U.S. Environmental Protection Agency — This asset includes a collection of information resources, training, and other media related to hazardous waste site cleanup and characterization. A major part of...
Pfau, Richard H.
Job Instruction Training (JIT) is a step-by-step, relatively simple technique used to train employees on the job. It is especially suitable for teaching manual skills or procedures; the trainer is usually an employee's supervisor but can be a co-worker. The JIT technique consists of a series of steps that a supervisor or other instructor follows…
Bastos, Paulo; Silva, Joana; Proenca, Rafael
This paper examines whether export participation matters for job training. The paper draws on longitudinal worker-firm data for Brazilian manufacturing, linked with detailed records on training activity from the main provider. The analysis uses industry-specific exchange rate movements to generate exogenous variation in export status at the firm-level. The findings indicate that export par...
The Hazard Ranking System (HRS) training course is a four and ½ day, intermediate-level course designed for personnel who are required to compile, draft, and review preliminary assessments (PAs), site inspections (SIs), and HRS documentation records/packag
Josef Zweimüller; Rudolf Winter-Ebmer
This paper analyzes the impact of formal training on worker mobility. Using data from the Swiss Labor Force Survey, we find that both general and specific training significantly affects on-the-job search activities. The effect of training on actual job mobility differs between searchers and non-searchers. In line with human capital theory, we find that specific (general) training has a negative (positive) impact on job mobility for previous non-searchers. For individuals who have been looking...
Schmidt, Steven W.
Job training has become an important aspect of an employee's overall job experience. However, it is not often called out specifically on instruments measuring job satisfaction. This technical manual details the processes used in the development and validation of a survey instrument to measure job training satisfaction and overall job…
Faber, H.; Desmares, E.
In this document we describe the model which was used as a basis for assessing the training process. This process covers all the conventional aspects such as training courses, classes etc. as well as all other means of acquiring and imparting skills such as on-the-job training, shadow training, informal talks etc. The information results from the implementation of this assessment method. 1 ref., 3 figs
Holt, Jason E.
We propose a new framework for building and evaluating machine learning algorithms. We argue that many real-world problems require an agent which must quickly learn to respond to demands, yet can continue to perform and respond to new training throughout its useful life. We give a framework for how such agents can be built, describe several metrics for evaluating them, and show that subtle changes in system construction can significantly affect agent performance.
Barron, John M; Black, Dan A; Loewenstein, Mark A
Conventional analysis predicts that workers pay part of their on-the-job training costs by accepting a lower starting wage and subsequently realize a return to this investment in the form of greater wage growth. Missing from the conventional treatment of on-the-job training is a discussion of the process by which heterogeneous worker s are matched to jobs requiring varying amounts of training. This matching process constitutes a key feature of the on-the-job training model that is presented i...
Using information on time costs of training and gains in wages attributable to training I computed rates of return on training investments. The range of estimates based on several data sets generally exceeds the magnitudes of rates of return usually observed for schooling investments. It is not clear, however, that the difference represents underinvestment in job training. Two methods were used to estimate total annual costs of job training in the U.S. economy, for 1958, 1976, and 1987. The "...
Ball, Patricia G.; McLoughlin, Mary Ellen
Assertiveness Training for Job-Seeking Skills includes skill development in initiating the job search; arranging actual interviews; preparing a resume; articulating strengths, weaknesses, and career objectives; responding assertively in interviews; asking appropriate questions; accepting or rejecting job offers; confronting discrimination;…
Millions of adult Americans lack the basic literacy skills necessary to perform everyday tasks requiring basic reading and math. This stifles our economy, given that employers are increasingly likely to require education or training beyond high school. Organizations that provide job training to lower-skilled adults through Jobs for the Future's…
The Hazard Ranking System (HRS) training course is a four and ½ day, intermediate-level course designed for personnel who are required to compile, draft, and review preliminary assessments (PAs), site inspections (SIs), and HRS documentation records/packag
EPA recently reported to Congress on the status of the Superfund program. A review of the report reveals that Superfund is a costly, slow-moving juggernaut that consumes an ever-growing share of resources and threatens to overwhelm other, more pressing environmental issues. EPA was given a broad mandate to clean up hazardous-waste sites when Congress enacted the Comprehensive Environmental Response. Compensation, and Liability Act in 1980 and established a $1.6 billion appropriation for a Superfund. In 1986 Congress extended the program for another five years and added $8.5 billion to complete the job-an overly optimistic estimate, as we shall see. Superfund is a huge program; the inventory of potentially hazardous waste sites is large and growing quickly. By the end of fiscal year 1987, EPA's inventory listed 27,571 hazardous-waste sites,and this number is increasing steadily at a rate of about 2500 each year. The General Accounting Office suggests that there may be as many as 150,000 such sites
Nelson, LaRon E; Morrison-Beedy, Dianne
Providing appropriate training to research team members is essential to the effective implementation and overall operation of a research project. It is important to identify job requirements beyond those listed in the job description in order to fully assess basic and supplementary training needs. Training needs should be identified prior to and during the conduct of the study. Methods for delivering the training must also be identified. This article describes the identification of training needs and methods in the design of a research team training program using examples from an HIV prevention intervention trial with adolescent girls.
Schmidt, Steven W.
As stand-alone concepts, job satisfaction and job training have each been researched extensively. However, encouraged by researchers who have found a myriad of effects of job training on employee behavior in the workplace, the concepts of job training and job satisfaction are being examined together. Results of many studies indicate that the…
This training curriculum is designed to inform entry level tradeswomen about the green job opportunities in areas such as deconstruction, weatherization, eco or solar roofing, stormwater systems and more.
Job Oriented Training ’Lessons Learned’ Job Oriented Training (JOT), een vorm van trainen waarbij de cursist zelfstandig, zonder theorie vooraf...39 77 lnfo-DenV@tno.nl TNO-rapportnummer TNO-DV 2008 A447 Opdrachtnummer Datum november 2008 Auteur (s) drs. H.E. Stubbe dr. A.H. van der...onderlinge discussie over achterliggende overwegingen te stimuleren. Zij hebben op dat moment nog geen theorie aangeboden gekregen en zijn niet op de hoogte
This paper provides a simple theoretical framework based on a new type of human capital introduced by Gibbons and Waldman (2004), called task-specific training, to understand job design. Mainly, in the presence of task-specific training, promotions might result ex-post in the underutilization of human capital and thus firms at the time of designing jobs should attempt to diversify this risk.
... approved as institutional training or on-job training. 21.4265 Section 21.4265 Pensions, Bonuses, and... training or on-job training. (a) Medical-dental internships and residencies. (1) Medical residencies (other...) of this section. If the course is not so accredited such practical or on-the-job training or...
Andersson, H.; Baeck, P.; Wirstad, J.
The report describes a job analysis method which has been used for competency requirements and training evaluation purposes on three jobs in a Swedish nuclear power station. The jobs are the shift supervisor, the reactor operator and the turbine operator. The method is based on a system analytical approach. Through a topdown analysis of the power generation system a structure is derived which is used for an inventory of possible operator tasks. The primary source for actual task generation was interviews with operators and with other personnel who are cooperating with the operators. The method suggests alternative sources for the task generation when operator interviews are not feasible, e.g. in systems which are being developed or when operator experiences are lacking. The result of the job analysis is a set of typical tasks for each job. These tasks represent the contents of the job to be considered in the planning of job training and for recruitment requirements. The same job analysis method was used for training design and evaluation in a Finnish nuclear power station. The concluding remarks of this report are made in the light of this study also. This report is based on a research project B15/77 from the Swedish Nuclear Power Inspectorate. (author)
... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Job training plan. 628.420 Section 628.420... THE JOB TRAINING PARTNERSHIP ACT Local Service Delivery System § 628.420 Job training plan. (a) The Governor shall issue instructions and schedules to assure that job training plans and plan modifications...
... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false State Job Training Coordinating Council. 628... PROGRAMS UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT State Planning § 628.210 State Job Training Coordinating Council. (a) The Governor shall appoint a State Job Training Coordinating Council (SJTCC) pursuant...
... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Job Corps training opportunities. 638.541 Section 638.541 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Center Operations § 638.541 Job Corps...
Currently, skills required for these jobs are available through many avenues, but we have centered our efforts on a program called mechatronics. Mechatronics combines the industrial fields of electronics, fluid power (hydraulic and pneumatic), mechanics, and computer processing (programmable logic controller, or PLC, and microprocessors). Businesses, community resources, legislators, and educators are beginning to work together in Tennessee and in Rutherford County to develop pathways for K-1...
... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Job safety training. 345.83 Section 345... INDUSTRIES (FPI) INMATE WORK PROGRAMS FPI Inmate Training and Scholarship Programs § 345.83 Job safety training. FPI provides inmates with regular job safety training which is developed and scheduled in...
This paper considers the optimal level of firm-specific training by taking into account the positive effect of training on the expected duration of workersâ€™ current employment. In the framework of an efficiency wage model, a short expected job tenure represents a disamenity that reduces the penalty from shirking. As this disamenity increases, workers have an incentive to continue providing a positive level of effort only if they are compensated by a higher wage. We endogenize the employment...
Markowicz, Arlene, Ed.; And Others
This quarterly contains 11 bulletins that profile marketing campaigns for the Job Training Partnership Act (JTPA) that have been implemented successfully in local programs throughout the United States. For each program, the description provides information on the operator, funding, results, time span, background, marketing/public relations…
van der Klink, Marcel; Streumer, Jan
Investigates the effectiveness of on-the-job training (OJT). Presents a definition of OJT used for this research project which involved two studies: the first in the call centres of a large company, and the second in post offices. Gives the results of the study which indicate the OJT programs were
Leppel, Karen; Brucker, Eric; Cochran, Jeremy
If job training has positive impacts on worker satisfaction, then job training can have desirable consequences for an organization that result both directly through its effects on productivity and indirectly through its effects on job satisfaction. Furthermore, the aging of the workforce implies that older workers will become increasingly important to firms and to the economy. This study, therefore, seeks to examine the relationship between job training and job satisfaction, focusing in particular on U.S. workers born in 1964 or earlier. The results of ordered logit regression analysis indicate that availability and quality of training received directly affect job satisfaction.
National Oceanic and Atmospheric Administration, Department of Commerce — This layer represents active Superfund Sites published by the Environmental Protection Agency (EPA). These data were extracted from the Superfund Enterprise...
...-The-Job Training and Apprenticeship Training Agreement and Standards and Employer's Application To Provide Job Training) Activity Under OMB Review AGENCY: Veterans Benefits Administration, Department of...-The-Job Training and Apprenticeship Training Agreement and Standards, (Training Programs Offered Under...
... establishment for on-job training. 21.296 Section 21.296 Pensions, Bonuses, and Veterans' Relief DEPARTMENT OF... establishment for on-job training. (a) Additional criteria for selecting a training establishment. In addition... to provide on-job training to disabled veterans; (2) Provide continuous training for each veteran...
... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false On-the-job training. 627.240 Section 627.240... PROGRAMS UNDER TITLES I, II, AND III OF THE ACT Program Requirements § 627.240 On-the-job training. (a) General—(1) On-the-job training (OJT) means training by an employer in the private or public sector given...
... 25 Indians 1 2010-04-01 2010-04-01 false Does the Job Training Program provide part-time training or short-term training? 26.30 Section 26.30 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.30 Does the Job Training...
This paper aims to test the relationships between job design aspects and job satisfaction, as well as the mediating role of training effect in these relationships. Regression and mediation analyses were performed based on the data collected from a questionnaire-based survey on the senior accounting students’ audit work placement at audit firms. I conclude that repeated tedious non-professional job aspect is negatively related to job satisfaction, whereas judgmental professional job aspect is ...
Full Text Available This paper aims to test the relationships between job design aspects and job satisfaction, as well as the mediating role of training effect in these relationships. Regression and mediation analyses were performed based on the data collected from a questionnaire-based survey on the senior accounting students’ audit work placement at audit firms. I conclude that repeated tedious non-professional job aspect is negatively related to job satisfaction, whereas judgmental professional job aspect is positively related to job satisfaction. I also conclude that training effect of work placement is playing a partial mediating role in the identified positive relationship while having no mediation in the negative one.
