Postgraduate School developed an All hands pilot cybersecurity course with the objective of increasing military officers' cybersecurity awareness. The three of us participated in the ten-week co...

  6. The Growing Concerns Regarding School Resource Officers

    Science.gov (United States)

    Ryan, Joseph B.; Katsiyannis, Antonis; Counts, Jennifer M.; Shelnut, Jill C.

    2018-01-01

    There have been an increasing number of incidents in which school resource officers (SRO) have been used to manage student disciplinary issues with disastrous results. Court cases brought by parents and advocacy groups claim SROs have traumatized and injured students. This article addresses several critical issues concerning SROs being used to…

  7. RECRUITMENT AND PROFESSIONAL TRAINING OF CIVIL SERVANTS

    Directory of Open Access Journals (Sweden)

    Roxana Cristina RADU

    2014-06-01

    Full Text Available An ever increasing feature of public office is the way in which the recruitment and training of civil servants are controlled by legislation. Civil servants are a basic component of public administration but they are also important for labor law because civil service relations have the characteristics of an employment relationship and also specific features resulting from the rules of public law. The relevant expression of the interferences between public and private law for civil servants is recruitment and training. The originality of this article lies in the multidisciplinary character, combining elements of labor law, administrative law and human resources management, character reflected in the bibliography used. Another merit of this study is that the authors correlated the provisions of various laws: Constitution, Labor Code, Law no. 161/2003 on the transparency in exercising public dignities and public functions, Government Ordinance no. 137/2000 regarding the prevention and sanction of all discrimination forms, Government Ordinance no. 129/2000 concerning adults’ professional training.

  8. Recruiting for Prior Service Market

    National Research Council Canada - National Science Library

    Thomas, Brian A; Givens, Eric

    2008-01-01

    ...) 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...

  9. Information networks and worker recruitment

    NARCIS (Netherlands)

    Schram, A.; Brandts, J.; Gërxhani, K.

    2007-01-01

    This paper studies experimentally how the existence of social information networks affects the ways in which firms recruit new personnel. Through such networks firms learn about prospective employees' performance in previous jobs. Assuming individualistic preferences social networks are predicted

  10. Participant Outcomes from Methods of Recruitment for Videogame Research.

    Science.gov (United States)

    Ryan, Courtney; Dadabhoy, Hafza; Baranowski, Tom

    2018-02-01

    The most productive methods of recruitment for a videogame for health (G4H) trial are not known. Success or failure of recruitment methods has been reported for a variety of clinical trials, but few specifically for G4H trials. This study's goal was to recruit 444 overweight or obese (body mass index percentile between the 84.5th-99.4th percentiles) children between the ages of 10-12 years. The article reports the results of different methods of participant recruitment. Participants had to agree to three fasting blood samples (baseline, immediately after, and 2 months later); be willing to wear an accelerometer for 7 days at each assessment; read and speak English fluently (because the games were in English); have no history of any condition that would affect what he/she could eat or how much physical activity he/she could get; and have an eligible home computer purchased in the last 5 years with high-speed internet. Hardware criteria reflected the types of computers upon which Diab-Nano could be effectively played. Recruitment was conducted over a 35-month period and included electronic media, print advertising, community recruitment, and an internal volunteer list. Respondents were guided to a web-based screening questionnaire that asked for source of hearing about the study. Although diverse recruitment methods were used, slow recruitment resulted in obtaining only 45% of the recruitment goal (n = 199). Electronic media (e.g., radio, television, and internet), which reached millions of targeted parents, resulted in only 76 respondents, of whom 13 became participants; print media (e.g., magazine, newsletter/newspaper, and mail), which also reached large numbers of parents, resulted in 192 respondents, of whom 19 became participants; community recruitment (e.g., school, friend or family, doctors office, flyer, work, community program) resulted in 162 respondents, of whom 38 became participants; and the internal volunteer list resulted in 413 respondents, of

  11. Recruiting for Prior Service Market

    Science.gov (United States)

    2008-06-01

    perceptions, expectations and issues for re-enlistment • Develop potential marketing and advertising tactics and strategies targeted to the defined...01 JUN 2008 2. REPORT TYPE N/A 3. DATES COVERED - 4. TITLE AND SUBTITLE Recruiting for Prior Service Market 5a. CONTRACT NUMBER 5b. GRANT...Command First Handshake to First Unit of Assignment An Army of One Proud to Be e e to Serve Recruiting for Prior Service Market MAJ Eric Givens / MAJ Brian

  12. Department of Justice, Office on Violence Against Women

    Science.gov (United States)

    ... of Focus Grant Programs Training and Technical Assistance Gender Bias: Identify and Prevent Protecting Students Tribal Affairs Reports to Congress Selected Publications Blog Press Room Careers OVW FOIA Contact the Office Office on Violence Against Women Office on Violence Against Women Caption: ...

  13. Towards Improving the Strategies of Effective Teaching of Entrepreneurship Development Education Courses to Office Technology and Management Students of Polytechnics in Delta State

    Science.gov (United States)

    Esene, Robert A.

    2015-01-01

    This study investigated the strategies and tools for effective teaching of Entrepreneurship Development Education to OTM students of Polytechnics in Delta State. The design of the study was survey. Research question was raised for the study. An instrument which consisted of 70 items was distributed to 30 respondents in the areas covered in the…

  14. The Vital Role of Administrative Cost Allowances to Student Financial Aid Offices: Key Findings from NASFAA's Administrative Cost Allowance Survey, July 2011

    Science.gov (United States)

    National Association of Student Financial Aid Administrators (NJ1), 2011

    2011-01-01

    The National Association of Student Financial Aid Administrators (NASFAA) recently conducted a survey on the 2009-10 award year Administrative Cost Allowances (ACA), which are funds used by colleges and universities to support operations and professional development. Specifically, ACA is often used in essential areas that support the day-to-day…

  15. 10 CFR 1042.310 - Recruitment.

    Science.gov (United States)

    2010-01-01

    ... 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...

  16. 45 CFR 86.23 - Recruitment.

    Science.gov (United States)

    2010-10-01

    ... 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...

  17. 49 CFR 25.310 - Recruitment.

    Science.gov (United States)

    2010-10-01

    ... 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...

  18. 22 CFR 146.310 - Recruitment.

    Science.gov (United States)

    2010-04-01

    ... 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...

  19. 22 CFR 229.310 - Recruitment.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Recruitment. 229.310 Section 229.310 Foreign... and Recruitment Prohibited § 229.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 229.300 through 229.310 apply shall not discriminate on the basis of sex in the recruitment and...

  20. Financial Recruitment Incentive Programs for Nursing Personnel in Canada.

    Science.gov (United States)

    Mathews, Maria; Ryan, Dana

    2015-03-01

    Financial incentives are increasingly offered to recruit nursing personnel to work in underserved communities. The authors describe and compare the characteristics of federal, provincial and territorial financial recruitment incentive programs for registered nurses (RNs), nurse practitioners (NPs), licensed practical nurses (LPNs), registered practical nurses or registered psychiatric nurses. The authors identified incentive programs from government, health ministry and student aid websites and by contacting program officials. Only government-funded recruitment programs providing funding beyond the normal employee wages and benefits and requiring a service commitment were included. The authors excluded programs offered by hospitals, regional or private firms, and programs that rewarded retention. All provinces and territories except QC and NB offer financial recruitment incentive programs for RNs; six provinces (BC, AB, SK, ON, QC and NL) offer programs for NPs, and NL offers a program for LPNs. Programs include student loan forgiveness, tuition forgiveness, education bursaries, signing bonuses and relocation expenses. Programs target trainees, recent graduates and new hires. Funding and service requirements vary by program, and service requirements are not always commensurate with funding levels. This snapshot of government-funded recruitment incentives provides program managers with data to compare and improve nursing workforce recruitment initiatives. Copyright © 2015 Longwoods Publishing.

  1. Recruitment Strategies for Geoscience Majors: Conceptual Framework and Practical Suggestions

    Science.gov (United States)

    Richardson, R. M.; Eyles, C.; Ormand, C. J.

    2009-12-01

    One characteristic of strong geoscience departments is that they recruit and retain quality students. In a survey to over 900 geoscience departments in the US and Canada several years ago nearly 90% of respondents indicated that recruiting and retaining students was important. Two years ago we offered a pre-GSA workshop on recruiting and retaining students that attracted over 30 participants from over 20 different institutions, from liberal arts colleges to state universities to research intensive universities. Since then we have sought additional feedback from a presentation to the AGU Heads & Chairs at a Fall AGU meeting, and most recently from a workshop on strengthening geoscience programs in June 2009. In all of these settings, a number of themes and concrete strategies have emerged. Key themes included strategies internal to the department/institution; strategies that reach beyond the department/institution; determining how scalable/transferable strategies that work in one setting are to your own setting; identifying measures of success; and developing or improving on an existing action plan specific to your departmental/institutional setting. The full results of all of these efforts to distill best practices in recruiting students will be shared at the Fall AGU meeting, but some of the best practices for strategies local to the department/institution include: 1) focusing on introductory classes (having the faculty who are most successful in that setting teach them, having one faculty member make a common presentation to all classes about what one can do with a geoscience major, offering topical seminars, etc.); 2) informing students of career opportunities (inviting alumni back to talk to students, using AGI resources, etc.,); 3) creating common space for students to work, study, and be a community; 4) inviting all students earning an ‘A’ (or ‘B’) in introductory classes to a departmental event just for them; and 5) creating a field trip for incoming

  2. The Influence of HEdPERF and Student Satisfaction Against Perceived Service Value and Implication In Institutional Image (Empiric Study on Students Regional Office of Universitas Terbuka at Pangkalpinang, Indonesia)

    OpenAIRE

    Yusuf

    2017-01-01

    This study aims to prove empirically the influence of HedPERF or service quality and student satisfaction on the value of service perceived by students and their implications on the image of UPBJJ-UT Pangkalpinang institution. Hypothesis testing, conducted on 238 students scattered in 7 districts or municipalities Kep. Bangka Belitung. The data used is the primary data from the distribution of questionnaires with 5 likert scales. Data analysis using quantitative method by using SEM analysis. ...

  3. Spatial synchrony in cisco recruitment

    Science.gov (United States)

    Myers, Jared T.; Yule, Daniel L.; Jones, Michael L.; Ahrenstorff, Tyler D.; Hrabik, Thomas R.; Claramunt, Randall M.; Ebener, Mark P.; Berglund, Eric K.

    2015-01-01

    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.

  4. NOAA Workforce Management Office

    Science.gov (United States)

    Management Fellows (PMFs) Program Coordination Office - Leadership Development Program (PCO-LDP) Employee (NRAP) Presidential Management Fellows (PMFs) Program Coordination Office - Leadership Development ) NOAA Leadership Seminar (NLS) NOAA Rotational Assignment Program (NRAP) Presidential Management Fellows

  5. HUD's Local Office Directory

    Data.gov (United States)

    Department of Housing and Urban Development — HUD is organized in 10 Regions. Each Region is managed by a Regional Administrator, who also oversees the Regional Office. Each Field Office within a Region is...

  6. Education and Training Officer Utilization Field (AFSC 75XX).

    Science.gov (United States)

    1986-01-01

    completion of education, training, or achievements analyze or review attrition statistics These tasks account for 10 percent of the Admissions Staff Officers...from national or local media 4 15 analyze or review attrition statistics evaluate student administration recommend actions to take concerning student...productions develop or modify textbooks evaluate or approve student coursebooks or workbooks evaluate or approve student handbooks evaluate problems

  7. Human development recruiting and selection

    Directory of Open Access Journals (Sweden)

    Maksimović Marijana

    2002-01-01

    Full Text Available Along with the development of trends towards internationalization and globalization, human resource management and, especially, international human resource management, attracted overall theoretical and practical interest. International environment is complex, made of numerous elements like social organization, laws, education, values and attitudes, religion language, politics, material and technological culture. In multicultural environment, strategic activities could be multiplied through economical political, cultural, social and technological spheres of action, making the recruitment, selection and successful resource allocation in the international human resource management a real challenge for top management. In international human resource management practice, several approaches to the recruitment have differentiated, playing the key roles in hiring talented individuals and retaining efficient workforce KW resources, labor force, recruiting, managers, education

  8. Uncover the recruiter in you!

    CERN Multimedia

    2013-01-01

    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".

  9. Microvascular Recruitment in Insulin Resistance

    DEFF Research Database (Denmark)

    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...

  10. Fermilab Education Office - Contacts

    Science.gov (United States)

    Search The Office of Education and Public Outreach: Contacts All telephone numbers require area code Presentations for Presenters 840-3094 Office of Education and Public Outreach Spencer Pasero spasero@fnal.gov Education Office 840-3076 Fermilab Friends for Science Education General Questions Susan Dahl sdahl@fnal.gov

  11. Fermilab Education Office - Physicists

    Science.gov (United States)

    on Education Server, but to take full advantage of all of this site's features, you should turn Custom Search Connect with the Fermilab Education Office! Facebook Fermilab Education Office Join these groups: Science Adventures Group Teacher Resource Center Group Twitter Fermilab Education Office For more

  12. Office Computers: Ergonomic Considerations.

    Science.gov (United States)

    Ganus, Susannah

    1984-01-01

    Each new report of the office automation market indicates technology is overrunning the office. The impacts of this technology are described and some ways to manage and physically "soften" the change to a computer-based office environment are suggested. (Author/MLW)

  13. Do recruitment ties affect wages?

    DEFF Research Database (Denmark)

    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....

  14. Developing a More Effective Recruitment and Retention Model.

    Science.gov (United States)

    Janke, Walter; Kelly, Gary

    The purpose of a project was to develop a model for more effective recruitment and retention of people of color in the Associate Degree Interior Design and Diploma Interior Design Assistant Program at Milwaukee Area Technical College (MATC), Wisconsin. During Activity One, individuals in MATC's Student Development and High School Relations…

  15. Dilemmas of a Newly Recruited Academic Qualified Professor: A Case

    Science.gov (United States)

    Agrawal, Anand

    2015-01-01

    This case describes the situation of a newly recruited academic professor who volunteered to teach a course on Research Methods to first-term MBA students in a practitioner-oriented case method Business School. Research Methods is a unique course due to its relevance not only in business but also across all graduate programs. Instructional and…

  16. Want Superstar Teachers? Scout for Talent, and Recruit Like Crazy.

    Science.gov (United States)

    Bateman, C. Fred

    1986-01-01

    A school can assemble a winning teaching team by taking lessons from sports talent recruitment programs. Schools should search for early talent and ask education professors to identify promising student teachers. Contracts should be offered immediately to final round draft choices. (CJH)

  17. Internet College Recruiting and Marketing: Web Promotion, Techniques and Law.

    Science.gov (United States)

    Mentz, George; Whiteside, Richard

    2003-01-01

    After using online recruiting techniques, researching Internet marketing, and consulting companies regarding search engine ranking, the authors made many observations about the evolution of the Internet as a tool for educating students and targeting enrollment for new admission. Article presents recommendations for using Internet to promote online…

  18. Recruitment Strategies and Activities Used by Agriculture Teachers.

    Science.gov (United States)

    Myers, Brian E.; Dyer, James E.; Breja, Lisa M.

    2003-01-01

    The most frequent student recruitment strategies reported by 275 secondary agriculture teachers were (in order of effectiveness) feeder schools, personal contacts, FFA, publications, strong curriculum, support groups, and special events. Specific activities for each strategy were identified. (Contains 34 references.) (SK)

  19. Internationalization of the Undergraduate Curriculum: Insight from Recruiters.

    Science.gov (United States)

    Albers-Miller, Nancy D.; Sigerstad, Thomas D.; Straughan, Robert D.