... On-The-Job Training and Apprenticeship Training Agreement and Standards and Employer's Application To Provide Job Training) Activity: Comment Request AGENCY: Veterans Benefits Administration, Department of... for job training program. DATES: Written comments and recommendations on the proposed collection of...
U.S. Environmental Protection Agency — The Superfund Query allows users to retrieve data from the Comprehensive Environmental Response, Compensation, and Liability Information System (CERCLIS) database.
This notice announces the availability of funds and solicits proposals from eligible entities, including nonprofit organizations, to deliver Environmental Workforce Development and Job Training programs.
... Activity; Comment Request: Other On-the-Job Training and Apprenticeship Training Agreement and Standards and Employer's Application To Provide Job Training AGENCY: Veterans Benefits Administration... requirements for job training program. DATES: Written comments and recommendations on the proposed collection...
Walker, Bonnie L; Harrington, Susan S
The job satisfaction of assisted living facility staff was examined as part of an evaluation study of a restorative care training program. Participants completed a job satisfaction survey at registration (before the training) and again at follow-up 3 months after registration (1 month after the conclusion of the training). Researchers examined the effects of training on job satisfaction. Researchers found a high level of job dissatisfaction at registration. At follow-up, responses were more positive on most of the items suggesting a slight but significant change to a more positive attitude toward their jobs. Improving staff job satisfaction in the assisted living environment is an important goal and needs further investigation. Providing staff with inservice training may be one way to help nurse educators achieve that goal.
Hoffman, Saul D.
A recent national survey suggests that women and Blacks receive less on-the-job training and training opportunities in their jobs than White males. This is especially true of young Black men. The factor of low wage does not seem to play a large part in this discrepancy. (CT)
Jodlbauer, Susanne; Selenko, Eva; Batinic, Bernad; Stiglbauer, Barbara
The high rates of training transfer failure that prevail still puzzle practitioners as well as researchers. The central aim of the present study is to analyze the relatively under-researched role of job dissatisfaction in the training transfer process. Specifically, we expect that job dissatisfaction would have a negative effect on transfer but…
Tsui, Emma K
A growing literature on the social determinants of health strongly suggests the value of examining social policy interventions for their potential links to health equity. I investigate how sectoral job training, an intervention favored by the Obama administration, might be conceptualized as an intervention to improve health equity. Sectoral job training programs ideally train workers, who are typically low income, for upwardly mobile job opportunities within specific industries. I first explore the relationships between resource redistribution and health equity. Next, I discuss how sectoral job training theoretically redistributes resources and the ways in which these resources might translate into improved health. Finally, I make recommendations for strengthening the link between sectoral job training and improved health equity.
George Washington Univ., Alexandria, VA. Human Resources Research Office.
A t a briefing sponsored by the Office of the Deputy Chief of Staff for Individual Training, members of the Human Resources Research Office reported on four projects using job and task analysis in different training situations. Wor k Unit STOCK was a training program designed to develop training management procedures for heterogeneous ability…
Chéron, Arnaud; Rouland, Benedicte
This paper develops an equilibrium search model with endogenous job destructions and where firms decide at the time of job entry how much to invest in match-specific human capital. We first show that job destruction and training investment decisions are strongly complementary. It is possible...... that there are no firings at equilibrium. Further, training investments are confronted to a hold-up problem making the decentralized equilibrium always inefficient. We show therefore that both training subsidies and firing taxes must be implemented to bring back efficiency....
Perry Lattimore, L; Parsons, Marsha B; Reid, Dennis H; Ahearn, William
Currently recommended practice in supported work emphasizes training job skills to workers with severe disabilities while on the job. Early behavioral research indicated that skills needed in natural environments could also be trained in simulated settings. We compared job-site plus simulation training for teaching job skills to supported workers with autism to provision of training exclusively on the job. Job-site training occurred in a small publishing company during the regular work routin...
Pederson, Leonard S.; Dresdow, Sally; Benson, Joy
Purpose: The need for effective training of first-line supervisors is well established. Well-trained supervision is essential to our future as a country. A fundamental step in developing effective training is to develop a jobs needs assessment. In order to develop an effective needs assessment, it is necessary to know what the tasks are of…
Rose, Amy D.
This journal issue about green jobs resulted from a preconference held at the 2011 American Association for Adult and Continuing Education Conference in Indianapolis, Indiana. Interested in exploring the ways that green jobs training is being approached in the United States, this preconference seemed like an excellent way to introduce two new…
... 25 Indians 1 2010-04-01 2010-04-01 false What type of Job Placement and Training assistance may be... JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.11 What type of Job Placement and... supplemental assistance that supports job placement or training activities (see subpart B of this part for Job...
... 29 Labor 3 2010-07-01 2010-07-01 false Training directly related to employee's job. 785.29 Section...'s job. The training is directly related to the employee's job if it is designed to make the employee handle his job more effectively as distinguished from training him for another job, or to a new or...
"This study provides information about the experiences of trainees, contractors, Montana Department of : Transportation (MDT) field staff, and other state DOT staff in their states On-the-Job Training (OJT) Program. : Obtaining this information is...
Journal of Agricultural Extension ... The study investigated whether farm practical training (FPT) is significantly associated with job aspiration ... students comparing results of empirical evidence between two Universities in Kwara State, Nigeria.
Today, EPA announced that the Merrimack Valley Workforce Investment Board, of Lawrence, Mass., was one of 14 organizations nationwide selected to receive funding to operate environmental job training programs for local unemployed residents.
Full Text Available Penelitian ini bertujuan untuk mengetahui apakah model on the job training (pelatihan kerja di industri mampu meningkatkan kemampuan keterampilan mahasiswa program studi vokasi bidang manufaktur di Universitas Tujuh Belas Agustus Surabaya. Penelitian ini mengambil data pada mahasiswa di Program Studi Vokasi bidang manufaktur sejumlah 20 orang untuk menguji validitas dan reliabilitas angket dan sejumlah 30 orang mahasiswa untuk menguji pengaruh on the job training terhadap kemampuan keterampilan mahasiswa yang meliputi aspek afektif, kognitif dan psikomotorik. Pengumpulan data melalui angket, observasi, dan wawancara. Metode analisis menggunakan regresi untuk mengetahui pengaruh antara variabel on the job training terhadap variabel kemampuan keterampilan mahasiswa. Diketahui hasil persamaan regresi bahwa semakin baik model on the job training diterapkan, maka semakin baik pula peningkatan kemampuan keterampilan yang dimiliki mahasiswa. Besarnya pengaruh model on the job training terhadap keterampilan sebesar 0.701 atau 70.1%. Dihasilkan model pembelajaran on the job training yang dilakukan mampu mempengaruhi peningkatan kemampuan keterampilan calon lulusan program studi vokasi bidang manufaktur
... 25 Indians 1 2010-04-01 2010-04-01 false How do I show I need job training? 26.33 Section 26.33 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.33 How do I show I need job training? The need for Job Placement and...
... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Scope and purpose of the Job Training... LABOR INTRODUCTION TO THE REGULATIONS UNDER THE JOB TRAINING PARTNERSHIP ACT § 626.1 Scope and purpose of the Job Training Partnership Act. It is the purpose of the Job Training Partnership Act (JTPA or...
Smith, Matthew J.; Ginger, Emily J.; Wright, Michael; Wright, Katherine; Humm, Laura Boteler; Olsen, Dale; Bell, Morris D.; Fleming, Michael F.
Services are available to help support existing employment for individual with psychiatric disabilities; however, there is a gap in services targeting job interview skills that can help obtain employment. We assessed the feasibility and efficacy of Virtual Reality Job Interview Training (VR-JIT) in a randomized controlled trial. Participants were randomized to VR-JIT (n=25) or treatment as usual (TAU) (n=12) groups. VR-JIT consisted of 10 hours of simulated job interviews with a virtual character and didactic online training. Participants attended 95% of lab-based training sessions and found VR-JIT easy-to-use and felt prepared for future interviews. The VR-JIT group improved their job interview role-play performance (pinterview skills and self-confidence. Future research may help clarify whether this intervention is efficacious in community-based settings. PMID:25099298
Hagman, Joseph D.; Schendel, Joel D.
Two groups of 15 Administrative Specialists, 7lL Military Occupational Speciality (MOS), participated in four job-task refresher training sessions designed to enhance the typewriting of military correspondence. One group performed under a study training method which allowed use of a Correspondence Manual while arranging materials into the correct…
Training programs at DOE facilities should prepare personnel to safely and efficiently operate and maintain the facilities in accordance with DOE requirements. This guide presents good practices for a systematic approach to on-the-job training (OJT) and OJT programs and should be used in conjunction with DOE Training Program Handbook: A Systematic Approach to Training, and with the DOE Handbook entitled Alternative Systematic Approaches to Training to develop performance-based OJT programs. DOE contractors may also use this guide to modify existing OJT programs that do not meet the systematic approach to training (SAT) objectives.
A method is presented by which process plant operators for nuclear power plants are trained in Sweden. It works by a top-down method of systems analysis which can be integrated into the analysis, specification, and design of the process automation system. The training methods can also be adapted to existing automation systems and operating schedules. The author's method is based on the principle that training programs should be based on job requirements, e.g. operator tasks in common, less frequent, and rare operating conditions. Procedures have been tested for the following steps: Job analysis, analysis of knowledge and experience required, analysis of operator training requirements, set-up and organisation of the training programme, achievement control, evaluation of the training programme.
A method is presented by which process plant operators for nuclear power plants are trained in Sweden. It works by a top-down method of systems analysis which can be integrated into the analysis, specification, and design of the process automation system. The training methods can also be adapted to existing automation systems and operating schedules. The author's method is based on the principle that training programs should be based on job requirements, e.g. operator tasks in common, less frequent, and rare operating conditions. Procedures have been tested for the following steps: Job analysis, analysis of knowledge and experience required, analysis of operator training requirements, set-up and organisation of the training programme, achievement control, evaluation of the training programme. (orig./HP) [de
... 25 Indians 1 2010-04-01 2010-04-01 false What constitutes a complete Job Training Program... JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.32 What constitutes a complete Job Training Program application? A request for training includes: (a) Intake and application data; (b) Feasible...
The effect of training and job interruptions on logging crews' safety in ... method, experienced and inexperienced crews were studied before training, after ... that provision of appropriate safety gears as well as delivery of on job training are ...
... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What types of training must Job Corps centers... Operations § 670.505 What types of training must Job Corps centers provide? (a) Job Corps centers must... necessary for those jobs, and as appropriate, recommend changes in the center's vocational training program...
Mazour, T.; Hide, K.
This paper summarizes the highlights, related to the topic of on-the-job training (OJT), for Agency OSART missions conducted since 1990 (a total of 27 missions). Recommendations and suggestions for improvements related to on-the-job training and qualification programmes are discussed, as well as Good Practices and Good Performances. For Good Practices and Good Performances, the plant is identified to aid in follow-up by meeting participants. For recommendations and suggestions, the number of plants that had recommendations/findings in this area are identified by a number in parentheses after the item. The paper takes a broad approach toward highlights that are related to OJT. For example, there have been a number of OSART recommendations and suggestions concerning responsibilities, authorities and interfaces for NPP activities. These recommendations and suggestions relate not only to responsibilities and interfaces for on-the-job training and qualification programmes, but also to other areas as well
Smith, Matthew J; Fleming, Michael F; Wright, Michael A; Jordan, Neil; Humm, Laura Boteler; Olsen, Dale; Bell, Morris D
Individuals with severe mental illness have low employment rates, and the job interview presents a critical barrier for them to obtain competitive employment. Prior randomized controlled trials (RCTs) indicated that virtual reality job interview training (VR-JIT) improved job interviewing skills among trainees. This study assessed whether VR-JIT participation was associated with greater odds of receiving job offers in the six-months after completion of training. To assess the efficacy of VR-JIT, trainees (N=39) in the method and a comparison group (N=12) completed a brief survey approximately six months after participating in the RCTs. Primary vocational outcome measures included receiving a job offer and number of weeks searching for employment. A larger proportion of trainees than comparison participants received a job offer (51% versus 25%, respectively). Trainees were more likely to receive a job offer than comparison participants (odds ratio=9.64, p=.02) after analyses accounted for cognition, recency of last job, and diagnosis. Trainees had greater odds of receiving a job offer for each completed VR-JIT trial (odds ratio=1.41, p=.04), and a greater number of completed VR-JIT trials predicted fewer weeks of searching for employment (β=-.74, p=.02). Results provide preliminary support that VR-JIT is a promising intervention associated with enhanced vocational outcomes among individuals with severe mental illness. Given that participants had minimal access to standardized vocational services, future research could evaluate the effectiveness of VR-JIT among individuals with and without access to standardized vocational services as well as evaluate strategies to implement VR-JIT within a large community mental health service provider.