    2000-01-01

    Surveyed recruiters on the value of international studies. Found that most would prefer students receiving an added international certificate but not those with a degree in international business or a non-discernible (fused) international education. A small number of companies with extensive international operations prefer the international…

  20. Recruitment and retention in obstetrics and gynaecology in the UK.

    Science.gov (United States)

    Ogbonmwan, S E O; Ogbonmwan, D E

    2010-02-01

    The problem of recruitment and retention into obstetrics and gynaecology could translate into serious manpower problems if not addressed now by making the experience of trainees and medical students rotating through the speciality memorable and improving trainees' work-life balance.

  1. Factors Affecting Recruitment into Child and Adolescent Psychiatry Training

    Science.gov (United States)

    Shaw, Jon A.; Lewis, John E.; Katyal, Shalini

    2010-01-01

    Objective: The authors studied the factors affecting the recruitment into child and adolescent psychiatry training in the United States. Methods: Medical students (n = 154) and general and child and adolescent psychiatry residents (n = 111) completed a questionnaire to evaluate career choice in child psychiatry (n = 265). Results: Compared with…

  2. A Strategic Systems Model for Effective Recruiting

    National Research Council Canada - National Science Library

    Woolever, Daniel

    2003-01-01

    .... After introducing a model for effective and efficient recruiting, this Strategic Research Project describes the Air Force recruiting organizational structure, management processes and practices...

  3. Passport officers' errors in face matching.

    Science.gov (United States)

    White, David; Kemp, Richard I; Jenkins, Rob; Matheson, Michael; Burton, A Mike

    2014-01-01

    Photo-ID is widely used in security settings, despite research showing that viewers find it very difficult to match unfamiliar faces. Here we test participants with specialist experience and training in the task: passport-issuing officers. First, we ask officers to compare photos to live ID-card bearers, and observe high error rates, including 14% false acceptance of 'fraudulent' photos. Second, we compare passport officers with a set of student participants, and find equally poor levels of accuracy in both groups. Finally, we observe that passport officers show no performance advantage over the general population on a standardised face-matching task. Across all tasks, we observe very large individual differences: while average performance of passport staff was poor, some officers performed very accurately--though this was not related to length of experience or training. We propose that improvements in security could be made by emphasising personnel selection.

  4. Passport officers' errors in face matching.

    Directory of Open Access Journals (Sweden)

    David White

    Full Text Available Photo-ID is widely used in security settings, despite research showing that viewers find it very difficult to match unfamiliar faces. Here we test participants with specialist experience and training in the task: passport-issuing officers. First, we ask officers to compare photos to live ID-card bearers, and observe high error rates, including 14% false acceptance of 'fraudulent' photos. Second, we compare passport officers with a set of student participants, and find equally poor levels of accuracy in both groups. Finally, we observe that passport officers show no performance advantage over the general population on a standardised face-matching task. Across all tasks, we observe very large individual differences: while average performance of passport staff was poor, some officers performed very accurately--though this was not related to length of experience or training. We propose that improvements in security could be made by emphasising personnel selection.

  5. Office 2013 simplified

    CERN Document Server

    Marmel, Elaine

    2013-01-01

    A basic introduction to learn Office 2013 quickly, easily, and in full color Office 2013 has new features and tools to master, and whether you're upgrading from an earlier version or using the Office applications for the first time, you'll appreciate this simplified approach. Offering a clear, visual style of learning, this book provides you with concise, step-by-step instructions and full-color screen shots that walk you through the applications in the Microsoft Office 2013 suite: Word, Excel, PowerPoint, Outlook, and Publisher.Shows you how to tackle dozens of Office 2013

  6. Office 2013 for dummies

    CERN Document Server

    Wang, Wallace

    2013-01-01

    Office 2013 For Dummies is the key to your brand new Office! Packed with straightforward, friendly instruction, this update to one of the bestselling Office books of all time gets you thoroughly up to speed and helps you learn how to take full advantage of the new features in Office 2013. After coverage of the fundamentals, you'll discover how to spice up your Word documents, edit Excel spreadsheets and create formulas, add pizazz to your PowerPoint presentation, and much more.Helps you harness the power of all five Office 2013 applications: Word, Excel, PowerPoint,

  7. Office 2008 for Mac for dummies

    CERN Document Server

    LeVitus, Bob

    2013-01-01

    Office 2008 for Mac is here, with great new enhancements to all your favorite office productivity tools. Who better than "Dr. Mac, "Bob LeVitus, to show you how to load and use them all? From choosing the best version for your needs to managing your life with your online calendar, Office 2008 For Mac For Dummies covers what you need to know. It compares the Student/Teacher Edition, Standard Edition, and Professional Edition, then walks you through installing your preferred version and keeping it up to date. You'll find out all the things you can do with Word, Excel, PowerPoint, and Entourage,

  8. Issues in recruiting community-dwelling stroke survivors to clinical trials: the AMBULATE trial.

    Science.gov (United States)

    Lloyd, Gemma; Dean, Catherine M; Ada, Louise

    2010-07-01

    Recruitment to clinical trials is often slow and difficult, with a growing body of research examining this issue. However there is very little work related to stroke. The aim of this study was to examine the success and efficiency of recruitment of community-dwelling stroke survivors over the first two years of a clinical trial aiming to improve community ambulation. Recruitment strategies fell into 2 broad categories: (i) advertisement (such as newspaper advertising and media releases), and (ii) referral (via hospital and community physiotherapists, a stroke liaison officer and other researchers). Records were kept of the number of people who were screened, were eligible and were recruited for each strategy. The recruitment target of 60 in the first two years was not met. 111 stroke survivors were screened and 57 were recruited (i.e., a recruitment rate of 51%). The most successful strategy was referral via hospital-based physiotherapists (47% of recruited participants) and the least successful were media release and local newspaper advertising. The referral strategies were all more efficient than any of the advertisement strategies. In general, recruitment was inefficient and costly in terms of human resources. Given that stroke research is underfunded, it is important to find efficient ways of recruiting stroke survivors to clinical trials. An Australian national database similar to other disease-specific data bases (such as the National Cancer Database) is under development. In the interim, recruiting for several clinical trials at once may increase efficiency.

  9. Researchers' perspectives on pediatric obesity research participant recruitment.

    Science.gov (United States)

    Parikh, Yasha; Mason, Maryann; Williams, Karen

    2016-12-01

    Childhood obesity prevalence has tripled over the last three decades. Pediatric obesity has important implications for both adult health as well as the United States economy. In order to combat pediatric obesity, exploratory studies are necessary to create effective interventions. Recruitment is an essential part of any study, and it has been challenging for all studies, especially pediatric obesity studies. The objective of this study was to understand barriers to pediatric obesity study recruitment and review facilitators to overcome recruitment difficulties. Twenty four childhood obesity researchers were contacted. Complete data for 11 researchers were obtained. Interviews were transcribed and analyzed using content analysis. Grounded Theory methodological approach was used, as this was an exploratory study. Investigators YP and MM coded the interviews using 28 codes. Barriers to recruitment included: family and study logistics, family economics, lack of provider interest, invasive protocols, stigma, time restraints of clinicians, lack of patient motivation/interest, groupthink of students in a classroom, and participants who do not accept his or her own weight status. Facilitators to enhance recruitment practices included accommodating participants outside of regular clinic hours, incentivizing participants, cultivating relationships with communities, schools and clinics prior to study recruitment, emphasizing benefits of a study for the patient, and shifting language to focus on health rather than obesity. Pediatric obesity researchers face many standard and some unique challenges to recruitment, reflecting challenges common to clinical research as well as some specific to pediatrics and some specific to obesity research. Both pediatric studies as well as obesity studies are an added challenge to the already-difficult task of general study recruitment. Our findings can be used to make researchers more aware of potential difficulties, approaches and on

  10. Recruiting Teachers--Future Prospects.

    Science.gov (United States)

    Schlechty, Phillip C.; Joslin, Anne W.

    1984-01-01

    Comprehensive reform in the ways teachers are recruited, trained, evaluated, and rewarded is required if the status of the teaching profession and the present quality of education is to be improved. A new career structure, simplification of certification, and reconceptualization of the teaching role are possible remedies. (KH)

  11. Recruiting physicians without inviting trouble.

    Science.gov (United States)

    Hoch, L J

    1989-05-01

    Many hospitals use physician recruitment strategies--generally assistance or employment strategies--to ensure medical staff loyalty. Although these strategies appeal to both hospitals and physicians, they are becoming increasingly problematic. Over the past three years, the government has issued pronouncements that question their legality. Thus any hospital considering physician recruitment strategies would be wise to evaluate them in light of various legal issues. such as reimbursement, nonprofit taxation, corporate practice of medicine, and certificate-of-need statutes. The consequences of failing to consider these issues can be ominous. The penalties for violating the proscribed remuneration provision of the Medicare act can include a fine, imprisonment, suspension from the Medicare and Medicaid programs, or loss of license. Payment issues can result in reduced reimbursement levels. Nonprofit taxation issues can trigger the loss of tax exemption. As a result of the corporate practice of medicine, a physician recruitment strategy may not be reimbursable by third-party payers or may even constitute the unauthorized practice of medicine. Finally, in some states, physician recruitment may trigger certificate-of-need review.

  12. Recruiting Trends, 2007-2008

    Science.gov (United States)

    Collegiate Employment Research Institute (NJ3), 2008

    2008-01-01

    This paper presents the recruiting trends for 2007-2008. This year's report is based on 994 respondents, including 84 K-12 school districts. The researchers focused attention on growing companies, based on lists from Forbes and Inc. magazines, and as a result, they have more small and medium-size employers represented this year. The sample…

  13. Gestión investigativo laboral para estudiantes de la carrera de medicina en el consultorio. Estudio preliminar Working investigative management for medical students at the medical office: a preliminary study

    Directory of Open Access Journals (Sweden)

    Lázara Mayra Díaz Álvarez

    2009-09-01

    Full Text Available RESUMEN Con el objetivo de identificar las tendencias existentes acerca de cómo se dirige el PDE de los estudiantes de la Carrera de Medicina de todos los años, a nivel del Consultorio Médico en su componente investigativo laboral, se realizó el presente trabajo utilizando métodos teóricos y empíricos de la investigación, donde empleando el análisis de 2 preguntas en un grupo focal organizado, al respecto, se muestran un número de limitaciones que hacen que la gestión de este proceso sea insuficiente a este nivel, no lográndose la necesaria planificación, organización, regulación y control del proceso, lo cual repercute en la adquisición de las habilidades necesarias por los educandosABSTRACT The present work is aimed at identifying the present trends about how to manage the PDE in medical students at medical office using theoretical and empirical methods for the research using the analysis of 2 questions in a group designed for this purpose . Some limitations as planning, organizations and the control of the process are shown which obstruct the management of this process with some grade of repercussion on the necessary skills for the students

  14. 28 CFR 54.510 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Recruitment. 54.510 Section 54.510... in Employment in Education Programs or Activities Prohibited § 54.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment...

  15. 44 CFR 19.310 - Recruitment.

    Science.gov (United States)

    2010-10-01

    ... 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...

  16. 15 CFR 8a.510 - Recruitment.

    Science.gov (United States)

    2010-01-01

    ... 15 Commerce and Foreign Trade 1 2010-01-01 2010-01-01 false Recruitment. 8a.510 Section 8a.510... in Employment in Education Programs or Activities Prohibited § 8a.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment...

  17. 31 CFR 28.510 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 31 Money and Finance: Treasury 1 2010-07-01 2010-07-01 false Recruitment. 28.510 Section 28.510... Basis of Sex in Employment in Education Programs or Activities Prohibited § 28.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment...

  18. 34 CFR 106.53 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 34 Education 1 2010-07-01 2010-07-01 false Recruitment. 106.53 Section 106.53 Education... 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 been found to be presently...

  19. 36 CFR 1211.510 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 36 Parks, Forests, and Public Property 3 2010-07-01 2010-07-01 false Recruitment. 1211.510 Section... 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 been found to be presently...

  20. 18 CFR 1317.510 - Recruitment.

    Science.gov (United States)

    2010-04-01

    ... 18 Conservation of Power and Water Resources 2 2010-04-01 2010-04-01 false Recruitment. 1317.510... 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 been found to be presently...

  1. 10 CFR 5.310 - Recruitment.

    Science.gov (United States)

    2010-01-01

    ... 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...

  2. 22 CFR 229.510 - Recruitment.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Recruitment. 229.510 Section 229.510 Foreign... in Education Programs or Activities Prohibited § 229.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring...

  3. 20 CFR 655.30 - Supervised recruitment.

    Science.gov (United States)

    2010-04-01

    ... 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...

  4. 22 CFR 146.510 - Recruitment.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Recruitment. 146.510 Section 146.510 Foreign... Education Programs or Activities Prohibited § 146.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees...

  5. 41 CFR 101-4.510 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 41 Public Contracts and Property Management 2 2010-07-01 2010-07-01 true Recruitment. 101-4.510... Employment in Education Programs or Activities Prohibited § 101-4.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring...

  6. 45 CFR 83.12 - Recruitment.

    Science.gov (United States)

    2010-10-01

    ... 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. 13 CFR 113.510 - Recruitment.

    Science.gov (United States)

    2010-01-01

    ... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Recruitment. 113.510 Section 113... 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 been found to be presently...

  8. 14 CFR 1253.510 - Recruitment.

    Science.gov (United States)

    2010-01-01

    ... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false Recruitment. 1253.510 Section 1253.510... in Employment in Education Programs or Activities Prohibited § 1253.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment...

  9. 45 CFR 618.510 - Recruitment.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 3 2010-10-01 2010-10-01 false Recruitment. 618.510 Section 618.510 Public... 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 been found to be presently...

  10. 45 CFR 2555.310 - Recruitment.

    Science.gov (United States)

    2010-10-01

    ... 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...

  11. 45 CFR 618.310 - Recruitment.

    Science.gov (United States)

    2010-10-01

    ... 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...

  12. 43 CFR 41.510 - Recruitment.

    Science.gov (United States)

    2010-10-01

    ... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false Recruitment. 41.510 Section 41.510 Public... in Employment in Education Programs or Activities Prohibited § 41.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment...

  13. 13 CFR 113.310 - Recruitment.

    Science.gov (United States)

    2010-01-01

    ... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Recruitment. 113.310 Section 113... Discrimination on the Basis of Sex in Admission and Recruitment Prohibited § 113.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 113.300 through 113.310 apply shall not discriminate on the...

  14. 45 CFR 86.53 - Recruitment.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 1 2010-10-01 2010-10-01 false Recruitment. 86.53 Section 86.53 Public Welfare... in Employment in Education Programs or Activities Prohibited § 86.53 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment...

  15. 31 CFR 28.310 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 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...

  16. 49 CFR 25.510 - Recruitment.

    Science.gov (United States)

    2010-10-01

    ... 49 Transportation 1 2010-10-01 2010-10-01 false Recruitment. 25.510 Section 25.510 Transportation... Education Programs or Activities Prohibited § 25.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees...

  17. 36 CFR 1211.310 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 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...

  18. 40 CFR 5.510 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Recruitment. 5.510 Section 5.510... in Employment in Education Programs or Activities Prohibited § 5.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment...

  19. 45 CFR 2555.510 - Recruitment.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 4 2010-10-01 2010-10-01 false Recruitment. 2555.510 Section 2555.510 Public... 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 been found to be presently...

  20. 32 CFR 196.310 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 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...

  1. 38 CFR 23.510 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 38 Pensions, Bonuses, and Veterans' Relief 2 2010-07-01 2010-07-01 false Recruitment. 23.510... 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 been found to be presently...

  2. 32 CFR 196.510 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 32 National Defense 2 2010-07-01 2010-07-01 false Recruitment. 196.510 Section 196.510 National... 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 been found to be presently...

  3. 6 CFR 17.510 - Recruitment.

    Science.gov (United States)

    2010-01-01

    ... 6 Domestic Security 1 2010-01-01 2010-01-01 false Recruitment. 17.510 Section 17.510 Domestic... in Employment in Education Programs or Activities Prohibited § 17.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment...