... 25 Indians 1 2010-04-01 2010-04-01 false What type of job training assistance may be approved? 26.34 Section 26.34 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.34 What type of job training assistance may be...
... 25 Indians 1 2010-04-01 2010-04-01 false What is the scope of the Job Training Program? 26.29 Section 26.29 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.29 What is the scope of the Job Training Program? A...
... Application for Job Placement and Training Services; Request for Comments AGENCY: Bureau of Indian Affairs... information for the Application for Job Placement and Training Services. The information collection is... training program, which provides vocational/technical training, related counseling, guidance, job placement...
... 25 Indians 1 2010-04-01 2010-04-01 false What is the purpose of the Job Placement and Training... PLACEMENT AND TRAINING PROGRAM General Applicability § 26.3 What is the purpose of the Job Placement and Training Program? The purpose of the Job Placement and Training Program is to assist eligible applicants to...
... 25 Indians 1 2010-04-01 2010-04-01 false Who provides the Job Placement and Training? 26.12... AND TRAINING PROGRAM General Applicability § 26.12 Who provides the Job Placement and Training? The... associations or small business establishments with apprenticeship or on-the-job training (OJT) programs leading...
... 25 Indians 1 2010-04-01 2010-04-01 false Who administers the Job Placement and Training Program... PLACEMENT AND TRAINING PROGRAM General Applicability § 26.4 Who administers the Job Placement and Training Program? The Job Placement and Training Program is administered by the Bureau of Indian Affairs or a...
Smith, Matthew J; Ginger, Emily J; Wright, Michael; Wright, Katherine; Boteler Humm, Laura; Olsen, Dale; Bell, Morris D; Fleming, Michael F
Services are available to help support existing employment for individuals with psychiatric disabilities; however, there is a gap in services targeting job interview skills that can help obtain employment. We assessed the feasibility and efficacy of Virtual Reality Job Interview Training (VR-JIT) in a randomized controlled trial. Participants were randomized to VR-JIT (n = 25) or treatment-as-usual (TAU) (n = 12) groups. VR-JIT consisted of 10 hours of simulated job interviews with a virtual character and didactic online training. The participants attended 95% of laboratory-based training sessions and found VR-JIT easy to use and felt prepared for future interviews. The VR-JIT group improved their job interview role-play performance (p ≤ 0.05) and self-confidence (p ≤ 0.05) between baseline and follow-up as compared with the TAU group. VR-JIT performance scores increased over time (R = 0.65). VR-JIT demonstrated initial feasibility and efficacy at improving job interview skills and self-confidence. Future research may help clarify whether this intervention is efficacious in community-based settings.
Davis, L.T.; Spinney, R.W.
Historically, the smoke filled room approach has been used to revise training programs: instructors would sit down and design a program based on existing training materials and any federal requirements that applied. This failure to reflect a systematic definition of required job functions, responsibilities and performance standards in training programs has resulted in generic program deficiencies: they do not provide complete training of required skills and knowledge. Recognition of this need for change, coupled with a decrease in experienced industry personnel inputs and long training pipelines, has heightened the need for efficient performance-based training programs which are derived from and referenced to job performance criteria. This paper presents the process for developing performance-based training materials based on job and task analysis products
Hospital Research and Educational Trust, Chicago, IL.
The on-the-job training guide was developed to assist food service supervisors in preparing, presenting, and evaluating a Job Instruction Training (JIT) lesson, a method which employs step-by-step learning of job-related tasks. Part 1, preparing for a JIT lesson, discusses the checklist of duties, the job description, the skills inventory, the…
Employment and training in solar installation work is provided by fifteen Solar Utilization/Economic Development and Employment (SUEDE) demonstration projects funded by the United States Departments of Labor and Energy and the Community Services Administration. The article describes the projects and the types of work. (MF)
The authors discuss the factors to be considered in selecting locations in which to train and to practice, and in conducting successful interviews and site visits. The advantages and disadvantages of different types of surgical practice (ie, solo vs group) are also reviewed, as are issues surrounding negotiations related to contracts, benefits, and covenants. Copyright © 2011 Elsevier Inc. All rights reserved.
Smith, Matthew J; Smith, Justin D; Fleming, Michael F; Jordan, Neil; Brown, C Hendricks; Humm, Laura; Olsen, Dale; Bell, Morris D
Four randomized controlled trials revealed that virtual-reality job interview training (VR-JIT) improved interviewing skills and the odds of obtaining a job offer among trainees with severe mental illness or autism spectrum disorder. This study assessed whether postintervention interviewing skills mediated the relationship between completion of virtual interviews and receiving job offers by six-month follow-up. VR-JIT trainees (N=79) completed pre- and posttest mock interviews and a brief survey approximately six months later to assess whether they received a job offer. As hypothesized, analyses indicated that the number of completed virtual interviews predicted greater posttest interviewing skills (β=.20, 95% posterior credible interval [PCI]=.08-.33), which in turn predicted trainees' obtaining a job offer (β=.28, 95% PCI=.01-.53). VR-JIT may provide a mechanism of action that helps trainees with various psychiatric diagnoses obtain job offers in the community. Future research can evaluate the community-based effectiveness of this novel intervention.
The following activities of the Institute of Nuclear Power Operations are described: on-the-job training and qualification; problems observed in the implementation of on-the-job training and qualification
Hansen, K.; Mann, R. [San Diego Job Corps Center, Imperial Beach, CA (United States). Home Builders Inst.
The instructors describe the solar installation training program operated since 1979 by the Home Builders Institute, the Educational Arm of the National Association of Home Builders for the US Department of Labor, Job Corps in San Diego, CA. The authors are the original instructors and have developed the program since its inception by a co-operative effort between the Solar Energy Industries Association, NAHB and US DOL. Case studies of a few of the 605 students who have gone to work over the years after the training are included. It is one of the most successful programs under the elaborate Student Performance Monitoring Information System used by all Job Corps programs. Job Corps is a federally funded residential job training program for low income persons 16--24 years of age. Discussion details the curriculum and methods used in the program including classroom, shop and community service projects. Solar technologies including all types of hot water heating, swimming pool and spa as well as photovoltaics are included.
...-the-Job Training (OJT) and Customized Training § 663.700 What are the requirements for on-the-job training (OJT)? (a) On-the-job training (OJT) is defined at WIA section 101(31). OJT is provided under a... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What are the requirements for on-the-job...
.... 628.210State Job Training Coordinating Council. 628.215State Human Resource Investment Council... and for general program management. Subpart G [Reserved] Subpart H—Job Training Partnership Act... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Table of contents for the Job Training...
..., 633, 634, 636, 637, and 638 RIN 1205-AB68 Removal of Job Training Partnership Act Implementing...=FR . SUPPLEMENTARY INFORMATION: I. Direct Final Rule Procedure Since removal of the Job Training... barriers to employment for participation in the labor force by providing job training and other services...
... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Format of the Job Training Partnership Act regulations. 626.2 Section 626.2 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR INTRODUCTION TO THE REGULATIONS UNDER THE JOB TRAINING PARTNERSHIP ACT § 626.2 Format of the Job...
... Application for Job Placement and Training Services; Request for Comments AGENCY: Bureau of Indian Affairs... Application for Job Placement and Training Services. The information collection is currently authorized by OMB... information collection conducted under 25 CFR part 26 to administer the job placement and training program...
... ADMINISTRATION, DEPARTMENT OF LABOR INTRODUCTION TO THE REGULATIONS UNDER THE JOB TRAINING PARTNERSHIP ACT § 626.3 Purpose, scope, and applicability of the Job Training Partnership Act regulations. (a) Parts 626..., part C of the Job Training Partnership Act) establish the Federal programmatic and administrative...
... (Agreement To Train on the Job Disabled Veterans) Activity: Comment Request AGENCY: Veterans Benefits... to assure that on the job training establishments are providing veterans with the appropriate... information technology. Title: Agreement to Train on the Job Disabled Veterans, VA Form 28- 1904. OMB Control...
... SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.15 What makes an applicant eligible for Job Placement and Training services? You are eligible for services if: (a) You meet the definition... show a need for job training or placement services in order to become gainfully and meaningfully...
... 25 Indians 1 2010-04-01 2010-04-01 false Who may be eligible for Job Placement and Training? 26.5 Section 26.5 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.5 Who may be eligible for Job Placement and Training? You may...
Andrews, Wilbur Drew
The purpose of this investigation was (a) to determine the level of satisfaction that exiting high school students felt regarding the job preparation and training they received in high school, (b) gather data on work experiences during high school, (c) gather data on job training experiences during high school, and (d) gather data on students…
The purpose of the Department of Energy (DOE) Guide to Good Practices for On-the-Job Training (OJT) is to provide DOE contractor organizations with information that can be used to modify existing programs or to develop new programs. This guide replaces the Guide to Good Practices for On-the-Job Training that was distributed to DOE and DOE contractors in 1987. DOE contractors should not feel obligated to adopt all parts of this guide. Rather, they can use the information in this guide to develop programs that apply to their facility. This guide can be used as an aid in the design and development of a facility's OJT programs and to assist the instructors who conduct OJT and performance tests in the areas of facility operations, maintenance, and technical supports.
The purpose of an effective on-the-job training (OJT) program is to ensure that nuclear power station personnel possess the required job-related knowledge and skills. Effective OJT consists of four elements: 1) the objectives, 2) the standards, 3) trainer/evaluator, 4) documentation. Once appropriate objectives and standards are established, training on each task or grouping of like tasks is conducted in two distinct steps; the trainee is taught, and the trainee is evaluated. The teaching step may be accomplished by trainee self-study, observation, discussion, simulation, and/or performance under the supervision of a qualified job incumbent or trainer. The evaluation step is typically a 'checkout' in which the trainee performs or simulates a task under the scrutiny of an evaluator and/or discusses the task if necessary. Both the teaching and evaluation steps are essential to effective OJT programs. The results of these steps are then documented to satisfy training record requirements and to provide input to the formal qualification process as appropriate. An example program that addresses the major elements of OJT has been attached
Full Text Available The article deals with the labor dimension of the training process, as generalizing component in the preparation of learners, given the dialectical unity of its instructional, educational and developmental functions; establishing the relationship of the same with the four pillars of education for the twenty-first century, declared by UNESCO. Given that job training requires fostering knowledge as a basis for an operating instrumental performance marked by its polytechnic-labor character, supplemented by adequate and appropriate attitude of social coexistence that integrates qualities like respect, cooperation, responsibility and awareness of producers.
Goldberg, I; Paice, E
Job sharing has been introduced on a major scale in one deanery to help accommodate increasing demand for flexible (part-time) training. We arranged 37 job shares for 74 trainees between 1996 and 1999. Job shares lasted from 6 months to 2 years. Trainees in job shares were as satisfied with their training as those in supernumerary posts or in full-time training.
... Workforce Development and Job Training Grants Program,'' Formerly Referred to as the ``Brownfields Job... collaborate on workforce development and job training with other programs within OSWER to develop a job... ``Brownfields Job Training Grants Program'' was expanded and will now be referred to as the ``Environmental...
Alma Lilia Sapién Aguilar
Full Text Available The processes of training and instruction in a medium-sized Mexican company are not being understood as an investment that contributes to business success.The aim of this study was to analyze these processes. The methodological approach was exploratory and descriptive with a non-experimental or ex post facto design. The Mexican Business Information System was consulted and 17 medium-sized companies in the industrial sector were randomly chosen. The results indicated that in the median Mexican company decisive actions must be taken in order to achieve that training and instruction are no longer seen as an unnecessary expense. They need to be understood as the best investment one can make in human resources. Therefore, training and instruction must become a part of the work culture of any organization.