  4. 18 CFR 1317.310 - Recruitment.

    Science.gov (United States)

    2010-04-01

    ... 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...

  5. 24 CFR 3.310 - Recruitment.

    Science.gov (United States)

    2010-04-01

    ... 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...

  6. 38 CFR 23.310 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 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...

  7. 44 CFR 19.510 - Recruitment.

    Science.gov (United States)

    2010-10-01

    ... 44 Emergency Management and Assistance 1 2010-10-01 2010-10-01 false Recruitment. 19.510 Section... Programs or Activities Prohibited § 19.510 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...

  8. 34 CFR 106.23 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 34 Education 1 2010-07-01 2010-07-01 false Recruitment. 106.23 Section 106.23 Education... Discrimination on the Basis of Sex in Admission and Recruitment Prohibited § 106.23 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which this subpart applies shall not discriminate on the basis of sex...

  9. 24 CFR 3.510 - Recruitment.

    Science.gov (United States)

    2010-04-01

    ... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Recruitment. 3.510 Section 3.510... 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 been found to be presently...

  10. 10 CFR 5.510 - Recruitment.

    Science.gov (United States)

    2010-01-01

    ... 10 Energy 1 2010-01-01 2010-01-01 false Recruitment. 5.510 Section 5.510 Energy NUCLEAR REGULATORY... Prohibited § 5.510 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 been found...

  11. 10 CFR 1042.510 - Recruitment.

    Science.gov (United States)

    2010-01-01

    ... 10 Energy 4 2010-01-01 2010-01-01 false Recruitment. 1042.510 Section 1042.510 Energy DEPARTMENT... Education Programs or Activities Prohibited § 1042.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees...

  12. Effect of holding office on the behavior of politicians

    Science.gov (United States)

    Enemark, Daniel; Gibson, Clark C.; McCubbins, Mathew D.; Seim, Brigitte

    2016-01-01

    Reciprocity is central to our understanding of politics. Most political exchanges—whether they involve legislative vote trading, interbranch bargaining, constituent service, or even the corrupt exchange of public resources for private wealth—require reciprocity. But how does reciprocity arise? Do government officials learn reciprocity while holding office, or do recruitment and selection practices favor those who already adhere to a norm of reciprocity? We recruit Zambian politicians who narrowly won or lost a previous election to play behavioral games that provide a measure of reciprocity. This combination of regression discontinuity and experimental designs allows us to estimate the effect of holding office on behavior. We find that holding office increases adherence to the norm of reciprocity. This study identifies causal effects of holding office on politicians’ behavior. PMID:27856736

  13. Effect of holding office on the behavior of politicians.

    Science.gov (United States)

    Enemark, Daniel; Gibson, Clark C; McCubbins, Mathew D; Seim, Brigitte

    2016-11-29

    Reciprocity is central to our understanding of politics. Most political exchanges-whether they involve legislative vote trading, interbranch bargaining, constituent service, or even the corrupt exchange of public resources for private wealth-require reciprocity. But how does reciprocity arise? Do government officials learn reciprocity while holding office, or do recruitment and selection practices favor those who already adhere to a norm of reciprocity? We recruit Zambian politicians who narrowly won or lost a previous election to play behavioral games that provide a measure of reciprocity. This combination of regression discontinuity and experimental designs allows us to estimate the effect of holding office on behavior. We find that holding office increases adherence to the norm of reciprocity. This study identifies causal effects of holding office on politicians' behavior.

  14. E-recruitment and Selection

    DEFF Research Database (Denmark)

    Holm, Anna B.; Haahr, Lars

    2018-01-01

    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....

  15. Auxiliary office chair

    OpenAIRE

    Pascual Osés, Maite

    2007-01-01

    The aim of this project is to develop an auxiliary office chair, which favorably will compete with the existing chairs on the market. Evolutions of ergonomical survey in the work environment and on the configuration of offices require new products which fulfill the requirements properly. In order to achieve it a survey about office chairs has been carried out: types, characteristics, ways of usage and products on the market besides a large antropometrical study and ergonomics related to work ...

  16. Computerized Recruitment and the Staying Power of Print

    Science.gov (United States)

    Summer, Matthew

    2012-01-01

    From a data and CRM point of view, computers have drastically changed college admission. No longer are the days of 10 people crammed into an office built for one person, looking at a screen with a green blinking key, typing in thousands of characters an hour. Rows and rows of filing cabinets have been reduced, and putting students on hold to go…

  17. Patterns of Saccharina latissima recruitment.

    Directory of Open Access Journals (Sweden)

    Guri Sogn Andersen

    Full Text Available The lack of recovery in Norwegian populations of the kelp Saccharina latissima (Linnaeus C. E. Lane, C. Mayes, Druehl & G. W. Saunders after a large-scale disturbance that occurred sometime between the late 1990s and early 2000s has raised considerable concerns. Kelp forests are areas of high production that serve as habitats for numerous species, and their continued absence may represent the loss of an entire ecosystem. Some S. latissima populations remain as scattered patches within the affected areas, but today, most of the areas are completely devoid of kelp. The question is if natural recolonization by kelp and the reestablishment of the associated ecosystem is possible. Previous studies indicate that a high degree of reproductive synchrony in macrophytes has a positive effect on their potential for dispersal and on the connectivity between populations, but little is known about the patterns of recruitment in Norwegian S. latissima. More is, however, known about the development of fertile tissue (sori on adult individuals, which is easily observed. The present study investigated the degree of coupling between the appearance of sori and the recruitment on clean artificial substrate beneath adult specimens. The pattern of recruitment was linked to the retreat of visible sori (i.e. spore release and a seasonal component unrelated to the fertility of the adults. The formation and the retreat of visible sori are processes that seem synchronized along the south coast of Norway, and the link between sori development and recruitment may therefore suggest that the potential for S. latissima dispersal is relatively large. These results support the notion that the production and dispersal of viable spores is unlikely to be the bottleneck preventing recolonization in the south of Norway, but studies over larger temporal and spatial scales are still needed to confirm this hypothesis.

  18. Navy Recruit Attrition Prediction Modeling

    Science.gov (United States)

    2014-09-01

    have high correlation with attrition, such as age, job characteristics, command climate, marital status, behavior issues prior to recruitment, and the...the additive model. glm(formula = Outcome ~ Age + Gender + Marital + AFQTCat + Pay + Ed + Dep, family = binomial, data = ltraining) Deviance ...0.1 ‘ ‘ 1 (Dispersion parameter for binomial family taken to be 1) Null deviance : 105441 on 85221 degrees of freedom Residual deviance

  19. Issues about Human Resources Recruitment

    OpenAIRE

    Aurel Manolescu

    2008-01-01

    As to ensure its success or even for surviving, organizations must settle accordingly some issues regarding the human resources enlistment, presented in great details within the article, whose success settlement ensure, concomitantly, the success of the entire assurance process with personnel, process extremely important, if there are taken into consideration, especially, the effects of some possible errors or hire errors. Therefore, the human resources recruitment tends to become a complex a...

  20. Adopting Online Taster Courses in Postgraduate Recruitment: The Case of a British Business School

    Science.gov (United States)

    Papagiannidis, Savvas

    2013-01-01

    Given the increasing competition faced by higher education institutions when it comes to attracting postgraduate students, and the implications of the global financial crisis, technology can play a critical role in not only promoting courses, but also enhancing the student recruitment experience, especially for international students. This article…

  1. International nurse recruitment in India.

    Science.gov (United States)

    Khadria, Binod

    2007-06-01

    This paper describes the practice of international recruitment of Indian nurses in the model of a "business process outsourcing" of comprehensive training-cum-recruitment-cum-placement for popular destinations like the United Kingdom and United States through an agency system that has acquired growing intensity in India. Despite the extremely low nurse to population ratio in India, hospital managers in India are not concerned about the growing exodus of nurses to other countries. In fact, they are actively joining forces with profitable commercial ventures that operate as both training and recruiting agencies. Most of this activity is concentrated in Delhi, Bangalore, and Kochi. Gaps in data on nursing education, employment, and migration, as well as nonstandardization of definitions of "registered nurse," impair the analysis of international migration of nurses from India, making it difficult to assess the impact of migration on vacancy rates. One thing is clear, however, the chain of commercial interests that facilitate nurse migration is increasingly well organized and profitable, making the future growth of this business a certainty.

  2. Guide to enable health charities to increase recruitment to clinical trials on dementia

    OpenAIRE

    Chambers, Larry W.; Harris, Megan; Lusk, Elizabeth; Benczkowski, Debbie

    2017-01-01

    Introduction The Alzheimer Society embarked on a project to improve ways that the 60 provincial and local Societies in Canada can work with local researchers to support recruitment of volunteers to clinical trials and studies. A Guide to assist these offices was produced to design ethical recruitment of research volunteers within their client populations. Methods Consultations with individuals from provincial and local Societies, as well as researchers and leaders from health-related organiza...

  3. Tom Brown appointed Dean of Students

    OpenAIRE

    Williams, Meghan

    2007-01-01

    James Thomas "Tom" Brown, former senior associate dean of the Dean of Students office, has been appointed as the Dean of Students. The Dean of Students office is responsible for the coordination of student advocacy, new student orientation and parent programs, and responding to student emergencies in collaboration with Judicial Affairs, Residence Life, Cook Counseling Center, Schiffert Health Center, and other departments and agencies.

  4. Vertical Integration of Geographic Information Sciences: A Recruitment Model for GIS Education

    Science.gov (United States)

    Yu, Jaehyung; Huynh, Niem Tu; McGehee, Thomas Lee

    2011-01-01

    An innovative vertical integration model for recruiting to GIS education was introduced and tested following four driving forces: curriculum development, GIS presentations, institutional collaboration, and faculty training. Curriculum development was a useful approach to recruitment, student credit hour generation, and retention-rate improvement.…

  5. Breaking from Traditionalism: Strategies for the Recruitment of Physical Education Teachers

    Science.gov (United States)

    O'Neil, Kason; Richards, K. Andrew R.

    2018-01-01

    Teacher education programs across the country are being asked to systematically and deliberately recruit teacher candidates who are not only highly qualified, but represent diverse backgrounds. Coupled with dwindling enrollments, these programs may want to reevaluate the types of students recruited into a career in physical education. This article…

  6. Recruitment dynamics in adaptive social networks

    International Nuclear Information System (INIS)

    Shkarayev, Maxim S; Shaw, Leah B; Schwartz, Ira B

    2013-01-01

    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)

  7. Recruitment dynamics in adaptive social networks

    Science.gov (United States)

    Shkarayev, Maxim S.; Schwartz, Ira B.; Shaw, Leah B.

    2013-06-01

    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).

  8. Office design and health: a systematic review.

    Science.gov (United States)

    Richardson, Ann; Potter, John; Paterson, Margaret; Harding, Thomas; Tyler-Merrick, Gaye; Kirk, Ray; Reid, Kate; McChesney, Jane

    2017-12-15

    To carry out a systematic review of recent research into the effects of workplace design, comparing individual with shared workspaces, on the health of employees. The research question was "Does workplace design (specifically individual offices compared with shared workspaces) affect the health of workers?" A literature search limited to articles published between 2000 and 2017 was undertaken. A systematic review was carried out, and the findings of the reviewed studies grouped into themes according to the primary outcomes measured in the studies. The literature search identified 15 relevant studies addressing health effects of shared or open-plan offices compared with individual offices. Our systematic review found that, compared with individual offices, shared or open-plan office space is not beneficial to employees' health, with consistent findings of deleterious effects on staff health, wellbeing and productivity. Our findings are also consistent with those of earlier reviews. These findings have public health implications for the New Zealand workforce. Decisions about workplace design should include weighing the short-term financial benefits of open-plan or shared workspaces against the significant harms, including increased sickness absence, lower job satisfaction and productivity, and possible threats to recruitment and retention of staff.

  9. The Impact of Recruit Socioeconomic Background and Computer Literacy on U.S. Navy Initial Training

    National Research Council Canada - National Science Library

    Stiles, Christine

    1999-01-01

    .... This study examines household income data, computer, telephone, and on-line penetration rate data by socioeconomic level, student computer use data, and data from the DoD's Survey of Recruit Socioeconomic Background...

  10. MSFC personnel management tasks: Recruitment and orientation of new employees

    Science.gov (United States)

    Brindley, T. A.

    1980-01-01

    In order to encourage highly motivated young students to learn about NASA and consider it for a career, a formal program is to be initiated whereby selected students can work on a voluntary basis at Marshall Space Flight Center (MSFC). The first task was to develop the working plan and procedures for this program, called Student Volunteer Service Program, in the writing of MSFC official guidelines, the Marshall Management Instruction (the MMI) which is a binding document that defines policy and establishes procedures and guidelines. Particular considerations written into the MMI after numerous consultations, interviews, and discussions about a satisfactory policy, include: arrangements to be made between the student, the school authorities, and concerned MSFC employees; management of the work assignments; and procedures for the student's welfare and safety. The second task was the development of a recruitment brochure for the attraction of new employees, especially scientists and engineers. The third task assigned was to develop a plan called Orientation of New Employees.

  11. Recruiting Fresh Faces: Engaging the Next Generation of Geoscientists

    Science.gov (United States)

    Martinez, C. M.; Keane, C. M.; Gonzales, L. M.

    2008-12-01

    Approximately 385,000 college students take an introductory geoscience course each year in the United States, according to a study by the American Geological Institute (AGI). This represents only 2.3 percent of the total enrolled higher education population in the US. Though geoscience departments frequently report that introductory geoscience courses are a major source for recruiting new majors, the large numbers of students enrolled in introductory geoscience courses result in only approximately 2,300 new geoscience majors each year, or 0.1 percent of the total college population. According to the College Board, more than 19,000 SAT test-takers in 2007 indicated an interest in pursuing a major in Physical Science, Interdisciplinary Science or Engineering. Forty-nine percent of SAT-takers have had an earth or space science course during high school. There is large pool of college-bound students may be interested in the geosciences, but are unaware of the educational and career opportunities available to them. In an effort to increase the flow of top talent into the geosciences, the American Geological Institute (AGI) launched an ambitious student engagement initiative as part of its Geoscience Workforce Program. This initiative will assist geoscience departments in engaging and recruiting new majors from introductory geoscience courses and will help students connect with the professional community. The academic geoscience community makes up less than 17 percent of the entire geoscience workforce, and many students may not be aware of careers available in other industries and sectors. AGI will make updated careers resources, including diverse employment opportunities, salary potential, and quality of life information, freely available to geoscience instructors for use in their introductory courses. Beginning in Fall 2008, AGI will distribute a New Majors Kit to students in selected geoscience departments. These kits will include tools to help students in their

  12. Multi-office engineering

    International Nuclear Information System (INIS)

    Cowle, E.S.; Hall, L.D.; Koss, P.; Saheb, E.; Setrakian, V.

    1995-01-01

    This paper addresses the viability of multi-office project engineering as has been made possible in a large part by the computer age. Brief discussions are provided on two past projects describing the authors' initial efforts at multi-office engineering, and an in-depth discussion is provided on a current Bechtel project that demonstrates their multi-office engineering capabilities. Efficiencies and cost savings associated with executing an engineering project from multiple office locations was identified as a viable and cost-effective execution approach. The paper also discusses how the need for multi-office engineering came about, what is required to succeed, and where they are going from here. Furthermore, it summarizes the benefits to their clients and to Bechtel

  13. DISTANCE AS KEY FACTOR IN MODELLING STUDENTS’ RECRUITMENT BY UNIVERSITIES

    Directory of Open Access Journals (Sweden)

    SIMONA MĂLĂESCU

    2015-10-01

    Full Text Available Distance as Key Factor in Modelling Students’ Recruitment by Universities. In a previous paper analysing the challenge of keeping up with the current methodologies in the analysis and modelling of students’ recruitment by universities in the case of some ECE countries which still don’t register or develop key data to take advantage from the state of the art knowledge on the domain, we have promised to approach the factor distance in a future work due to the extent of the topic. This paper fulfill that promise bringing a review of the literature especially dealing with modelling the geographical area of recruiting students of an university, where combining distance with the proximate key factors previously reviewed, complete the meta-analysis of existing literature we have started a year ago. Beyond the theoretical benefit from a practical perspective, the metaanalysis aimed at synthesizing elements of good practice that can be applied to the local university system.

  14. Issues about Human Resources Recruitment

    Directory of Open Access Journals (Sweden)

    Aurel Manolescu

    2008-04-01

    Full Text Available As to ensure its success or even for surviving, organizations must settle accordingly some issues regarding the human resources enlistment, presented in great details within the article, whose success settlement ensure, concomitantly, the success of the entire assurance process with personnel, process extremely important, if there are taken into consideration, especially, the effects of some possible errors or hire errors. Therefore, the human resources recruitment tends to become a complex and expensive activity and, concomitantly, an independent activity, sustained both through the necessary work volume as well as through its importance for the organization.

  15. Supporting nurse practitioner education: Preceptorship recruitment and retention

    Directory of Open Access Journals (Sweden)

    Eric Staples

    2018-04-01

    Full Text Available Objectives: Clinical experience is an essential component of nurse practitioner (NP education that relies heavily on preceptors. Recruitment and retention of preceptors is challenging due to many variables that can affect NP education and practice. We surveyed Canadian NP programs to understand their preceptorship structures, how they support preceptorship, and to identify gaps and challenges to recruitment and retention of preceptors. Methods: An 18-item survey, developed by the NP Education Interest Group, was distributed to 24 universities across 10 Canadian provinces. Construct validity and reliability was assessed by experienced NPs and NP faculty. Data were analyzed using relative frequency statistics and thematic analysis. Participants consisted of administrative staff and/or faculty designated as responsible for recruitment and retention of NP preceptors. Results: Seventeen returned surveys were analyzed and demonstrated more similarities than differences across Canada's NP programs, particularly related to barriers affecting recruitment and retention of preceptors. The findings identified NP programs have too many students for the number of available clinical sites/preceptors, resulting in overutilization, burnout, or refusal to take students. Competition with other health disciplines for clinical placements was identified as a challenge to placements. Respondents commented they lack time to recruit, provide follow-up, offer support, or seek preceptors' feedback due to competing work demands. They identified the need for standardized funding for preceptor remuneration and recognition across the country. Conclusion: The findings suggest the need for exploring a wider intraprofessional collaboration among graduate NP programs/faculty, clinical placement sites, and NPs to facilitate the recruitment and retention of preceptors.

  16. 75 FR 13751 - Office of English Language Acquisition; Overview Information; Language Enhancement, and Academic...

    Science.gov (United States)

    2010-03-23

    ... DEPARTMENT OF EDUCATION Office of English Language Acquisition; Overview Information; Language... Acquisition, Language Enhancement, and Academic Achievement for Limited English Proficient Students (OELA) may... Secretary and Director, Office of English Language Acquisition, Language Enhancement, and Academic...

  17. Recruitment strategies at the Iowa site for parent/infant pairs in a longitudinal dental caries study.

    Science.gov (United States)

    Daly, Jeanette M; Levy, Barcey T; Xu, Yinghui; Levy, Steven M; Fontana, Margherita

    2016-06-01

    Recruitment of parent/infant pairs can be more difficult and challenging than recruitment of adult subjects alone as the parent has to consider themselves along with the infant to be study participants. In order to determine which recruitment methods most effectively resulted in accrual of subjects, recruitment efforts at the University of Iowa were evaluated, one of three clinical sites involved in a longitudinal prospective study of dental caries. Enrollment goals were 300 parent/infant pairs within a year. Recruitment strategies included (1) a direct mailing to potential subjects who were University of Iowa Hospitals and Clinics patients and potentially met inclusion criteria; (2) face-to-face recruitment visits at medical offices; (3) provision of recruitment materials to staff at off-campus agencies and medical offices serving low-income individuals; (4) a campus-wide mass e-mail; (5) recruitment materials to daycare centers and neighborhood centers; and (6) recruitment at a children's museum. From these recruitment efforts, 515 potential participants expressed interest and were screened for this study and 348 (68%) were enrolled during an 11-month time period. The face-to-face strategy had the highest recruitment rate of 25%, followed by direct individual mailings at 9% and follow-up telephone calls at 7%. For the face-to-face strategy, the contact at the children's museum was most successful compared to the other office settings. The lowest rate of recruitment of 0.09% was attained with the mass e-mail. However, in terms of actual numbers recruited, the mass e-mail remained an important modality since it yielded 21 recruits and was much less time-intensive. An intensive, multi-pronged recruitment strategy proved successful in meeting enrollment goals and resulted in finishing the enrollment prior to the projected study deadline. Effective recruitment approaches are imperative for a study's success and each recruitment strategy needs to be budgeted and

  18. Internationalization to what purposes?: Marketing to international students

    Directory of Open Access Journals (Sweden)

    Gary Rhoades

    2016-06-01

    Full Text Available Amidst global discourse about universities’ internationalization, how do universities position themselves and their purposes in recruiting international students?  For professionals working to establish partnerships and increase cultural enrichment both on their home campuses and through international exchange, the purposes that are often foregrounded in professional associations speak to the public good, to the broad social benefits of such activities.  However, my research on the marketing that international offices at four universities in the UK and U.S. are doing to international students suggest that as in the marketing of U.S. universities to domestic students, it is the private benefits of higher education, to the students and to the individual institutions that are predominant (Hartley and Morphew, 2008; Saichaie and Morphew, 2014. 

  19. Implementing learnerships: learner recruitment and selection B ...

    African Journals Online (AJOL)

    Implementing learnerships: learner recruitment and selection B lessons learnt from the KwaZulu-Natal pilot projects. ... 2001 in KwaZulu-Natal, with specific reference to the recruitment and selection of learners. ... AJOL African Journals Online.

  20. U.S. Army Recruiter Allocation Model

    National Research Council Canada - National Science Library

    Brence, John

    2004-01-01

    .... 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...

  1. The Canadian Forces Recruitment/Attrition Model

    National Research Council Canada - National Science Library

    Wait, Tracey

    1998-01-01

    ...). This model is designed to look at both demand, that is what recruitment is required to meet a Canadian Forces human resource scenario, and supply, that is what is the potential recruitable population...

  2. Office 2013 digital classroom

    CERN Document Server

    Holland, Walter

    2013-01-01

    This complete training package makes learning the new Office 2013 even easier! Featuring both a video training DVD and a full-color book, this training package is like having your own personal instructor guiding you through each lesson of learning Office 2013, all while you work at your own pace. The self-paced lessons allow you to discover the new features and capabilities of the new Office suite. Each lesson includes step-by-step instructions and lesson files, and provides valuable video tutorials that complement what you're learning and clearly demonstrate how to do tasks. This essential

  3. Office 2010 Bible

    CERN Document Server

    Walkenbach, John; Groh, Michael R

    2010-01-01

    The best of the best from the bestselling authors of Excel, Word, and PowerPoint Bibles !. Take your pick of applications from the Office 2010 suite and your choice of leading experts to show you how to use them. This Office 2010 Bible features the best-of-the-best content from the Excel 2010 Bible , by "Mr. Spreadsheet" John Walkenbach; the Word 2010 Bible by Microsoft MVP Herb Tyson; the PowerPoint 2010 Bible , by PowerPoint expert Faithe Wempen; and coverage of Access 2010 from Microsoft MVP Michael Alexander. If you want to quickly and effectively begin using Office 2010, start i

  4. Patient-centered recruitment and retention for a randomized controlled study.

    Science.gov (United States)

    Chhatre, Sumedha; Jefferson, Ashlie; Cook, Ratna; Meeker, Caitlin R; Kim, Ji Hyun; Hartz, Kayla Marie; Wong, Yu-Ning; Caruso, Adele; Newman, Diane K; Morales, Knashawn H; Jayadevappa, Ravishankar

    2018-03-27

    Recruitment and retention strategies for patient-centered outcomes research are evolving and research on the subject is limited. In this work, we present a conceptual model of patient-centered recruitment and retention, and describe the recruitment and retention activities and related challenges in a patient-centered comparative effectiveness trial. This is a multicenter, longitudinal randomized controlled trial in localized prostate cancer patients. We recruited 743 participants from three sites over 15 months period (January 2014 to March 2015), and followed them for 24 months. At site 1, of the 773 eligible participants, 551 (72%) were enrolled. At site 2, 34 participants were eligible and 23 (68%) enrolled. Of the 434 eligible participants at site 3, 169 (39%) enrolled. We observed that strategies related to the concepts of trust (e.g., physician involvement, ensuring protection of information), communication (e.g., brochures and pamphlets in physicians' offices, continued contact during regular clinic visits and calling/emailing assessment), attitude (e.g., emphasizing the altruistic value of research, positive attitude of providers and research staff), and expectations (e.g., full disclosure of study requirements and time commitment, update letters) facilitated successful patient recruitment and retention. A stakeholders' advisory board provided important input for the recruitment and retention activities. Active engagement, reminders at the offices, and personalized update letters helped retention during follow-up. Usefulness of telephone recruitment was site specific and, at one site, the time requirement for telephone recruitment was a challenge. We have presented multilevel strategies for successful recruitment and retention in a clinical trial using a patient-centered approach. Our strategies were flexible to accommodate site-level requirements. These strategies as well as the challenges can aid recruitment and retention efforts of future large

  5. New technology-based recruitment methods

    OpenAIRE

    Oksanen, Reija

    2018-01-01

    The transformation that recruitment might encounter due to big data analytics and artificial intelligence (AI) is particularly fascinating which is why this thesis focuses on the changes recruitment processes are and will be facing as new technological solutions are emerging. The aim and main objective of this study is to widen knowledge about new technology-based recruitment methods, focusing on how they are utilized by Finnish recruitment professionals and how the opportunities and risks th...

  6. Developing Online Recruitment Process for Cinnabon Finland

    OpenAIRE

    Lopyrev, Sergey

    2015-01-01

    Since the times internet started to become accessible to the general public, employers noticed its effectiveness as a recruitment tool. Nowadays, a big percentage of recruitment happens online. Internet presents cost-effective opportunities to reach large pool of candidates, compared to pre-internet era recruitment tools. In this thesis, the aim is to develop online recruitment process for Finnish franchisee of Cinnabon – an international chain of bakeries famous for its cinnamon rolls. T...

  7. Faculty Recruitment in an Era of Change

    Science.gov (United States)

    Levine, Marilyn; Schimpf, Martin

    2010-01-01

    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…

  8. 28 CFR 345.31 - Recruitment.

    Science.gov (United States)

    2010-07-01

    ... 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...

  9. Office of the Chief Financial Officer Annual Report 2009

    Energy Technology Data Exchange (ETDEWEB)

    Fernandez, Jeffrey

    2009-12-15

    Presented is the 2009 Chief Financial Officer's Annual Report. The data included in this report has been compiled from the Budget Office, the Controller, Procurement and Property Management and the Sponsored Projects Office.

  10. Impact of different recruitment strategies on accelerometry adherence and resulting physical activity data: A secondary analysis

    Directory of Open Access Journals (Sweden)

    Kevin Rudolf

    2018-06-01

    Full Text Available Strategies for increasing adherence to physical activity assessments are often linked to extra financial or personal effort. This paper aims to investigate the influence of the recruitment strategy on participants' adherence to accelerometry and resulting PA data. Data were used from two previous studies conducted in 2013 and 2016 in Cologne, Germany, differing in recruitment strategy (N = 103, 40.8% male, mean age 20.9 ± 3.7 years, mean BMI 23.7 ± 4.1 kg/m2. In the passive recruitment (PR group, vocational students took part in the accelerometry (ActiGraph GT3X+ in line with the main study unless they denied participation. In the active recruitment (AR group, vocational students were invited to actively volunteer for the accelerometry. Impact of recruitment strategy on adherence and PA data was examined by regression analysis. Average adherence to the accelerometry was 66.7% (AR and 74.0% (PR. No statistically significant influence of recruitment strategy on adherence and resulting PA was found (all p > 0.05. The difference in recruitment strategy did not affect adherence to accelerometry. The data imply that AR may be applicable. Future studies using larger sample sizes and diverse populations should further investigate these trends. Keywords: Physical activity, Adherence, Recruitment, Accelerometry, Vocational school students, Sampling bias

  11. Features interior design offices

    OpenAIRE

    Novikov, A. S.; National Aviation University, Ukraine

    2014-01-01

    The article examines the laws and the formation of office space inthe current conditions and investigate the application of the latest technical tools aesthetics to improve the quality of design solutions.

  12. Planning for Office Automation.

    Science.gov (United States)

    Mick, Colin K.

    1983-01-01

    Outlines a practical approach to planning for office automation termed the "Focused Process Approach" (the "what" phase, "how" phase, "doing" phase) which is a synthesis of the problem-solving and participatory planning approaches. Thirteen references are provided. (EJS)

  13. NCEP Internal Office Notes

    Data.gov (United States)

    National Oceanic and Atmospheric Administration, Department of Commerce — The National Centers for Environmental Prediction (NCEP) and its predecessors have produced internal publications, known as Office Notes, since the mid-1950's. In...

  14. Ecocitizen at the office

    CERN Multimedia

    Staff Association

    2014-01-01

    At the office, I do as I would at home At the office, just as at home, we need to stay warm, have light, be equipped (with office material, furniture). We thus need energy and raw materials. This consumption is not without consequences for our environment. How to reduce our consumption? In everyday life, we already have behaviours that allow us to save energy and resources, to sort our waste. At the office it is important to act in the same way as at home, as we spend a lot of time at our workplace. How to act more responsibly at the office, to reduce the environmental impact, and how to stay motivated? Computer, printer, copy machine… or coffee machine. There are quite a few electrical appliances which are indispensable in our office. Always turned on, or almost, they are also often inactive, and it is during these phases of inactivity that two thirds of their consumption occurs. The way one uses the computer is important in order to limit its consumption. Use the sleep mode with care. A c...

  15. Asthma and psychiatric disorders in male army recruits and soldiers.

    Science.gov (United States)

    Lev-Tzion, Raffi; Friedman, Tal; Shochat, Tzippy; Gazala, Eliyahu; Wohl, Yonit

    2007-05-01

    Numerous studies have shown an association between asthma and mental disorders. While elevated rates of asthma have been noted among psychiatric patients with anxiety disorders and post-traumatic stress disorder, several studies have found elevated rates of mental disorders among asthma patients. Such studies, however, have generally relied upon questionnaires and assessment by non-specialist physicians to diagnose mental disorders and asthma. To examine a possible association between asthma and psychiatric diagnoses in Israeli military recruits and soldiers. In this cross-sectional study we compared the prevalence of mental diagnoses in asthmatic recruits and soldiers with that in non-asthmatic recruits and soldiers. A total of 195,903 recruits and soldiers were examined by Israel Defense Forces recruiting offices and fitness boards. Diagnoses of asthma were based on a pulmonologist's diagnosis, including spirometry at rest and exercise testing as indicated; diagnoses of mental disorders were based on examination by a psychiatrist. The prevalence of asthma was found to be 7.8% (current) and 9.8% (lifetime). The prevalence of mental disorders was 13.4%. Current asthma was associated with an increased likelihood of any mental disorder (OR = 1.20, 95% Cl = 1.15-1.26), and specifically with mood and anxiety disorders (1.31, 1.19-1.46), introvert personality disorders (1.20, 1.12-1.28) and adjustment disorder (1.43, 1.26-1.62). Lifetime asthma was associated with an increased likelihood of the same disorders, but the association was not as powerful. The results validate the previously documented association between asthma and mental disorders, using a sample of unprecedented size and improved methodology. A multidisciplinary approach to asthma that incorporates mental health professionals in the treatment of poorly controlled asthma and perhaps of asthma in general is recommended.