Goldberg, I; Paice, E
This paper proposes a new way of managing the provision of flexible training opportunities by job-sharing. It shows how the difficulties of implementing job-sharing can be overcome, and gives an example of implementation of job-sharing in the context of flexible training.
Schmidt, Steven W.
Opportunities for training and development are paramount in decisions regarding employee career choices. Despite the importance, many research studies on job satisfaction do not address satisfaction with workplace training as an element of overall job satisfaction, and many job satisfaction survey instruments do not include a "satisfaction…
... 38 Pensions, Bonuses, and Veterans' Relief 2 2010-07-01 2010-07-01 false Other training on-the-job... § 21.4262 Other training on-the-job courses. (a) General. An “other training on-the-job” course is any training on the job which does not qualify as an apprentice course, as defined in § 21.4261, but which...
This manual is intended to provide DOE reactor and nonreactor nuclear facilities with guidelines for the development and implementation of facility specific, performance-based, On-the-Job Training (OJT) programs. An OJT Instructor Training Course is included to train the first-line supervisor and other designated personnel as OJT instructors. The subject matter content and level of detail were determined based upon a review of material obtained from DOE documents, INPO Guidelines, and input from selected DOE contractors. The final draft version of the manual was reviewed for accuracy, clarity, and comprehensiveness by trainers from the following DOE Contractors/Laboratories: Argonne National Laboratory - West - Idaho National Engineering Laboratory, E.I. DuPont - Savannah River Plant, EG and G Idaho, Inc. - Idaho National Engineering Laboratory, Los Alamos National Laboratory, Martin Marietta - Oak Ridge National Laboratory, Rockwell International - Rocky Flats Plant, and Westinghouse Hanford Co.
Ospina, Javier H; Langford, Toshiko A; Henry, Kimberly L; Nelson, Tristan Q
Despite the value of community health worker programs, such as Promotores de Salud, for addressing health disparities in the Latino community, little consensus has been reached to formally define the unique roles and duties associated with the job, thereby creating unique job training challenges. Understanding the job tasks and worker attributes central to this work is a critical first step for developing the training and evaluation systems of promotores programs. Here, we present the process and findings of a job analysis conducted for promotores working for Planned Parenthood. We employed a systematic approach, the combination job analysis method, to define the job in terms of its work and worker requirements, identifying key job tasks, as well as the worker attributes necessary to effectively perform them. Our results suggest that the promotores' job encompasses a broad range of activities and requires an equally broad range of personal characteristics to perform. These results played an important role in the development of our training and evaluation protocols. In this article, we introduce the technique of job analysis, provide an overview of the results from our own application of this technique, and discuss how these findings can be used to inform a training and performance evaluation system. This article provides a template for other organizations implementing similar community health worker programs and illustrates the value of conducting a job analysis for clarifying job roles, developing and evaluating job training materials, and selecting qualified job candidates.
Foley, K; Pallas, D; Forcehimes, A A; Houck, J M; Bogenschutz, M P; Keyser-Marcus, L; Svikis, D
Employment difficulties are common among American Indian individuals in substance abuse treatment. To address this problem, the Southwest Node of NIDA's Clinical Trials Network conducted a single-site adaptation of its national Job Seekers Workshop study in an American Indian treatment program, Na'Nizhoozhi Center (NCI). 102 (80% men, 100% American Indian) participants who were in residential treatment and currently unemployed were randomized to (1) a three session, manualized program (Job seekers workshop: JSW) or (2) a 40-minute Job Interviewing Video: JIV). Outcomes were assessed at 3-month follow up: 1) number of days to a new taxed job or enrollment in a job-training program, and 2) total hours working or enrolled in a job-training program. No significant differences were found between the two groups for time to a new taxed job or enrollment in a job-training program. There were no significant differences between groups in substance use frequency at 3-month follow-up. These results do not support the use of the costly and time-consuming JSW intervention in this population and setting. Despite of the lack of a demonstrable treatment effect, this study established the feasibility of including a rural American Indian site in a rigorous CTN trial through a community-based participatory research approach.
Meshcheriakova, Olga; Vermeulen, Stan
Studies of on-the-job training have found that low skilled workers participate less in further training. In this paper, we develop a signalling model of training where training can increase productivity when workers’ prior ability matches the level of the training course. Consequently, employers can
.... The purpose of this study was to determine the effects of level of training on employees' perceived psychological empowerment, commitment, and resultant job performance within the hospitality industry...
Full Text Available Permasalahan dalam penelitian adalah seberapa besar nilai rata-rata mata pelajaran produktif, seberapa besar prestasi on the job training, seberapa besar pengaruh nilai rata-rata mata pelajaran produftif terhadap prestasi on the job training. Penelitian bertujuan untuk mendiskripsikan dan menganalisis seberapa besar nilai rata-rata mata pelajaran produktif, untuk mendiskripsikan dan menganalisis seberapa besar prestasi on the job training dan untuk mendiskripsikan dan menganalisis seberapa besar pengaruh nilai rata-rata mata pelajaran produktif terhadap prestasi on the job training. Populasi penelitian ini sebanyak 118. Sampel penelitian sebanyak 54. Teknik pengumpulan data menggunakan metode kepustakaan, dokumentasi, dan wawancara. Teknik analisis data menggunakan regresi linier sederhana dengan program SPSS. Hasil penelitian menunjukkan ada pengaruh positif antara nilai rata- rata mata pelajaran produktif terhadap prestasi on the job training. Hal ini di tunjukkan nilai thitung sebesar 6,397 > ttabel (2,01 dengan probabilitas 0.000 < 0.05. Simpulan dari hasil penelitian adalah bahwa rata-rata nilai mata pelajaran produktif mencapai 7.7500 dalam kategori cukup. Rata-rata prestasi on the job training mencapai 8,0015 dalam kategori baik. Ada pengaruh antara nilai rata-rata mata pelajaran produktif terhadap prestasi on the job training dengan kontribusi sebesar 44%. Sedangkan 56% didukung oleh faktor lain yaitu minat dan motivasi mengikuti on the job training, fasilitas di dunia industri. Â Kata Kunci : Mata Pelajaran Produktif, Prestasi on The Job Training
Full Text Available Permasalahan dalam penelitian adalah seberapa besar nilai rata-rata mata pelajaran produktif, seberapa besar prestasi on the job training, seberapa besar pengaruh nilai rata-rata mata pelajaran produftif terhadap prestasi on the job training. Penelitian bertujuan untuk mendiskripsikan dan menganalisis seberapa besar nilai rata-rata mata pelajaran produktif, untuk mendiskripsikan dan menganalisis seberapa besar prestasi on the job training dan untuk mendiskripsikan dan menganalisis seberapa besar pengaruh nilai rata-rata mata pelajaran produktif terhadap prestasi on the job training. Populasi penelitian ini sebanyak 118. Sampel penelitian sebanyak 54. Teknik pengumpulan data menggunakan metode kepustakaan, dokumentasi, dan wawancara. Teknik analisis data menggunakan regresi linier sederhana dengan program SPSS. Hasil penelitian menunjukkan ada pengaruh positif antara nilai rata- rata mata pelajaran produktif terhadap prestasi on the job training. Hal ini di tunjukkan nilai thitung sebesar 6,397 > ttabel (2,01 dengan probabilitas 0.000 < 0.05. Simpulan dari hasil penelitian adalah bahwa rata-rata nilai mata pelajaran produktif mencapai 7.7500 dalam kategori cukup. Rata-rata prestasi on the job training mencapai 8,0015 dalam kategori baik. Ada pengaruh antara nilai rata-rata mata pelajaran produktif terhadap prestasi on the job training dengan kontribusi sebesar 44%. Sedangkan 56% didukung oleh faktor lain yaitu minat dan motivasi mengikuti on the job training, fasilitas di dunia industri. Â Kata Kunci : Mata Pelajaran Produktif, Prestasi on The Job Training
Setiawan, Fajar; Al Musadieq, Mochammad; Mayowan, Yuniadi
This study aims to explain the variables of On The Job Training (X1), Off The Job Training (X2) simultaneously and partially on Employee Performance (Y). The research method used is explanatory research method. Based on the results of data analysis and hypothesis testing has been done, then from this study can be drawn conclusion as follows. First, there is a significant influence between the variable on the job training (X1) on the employee's performance (Y) with the beta coefficient value o...
Review of the movie Jobs (Joshua Michael Stern, 2013), a drama about Steve Jobs, the founder of Apple.......Review of the movie Jobs (Joshua Michael Stern, 2013), a drama about Steve Jobs, the founder of Apple....
bijvoorbeeld de toekomstige uitzendgebieden in zich heeft. De praktijk gaat hierbij vooraf aan de theorie , de benodigde theoretische kennis wordt niet vooraf...rapportnummer TNO-DV 2008 A340 Opdrachtnummer Datum September 2008 Auteur (s) dr. A.H. van der Hulst ir. T.J. Muller maj C.L. Roos Rubricering rapport...Oriented Training toegepast. Dit betekent in essentie dat de leerlingen vanaf dag een, integrale missies uitvoeren en niet eerst de theorie wordt
The nuclear industry is looking for ways to maximize the dollars spent to train licensed reactor operators and other personnel and, at the same time, upgrade their educational level. The prospects of college credit and/or degree requirements imposed by the US Nuclear Regulatory Commission have provided a significant driving force behind this search. The task is complicated, however, because shift schedules do not permit reactor operators to pursue higher education through the traditional classroom route, and the need for plant-specific training and requalification programs dictate against uniformly adapting college-based courses for training use. The National Program on Noncollegiate Sponsored Instruction (National PONSI) has been of considerable help to the nuclear industry in meeting these challenges. Through its college credit recommendation service, National PONSI has assessed the comparability of certain industry training activities to college-level instruction and has been instrumental in gaining academic recognition of these activities. The program has become a vital means for the industry to achieve its dual mission of preparing employees to successfully perform their jobs and providing them with ways to obtain college degrees in the shortest possible time
The nuclear industry is looking for ways to maximize the dollars spent to train licensed reactor operators and other personnel and, at the same time, upgrade their educational level. The prospects of college credit and/or degree requirements imposed by the US Nuclear Regulatory Commission have provided a significant driving force behind this search. The task is complicated, however, because shift schedules do not permit reactor operators to pursue higher education through the traditional classroom route, and the need for plant-specific training and requalification programs dictate against uniformly adapting college-based courses for training use. The National Program on Noncollegiate Sponsored Instruction (National PONSI) has been of considerable help to the nuclear industry in meeting these challenges. Through its college credit recommendation service, National PONSI has assessed the comparability of certain industry training activities to college-level instruction and has been instrumental in gaining academic recognition of these activities. The program has become a vital means for the industry to achieve its dual mission of preparing employees to successfully perform their jobs and providing them with ways to obtain college degrees in the shortest possible time.
Whitelaw, C M; Nash, M C
To examine the current availability of job-sharing in paediatric training hospitals in Australia and to evaluate job-sharing from the trainees' perspective. National survey with structured telephone interviews and postal questionnai res. The eight major paediatric training hospitals in Australia. Directors of Paediatric Physician Training (DPPTs) at each hospital (or a staff member nominated by them) provided information by phone interview regarding job-sharing. All paediatric trainees who job-shared in 1998 (n=34) were sent written questionnaires, of which 25 were returned. Hospitals differed in terms of whether a trainee was required to give a reason for wishing to job-share, and what reasons were acceptable. One hospital stated that two specialty units (Intensive Care and Neonatal Intensive Care) were excluded from job-sharing, and another stated that certain units were unlikely to be allocated job-sharers. The remaining six hospitals said that all units were available for job-sharing, but the majority of their trainees disagreed. Only one hospital had a cap on the number of job-share positions available yearly. Trainees perceived benefits of job-sharing to include decreased tiredness, increased enthusiasm for work, and the ability to strike a balance between training and other aspects of life. Trainees believed job-sharing did not adversely affect the quality of service provided to patients, and that part-time training was not of lower quality than full-time training. Job-sharing in Australian paediatric training hospitals varies in terms of the number of positions available, eligibility criteria, and which units are available for job-sharing. In our survey, trainees' experience of job-sharing was overwhelmingly positive.
Full Text Available This study analyzes how the formal training services that companies offer affect their employees’ job satisfaction and achievement levels that consequently increase organizations’ productivity-based gains. Training is distinguished between organizational support for training, employee enthusiasm in training and employee satisfaction with training while achievement motivation and perceived job satisfaction respectively refer to direct and indirect contributions of training. Survey-based data sets were collected from a semi-randomized sample covering 307 employees from various departments of 34 private businesses operating in Turkey’ manufacturing sectors. Findings from regression analysis, strongly support the validity of ‘train to gain’ strategy that as businesses invest in employee training activities, their trained employees’ job satisfaction and achievement motivation levels increase. The study underlines that, as a human resource management practice, employee training is an efficient way for businesses to accomplish their purposes. Together with demographic characteristics, overall results put forward some insights for both researchers and practitioners.
Hoshino, Minoru; Ikeda, Tomozumi; Shiota, Yasuhito
Job seeker training for six months for 15 members was performed by Polytechnic Center Kanto in Yokohama from January, 2006. The injection mold was completed by having made training and a training subject correspond. And employment of all the members who consist of 90 persons during the 6 periods was completed. Furthermore, job seeker training for ten months for ten members was performed by the Polytechnic University from January, 2010. Then, The difficult injection mold was completed and all the members were employed. This paper discussed job seeker training and an employment result.
Millbank, G. [Praxis Technical Group, Vancouver, BC (Canada)
The economic, moral and legal arguments for employing local indigenous people for resource extraction jobs are discussed. In addition to explaining the 'why' for training, similar arguments are developed for the 'when' , 'where', and 'how' aspects of training, stressing the superior qualities of DeepLearning(TM), a method developed by the Praxis Technical Group, which embodies many aspects of teaching and learning technologies utilized in indigenous communities around the world. In this training technology the most intense teaching is said to occur during the performance of rites and ceremonies, common to indigenous cultures. While the emphasis in all rituals may appear to be focused entirely upon deities or ancestors, careful observation reveals that there is also a hidden emphasis on creating an appropriate, receptive state of mind among the participants in the ritual. DeepLearning(TM) makes use of this technique by making the learner relaxed, focused and receptive before presenting examples of optimal behaviour. The style of learning is individual, unstressed, free of distractions, and claimed to be many times more effective than typical classroom sessions.
... in an on-the-job training contract? At a minimum, an on-the-job training contract must comply with... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What must be included in an on-the-job training contract? 669.420 Section 669.420 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION...
... Evaluation of the Community-Based Job Training Grants; Comment Request AGENCY: Employment and Training...- Based Job Training Grants. A copy of the proposed information collection request can be obtained by...-Based Job Training Grants (CBJTG) program is sponsored by ETA as an investment in building the capacity...
... 25 Indians 1 2010-04-01 2010-04-01 false Where do I go to apply for Job Placement and Training... PLACEMENT AND TRAINING PROGRAM General Applicability § 26.8 Where do I go to apply for Job Placement and Training assistance? You may apply for Job Placement and Training assistance at the servicing office...
Jones, Melanie K.; Jones, Richard J.; Latreille, Paul L.; Sloane, Peter J.
This paper analyses the relationship between training, job satisfaction and workplace performance using the British 2004 Workplace Employee Relations Survey (WERS). Several measures of performance are analysed including absence, quits, financial performance, labour productivity and product quality. While there is clear evidence that training is positively associated with job satisfaction, and job satisfaction in turn is positively associated with most measures of performance, the relationship...
Donohue, Brad; Conway, Debbie; Beisecker, Monica; Murphy, Heather; Farley, Alisha; Waite, Melissa; Gugino, Kristin; Knatz, Danielle; Lopez-Frank, Carolina; Burns, Jack; Madison, Suzanne; Shorty, Carrie
Ninety-two adolescents, predominantly ethnic minority high school students, participated in a structured Summer Business Institute (SBI). Participating youth were randomly assigned to receive either job social skills or financial management skills training components. Students who additionally received the job social skills training component were…
Community colleges, which are public, two-year institutions of higher education, have become a major provider of education and training that directly leads to a job in a particular occupation. To help community colleges build capacity to provide job training, the federal government has funded several grant programs over the past 15 years. Recent…
... (Monthly Certification of On-the- Job and Apprenticeship Training) Activity: Comment Request AGENCY... techniques or the use of other forms of information technology. Title: Monthly Certification of On-the-Job and Apprenticeship Training, VA Forms 22-6553d and 22-6553d-1. OMB Control Number: 2900-0178. Type of...
... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Are Job Corps center operators responsible for providing all vocational training? 670.510 Section 670.510 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT...
Bellamy, Nikki D; Wang, Min Qi; McGee, Lori A; Liu, Julie S; Robinson, Maryann E
The United States Crisis Counseling Assistance and Training Program (CCP; authorized by the Robert T. Stafford Disaster Relief and Emergency Assistance Act, 1974/2013) aims to provide disaster-recovery support to communities following natural or human-caused disasters through outreach. Job satisfaction among the crisis counselors the CCP employs may affect the delivery of outreach services to survivors and their communities. The present study was conducted to gain insight into CCP crisis counselors' experiences with job training and work-related stress as predictors of job satisfaction. Data was collected from 47 CCP service-provider agencies, including 532 completed service-provider feedback surveys to examine the usefulness of the CCP training they had received, the support and supervision provided by program management, the workload and its duration, resources provided, and the stress experienced. Quantitative and qualitative data were examined, and a multiple linear regression was calculated to predict job satisfaction based on training usefulness, job stress, gender, age, race, full- or part-time status, highest level of education achieved, and supervisory position. The overall regression equation was significant, F(8, 341) = 8.428, p job training was rated as useful (p job stress (p job satisfaction. Findings suggest that proper training and management of stress among crisis counselors are necessary for influencing levels of staff job satisfaction. Where self-care and stress management were not adequately emphasized, more stress was reported. (PsycINFO Database Record (c) 2018 APA, all rights reserved).
Akgündüz, Yusuf Emre; van Huizen, Thomas
This study examines training investments in two-tier labor markets, focusing on the role of job match quality. Temporary workers are in general more likely than permanent workers to leave their employer and therefore are less likely to receive employer-funded training. However, as firms prefer to continue productive job matches, we hypothesize that the negative effect of holding a temporary contract on the probability to be trained diminishes with the quality of the job match. Using a recent longitudinal survey from the Netherlands, we find that temporary workers indeed participate less frequently in firm-sponsored training. However, this effect is fully driven by mismatches: holding a temporary contract does not significantly decrease the probability to receive training for workers in good job matches. Depending on match quality, a temporary job can either be a stepping stone or a dead-end. Copyright © 2015 Elsevier Inc. All rights reserved.
Yang, Rui; Ruan, Jianhai
The Chinese government is pursuing e-learning policies which makes job-training with a knowledge-based society. To explain more fully the important role of the e-learning environment, this article undertakes some typical examples of the governments' job-training under e-learning environment. The main problems in servants' job-training in China are the low quantity in the servants' training, short of restriction, the uniform manner in the training and less fairness and availability of opportunities for educational training. In order to develop the e-learning system, the civil servant's job-training policies are provided and the measures of the effective e-learning system are designed.
was measured by a verbal/ math composite derived from the US military enlistment test, the Armed Services Vocational Aptitude Battery. Training...performance was assessed by written tests of job-related knowledge content. Predictive validity of the verbal/ math composite ranged from .124 to .836...146, Room 122 Wright-Patterson AFB, OH 45433-7511 Malcolm James Ree Department of Leadership Studies School of Business and Leadership Our
The Alaska Native Weatherization Training and Jobs Project expanded weatherization services for tribal members’ homes in southeast Alaska while providing weatherization training and on the job training (OJT) for tribal citizens that lead to jobs and most probably careers in weatherization-related occupations. The program resulted in; (a) 80 Alaska Native citizens provided with skills training in five weatherization training units that were delivered in cooperation with University of Alaska Southeast, in accordance with the U.S. Department of Energy Core Competencies for Weatherization Training that prepared participants for employment in three weatherizationrelated occupations: Installer, Crew Chief, and Auditor; (b) 25 paid OJT training opportunities for trainees who successfully completed the training course; and (c) employed trained personnel that have begun to rehab on over 1,000 housing units for weatherization.
Full Text Available Vocational High School is form of formal education at secondary level which the implementation is to prepare professional employees appropriate their field. Based on the results of preliminary observations indicate that the level of job readiness of students in class XII Accounting at SMK Negeri 1 Batang in Academic Year 2015/2016 still low. This study aimed to determine whether job training experience and motivation to enter the workforce effect towards job readiness of students in class XII Accounting at SMK Negeri 1 Batang in Academic Year 2015/2016 on simultaneously or partially. The population was all students of class XII Accounting in SMK Negeri 1 Batang in Academic Year 2015/2016 which amounts to 70 students, all serve as research respondent. This study uses questionnaire to collect the data. The data of variables is analyzed with multiple regression analysis. The results show that job training experience and motivation to enter the workforce simultaneous positively and significantly effect towards job readiness (61,8%, job training experience partial positively and significantly effect towards job readiness (59,91%, and motivation to enter the workforce partial positively and significantly effect towards job readiness (6,92%. Based on the result of this study, we can conclude that job training experience and motivation to enter the workforce positively and significantly effect towards job readiness students in class XII Accounting at SMK Negeri 1 Batang in Academic Year 2015/2016 on simultaneously or partially.
Report #12-P-0843, September 21, 2012. EPA effectively established and adhered to competitive criteria that resulted in the selection of job training proposals that addressed the broad goals of the Environmental Job Training program.
McAllister, J.E.; Foulke, L.R.
This paper describes a Competency Analysis Process for the development of training programs. This process is compared and contrasted with the Job/Task Analysis (J/TA) process being completed by the Institute of Nuclear Power Operations (INPO). Such competency/job analysis processes provide a training and performance base which contributes to improvements in human performance. Data presented in this paper reinforces the authors' belief in the value of competency analysis and the development of training programs based on competency analysis
Nancy Falxa-Raymond; Erika Svendsen; Lindsay K. Campbell
The demand for a well-trained green-collar labor force will increase as many cities implement sustainability and green infrastructure plans. Additionally, many green jobs training programs are intended to provide pathways out of poverty for low-skilled workers. In this case study, we analyze the experiences of graduates from a New York City, USA green jobs training...
Purpose: The aim of this paper is to review the policy literature on green jobs and green jobs training in the USA and to present findings of a qualitative study on the start-up of two Energy Training Partnerships (ETP) funded by the US Department of Labour to train workers for green jobs. Design/methodology/approach: The paper includes a review…
... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false In which Department job training programs do... job training programs do covered persons receive priority of service? (a) Priority of service applies to every qualified job training program funded, in whole or in part, by the Department, including: (1...
On-the-job training and qualification process of nuclear power plant personnel is described, including the following issues: educational system of technical studies in Finland; training methods at the Loviisa NPP; on-the-job training of control room operators,field operators, maintenance personnel, other groups of the plant; qualifying examinations for different jobs
... of on-the-job training. 230.111 Section 230.111 Highways FEDERAL HIGHWAY ADMINISTRATION, DEPARTMENT... requirements for the provision of on-the-job training. (a) The State highway agency shall determine which... agency may modify the special provisions to specify the numbers to be trained in specific job...