  16. 76 FR 1096 - Pay Under the General Schedule and Recruitment, Relocation, and Retention Incentives

    Science.gov (United States)

    2011-01-07

    ... RIN 3206-AM13 Pay Under the General Schedule and Recruitment, Relocation, and Retention Incentives... instructions for submitting comments. Mail: Jerome D. Mikowicz, Deputy Associate Director, Pay and Leave...-0824; or by e-mail at pay[email protected] . SUPPLEMENTARY INFORMATION: The U.S. Office of...

  17. 5 CFR 315.705 - Employees serving under transitional or veterans recruitment appointments.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Employees serving under transitional or veterans recruitment appointments. 315.705 Section 315.705 Administrative Personnel OFFICE OF PERSONNEL...-Conditional Employment From Other Types of Employment § 315.705 Employees serving under transitional or...

  18. 76 FR 73601 - Request for Comments on Additional USPTO Satellite Offices for the Nationwide Workforce Program

    Science.gov (United States)

    2011-11-29

    ...) Improve recruitment of patent examiners, including data on employment rates and other economic factors in... additional factors the USPTO should consider in comparing regions. While the Office welcomes and values all... future satellite office locations will be made based on the criteria outlined in the AIA and in line with...

  19. The Small College Enrollment Officer: Relationship Marketing at Work

    Science.gov (United States)

    Vander Schee, Brian A.

    2010-01-01

    Prospective college students regularly read in promotional literature that the college experience is personal and unique to each individual. However, if their experience in the recruitment process proves otherwise it is difficult to convince students that they can each have a personal relationship with the institution. Small colleges can overcome…

  20. Recruitment strategies and challenges in a large intervention trial: Systolic Blood Pressure Intervention Trial (SPRINT)

    Science.gov (United States)

    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

    2016-01-01

    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

  1. Colleges Try New Techniques in Fierce Competition for Black Students.

    Science.gov (United States)

    Collison, Michele N-K

    1987-01-01

    Many institutions have stepped up their efforts to recruit talented black students. Dartmouth's weekend, called "Experience Dartmouth," has become one of its most successful recruitment tools. Weekends planned by undergraduate students and increased involvement of black alumni are described. (MLW)

  2. Instructed officers Radiation Protection

    International Nuclear Information System (INIS)

    2007-01-01

    This law contains instructions on the prevention of radiological and contains 4 articles Article I: describe the responsibilities of the institutions that operate within the scope of radiological protection in terms of the number of radiation protection officers and personal Supervisors who available in the practices radiation field. Article II: talking about the conditions of radiation protection officers that must be available in the main officers and working field in larg institutions and thecondition of specific requirements for large enterprises of work permits in the field of radiological work that issued by the Council. Article III: the functions and duties of officers in the prevention of radiological oversee the development of radiation protection programmes in the planning stages, construction and preparing the rules of local labour and what it lead of such tasks.Article IV: radiation protection officers powers: to modify and approve the programme of prevention and radiation safety at the company, stop any unsafe steps, amend the steps of the usage, operation of materials, devices and so on

  3. Recruitment to the Norwegian fishing fleet: storylines, paradoxes, and pragmatism in Norwegian fisheries and recruitment policy

    OpenAIRE

    Sønvisen, Signe Annie

    2013-01-01

    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...

  4. When is normative recruitment legitimate?

    Directory of Open Access Journals (Sweden)

    Lars Øystein Ursin

    2008-11-01

    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

  5. The strategic security officer.

    Science.gov (United States)

    Hodges, Charles

    2014-01-01

    This article discusses the concept of the strategic security officer, and the potential that it brings to the healthcare security operational environment. The author believes that training and development, along with strict hiring practices, can enable a security department to reach a new level of professionalism, proficiency and efficiency. The strategic officer for healthcare security is adapted from the "strategic corporal" concept of US Marine Corps General Charles C. Krulak which focuses on understanding the total force implications of the decisions made by the lowest level leaders within the Corps (Krulak, 1999). This article focuses on the strategic organizational implications of every security officer's decisions in the constantly changing and increasingly volatile operational environment of healthcare security.

  6. Assessing Factors That Influence the Recruitment of Majors from Introductory Geology Classes at Northern Arizona University

    Science.gov (United States)

    Hoisch, Thomas D.; Bowie, James I.

    2010-01-01

    In order to guide the formulation of strategies for recruiting undergraduates into the geology program at Northern Arizona University, we surveyed 783 students in introductory geology classes and 23 geology majors in their junior and senior years. Our analysis shows that ~7% of students in the introductory classes are possible candidates for…

  7. From Remediation to Acceleration: Recruiting, Retaining, and Graduating Future Culturally and Linguistically Diverse (CLD) Educators

    Science.gov (United States)

    Herrera, Socorro G.; Morales, Amanda R.; Holmes, Melissa A.; Terry, Dawn Herrera

    2012-01-01

    This ethnographic case study explores one mid-western state university's response to the challenge of culturally and linguistically diverse (CLD), especially Latino/a, student recruitment and retention. BESITOS (Bilingual/Bicultural Education Students Interacting To Obtain Success) is an integrated teacher preparation program implemented at a…

  8. Selling Schools: Marketing and Recruitment Strategies in New Orleans

    Science.gov (United States)

    Jabbar, Huriya

    2016-01-01

    Under new school-choice policies, schools feel increasing pressure to market their schools to parents and students. I examine how school leaders in New Orleans used different marketing strategies based on their positions in the market hierarchy and the ways in which they used formal and informal processes to recruit students. This study relied on…

  9. The Use of Original Sources and Its Potential Relation to the Recruitment Problem

    Science.gov (United States)

    Jankvist, Uffe Thomas

    2014-01-01

    Based on a study about using original sources with Danish upper secondary students, the paper addresses the potential outcome of such an approach in regard to the so-called recruitment problem to the mathematical sciences. 24 students were exposed to questionnaire questions and 16 of these to follow-up interviews, which form the basis for both a…

  10. Nuclear security officer training

    International Nuclear Information System (INIS)

    Harrington, W.F.

    1981-01-01

    Training has become complex and precise in today's world of critical review and responsibility. Entrusted to a security officer is the success or demise of large business. In more critical environments the security officer is entrusted with the monitoring and protection of life sensitive systems and devices. The awareness of this high visibility training requirement has been addressed by a limited few. Those involved in the nuclear power industry through dedication and commitment to the American public have without a doubt become leading pioneers in demanding training excellence

  11. A Conceptual Model of Military Recruitment

    Science.gov (United States)

    2009-10-01

    Hiring Expectancies – Expectancy (VIE) Theory ( Vroom , 1996) states individuals choose among a set of employment alternatives on the basis of the...A Conceptual Model of Military Recruitment Presented at NATO Technical Course HFM 180 – Strategies to Address Recruiting and Retention Issues in...the Military Fariya Syed October, 2009 Based on A Proposed Model Of Military Recruitment (Schreurs & Syed, 2007) Report Documentation Page

  12. Recruitment in a Firm

    OpenAIRE

    Kubricht, Vojtěch

    2015-01-01

    This bachelor's thesis deals with human resources in company and focuses on personal strategy and recruitment. Its aim is to characterize and compare processes of recruitment and selection of new employees in two companies and propose solutions to increase the efficiency of these processes. The theoretical part is mainly focused on the overall characteristics of the recruitment and selection of new employees. In the practical is the theoretical knowledge confronted with real information from ...

  13. Improving Human Resources Recruitment in Maritime Domain

    OpenAIRE

    Surugiu Felicia; Dragomir Cristina

    2011-01-01

    In order to improve maritime human resources recruitment, most crewing and shipping companies implement an internal procedure of recruitment and management of ship’s crew. Based on observations at several crewing companies, this paper presents an example of such procedure meant to ensure that qualified and competent personnel is recruited and all ships in the fleet have crew members understanding their roles, duties and responsibilities and capable of working effectively in teams

  14. 「其實你不懂我的心!」檢視臺灣吸引國際學生策略與學生來臺經驗落差之研究 “You Don’t Know What Really Matters to Me!” Examining the Gaps Between Governmental Policies and Student Perspectives in International Student Recruitment Practices in Taiwan

    Directory of Open Access Journals (Sweden)

    王秀槐 Hsiou-Huai Wang

    2016-12-01

    Full Text Available 在競爭激烈的全球化時代,對於招募全球人才的理念與實踐進行省思更為重要。本研究以臺灣為個案,以瞭解一個非英語系國家如何採取招募策略以吸引國際學生。臺灣政府相關政策傾向於以全英語授課環境與足夠的獎學金吸引國際學生來臺,且期待進一步與國際學生的母國建立或堅固與臺灣之間的政治與外交關係。然而,對國際學生而言,他們來臺灣求學主要是受到學習中文/文化、良好社會環境與未來工作機會等誘因所吸引。本研究透過政策分析、問卷調查、學生訪談等方式瞭解在政府政策與學生期待之間產生的落差內涵,並提出藉由重新定位政策、建立國際學生輔導系統、強化臺灣利基等建議,以供未來招募國際學生政策與實踐的實質建議。 In the present era of competitive globalization, rethinking the ideals and rationales involved in recruiting global talent is crucial. This study used Taiwan as a case study to explore the approaches adopted by a non-English speaking country for recruiting international students. The Taiwan government believes that it should foster an English language teaching environment in universities and provide sufficient financial support to international students in order to establish and strengthen political and diplomatic relationships with the students’ home countries. However, international students emphasize cultural, linguistic, social, and vocational elements in their motives for studying abroad. Gaps apparently exist between governmental policies and students’ perceptions. Suggestions for bridging these gaps were provided with regard to policy clarification, system building, and niche strengthening in the age of global competition.

  15. Recruiting Diverse Smokers: Enrollment Yields and Cost

    Directory of Open Access Journals (Sweden)

    Kaitlyn E. Brodar

    2016-12-01

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

  16. Recruitment to the All Volunteer Force

    National Research Council Canada - National Science Library

    Harries-Jenkins, Gwyn

    2001-01-01

    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...

  17. Stress appraisal, coping, and work engagement among police recruits: an exploratory study.

    Science.gov (United States)

    Kaiseler, Mariana; Queirós, Cristina; Passos, Fernando; Sousa, Pedro

    2014-04-01

    This study investigated the influence of stress appraisal and coping on work engagement levels (Absorption, Vigour, and Dedication) of police recruits. Participants were 387 men, ages 20 to 33 yr. (M = 24.1, SD = 2.4), in their last month of academy training before becoming police officers. Partially in support of predictions, work engagement was associated with Stressor control perceived, but not Stress intensity experienced over a self-selected stressor. Although the three dimensions of work engagement were explained by Stressor control and coping, Absorption was the dimension better explained by these variables. Police recruits reporting higher Absorption, Vigour, and Dedication reported using more Active coping and less Behavioural disengagement. Results showed that stress appraisal and coping are important variables influencing work engagement among police recruits. Findings suggested that future applied interventions fostering work engagement among police recruits should reinforce perceptions of control over a stressor as well as Active coping strategies.

  18. Just Checking In: The Effect of an Office Hour Meeting and Learning Reflection in an Introductory Statistics Course

    Science.gov (United States)

    McGrath, April L.

    2014-01-01

    Office hours provide time outside of class for students to consult with instructors about course material, progress, and evaluation. Yet office hours, at times, remain an untapped source of academic support. The current study examined whether office hour attendance in combination with a learning reflection would help students learn material in an…

  19. An Admissions Officer's Credentials

    Science.gov (United States)

    Chronicle of Higher Education, 2007

    2007-01-01

    Marilee Jones has resigned as a dean of admissions at the Massachusetts Institute of Technology after admitting that she had misrepresented her academic degrees when first applying to work at the university in 1979. As one of the nation's most prominent admissions officers--and a leader in the movement to make the application process less…

  20. ERGONOMIC OFFICE POSITION ANALYSIS

    Directory of Open Access Journals (Sweden)

    DUMITRU Bogdan

    2010-07-01

    Full Text Available This paper present the risks faced by people working in the office. In the next pages you will find some methods and suggestions how to prevent the appearance of occupational diseases. These suggestions can help anyone to rearrange his work place in order to make his job more pleasant and healthy.

  1. The Mindful Development Officer

    Science.gov (United States)

    Taft, Deb

    2012-01-01

    Delivering on a commitment to diversity in schools, colleges, and universities is a living, breathing endeavor for many members of the advancement community. While a diversity leadership agenda is set clearly from the top, advancement officers can and must play a critical role in this arena. Effective development and alumni leaders are uniquely…

  2. Users Office - Removal

    CERN Multimedia

    CERN Bulletin

    2010-01-01

    As of 8 December 2010 and until the end of February 2011, the Users Office will move from Bldg. 60. New Location : Bldg. 510-R-033 Opening Hours: Monday, Tuesday, Thursday, Friday : 08.30 – 12.30 Monday to Friday: 14.00 – 16.00 Closed Wednesday mornings.

  3. Office-based anaesthesia

    African Journals Online (AJOL)

    infection, and consistency in nursing personnel. In the USA 17 -. 24% of all elective ambulatory surgery is ... knowledge base or personality to deal with the OBA environment. Compared with hospitals, office-based facilities currently ... disease or major cardiovascular risk factors). Intravenous access via a flexible cannula is.

  4. Financing medical office buildings.

    Science.gov (United States)

    Blake, J W

    1995-01-01

    This article discusses financing medical office buildings. In particular, financing and ownership options from a not-for-profit health care system perspective are reviewed, including use of tax-exempt debt, taxable debt, limited partnerships, sale, and real estate investment trusts (REITs).

  5. The Recruitment Organization of the Business Schools in Italian Universities

    Directory of Open Access Journals (Sweden)

    Sitnitskiy Maksim V.

    2017-07-01

    Full Text Available The article is aimed at studying the practice of Italian universities in the sphere of organizing recruitment at business schools. The article considers specifics of Italian business schools, which consist of their wide division by specialization and of flexible approaches to attracting students. The basic criteria for admission and training in Italian business schools have been generalized. Recommendations for Ukraine have been elaborated in view of the following needs: involving in the teaching process the practitioners, known in the world for their efficiency in the business sphere; balancing the price for providing educational services, developing flexible payment schedules, and setting up a discount system as well as scholarship programs for students with high learning results; revising curricula in line with the requirements of modern business environment; providing employment and career statistics for business school graduates; systematically improving the quality of education and concentrating on the efficiency indicators of a program for students, etc.

  6. A Longitudinal Study Assessing the Microsoft Office Skills Course

    Science.gov (United States)

    Carpenter, Donald A.; McGinnis, Denise; Slauson, Gayla Jo; Snyder, Johnny

    2013-01-01

    This paper explains a four-year longitudinal study of the assessment process for a Microsoft Office skills course. It examines whether there is an increase in students' knowledge based on responses to pre- and post-surveys that asked students to evaluate how well they can do particular tasks. Classical classroom teaching methods were used in the…

  7. Recruiting leaders: an analysis of leadership advertisements

    NARCIS (Netherlands)

    den Hartog, D.N.; Caley, A.; Dewe, P.

    2007-01-01

    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

  8. Academic Faculty Governance and Recruitment Decisions

    NARCIS (Netherlands)

    Prüfer, J.; Walz, U.

    2009-01-01

    We analyze the implications of the governance structure in academic faculties for their recruitment decisions when competing for new researchers. The value to individual members through social interaction within the faculty depends on the average status of their fellow members. In recruitment

  9. Academic faculty governance and recruitment decisions

    NARCIS (Netherlands)

    Prüfer, J.; Walz, U.

    2013-01-01

    We analyze the implications of the governance structure in academic faculties for their recruitment decisions when competing for new researchers. The value to individual members through social interaction within the faculty depends on the average status of their fellow members. In recruitment

  10. 20 CFR 655.156 - Recruitment report.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Recruitment report. 655.156 Section 655.156... FOREIGN WORKERS IN THE UNITED STATES Labor Certification Process for Temporary Agricultural Employment in the United States (H-2A Workers) Post-Acceptance Requirements § 655.156 Recruitment report. (a...

  11. 20 CFR 655.205 - Recruitment period.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Recruitment period. 655.205 Section 655.205... FOREIGN WORKERS IN THE UNITED STATES Labor Certification Process for Logging Employment and Non-H-2A Agricultural Employment § 655.205 Recruitment period. (a) If the OFLC Administrator determines that the...

  12. Minority Teacher Recruitment and Retention Strategies

    Science.gov (United States)

    Kearney-Gissendaner, Janet E.

    2010-01-01

    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…

  13. The Users Office turns 20

    CERN Multimedia

    2009-01-01

    20 years ago, in the summer of 1989, an office was created to assist the thousands of users who come to CERN each year, working over the broad range of projects and collaborations. Chris Onions (right), head of the Users’ Office, with Bryan Pattison (left), the Office’s founder.Before the inception of the Users Office, it was common for users to spend at least an entire day moving from office to office in search of necessary documentation and information in order to make their stay official. "Though the Office has undergone various changes throughout its lifetime, it has persisted in being a welcoming bridge to facilitate the installation of visitors coming from all over the world", says Chris Onions, head of the Users Office. This September, the Office will celebrate its 20-year anniversary with a drink offered to representatives of the User community, the CERN management and staff members from the services with whom the Office is involved. &...

  14. Success of First-Term Soldiers. The Effects of Recruiting Practices and Recruit Characteristics

    National Research Council Canada - National Science Library

    Buddin, Richard J

    2005-01-01

    .... This has become more important in recent years because the Army, during the lean recruiting years in the late 1990s, vigorously expanded its recruiting effort by adding and expanding enlistment...

  15. Analysis of Recruit Attrition from the Navy's Delayed Entry Program and Recruit Training Command

    National Research Council Canada - National Science Library

    Neuhalfen, Jon K

    2007-01-01

    .... 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...

  16. Allocation of Recruiting Resources Across Navy Recruiting Stations and Metropolitan Areas

    National Research Council Canada - National Science Library

    Jarosz, Suzanne

    1999-01-01

    .... 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...

  17. Recruiting Diverse Smokers: Enrollment Yields and Cost.

    Science.gov (United States)

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

    2016-12-16

    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 word of mouth are especially useful and low-cost ways to recruit diverse smokers.

  18. Recruitment of motor units in the medial gastrocnemius muscle during human quiet standing: is recruitment intermittent? What triggers recruitment?

    Science.gov (United States)

    Vieira, Taian M M; Loram, Ian D; Muceli, Silvia; Merletti, Roberto; Farina, Dario

    2012-01-01

    The recruitment and the rate of discharge of motor units are determinants of muscle force. Within a motoneuron pool, recruitment and rate coding of individual motor units might be controlled independently, depending on the circumstances. In this study, we tested whether, during human quiet standing, the force of the medial gastrocnemius (MG) muscle is predominantly controlled by recruitment or rate coding. If MG control during standing was mainly due to recruitment, then we further asked what the trigger mechanism is. Is it determined internally, or is it related to body kinematics? While seven healthy subjects stood quietly, intramuscular electromyograms were recorded from the MG muscle with three pairs of wire electrodes. The number of active motor units and their mean discharge rate were compared for different sway velocities and positions. Motor unit discharges occurred more frequently when the body swayed faster and forward (Pearson R = 0.63; P motor unit potentials was explained chiefly by the recruitment of additional units. During forward body shifts, the median number of units detected increased from 3 to 11 (P motor units did not discharge continuously throughout standing. They were recruited within individual, forward sways and intermittently, with a modal rate of two recruitments per second. This modal rate is consistent with previous circumstantial evidence relating the control of standing to an intrinsic, higher level planning process.

  19. Cumulative Student Loan Debt in Minnesota, 2015

    Science.gov (United States)

    Williams-Wyche, Shaun

    2016-01-01

    To better understand student debt in Minnesota, the Minnesota Office of Higher Education (the Office) gathers information on cumulative student loan debt from Minnesota degree-granting institutions. These data detail the number of students with loans by institution, the cumulative student loan debt incurred at that institution, and the percentage…

  20. Office hysteroscopy and adenomyosis.

    Science.gov (United States)

    Molinas, Carlos Roger; Campo, Rudi

    2006-08-01

    Adenomyosis, the heterotopic presence of endometrial glands and stroma within the myometrium, has traditionally been diagnosed by the pathologist in hysterectomy specimens. However, the recent development of high-quality non-invasive techniques such as transvaginal sonography (TVS), magnetic resonance imaging (MRI) and hysteroscopy has renewed interest in diagnosing adenomyosis in the office prior to any treatment. Hysteroscopy offers the advantage of direct visualization of the uterine cavity, and since nowadays it is performed in the office, it can be offered as a first-line diagnostic tool for evaluation of uterine abnormalities in patients with abnormal uterine bleeding and/or infertility. The available data clearly indicate that high-quality mini-hysteroscopes, saline as a distension medium, and atraumatic insertion technique are essential for the success of office hysteroscopy. The procedure is indicated in any situation in which an intrauterine anomaly is suspected; it is immediately preceded by a physical exam and a TVS to evaluate uterine characteristics, and it is followed by a second TVS to take advantage of the intracavitary fluid for a contrast image of the uterus. Although diagnostic hysteroscopy does not provide pathognomonic signs for adenomyosis, some evidence suggests that irregular endometrium with endometrial defects, altered vascularization, and cystic haemorrhagic lesion are possibly associated with the entity. In addition to the direct visualization of the uterine cavity, the hysteroscopic approach offers the possibility of obtaining endometrial/myometrial biopsies under visual control. Since they can be performed in the office, the combination of TVS, fluid hysteroscopy and contrast sonography is therefore a powerful screening tool for detecting endometrial and myometrial abnormalities in association with adenomyosis.

  1. Officer Accessions Flow Model

    Science.gov (United States)

    2011-07-31

    officers select their own BOLC-B dates completely divorced of their unit assignment and that unit’s ARFORGEN cycle. We reschedule all FY10 cohort LTs...for BOLC-B based upon unit priority based upon number of days until LAD. Rescheduling all FY10 cohort LTs for BOLC-B based upon unit priority...with specialty branches (doctors, lawyers, nurses , chaplains, etc) which have minimal representation in BCT-level units.  DCs are not generally

  2. Office software Individual coaching

    CERN Multimedia

    HR Department

    2010-01-01

    If one or several particular topics cause you sleepless nights, you can get the help of our trainer who will come to your workplace for a multiple of 1-hour slots . All fields in which our trainer can help are detailed in the course description in our training catalogue (Microsoft Office software, Adobe applications, i-applications etc.). Please discover these new courses in our catalogue! Tel. 74924

  3. The relationship between early recruitment-related activities and the application decisions of new labor-market entrants: a brand equity approach to recruitment.

    Science.gov (United States)

    Collins, Christopher J; Stevens, Cynthia Kay

    2002-12-01

    Theory and research from the marketing literature on customer-based brand equity were used to predict how positive exposure to 4 early recruitment-related activities-publicity, sponsorships, word-of-mouth endorsements, and advertising-may affect the application decisions of engineering students. Similar to prior marketing findings, the results suggested that early recruitment-related activities were indirectly related to intentions and decisions through 2 dimensions of employer brand image: general attitudes toward the company and perceived job attributes. The relationships between word-of-mouth endorsements and the 2 dimensions of brand image were particularly strong. In addition, it was found that early recruitment-related activities interacted with one another such that employer brand image was stronger when firms used publicity in conjunction with other early recruitment-related activities.

  4. MAIL OFFICE Outgoing mail

    CERN Multimedia

    1999-01-01

    The Mail Office once again wishes to remind users that the Organisation's mail service is exclusively reserved for official mail._\tAll outgoing official mail must arrive at the Mail Office unfranked and with the sender's name and Division clearly marked under the Organsation's address (see example below).Private mail must be taken to the Post Offices at Meyrin (63-R-011) or Prévessin (866-R-C02)._\tPlease only use 'PRIORITY' envelopes for mail requiring priority handling. Internal mail_\tPlease do not forget to indicate your correspondent's 'MAILBOX' number on the internal mail envelopes either in the specific box provided (new envelopes) or next to his or her name (old envelopes). This will facilitate and accelerate the handling of your mail. Mailbox numbers can be found on: Macintosh\tin the 'Mailbox' field in 'VIPER'PC\tin the 'Mailbox' field of 'Phone book'Web: http://www.cern.ch/CERN/Phone.htmlin the 'MailBox' fieldonce you have selected your correspondent's name...

  5. Impact of different recruitment strategies on accelerometry adherence and resulting physical activity data: A secondary analysis.

    Science.gov (United States)

    Rudolf, Kevin; Grieben, Christopher; Petrowski, Katja; Froböse, Ingo; Schaller, Andrea

    2018-06-01

    Strategies for increasing adherence to physical activity assessments are often linked to extra financial or personal effort. This paper aims to investigate the influence of the recruitment strategy on participants' adherence to accelerometry and resulting PA data. Data were used from two previous studies conducted in 2013 and 2016 in Cologne, Germany, differing in recruitment strategy ( N  = 103, 40.8% male, mean age 20.9 ± 3.7 years, mean BMI 23.7 ± 4.1 kg/m 2 ). In the passive recruitment (PR) group, vocational students took part in the accelerometry (ActiGraph GT3X+) in line with the main study unless they denied participation. In the active recruitment (AR) group, vocational students were invited to actively volunteer for the accelerometry. Impact of recruitment strategy on adherence and PA data was examined by regression analysis. Average adherence to the accelerometry was 66.7% (AR) and 74.0% (PR). No statistically significant influence of recruitment strategy on adherence and resulting PA was found (all p  > 0.05). The difference in recruitment strategy did not affect adherence to accelerometry. The data imply that AR may be applicable. Future studies using larger sample sizes and diverse populations should further investigate these trends.

  6. Recruitment Issues and Strategies for Adults Who Are Not Currently Participating in Literacy and Adult Basic Education (ABE) Programs.

    Science.gov (United States)

    Kohring, Aaron

    Adult basic education (ABE) and literacy programs have used many different strategies and tools to recruit new students. A small sampling of Tennessee ABE programs shows the more effective recruitment strategies are word-of-mouth referrals; newspaper advertisements and articles; fliers; brochures; posters, radio messages, and public service…

  7. Using Facebook™ to Recruit College-Age Men for a Human Papillomavirus Vaccine Trial.

    Science.gov (United States)

    Raviotta, Jonathan M; Nowalk, Mary Patricia; Lin, Chyongchiou Jeng; Huang, Hsin-Hui; Zimmerman, Richard K

    2016-03-01

    College-age men were recruited using Facebook™ advertisements (ads), as well as traditional recruitment methods, for a randomized controlled trial to compare immunological responses to human papillomavirus vaccine administered in two dosing schedules. This study compares enrollees who were recruited through traditional recruitment methods versus social networking sites (SNSs), including Facebook. Potential participants were recruited using flyers posted on and off campus(es), and distributed at health fairs, classes, sporting, and other campus events; e-mails to students and student organizations; and print advertisements in student newspapers and on city buses. Facebook ads were displayed to users with specific age, geographic, and interest characteristics; ads were monitored daily to make adjustments to improve response. A total of 220 males, aged 18 to 25 years enrolled between October 2010 and May 2011. The majority of participants (51%) reported print advertisements as the method by which they first heard about the study, followed by personal contact (29%) and Facebook or other SNSs (20%). The likelihood of a SNS being the source by which the participant first heard about the study compared with traditional methods was increased if the participant reported (a) being homosexual or bisexual or (b) posting daily updates on SNSs. Facebook and other SNSs are a viable recruitment strategy for reaching potential clinical trial participants among groups who typically use social media to stay connected with their friends and hard-to-reach groups such as young men who self-identify as homosexual or bisexual. © The Author(s) 2014.

  8. Annual Report 2008 -- Office of the Chief Financial Officer (OCFO)

    Energy Technology Data Exchange (ETDEWEB)

    Fernandez, Jeffrey

    2008-12-22

    It is with great pleasure that I present to you the 2008 Chief Financial Officer's Annual Report. The data included in this report has been compiled from the Budget Office, the Controller, Procurement and Property Management and the Sponsored Projects Office. Also included are some financial comparisons with other DOE Laboratories and a glossary of commonly used acronyms.

  9. Effects of office innovation on office workers' health and performance

    NARCIS (Netherlands)

    Meijer, Eline M.; Frings-Dresen, Monique H. W.; Sluiter, Judith K.

    2009-01-01

    The implementation of an innovative office concept (e.g. open-plan, flexible workplaces and a paperless office concept) on health and productivity among office workers was evaluated with questionnaires of 138 workers at baseline and 6 and 15 months afterwards. Work-related fatigue, general health,

  10. The Learning Assistant Model for Science Teacher Recruitment and Preparation

    Science.gov (United States)

    Otero, Valerie

    2006-04-01

    There is a shortage of high quality physical science teachers in the United States. In 2001, less than 50% of teachers who taught physics held a major or minor in physics or physics education (Neuschatz & McFarling, 2003). Studies point to content knowledge as one of the two factors that is positively correlated with teacher quality. However, those directly responsible for the science content preparation of teachers, specifically science research faculty, are rarely involved in focused efforts to improve teacher quality or to create alternative paths for becoming a teacher. What role should science research faculty play in the recruitment and preparation of science teachers? How might teacher recruitment and preparation be conceived so that science research faculty members' participation in these efforts is not at odds with the traditional scientific research foci of science research departments? To address this issue, we have coupled our teacher recruitment and preparation efforts with our efforts for transforming our large-enrollment, undergraduate science courses. This is achieved through the undergraduate Learning Assistant (LA) program, where talented mathematics and science majors are hired to assist in transforming large enrollment courses to student-centered, collaborative environments. These LAs are the target of our teacher recruitment efforts. Science research faculty, in collaboration with faculty from the school of education have established a community that supports LAs in making decisions to explore K12 teaching as a career option. Fifteen percent of the LAs who have participated in this program have entered teaching credential programs and now plan to become K12 teachers. An added effect of this program is that research faculty have developed skills and knowledge regarding inquiry-based and student-centered pedagogy and theories of student learning. The Learning Assistant program has led to increased subject matter knowledge among learning

  11. Recruiting Diverse Smokers: Enrollment Yields and Cost

    Science.gov (United States)

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

    2016-01-01

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

  12. 2009 Cost of Recruiting Report: Comparative Benchmarks for Two-Year and Four-Year Institutions. Noel-Levitz Report on Undergraduate Recruitment Trends

    Science.gov (United States)

    Noel-Levitz, Inc, 2009

    2009-01-01

    In November of 2009, Noel-Levitz conducted a Web-based poll of accredited postsecondary institutions across the U.S. to compare their spending on undergraduate student recruitment. To provide context, the 2009 costs were then compared to the findings of previous Noel-Levitz polls conducted in fall 2007 and fall 2005. This report provides…

  13. The Class of 2011 Student Survey Report

    Science.gov (United States)

    National Association of Colleges and Employers (NJ3), 2011

    2011-01-01

    Based on responses from 20,000 college seniors nationwide, "The Class of 2011 Student Survey Report" gives you hard numbers "plus" the analysis you need to develop your college recruiting strategy and build your brand among college students. Align your recruiting strategies tactics with students' wants, needs, attitudes, and behaviors--you'll get…

  14. Recruitment Lessons Learned from a Tailored Web-Based Health Intervention Project Y.E.A.H. (Young Adults Eating and Active for Health)

    Science.gov (United States)

    Brown, Onikia; Quick, Virginia; Colby, Sarah; Greene, Geoffrey; Horacek, Tanya M.; Hoerr, Sharon; Koenings, Mallory; Kidd, Tandalayo; Morrell, Jesse; Olfert, Melissa; Phillips, Beatrice; Shelnutt, Karla; White, Adrienne; Kattelmann, Kendra

    2015-01-01

    Purpose: Recruiting college students for research studies can be challenging. The purpose of this paper is to describe the lessons learned in the various recruitment strategies used for enrolling college students in a theory-based, tailored, and web-delivered health intervention at 13 US universities. Design/methodology/approach: The…

  15. Virtuelt skrivebord med open office

    DEFF Research Database (Denmark)

    Nielsen, Kurt Gammelgaard

    2009-01-01

    SDUs erfaringer med projektet Port 22: en virtuel platform med Open Office som kontorpakke til studerende.......SDUs erfaringer med projektet Port 22: en virtuel platform med Open Office som kontorpakke til studerende....