Morrell, Nathan T; Mercer, Deana M; Moneim, Moheb S
Previous studies have examined possible incentives for pursuing orthopedic fellowship training, but we are unaware of previously published studies reporting the trends in the orthopedic job market since the acceptance of certain criteria for fellowship programs by the Accreditation Council for Graduate Medical Education (ACGME) in 1985. We hypothesized that, since the initiation of accredited postresidency fellowship programs, job opportunities for fellowship-trained orthopedic surgeons have increased and job opportunities for nonfellowship-trained orthopedic surgeons have decreased. We reviewed the job advertisements printed in the Journal of Bone and Joint Surgery, American Volume, for the years 1984, 1994, 2004, and 2009. We categorized the job opportunities as available for either a general (nonfellowship-trained) orthopedic surgeon or a fellowship-trained orthopedic surgeon. Based on the advertisements posted in the Journal of Bone and Joint Surgery, American Volume, a trend exists in the orthopedic job market toward seeking fellowship-trained orthopedic surgeons. In the years 1984, 1994, 2004, and 2009, the percentage of job opportunities seeking fellowship-trained orthopedic surgeons was 16.7% (95% confidence interval [CI], 13.1%-20.3%), 40.6% (95% CI, 38.1%-43.1%), 52.2% (95% CI, 48.5%-55.9%), and 68.2% (95% CI, 65.0%-71.4%), respectively. These differences were statistically significant (analysis of variance, Ptraining is thus a worthwhile endeavor. Copyright 2012, SLACK Incorporated.
Belykh, Evgenii; Byvaltsev, Vadim
Microsurgical training has become an obligatory part of many neurosurgical training programs. To assess the cost and effectiveness of acquiring and maintaining microneurosurgical skills by training on an off-the-job basis using dry models. A dry off-the-job microneurosurgical training module was set up. Training exercises involved microdissection in a deep operation field, suturing and tying on gauze, untying, pushing of thread end, and microanastomosis. The time to complete the task and success rate were evaluated. The total cost of all necessary equipment and expendables for the training module was US$910. Fifteen residents participated in the continuous off-the-job training. The average time taken to perform the anastomosis decreased after the month of training from 90 to 20 minutes. Authors revealed that at 2 months, the total time and time to complete anastomosis increased significantly for the participants who discontinued practice after the first month, compared with those who just practiced suturing on gauze after the first month (P job training showed to be readily available and can be helpful for microsurgical training in the low-income regions of the world. Our data suggest that microsurgical training should be continuous and repetitive. Simulation training may benefit from models for repetitive training of relevant technical part-skills. Copyright © 2014 Elsevier Inc. All rights reserved.
H; Z salak
Introduction: Today, women alongside men to help their family economic cycle. So the quality of work life and job stress affect on behavioral reactions such as job satisfaction, job involvement and job performance. Because more women than men experience job stress, the purpose of this study was to investigate the effectiveness of marriage enrichment training on job stress and quality of work life of working women at Bafg Central Iron Ore Company. Methods: This study was quasi-experimental...
Roshchin, Sergey; Travkin, Pavel
Purpose: This paper aims to determine the influence of various enterprise characteristics on on-the-job training. The paper focuses mainly on identifying the influence of a firm's innovative activity, technological capacity for manufacturing and product market competition on its likelihood of having a training program and on training intensity.…
Smith, Matthew J.; Ginger, Emily J.; Wright, Katherine; Wright, Michael A.; Taylor, Julie Lounds; Humm, Laura Boteler; Olsen, Dale E.; Bell, Morris D.; Fleming, Michael F.
The feasibility and efficacy of virtual reality job interview training (VR-JIT) was assessed in a single-blinded randomized controlled trial. Adults with autism spectrum disorder were randomized to VR-JIT (n = 16) or treatment-as-usual (TAU) (n = 10) groups. VR-JIT consisted of simulated job interviews with a virtual character and didactic…
The purpose of this study was to determine whether training affected the job satisfaction reported by online faculty members. A convenience sample of 492 Iowa Community College Online Consortium (ICCOC) faculty members were invited to participate in a quantitative survey, and 148 responded. Overall Job Satisfaction was operationalized through the…
Görlitz, Katja; Tamm, Marcus
This paper addresses the question to what extent the strong positive correlation between education and training can be attributed to differences in individual-, job- and firm-specific characteristics. The novelty of this paper is to analyze previously unconsidered characteristics, in particular, job tasks and firm-fixed effects. The results show…
Asri, S. A.; Sunaya, I. G. A. M.; Rudiastari, E.; Setiawan, W.
Job training is one of the subjects in university or polytechnic that involves many users and reporting activities. Time and distance became problems for users to reporting and to do obligations tasks during job training due to the location where the job training took place. This research tried to develop a web based information system of job training to overcome the problems. This system was developed using Personal Extreme Programming (PXP). PXP is one of the agile methods is combination of Extreme Programming (XP) and Personal Software Process (PSP). The information system that has developed and tested which are 24% of users are strongly agree, 74% are agree, 1% disagree and 0% strongly disagree about system functionality.
Apr 20, 2016 ... But not everyone has equal access to these jobs. ... Researchers supported by IDRC evaluate a training program to ... in Bangladesh's Daily Star Equip youth with skills to accelerate growth ... Careers · Contact Us · Site map.
Groundwork Rhode Island, a Pawtucket-based organization, was one of 17 groups selected today by the U.S. Environmental Protection Agency (EPA) to share $3.3 million to operate environmental job training programs for local citizens.
U.S. Environmental Protection Agency — This asset includes data related to the Superfund Technical Assistance Grant program, including grant number, award amounts, award dates, period of performance,...
U.S. Environmental Protection Agency — This asset includes a number of individual data sets related to site-specific information for Superfund, which is governed under the Comprehensive Environmental...
V K Gupta
Full Text Available Health care infrastructure of our country lacks in effective, bulitin system of on the job training or continuing education for different level of workers. This adversely affects the work performance particularly of those working at peripheral level. It is, therefore, aptly mentioned in “curricula for training of staff of PHC” (1980' that ‘job assigned to the workers can be carried out effectively and efficiei tly only when they are given adequate training for the purpose, wnether as part of their basic professional training or as inservice orieotation training followed by refresher courses and on the job continuing education.’ Against this background, an action study was planned and conductedin 3 PHCs of Varanasi, with the objective, to assess the change in the Level of knowledge of health worker (females alout MCH care, through short term inservice orientation Training programme.
Attracting fishermen has become one of the critical challenges to maintain a basic fisheries production system. Therefore, institutions in Japan have been introducing courses, such as fisheries techniques, to attract students to this industry. The aim of the present study is to identify effective methods of developing job training systems to attract more fishery workers to the industry. The current job training courses for becoming a fishery worker are analyzed, and the results indicate that ...
Md. Hasebur Rahman
Full Text Available Every organization needs well-adjusted, trained, and experienced people to perform its activities effectively and efficiently. Today’s business environment has become complex; the training for employees’ education is becoming a diver for adjusting dynamic change in organizational interfaces. This survey reveals that employee training and job satisfactions have a significant positive relationship with organizational effectiveness. The survey also indicates that job dissatisfaction has an insignificant relationship with organizational effectiveness in commercial banks. The study indicates that to chase dynamic business environments, management should focus on building human resources through diverse training for promoting organizational effectiveness.
... on-the-job training in connection with selected projects. The State plan must assure that the... purpose of providing, as vocational rehabilitation services, on-the-job training and related programs for... 34 Education 2 2010-07-01 2010-07-01 false Use of profitmaking organizations for on-the-job...
De Grip, Andries; Sauermann, Jan
Although the transfer of on-the-job training to the workplace belongs to the realm of educational research, it is also highly related to labour economics. In the economic literature, the transfer of training is based on the theoretical framework of human capital theory and has been extensively analysed empirically in econometric studies that take…
Today's case managers need far more than on-the-job training to understand the complexities of the job and all of the tasks they must do on a daily basis. The length and content of the training must be geared to individual case managers and take into account their knowledge, skill set and experience. New case managers should be able to pass competencies and should meet with the case manager director and the person doing the training at the end of the week to discuss how the training is going. Hospital case managers must develop their own case management training programs that are based on hospital procedures and policies, specific job descriptions, and goals of the department, some experts say. In many cases, rather than hiring an experienced case manager who may not fit well into your department, it's better to hire someone with the characteristics you are looking for and teach him or her case management.
Full Text Available With the diversified development in training clinical students, an impeccable system in clinical on-job postgraduates training has been established. It has been being an important problem for colleges and tutors to improve the quality in the postgraduates training program in the specialty of ophthalmology. This paper analyzed the problems in the training of clinical postgraduates and explored the ways to resolve the problems.
Kim, D.H.; Koh, B.J.
This is the final Report for the technical ''on-the-job traning'' for the Wolsung CANDU nuclear power plant which is the first Pressurized Heavy Water Reactor setting up in Korea. The technical ''on-the-job traning'' was established to increase the capability for the nuclear safety evaluation in order to contribute the future safe operation of the CANDU nuclear power plant. The training has been excuted through three level courses as elementary, intermediate and ''on-the-job training'' at Wolsung power plant. The elementary course was introduction to the CANDU basics and fundamentals. The intermediate course was the more advanced course, and the detailed concepts and engineering explanations of the CANDU system had been instructed. The third course was the ''on-the-job training'' at the Wolsung plant site, which was the most emphasized course during the project. (Author)
Dastagir, M Tariq; Chin, Homer L; McNamara, Michael; Poteraj, Kathy; Battaglini, Sarah; Alstot, Lauren
The best way to train clinicians to optimize their use of the Electronic Health Record (EHR) remains unclear. Approaches range from web-based training, class-room training, EHR functionality training, case-based training, role-based training, process-based training, mock-clinic training and "on the job" training. Similarly, the optimal timing of training remains unclear--whether to engage in extensive pre go-live training vs. minimal pre go-live training followed by more extensive post go-live training. In addition, the effectiveness of non-clinician trainers, clinician trainers, and peer-trainers, remains unclearly defined. This paper describes a program in which relatively experienced clinician users of an EHR underwent an intensive 3-day Peer-Led EHR advanced proficiency training, and the results of that training based on participant surveys. It highlights the effectiveness of Peer-Led Proficiency Training of existing experienced clinician EHR users in improving self-reported efficiency and satisfaction with an EHR and improvements in perceived work-life balance and job satisfaction.
van Zolingen, S.J.; Streumer, Jan; van der Klink, Marcel; de Jong, Rolinda
Post Offices Inc. in The Netherlands has developed and implemented a new instruction model for the training of desk employees. The quality of the new instruction model was assessed by means of the evaluation model of Jacobs and Jones for on-the-job training. It is concluded that the implementation
Oprins, E.A.P.B.; Bruggraaff, E.; Roe, R.
This chapter describes a competence-based assessment system, called CBAS, for air traffic control (ATC) simulator and on-the-job training (OJT), developed at Air Traffic Control The Netherlands (LVNL). In contrast with simulator training, learning processes in OJT are difficult to assess, because
Takizawa, Takeya; Takahashi, Megumi; Takai, Michiko; Ikeda, Taichiro; Miyaoka, Hitoshi
Dementia care practitioner training is essential for professional caregivers to acquire medical knowledge and care skills for dementia patients. We investigated the significance of training in stress management by evaluating caregivers' job stress and coping style before and after they have completed training. The subjects included 134 professional caregivers (41 men, 93 women) recruited from participants in training programmes held in Kanagawa Prefecture from August 2008 to March 2010. A survey using a brief job stress questionnaire and a coping scale was carried out before and after they completed their training. A t-test and multiple regression analysis were performed to evaluate the effects of the training. After the training, the scores of modifiers on the job stress scale and of the coping scale increased, whereas the scores of stress reactions on the job stress scale decreased. However, there were no changes in participants' subjective cognition concerning their workplace environment. Furthermore, the change in stress reaction score tended to correlate with the change in consultation score in all participants and with the change in problem-solving and consultation in male participants. Among female participants, the change in stress reaction score tended to correlate with change in support from superiors and colleagues as modifiers. The factors that correlated to the change in stress reaction score differed between genders. The findings suggest that training caregivers improves their stress reaction and coping skills. © 2016 The Authors. Psychogeriatrics © 2016 Japanese Psychogeriatric Society.