  16. Office of Disability Employment Policy

    Science.gov (United States)

    ... STATES DEPARTMENT OF LABOR Facebook Twitter RSS Email Office of Disability Employment Policy (ODEP) Menu About ODEP ... LABOR DEPARTMENT Español A to Z Index Agencies Office of Inspector General Leadership Team Contact Us Subscribe ...

  17. The Office of Airline Information.

    Science.gov (United States)

    2015-01-01

    The Office of Airline Information (OAI) mandate is to collect, validate, compile and disseminate data on airline traffic, performance, finances, and fares. Each quarter, BTS Office of Airline Information (OAI) processes more than 3,800 filings sub...

  18. A Nursing Workforce Diversity Project: Strategies for Recruitment, Retention, Graduation, and NCLEX-RN Success.

    Science.gov (United States)

    Murray, Ted A; Pole, David C; Ciarlo, Erica M; Holmes, Shearon

    2016-01-01

    The purpose of this article is to describe a collaborative project designed to recruit and retain students from underrepresented minorities and disadvantaged backgrounds into nursing education. Ethnic minorities remain underrepresented in the nursing workforce in comparison to the general population. The numbers of minorities enrolled in nursing education programs are insufficient to meet the health care workforce diversity needs of the future. High school students were provided with a preprofessional education program to prepare them for admission into a nursing program. Retention strategies were implemented for newly admitted and enrolled nursing education students. Twenty-one high school students enrolled in a nursing education program. The students enrolled in the nursing education program graduated and passed the licensure examination. Early recruitment and multiprong retention programs can be successful in diversifying the registered nurse workforce.

  19. Ergonomics in the office environment

    Science.gov (United States)

    Courtney, Theodore K.

    1993-01-01

    Perhaps the four most popular 'ergonomic' office culprits are: (1) the computer or visual display terminal (VDT); (2) the office chair; (3) the workstation; and (4) other automated equipment such as the facsimile machine, photocopier, etc. Among the ergonomics issues in the office environment are visual fatigue, musculoskeletal disorders, and radiation/electromagnetic (VLF,ELF) field exposure from VDT's. We address each of these in turn and then review some regulatory considerations regarding such stressors in the office and general industrial environment.

  20. 75 FR 82583 - Recruiting and Hiring Students and Recent Graduates

    Science.gov (United States)

    2010-12-30

    ... sections 3301 and 3302 of title 5, United States Code, it is hereby ordered as follows: Section 1. Policy..., who infuse the workplace with their enthusiasm, talents, and unique perspectives. The existing... talent for careers in the civil service; (f) a description of OPM plans to evaluate agencies...

  1. Recruiting and Serving Online Students at a Traditional University

    Science.gov (United States)

    Smith, Rebel

    2016-01-01

    There have been many drastic changes in higher education in recent years. State funding has decreased, leaving schools responsible for their own revenue growth and for balancing their budgets. Colleges and universities are closing departments and are no longer offering majors that are producing few or no graduates. Small colleges are closing, and…

  2. Strategic Alignment: Recruiting Students in a Highly Decentralized Environment

    Science.gov (United States)

    Levin, Richard

    2016-01-01

    All enrollment managers face some level of challenge related to decentralized decision making and operations. Policies and practices can vary considerably by academic area, creating administrative complexity, restricting the scope and speed of institutional initiatives, and limiting potential efficiencies. Central attempts to standardize or…

  3. Using Facebook to Recruit Parents to Participate in a Family Program to Prevent Teen Drug Use.

    Science.gov (United States)

    Oesterle, Sabrina; Epstein, Marina; Haggerty, Kevin P; Moreno, Megan A

    2018-05-01

    Despite strong evidence that family programs are effective in preventing adolescent substance use, recruiting parents to participate in such programs remains a persistent challenge. This study explored the feasibility of using Facebook to recruit parents of middle school students to a self-directed family program to prevent adolescent drug use. The study used paid Facebook ads aiming to recruit 100 parents in Washington and Colorado using marijuana- or parenting-focused messages. All ad-recruited parents were also invited to refer others in order to compare Facebook recruitment to web-based respondent-driven sampling. Despite offering a $15 incentive for each successfully referred participant, the majority of the screened (70.4%) and eligible (65.1%) parents were recruited through Facebook ads. Yet, eligibility and consent rates were significantly higher among referred (76.6 and 57.3%, respectively) than Facebook-recruited parents (60.0 and 36.6%, respectively). Click-through rates on Facebook were higher for marijuana-focused than parenting-focused ads (0.72 and 0.65%, respectively). The final sample (54% Facebook-recruited) consisted of 103 demographically homogeneous parents (female, educated, non-Hispanic White, and mostly from Washington). Although Facebook was an effective and efficient method to recruit parents to a study with equal to better cost-effectiveness than traditional recruitment strategies, the promise of social media to reach a diverse population was not realized. Additional approaches to Facebook recruitment are needed to reach diverse samples in real-world settings and increase public health impact of family programs.

  4. Recruitment efforts to reduce adverse impact: targeted recruiting for personality, cognitive ability, and diversity.

    Science.gov (United States)

    Newman, Daniel A; Lyon, Julie S

    2009-03-01

    Noting the presumed tradeoff between diversity and performance goals in contemporary selection practice, the authors elaborate on recruiting-based methods for avoiding adverse impact while maintaining aggregate individual productivity. To extend earlier work on the primacy of applicant pool characteristics for resolving adverse impact, they illustrate the advantages of simultaneous cognitive ability- and personality-based recruiting. Results of an algebraic recruiting model support general recruiting for cognitive ability, combined with recruiting for conscientiousness within the underrepresented group. For realistic recruiting effect sizes, this type of recruiting strategy greatly increases average performance of hires and percentage of hires from the underrepresented group. Further results from a policy-capturing study provide initial guidance on how features of organizational image can attract applicants with particular job-related personalities and abilities, in addition to attracting applicants on the basis of demographic background. (c) 2009 APA, all rights reserved.

  5. Fermilab Education Office: Science Adventures

    Science.gov (United States)

    Search The Education Office: Science Adventures Adventure Catalog Search for Adventures Calendar Class Facebook Group. Contact: Science Adventures Registrar, Education Office Fermilab, MS 777, P.O. Box 500 it again." Opportunities for Instructors The Education Office has openings for instructors who

  6. Ethics and Privacy Implications of Using the Internet and Social Media to Recruit Participants for Health Research: A Privacy-by-Design Framework for Online Recruitment

    Science.gov (United States)

    Cyr, Alaina B; Arbuckle, Luk; Ferris, Lorraine E

    2017-01-01

    the appropriateness of the risk mitigation strategies that we employed by assessing their alignment with PbD and by discussing the following: (1) What are the potential risks and who is at risk? (2) Is cancer considered “sensitive” personal information? (3) What is the probability of online disclosure of a cancer diagnosis in everyday life? and (4) What are the public’s expectations for privacy online and their views about online tracking, profiling, and targeting? We conclude with a PbD framework for online health research recruitment. Conclusions Researchers, REBs, ethicists, students, and potential study participants are often unaware of the privacy risks of social media research recruitment and there is no official guidance. Our PbD framework for online health research recruitment is a resource for these wide audiences. PMID:28385682

  7. Office software Individual coaching

    CERN Multimedia

    HR Department

    2010-01-01

    If one or several particular topics cause you sleepless nights, you can get help from our trainer who will come to your workplace for a multiple of 1-hour slots . All fields in which our trainer can help are detailed in the course description in our training catalogue (Microsoft Office software, Adobe applications, i-applications etc.) Discover these new courses in our catalogue! http://cta.cern.ch/cta2/f?p=110:9 Technical Training Service Technical.Training@cern.ch Tel 74924

  8. Office lighting systems: Optimization

    Energy Technology Data Exchange (ETDEWEB)

    Dagnino, U. (ENEL, Milan (Italy))

    1990-09-01

    Relative to office lighting systems, in particular, those making use of tubular fluorescent lamps, currently available on the international market, this paper tries to develop lighting system, design optimization criteria. The comparative assessment of the various design possibilities considers operating cost, energy consumption, and occupational comfort/safety aspects such as lighting level uniformity and equilibrium, reduction of glare and reflection, natural/artificial lighting balance, programmed switching, computerized control systems for multi-use requirements in large areas, programmed maintenance for greater efficiency and reliability.

  9. Information Technology Innovations in Office Management - A Case Study

    OpenAIRE

    Reshma; Sridhar Acharya P.; Aithal P. S.

    2015-01-01

    Paperless automated management system is the current trend in the market. The office which deals with the administration of the college has several responsibilities like student admission, document collection, and verification, fee collections in various streams like admission, examination, attendance report, internal assessment report, general notices etc. Recently we have developed software called Information Management System (IMS) for the office management which automates all the service...

  10. Strategies to improve recruitment to randomised trials.

    Science.gov (United States)

    Treweek, Shaun; Pitkethly, Marie; Cook, Jonathan; Fraser, Cynthia; Mitchell, Elizabeth; Sullivan, Frank; Jackson, Catherine; Taskila, Tyna K; Gardner, Heidi

    2018-02-22

    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

  11. The Challenge of Recruiting Control Groups

    DEFF Research Database (Denmark)

    O'Connor, Maja

    2011-01-01

    . This study was a direct reaction to the first recruitment attempt that had a 10% response rate. This study consisted of four groups of randomly selected elderly married people (65-81 years) receiving a postal questionnaire measuring depression, social support, coping style, adult attachment, life......  Recruitment of a large and reliable control group is a challenge in psychological survey based research. The effect of recruitment styles and age on response-rate, data quality, and individual differences were investigated in a control group for a postal survey of elderly bereaved people...... incentive had the highest response-rate (51%), good data quality, and no sampling bias in individual differences. This method can be highly recommended in future control group recruitment....

  12. Brand Caliphate And Recruitment Between The Genders

    Science.gov (United States)

    2016-09-01

    NAVAL POSTGRADUATE SCHOOL MONTEREY, CALIFORNIA THESIS Approved for public release. Distribution is unlimited. BRAND CALIPHATE...... Brand Caliphate. This thesis looks at the recruitment of women and asks if Brand Caliphate specifically targets females with its messaging, and if so

  13. Generational Theory: Implications for Recruiting the Millennials

    National Research Council Canada - National Science Library

    Drago, James P

    2006-01-01

    .... 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...

  14. The Canadian Forces Recruitment/Attrition Model

    National Research Council Canada - National Science Library

    Wait, Tracey

    1998-01-01

    ...), 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...

  15. Air Force Recruitment: A Geographic Perspective

    National Research Council Canada - National Science Library

    Ross, Jason J

    2000-01-01

    ... of relying upon propensity studies. Descriptive and inferential statistics were used to create and evaluate both non-spatial and spatial auto correlated models to determine the best method for predicting recruitment...

  16. Engendering women's political recruitment and participation in ...

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

    Engendering women's political recruitment and participation in Myanmar ... process and promote economic growth that benefits women and men of all ethnicities. ... under the call “Gender equality and decentralization”, launched in July 2017.

  17. language teacher recruitment in the French

    African Journals Online (AJOL)

    We first present the broad lines of the French system of language teacher recruitment in ... Hebrew, Italian, Japanese, Portuguese, Russian, Swedish, Spanish, Turkish and .... knowledge and learning ability), the higher the Department's.

  18. Use of social media for recruitment

    OpenAIRE

    Brožová, Aneta

    2017-01-01

    This thesis focuses on the usage of social media in the recruitment of employees. Its aim is to propose an improved strategy for a selected company and subsequently verify this proposal. In the theoretical part, the study explains the areas of human resources management and its development, defines social media and presents statistics and as a latter, it reveals the principles of social recruiting, where all the prior mentioned areas meet. It also describes the functionality of the most widel...

  19. Arab Gulf States : recruitment of Asian workers

    OpenAIRE

    JUREIDINI, Ray

    2014-01-01

    GLMM - Gulf Labour Markets and Migration This paper addresses a neglected area in studies of migrant labor in the Gulf States showing that exploitation of migrant workers occurs before deployment. Evidence from interviews conducted in the five major labour sending countries to Qatar (Philippines, Nepal, Bangladesh, Sri Lanka, and India) suggests that the recruitment procedures and corrupt practices by recruitment agencies and employing company personnel in the receiving country place unski...

  20. Targeting Stromal Recruitment by Prostate Cancer Cells

    Science.gov (United States)

    2006-03-01

    Ensinger, C., Tumer , Z., Tommerup, N. et al.: Hedgehog signaling in small-cell lung cancer : frequent in vivo but a rare event in vitro. Lung Cancer , 52...W81XWH-04-1-0157 TITLE: Targeting Stromal Recruitment by Prostate Cancer Cells PRINCIPAL INVESTIGATOR: Jingxian Zhang, Ph.D...DATES COVERED (From - To) 15 Feb 2004 – 14 Feb 2006 4. TITLE AND SUBTITLE 5a. CONTRACT NUMBER Targeting Stromal Recruitment by Prostate Cancer

  1. Barriers and facilitators to recruitment of physicians and practices for primary care health services research at one centre

    Directory of Open Access Journals (Sweden)

    Hogg William

    2010-12-01

    Full Text Available Abstract Background While some research has been conducted examining recruitment methods to engage physicians and practices in primary care research, further research is needed on recruitment methodology as it remains a recurrent challenge and plays a crucial role in primary care research. This paper reviews recruitment strategies, common challenges, and innovative practices from five recent primary care health services research studies in Ontario, Canada. Methods We used mixed qualitative and quantitative methods to gather data from investigators and/or project staff from five research teams. Team members were interviewed and asked to fill out a brief survey on recruitment methods, results, and challenges encountered during a recent or ongoing project involving primary care practices or physicians. Data analysis included qualitative analysis of interview notes and descriptive statistics generated for each study. Results Recruitment rates varied markedly across the projects despite similar initial strategies. Common challenges and creative solutions were reported by many of the research teams, including building a sampling frame, developing front-office rapport, adapting recruitment strategies, promoting buy-in and interest in the research question, and training a staff recruiter. Conclusions Investigators must continue to find effective ways of reaching and involving diverse and representative samples of primary care providers and practices by building personal connections with, and buy-in from, potential participants. Flexible recruitment strategies and an understanding of the needs and interests of potential participants may also facilitate recruitment.

  2. Barriers and facilitators to recruitment of physicians and practices for primary care health services research at one centre.

    Science.gov (United States)

    Johnston, Sharon; Liddy, Clare; Hogg, William; Donskov, Melissa; Russell, Grant; Gyorfi-Dyke, Elizabeth

    2010-12-13

    While some research has been conducted examining recruitment methods to engage physicians and practices in primary care research, further research is needed on recruitment methodology as it remains a recurrent challenge and plays a crucial role in primary care research. This paper reviews recruitment strategies, common challenges, and innovative practices from five recent primary care health services research studies in Ontario, Canada. We used mixed qualitative and quantitative methods to gather data from investigators and/or project staff from five research teams. Team members were interviewed and asked to fill out a brief survey on recruitment methods, results, and challenges encountered during a recent or ongoing project involving primary care practices or physicians. Data analysis included qualitative analysis of interview notes and descriptive statistics generated for each study. Recruitment rates varied markedly across the projects despite similar initial strategies. Common challenges and creative solutions were reported by many of the research teams, including building a sampling frame, developing front-office rapport, adapting recruitment strategies, promoting buy-in and interest in the research question, and training a staff recruiter. Investigators must continue to find effective ways of reaching and involving diverse and representative samples of primary care providers and practices by building personal connections with, and buy-in from, potential participants. Flexible recruitment strategies and an understanding of the needs and interests of potential participants may also facilitate recruitment.