Padiyara, Rosalyn S; Komperda, Kathy E
The effect of postgraduate training on job and career satisfaction among health-system pharmacists was evaluated. A mail-based questionnaire was sent to a random sample of pharmacist members of the American Society of Health-System Pharmacists. Previously validated questions for job and career satisfaction among pharmacists were utilized. The questionnaire was designed to obtain information regarding general employment, work environment, job satisfaction, career satisfaction, postgraduate training, and demographic characteristics. Pharmacists who had completed either a pharmacy residency or fellowship were classified as having postgraduate training. Questionnaires returned within two months of the original mailing date were included in the analysis. Responses from pharmacists who were retired, employed in a nonpharmacy career, or unemployed were excluded. Data were analyzed using SPSS software. Of the 2499 questionnaires mailed, 36 were undeliverable; 1058 were completed, yielding a response rate of 43%. Of these, 48 were excluded, resulting in 1010 questionnaires suitable for analysis. Approximately 37% of respondents indicated completion of postgraduate training. The most common practice setting was a community, not-for-profit hospital (40.9%). Overall, 90.7% of respondents indicated they were either satisfied or highly satisfied with their current employment. Approximately 45% of pharmacists with postgraduate training indicated they were highly satisfied with their employment, compared with 32.7% of pharmacists without postgraduate training (p training were more satisfied with their job than those who did not complete such training.
Ocen, Edward; Francis, Kasekende; Angundaru, Gladies
Purpose: The purpose of this paper is to establish the role of training in building employee commitment and the task of job satisfaction in the association between training and employee commitment in the banking sector in Uganda. Design/methodology/approach: The authors used correlation, regression and MedGraph to investigate the hypotheses.…
Lee, Minhong; Choi, Jae-Sung
The objective of the current study was to evaluate empirically positive side effects of a job-related training program on older adults' self-esteem, depression, and social networks. A total of 70 older adults participated in the study after completing the Older Paraprofessional Training Program developed and provided by the Continuing Education…
Akgündüz, Yusuf Emre; van Huizen, Thomas
This study examines training investments in two-tier labor markets, focusing on the role of job match quality. Temporary workers are in general more likely than permanent workers to leave their employer and therefore are less likely to receive employer-funded training. However, as firms prefer to
Since 1989, Ontario Hydro Nuclear has been developing and implementing formalized On-the-Job Training for qualifying its nuclear power plant chemical laboratory staff. This paper focuses on the process followed in designing, developing and implementing this training, with emphasis on the strengths and weaknesses of the program. 7 refs, 3 figs
Bell, Morris D; Weinstein, Andrea
The job interview is an important step toward successful employment and often a significant challenge for people with psychiatric disability. Vocational rehabilitation specialists can benefit from a systematic approach to training job interview skills. The investigators teamed up with a company that specializes in creating simulated job interview training to create software that provides a virtual reality experience with which learners can systematically improve their job interview skills, reduce their fears, and increase their confidence about going on job interviews. The development of this software is described and results are presented from a feasibility and tolerability trial with 10 participants with psychiatric disability referred from their vocational service programs. Results indicate that this representative sample had a strongly positive response to the prototype job interview simulation. They found it easy to use, enjoyed the experience, and thought it realistic and helpful. Almost all described the interview as anxiety provoking but that the anxiety lessened as they became more skilled. They saw the benefit of its special features such as ongoing feedback from a "coach in the corner" and from being able to review a transcript of the interview. They believed that they could learn the skills being taught through these methods. Participants were enthusiastic about wanting to use the final product when it becomes available. The advantages of virtual reality technology for training important skills for rehabilitation are discussed.
Barker, S. A.
This paper presents an experimental study that examined the effects of cross-cultural instruction on the interpersonal job skills of students in secondary vocational programs. The findings indicated that students receiving the cross-cultural instruction had significantly higher generalizable interpersonal relations skills achievement than students…
Quinn, Robert P.
In recent years, researchers have been questioning the assumption that more education necessarily guarantees workers greater occupational payoffs. This study examines overeducation in the American work force in terms of its frequency; segments of the work force in which it is most common; its relationship to job dissatisfaction, low self-esteem,…
Full Text Available The purpose of this study was to determine the effect of motivation and job training to employees performance of PT. RB Sukasada. This research is causality. The population in this study is the overall employees of PT. RB Sukasada Jl. Kebumen Land No. 901-902, 17 Ilir, Ilir Tim. I, Palembang, South Sumatra 30122, amounting to 39 employees, with census sampling.Data collection techniques used in this study was a questionnaire with the answer given a score based on a scale interval of 1-5 with the Likert method. With multiple linear regress analysis tools. The next test of the hypothesis that f test and t-test to determine of independent variables on the dependent variable, and making inferences. Data analysis techniques in this study assisted by the Statistical program for special science (SPSS The results of research by F test resulted in no significant effect Motivation and Job Training together with the Employee Performance at PT. RB Sukasada with a coefficient of determination (R Square of 34.9%. While based on the t-test a significant difference between motivation and job training partially on performance. With the results of multiple regression 57.0% effect of motivation on the performance and 47.6% influence on the performance of job training. Conclusion motivation and job training are still low in achieving performance.
This training outline for heavy duty tiremen, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for classroom…
This training outline for front end loader operators, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for…
British Columbia Dept. of Education, Victoria.
This training outline for track dozer operators, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for…
This training outline for rotary drill operators, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for…
British Columbia Dept. of Education, Victoria.
This training outline for haulage truck operators, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for…
This training outline for grader operators, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for classroom…
British Columbia Dept. of Education, Victoria.
This training outline for rubber tire dozer operators, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for…
This training outline for shovel operators, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for classroom…
Tumlinson, Katherine; Hubacher, David; Wesson, Jennifer; Lasway, Christine
A job aid is a tool, such as a flowchart or checklist, that makes it easier for staff to carry out tasks by providing quick access to needed information. Many public health organizations are engaged in the production of job aids intended to improve adherence to important medical guidelines and protocols, particularly in resource-constrained countries. However, some evidence suggests that actual use of job aids remains low. One strategy for improving utilization is the introduction of job aids in training workshops. This paper summarizes the results of two separate evaluations conducted in Uganda and the Dominican Republic (DR) which measured the usefulness of a series of four family planning checklists 7-24 months after distribution in training workshops. While more than half of the health care providers used the checklists at least once, utilization rates were sub-optimal. However, the vast majority of those providers who utilized the checklists found them to be very useful in their work.
In this paper, we estimate returns to classroom and on-the-job firm-sponsored training in terms of value-added per worker using longitudinal linked employee-employer Canadian data from 1999 to 2006. We estimate a standard production function controlling for endogenous training decisions because of perceived net benefits and time-varying market conditions using dynamic panel GMM methods. We find that employees who undertook classroom training are 11 percent more productive than otherwise simil...
Simpson, Deborah; Leipzig, Rosanne M; Sauvigné, Karen
Changes in health care that are already in progress, including value- and population-based care, use of new technologies for care, big data and machine learning, and the patient as consumer and decision maker, will determine the job description for geriatricians practicing in 2025. Informed by these future certainties, 115 geriatrics educators attending the 2016 Donald W. Reynolds Foundation Annual meeting identified five 2025 geriatrician job roles: complexivist; consultant; health system leader and innovator; functional preventionist; and educator for big "G" and little "g" providers. By identifying these job roles, geriatrics fellowship training can be preemptively redesigned. © 2017, Copyright the Authors Journal compilation © 2017, The American Geriatrics Society.
Full Text Available Objective: Nurses are the most important staff in the health care system, thus, their job satisfaction is important in nursing management. The present study aimed at determining the impact of teaching spiritual intelligence on the job satisfaction of psychiatric nurses.Methods: The participants were divided into 2 groups by random allocation. Data were collected in 3 stages of before intervention, 4 weeks, and 8 weeks post intervention using Brayfield & Rother Job Satisfaction Questionnaire.Results: The results of this study revealed that the mean score of job satisfaction in the experimental group was 65.5±9.9 in the pre intervention stage, which increased to 69.8±6.3 one month after the intervention and to 72.5±8.9 in 2 months after the intervention, and it was significantly more than that of the control group.Conclusions: The job satisfaction rate of the control group decreased admirably in both 1 month and 2 months after the intervention stage. Thus, spiritual intelligence training is an effective method to increase job satisfaction, and it is suggested that managers consider spiritual intelligence training to increase job satisfaction in nurses.
Heydari, Abbas; Meshkinyazd, Ali; Soudmand, Parvaneh
Objective: Nurses are the most important staff in the health care system, thus, their job satisfaction is important in nursing management. The present study aimed at determining the impact of teaching spiritual intelligence on the job satisfaction of psychiatric nurses. Method: The participants were divided into 2 groups by random allocation. Data were collected in 3 stages of before intervention, 4 weeks, and 8 weeks post intervention using Brayfield & Rother Job Satisfaction Questionnaire. Results: The results of this study revealed that the mean score of job satisfaction in the experimental group was 65.5±9.9 in the pre intervention stage, which increased to 69.8±6.3 one month after the intervention and to 72.5±8.9 in 2 months after the intervention, and it was significantly more than that of the control group. Conclusion: The job satisfaction rate of the control group decreased admirably in both 1 month and 2 months after the intervention stage. Thus, spiritual intelligence training is an effective method to increase job satisfaction, and it is suggested that managers consider spiritual intelligence training to increase job satisfaction in nurses.
Dominguez, Luis Carlos; Stassen, Laurents; de Grave, Willem; Sanabria, Alvaro; Alfonso, Edgar; Dolmans, Diana
The intention to leave surgical training, hereinafter referred as proxy of "attrition," is associated with poor well-being in the workplace. Attrition is suggested to diminish when residents possess job-crafting skills, that is, the ability to redefine their job in meaningful ways and maximize well-being at work by increasing structural and social resources and challenges and decreasing hindering demands. However, the evidence supporting this relationship is scant. This study sought to: 1) investigate to what extent residents possess job-crafting skills and compare residents' levels of job-crafting skills across years of residency training; 2) investigate the relationship between job crafting, well-being as measured by burnout and work-engagement rates, and the intention to leave; and 3) compare the levels of job-crafting skills and well-being between residents with and without serious intentions to leave. This cross sectional study was conducted in fifteen residency programs in Colombia. Surgical residents completed different questionnaires including the Dutch Job Crafting Scale (DJCS), MBI-Human Services Survey (MBI-HSS), Utrecht Work Engagement Scale (UWES-17) and an adapted version of the Nurse Turnover Intention Scale (NTIS). The objectives were addressed by independent analyses of variance (ANOVA), structural equation modeling techniques (SEM) and independent t-tests, respectively. A total of 202 residents participated. Residents generally scored high on their job-crafting skills to increase structural and social resources as well as challenging demands, but were less positive about their skills to reduce hindering demands. No differences across years of training were found. Job crafting correlated positively with work-engagement, which was inversely related to the intention to leave. Conversely, job crafting correlated negatively with burnout, which bore a positive relationship to the intention to leave. Residents with serious intentions to leave exhibited
Smith, Peter M; Mustard, Cameron A
Objective To describe the provision of safety training to Canadian employees, specifically those in their first year of employment with a new employer. Design Three repeated national Canadian cross‐sectional surveys. Subjects 59 159 respondents from Statistics Canada's Workplace and Employee Surveys (1999, 2001 and 2003), 5671 who were in their first year of employment. Main outcome Receiving occupational health and safety training, orientation training or office or non‐office equipment training in either a classroom or on‐the‐job in the previous 12 months. Results Only 12% of women and 16% of men reported receiving safety training in the previous 12 months. Employees in their first 12 months of employment were more likely to receive safety training than employees with >5 years of job tenure. However, still only one in five new employees had received any safety training while with their current employer. In a fully adjusted regression model, employees who had access to family and support programs, women in medium‐sized workplaces and in manufacturing, and men in large workplaces and in part‐time employment all had an increased probability of receiving safety training. No increased likelihood of safety training was found in younger workers or those in jobs with higher physical demands, both of which are associated with increased injury risk. Conclusions From our results, it would appear that only one in five Canadian employees in their first year of a new job received safety training. Further, the provision of safety training does not appear to be more prevalent among workers or in occupations with increased risk of injuries. PMID:17296687
Smith, Peter M; Mustard, Cameron A
To describe the provision of safety training to Canadian employees, specifically those in their first year of employment with a new employer. Three repeated national Canadian cross-sectional surveys. 59 159 respondents from Statistics Canada's Workplace and Employee Surveys (1999, 2001 and 2003), 5671 who were in their first year of employment. Receiving occupational health and safety training, orientation training or office or non-office equipment training in either a classroom or on-the-job in the previous 12 months. Only 12% of women and 16% of men reported receiving safety training in the previous 12 months. Employees in their first 12 months of employment were more likely to receive safety training than employees with >5 years of job tenure. However, still only one in five new employees had received any safety training while with their current employer. In a fully adjusted regression model, employees who had access to family and support programs, women in medium-sized workplaces and in manufacturing, and men in large workplaces and in part-time employment all had an increased probability of receiving safety training. No increased likelihood of safety training was found in younger workers or those in jobs with higher physical demands, both of which are associated with increased injury risk. From our results, it would appear that only one in five Canadian employees in their first year of a new job received safety training. Further, the provision of safety training does not appear to be more prevalent among workers or in occupations with increased risk of injuries.