  3. Mastering VBA for Office 2010

    CERN Document Server

    Mansfield, Richard

    2010-01-01

    A comprehensive guide to the language used to customize Microsoft Office. Visual Basic for Applications (VBA) is the language used for writing macros, automating Office applications, and creating custom applications in Word, Excel, PowerPoint, Outlook, and Access. This complete guide shows both IT professionals and novice developers how to master VBA in order to customize the entire Office suite for specific business needs.: Office 2010 is the leading productivity suite, and the VBA language enables customizations of all the Office programs; this complete guide gives both novice and experience

  4. Teach yourself visually Office 2013

    CERN Document Server

    Marmel, Elaine

    2013-01-01

    Learn the new Microsoft Office suite the easy, visual way Microsoft Office 2013 is a power-packed suite of office productivity tools including Word, Excel, PowerPoint, Outlook, Access, and Publisher. This easy-to-use visual guide covers the basics of all six programs, with step-by-step instructions and full-color screen shots showing what you should see at each step. You'll also learn about using Office Internet and graphics tools, while the additional examples and advice scattered through the book give you tips on maximizing the Office suite. If you learn best when you can see how

  5. 76 FR 5391 - Office of Biotechnology Activities, Office of Science Policy, Office of the Director

    Science.gov (United States)

    2011-01-31

    ... DEPARTMENT OF HEALTH AND HUMAN SERVICES National Institutes of Health Office of Biotechnology Activities, Office of Science Policy, Office of the Director Amended Notice of Meeting Notice is hereby given of a change in the meeting of the National Science Advisory Board for Biosecurity (NSABB), February...

  6. Ethnic and Gender Discrimination in Recruitment: Experimental Evidence From Finland

    Directory of Open Access Journals (Sweden)

    Karmela Liebkind

    2016-06-01

    Full Text Available We ask (1 how the position of an ethnic (majority or minority group in the local ethnic hierarchy affects the amount of recruitment discrimination faced by applicants from that group, and (2 whether gender discrimination is dependent on occupational gender stereotypes in the same way among ethnic majority and minority applicants. We use the situation testing method for the first time in Finland: In an experimental study (Study 1, 103 dentistry students made recruitment decisions based on the CVs of three bogus applicants from different ethnic groups (Finnish, Austrian and Polish and in a field experiment (Study 2, four test applicants (male and female Finns and Russians with equivalent CVs applied for 1,258 vacant jobs, addressing gender discrimination in relation to occupational gender stereotypes as well as ethnic discrimination. Together these studies cover both skilled (Study 1 and semi-skilled jobs (Study 2 and applicants from ethnic minority groups originating from within as well as outside the EU. Results show that majority group members are more likely to be hired compared to minority members (both Studies and that minority members from a higher status group are more likely to be hired than those from a lower status group (Study 1. Results also show that male applicants from the majority group were discriminated compared to women in occupations characterised as feminine, while Russian men faced recruitment discrimination compared to Russian women independently of the job’s gender stereotype (Study 2. Implications of recruitment discrimination based on ethnicity and gender are discussed.

  7. #RecruitmentSocialMedia : How Swedish organizations can utilize the beneficial outcomes of using social media in the recruitment process

    OpenAIRE

    Chan, Eddie; Kjellberg, Annie

    2017-01-01

    Due to changes in the labour market, organizations need to adjust and change their attitude towards the recruitment process. The traditional way of recruiting will eventually disappear and the use of social media will play an important part in recruiting. The recruitment process is a set of actions created by the organization and consists of: Recruitment Objectives, Strategy Development, Recruitment Activities, Intervening Job Applicant Variables and Recruitment Results. The use of social med...

  8. Improving healthcare recruitment: the jupiter medical center experience.

    Science.gov (United States)

    Uomo, Paul Dell; Schwieters, Jill

    2009-04-01

    Hospitals that want to improve their recruitment efforts should: Make recruitment a priority within the organization. Take steps to reduce high vacancy rates and turnover among first-year employees. Develop a recruitment marketing plan for key positions. Establish human resources metrics to track costs and effectiveness of recruiting efforts. Enhance the recruitment process for hiring managers and job candidates.

  9. Lung volume recruitment in multiple sclerosis.

    Directory of Open Access Journals (Sweden)

    Nadim Srour

    Full Text Available INTRODUCTION: Pulmonary function abnormalities have been described in multiple sclerosis including reductions in forced vital capacity (FVC and cough but the time course of this impairment is unknown. Peak cough flow (PCF is an important parameter for patients with respiratory muscle weakness and a reduced PCF has a direct impact on airway clearance and may therefore increase the risk of respiratory tract infections. Lung volume recruitment is a technique that improves PCF by inflating the lungs to their maximal insufflation capacity. OBJECTIVES: Our goals were to describe the rate of decline of pulmonary function and PCF in patients with multiple sclerosis and describe the use of lung volume recruitment in this population. METHODS: We reviewed all patients with multiple sclerosis referred to a respiratory neuromuscular rehabilitation clinic from February 1999 until December 2010. Lung volume recruitment was attempted in patients with FVC <80% predicted. Regular twice daily lung volume recruitment was prescribed if it resulted in a significant improvement in the laboratory. RESULTS: There were 79 patients included, 35 of whom were seen more than once. A baseline FVC <80% predicted was present in 82% of patients and 80% of patients had a PCF insufficient for airway clearance. There was a significant decline in FVC (122.6 mL/y, 95% CI 54.9-190.3 and PCF (192 mL/s/y, 95% 72-311 over a median follow-up time of 13.4 months. Lung volume recruitment was associated with a slower decline in FVC (p<0.0001 and PCF (p = 0.042. CONCLUSION: Pulmonary function and cough decline significantly over time in selected patients with multiple sclerosis and lung volume recruitment is associated with a slower rate of decline in lung function and peak cough flow. Given design limitations, additional studies are needed to assess the role of lung volume recruitment in patients with multiple sclerosis.

  10. Marketing the Naval Postgraduate School to Navy (URL) Officers

    Science.gov (United States)

    2003-06-01

    64 E. MARKETING MIX .......................................................................................69 1...the Navy and high prestige among the external environment that includes government, industry, and academia. E. MARKETING MIX Whether private or...challenges demand that admission departments recruit the best student in sufficient numbers to ensure financial stability. A marketing mix is a set

  11. 76 FR 77237 - U.S. National Authority for the WHO Global Code of Practice on the International Recruitment of...

    Science.gov (United States)

    2011-12-12

    ... DEPARTMENT OF HEALTH AND HUMAN SERVICES Health Resources and Services Administration U.S. National Authority for the WHO Global Code of Practice on the International Recruitment of Health Personnel; Notice of Public Meeting AGENCY: Health Resources and Services Administration, HHS; Office of Global Affairs...

  12. Manpower Projections, Recruitment Needs and Training Requirements for Commercial Airline Pilots in the United States 1968-1979.

    Science.gov (United States)

    Simons, Robert Marchand

    This study evaluated the reported airline pilot shortage in relation to certified air carriers; recruitment needs for qualified applicants; training requirements as recommended by air carriers, airline captains, and flight officers; and airline pilot supply and demand during 1968-79. A literature review on foreign and domestic pilot shortages was…

  13. Configuration Control Office

    CERN Multimedia

    Beltramello, O

    In order to enable Technical Coordination to manage the detector configuration and to be aware of all changes in this configuration, a baseline of the envelopes has been created in April 2001. Fifteen system and multi-system envelope drawings have been approved and baselined. An EDMS file is associated with each approved envelope, which provides a list of the current known unsolved conflicts related to the envelope and a list of remaining drawing inconsistencies to be corrected. The envelope status with the associated drawings and EDMS file can be found on the web at this adress: http://atlasinfo.cern.ch/Atlas/TCOORD/Activities/Installation/Configuration/ Any modification in the baseline has to be requested via the Engineering Change Requests. The procedure can be found under: http://atlasinfo.cern.ch/Atlas/TCOORD/Activities/TcOffice/Quality/ECR/ TC will review all the systems envelopes in the near future and manage conflict resolution with the collaboration of the systems.

  14. Badge Office Process Analysis

    Energy Technology Data Exchange (ETDEWEB)

    Haurykiewicz, John Paul [Los Alamos National Lab. (LANL), Los Alamos, NM (United States); Dinehart, Timothy Grant [Los Alamos National Lab. (LANL), Los Alamos, NM (United States); Parker, Robert Young [Los Alamos National Lab. (LANL), Los Alamos, NM (United States)

    2016-05-12

    The purpose of this process analysis was to analyze the Badge Offices’ current processes from a systems perspective and consider ways of pursuing objectives set forth by SEC-PS, namely increased customer flow (throughput) and reduced customer wait times. Information for the analysis was gathered for the project primarily through Badge Office Subject Matter Experts (SMEs), and in-person observation of prevailing processes. Using the information gathered, a process simulation model was constructed to represent current operations and allow assessment of potential process changes relative to factors mentioned previously. The overall purpose of the analysis was to provide SEC-PS management with information and recommendations to serve as a basis for additional focused study and areas for potential process improvements in the future.

  15. INEL Sample Management Office

    International Nuclear Information System (INIS)

    Watkins, C.

    1994-01-01

    The Idaho National Engineering Laboratory (INEL) Sample Management Office (SMO) was formed as part of the EG ampersand G Idaho Environmental Restoration Program (ERP) in June, 1990. Since then, the SMO has been recognized and sought out by other prime contractors and programs at the INEL. Since December 1991, the DOE-ID Division Directors for the Environmental Restoration Division and Waste Management Division supported the expansion of the INEL ERP SMO into the INEL site wide SMO. The INEL SMO serves as a point of contact for multiple environmental analytical chemistry and laboratory issues (e.g., capacity, capability). The SMO chemists work with project managers during planning to help develop data quality objectives, select appropriate analytical methods, identify special analytical services needs, identify a source for the services, and ensure that requirements for sampling and analysis (e.g., preservations, sample volumes) are clear and technically accurate. The SMO chemists also prepare work scope statements for the laboratories performing the analyses

  16. Physician offices marketing: assessing patients' views of office visits.

    Science.gov (United States)

    Emmett, Dennis; Chandra, Ashish

    2010-01-01

    Physician offices often lack the sense of incorporating appropriate strategies to make their facilities as marketer of their services. The patient experience at a physician's office not only incorporates the care they receive from the physician but also the other non-healthcare related aspects, such as the behavior of non-health professionals as well as the appearance of the facility itself. This paper is based on a primary research conducted to assess what patients assess from a physician office visit.

  17. The office based CHIVA

    Directory of Open Access Journals (Sweden)

    Passariello F

    2013-09-01

    Full Text Available Fausto Passariello,1 Stefano Ermini,2 Massimo Cappelli,3 Roberto Delfrate,4 Claude Franceschi5 1Centro Diagnostico Aquarius, Napoli, Italy; 2Private Practice, Grassina, Italy; 3Private Practice, Firenze, Italy; 4Casa di Cure Figlie di Maria, Cremona, Italy; 5Hospital St Joseph, Service d'Explorations Vasculaires, Paris, France Abstract: The cure Conservatrice Hémodynamique de l'Insuffisance Veineuse en Ambulatoire (CHIVA can be office based (OB. The OB-CHIVA protocol is aimed at transferring CHIVA procedures to specialists rooms. The protocol will check the feasibility of OB-CHIVA, data pertaining to recurrence, and will offer the opportunity to study saphenous femoral junction (SFJ stump evolution, the role of the washing vessels and the arch recanalization rate, and gather new data about the effect of the length of the treated saphenous vein. A simplified diagnostic procedure will allow an essential ultrasound examination of the venous net while a schematic and easily readable algorithm guides therapeutic choices. The Riobamba draining crossotomy (RDC tactic is composed of a set of OB procedures. While some of these procedures are, at the moment, only proposals, others are already applied. Devices generally used in ablative procedures such as Light Amplification by Stimulated Emission of Radiation (LASER, radio frequency, steam, and mechanical devices are used in this context to serve to conservative interventions for CHIVA. New techniques have also been proposed for devalvulation and tributary disconnection. Detailed follow-up is necessary in order to determine the effects of therapy and possible disease evolution. Finally, information is added about the informed consent and the ethical considerations of OB-CHIVA research. Keywords: CHIVA, office based procedures, LASER, RF, steam

  18. Recruitment and retention of rural general practitioners: a marketing approach reveals new possibilities.

    Science.gov (United States)

    Hemphill, Elizabeth; Dunn, Steve; Barich, Hayley; Infante, Rebecca

    2007-12-01

    This paper repositions the challenge of attracting and retaining rural GPs in a marketing context as a new focus for future research and policy development. Case study with mixed design of surveys of GPs and medical students and depth interviews with GPs, medical students, regional-division administrators and GP recruitment agents. GP recruitment and retention in the Limestone Coast region of South Australia. Twenty-seven Limestone Coast (LC) GPs; random sample of medical students from Adelaide University, Adelaide University Rural Health Society and Flinders University; snowball sampling two adjacent rural regions (20 GPs); and administrators from LC and adjacent regions and GP recruitment agencies in Adelaide. Drawing from marketing theory, creative suggestion of 'promotion of the practice and not the region' offers a means of GP recruitment and retention for structured succession planning for rural general practices. Structural attempts to broaden the GP market with overseas recruitment have done little for improving full-time equivalent GP levels. Market segmentation and market orientation offer a new emphasis on value exchange between the corporation (the practice), customer (GPs) and competition (all practices) to influence future mobility. A marketing orientation to the GP challenge emphasises individual's perceptions of value, GP expectations and practice offerings. Failure to acknowledge benefits of this marketing approach means that solutions such as those developed in the Limestone Coast region are unlikely. Research is now required to define GP satisfaction and value for long-term viability of general practices.

  19. United States Army Officer Professional Development: Black Officers' Perspectives

    National Research Council Canada - National Science Library

    Johnson, Craig

    1997-01-01

    .... Even so, they have not fared statistically as well as their majority contemporaries. These statistics pose interesting questions about black officer professional development and career progress...

  20. Recruitment variability of alewives in Lake Michigan

    Science.gov (United States)

    Madenjian, C.P.; Hook, T.O.; Rutherford, E.S.; Mason, D.M.; Croley, T.E.; Szalai, E.B.; Bence, J.R.

    2005-01-01

    We used a long-term series of observations on alewife Alosa pseudoharengus abundance that was based on fall bottom-trawl catches to assess the importance of various abiotic and biotic factors on alewife recruitment in Lake Michigan during 1962–2002. We first fit a basic Ricker spawner–recruit model to the lakewide biomass estimates of age-3 recruits and the corresponding spawning stock size; we then fit models for all possible combinations of the following four external variables added to the basic model: an index of salmonine predation on an alewife year-class, an index for the spring–summer water temperatures experienced by alewives during their first year in the lake, an index of the severity of the first winter experienced by alewives in the lake, and an index of lake productivity during an alewife year-class's second year in the lake. Based on an information criterion, the best model for alewife recruitment included indices of salmonine predation and spring–summer water temperatures as external variables. Our analysis corroborated the contention that a decline in alewife abundance during the 1970s and early 1980s in Lake Michigan was driven by salmonine predation. Furthermore, our findings indicated that the extraordinarily warm water temperatures during the spring and summer of 1998 probably led to a moderately high recruitment of age-3 alewives in 2001, despite abundant salmonines.