Arbuckle, Melissa R; Degolia, Sallie G; Esposito, Karin; Miller, Deborah A; Weinberg, Michael; Brenner, Adam M
The purpose of this study was to characterize associate training director (ATD) positions in psychiatry. An on-line survey was e-mailed in 2009 to all ATDs identified through the American Association of Directors of Psychiatric Residency Training (AADPRT). Survey questions elicited information regarding demographics, professional activities, job satisfaction, and goals. Of 170 ATDs surveyed, 73 (42.9%) completed the survey. Most respondents (71.3%) had been in their positions for 3 years or less. Many ATDs indicated that they were involved in virtually all aspects of residency training; 75% of respondents agreed that they were happy with their experience. However, specific concerns included inadequate time and compensation for the ATD role in addition to a lack of mentorship and unclear job expectations. Thoughtful attention to the construction of the ATD role may improve job satisfaction.
The need to build a more robust workforce development pipeline is evident in the hundreds of thousands of job openings in our nation's advanced manufacturing industry. Rapid technological change has created a severe skills gap, compounded by a pending wave of retirements due to the aging of the workforce. These challenges are particularly…
Varekamp, Inge; Verbeek, Jos H.; de Boer, Angela; van Dijk, Frank J. H.
Employees with a chronic physical condition may be hampered in job performance due to physical or cognitive limitations, pain, fatigue, psychosocial barriers, or because medical treatment interferes with work. This study investigates the effect of a group-training program aimed at job maintenance.
It is now well recognized internationally in the nuclear industry that a Systematic Approach to Training (SAT), as described in IAEA-TECDOC-525, represents the currently most effective method of providing effective, efficient training to Nuclear Power Plant (NPP) personnel. For this reason the Canadian regulator, the Atomic Energy Control Board (AECB), has made SAT a requirement for the training of NPP personnel whose job activities could affect plant or public safety. In this respect the AECB recognizes that the SAT process will dictate on-the-job-training (OJT) and the prudent use of Job Performance Measures (JPMs) as the most effective method of providing parts of the required training to some work groups. The AECB has adopted a process of training program evaluation for NPP operations personnel which comprises methods to evaluate all types of training including OJT. This paper describes some variations which have been identified in the conduct of OJT at Canadian utilities. It then presents the three step process established by the AECB to effectively evaluate training programs expertise is required. The concept of utility self-evaluations is introduced. Finally, the importance of consistency on the part of the regulator in following a systematic approach to evaluation through the application of a viable standard is addressed. (author). 2 figs
Reich, D J; Magee, J C; Gifford, K; Merion, R M; Roberts, J P; Klintmalm, G B G; Stock, P G
The American Society of Transplant Surgeons (ASTS) sought whether the right number of abdominal organ transplant surgeons are being trained in the United States. Data regarding fellowship training and the ensuing job market were obtained by surveying program directors and fellowship graduates from 2003 to 2005. Sixty-four ASTS-approved programs were surveyed, representing 139 fellowship positions in kidney, pancreas and/or liver transplantation. One-quarter of programs did not fill their positions. Forty-five fellows graduated annually. Most were male (86%), aged 31-35 years (57%), married (75%) and parents (62%). Upon graduation, 12% did not find transplant jobs (including 8% of Americans/Canadians), 14% did not get jobs for transplanting their preferred organ(s), 11% wished they focused more on transplantation and 27% changed jobs early. Half fellows were international medical graduates; 45% found US/Canadian transplant jobs, particularly 73% with US/Canadian residency training. Fellows reported adequate exposure to training volume, candidate selection, pre/postoperative care and organ procurement, but not to donor management/selection, outpatient care and core didactics. One-sixth noted insufficient 'mentoring/preparation for a transplantation career'. Currently, there seem to be enough trainees to fill entry-level positions. One-third program directors believe that there are too many trainees, given the current and foreseeable job market. ASTS is assessing the total workforce of transplant surgeons and evolving manpower needs. ©2011 The Authors Journal compilation©2011 The American Society of Transplantation and the American Society of Transplant Surgeons.
Dastagir, M. Tariq; Chin, Homer L.; McNamara, Michael; Poteraj, Kathy; Battaglini, Sarah; Alstot, Lauren
The best way to train clinicians to optimize their use of the Electronic Health Record (EHR) remains unclear. Approaches range from web-based training, class-room training, EHR functionality training, case-based training, role-based training, process-based training, mock-clinic training and “on the job” training. Similarly, the optimal timing of training remains unclear--whether to engage in extensive pre go-live training vs. minimal pre go-live training followed by more extensive post go-live training. In addition, the effectiveness of non-clinician trainers, clinician trainers, and peer-trainers, remains unclearly defined. This paper describes a program in which relatively experienced clinician users of an EHR underwent an intensive 3-day Peer-Led EHR advanced proficiency training, and the results of that training based on participant surveys. It highlights the effectiveness of Peer-Led Proficiency Training of existing experienced clinician EHR users in improving self-reported efficiency and satisfaction with an EHR and improvements in perceived work-life balance and job satisfaction. PMID:23304282
Gao, Ni; Dolce, Joni; Rio, John; Heitzmann, Carma; Loving, Samantha
This column describes a goal-oriented, time-limited in vivo coaching/training approach for skills building among peer veterans vocational rehabilitation specialists of the Homeless Veteran Supported Employment Program (HVSEP). Planning, implementing, and evaluating the training approach for peer providers was intended, ultimately, to support veterans in their goal of returning to community competitive employment. The description draws from the training experience that aimed to improve the ability of peer providers to increase both rates of employment and wages of the homeless veterans using their services. Training peers using an in vivo training approach provided a unique opportunity for the veterans to improve their job development skills with a focus to support employment outcomes for the service users. Peers who received training also expressed that learning skills through an in vivo training approach was more engaging than typical classroom trainings. (PsycINFO Database Record (c) 2016 APA, all rights reserved).
A statistical study of training- and job-performance measures of several hundred Air Traffic Control Specialists (ATCS) representing Enroute, Terminal, and Flight Service Station specialties revealed that training-performance measures reflected: : 1....
Full Text Available The aim of this study was to determine the effectiveness of communication skills training to increase job satisfaction and job performance in employees of Bandar Imam petrochemical plant in Mahshahr in 2016. The statistical population consisted of all employees of Bandar Imam petrochemical plant in Mahshahr in 2015. 30 employees who were selected by convenient sampling constituted the sample of the study and were assigned to experimental and control groups (15=experiment and 15=control. The research employed quasi-experimental and pretest-posttest methods with control group. The tools used in this study were Fildoroso's job satisfaction and Paterson’s job performance questionnaires. The results of the test using analysis of covariance showed that, according to the average job satisfaction in the experimental group compared to the control group, communication skills training increased job satisfaction in the experimental group. The effect or difference is equal to 0/44. According to the average job performance in an experimental group compared to the average control group, communication skills training increased job performance in the experimental groups. The effect or difference is equal to 0/46.
Part-time work is an increasingly common phenomenon amongst medical professionals. Therefore many postgraduate training programmes for resident physicians also offer the opportunity of part-time work, which is usually in the form of an 80% full-time equivalent post. A new initiative has created the possibility of job-sharing, in which each of the participants fulfills 50% of one training position. Although the experience of the participants is mainly positive, it is unclear how this development will impact the quality of patient care and how it will affect the fulfillment of the training objectives. A more systematic evaluation of job-sharing in postgraduate medical training programmes is required to clarify these points.
Lagasse, L. (Manitoba Hydro, Winnipeg, MB (Canada))
The rationale for and the process to establish a team to develop a framework for a training plan, determine the cost of such a program for all employees of the Power Supply Division of Manitoba Hydro, and to establish guidelines for implementation of the plan are described. The end result of the process is a job profile and skill and knowledge inventory for some 25 job families within the Power Supply Division; a form to establish training needs for all employees for a three year period which will provide the basis for a three-year training plan and budget; an implementation guide and training plan spreadsheet to facilitate the implementation process; and a series of performance indicators. 4 figs.
The Assistant Secretary for Special Education and Rehabilitative Services announces a priority under the Rehabilitation Training program to establish a Job-Driven Vocational Rehabilitation Technical Assistance Center (JDVRTAC). The Assistant Secretary may use this priority for competitions in fiscal year (FY) 2014 and later years. We take this action to focus on training in an area of national need. Specifically, this priority responds to the Presidential Memorandum to Federal agencies directing them to take action to address job-driven training for the Nation's workers. The JDVRTAC will provide technical assistance (TA) to State vocational rehabilitation (VR) agencies to help them develop for individuals with disabilities training and employment opportunities that meet the needs of today's employers.
Tam, May Yeuk-Mui
Participation in job-related training as part and parcel of lifelong learning is widely advocated. While many empirical research about job-related training of employees are about advanced western economies, little is known about advanced Asian economies. To fill this void in the literature, this study applies the human capital, institutional and…
Finance Project, 2012
Baptist Community Ministries asked The Finance Project to examine the expenditure of federal funds for job training and education of New Orleans' disconnected young adults (i.e., persons between ages 16 and 24 who are not in school or work). Four major sources of federal funding for job training and education of this population are available: the…
Full Text Available BACKGROUND: On-the-job training is an important strategy for general practitioners to deliver appropriately community health services in China. The development of basic professional competence for general practitioners is the main goal of on-the-job training program. The aim of this study was to explore the needs of and the challenges to on-the-job training for general practitioners, and to provide advices for policy-makers to carry out this program more effectively. METHODS: We conducted 3 nominal group techniques, 17 in-depth interviews and 3 focus groups to identify the status of, needs of and challenges to on-the-job training for general practitioners in Liaoning, Ningxia, and Fujian provinces from September 2011 until December 2011. Audiotapes and transcripts were analyzed to identify major themes. Content analysis of the data was completed from January 2012 to March 2012. RESULTS: Basic theoretical knowledge and clinical skills were the main needs for general practitioners during on-the-job training. The challenges during training included the time contradiction between work and training, deficiencies of qualified preceptors, and lack of training funds. Participants gave recommendations how to resolve the above problems. CONCLUSIONS: In order to improve the outcomes of general practice on-the-job training, it is necessary for government officials to resolve the contradiction between work and training, train preceptors continuously, and increase financial support in the training program.
Wang, Bo; Wu, Tao; Huang, Yafang; Guo, Aimin
Background On-the-job training is an important strategy for general practitioners to deliver appropriately community health services in China. The development of basic professional competence for general practitioners is the main goal of on-the-job training program. The aim of this study was to explore the needs of and the challenges to on-the-job training for general practitioners, and to provide advices for policy-makers to carry out this program more effectively. Methods We conducted 3 nominal group techniques, 17 in-depth interviews and 3 focus groups to identify the status of, needs of and challenges to on-the-job training for general practitioners in Liaoning, Ningxia, and Fujian provinces from September 2011 until December 2011. Audiotapes and transcripts were analyzed to identify major themes. Content analysis of the data was completed from January 2012 to March 2012. Results Basic theoretical knowledge and clinical skills were the main needs for general practitioners during on-the-job training. The challenges during training included the time contradiction between work and training, deficiencies of qualified preceptors, and lack of training funds. Participants gave recommendations how to resolve the above problems. Conclusions In order to improve the outcomes of general practice on-the-job training, it is necessary for government officials to resolve the contradiction between work and training, train preceptors continuously, and increase financial support in the training program. PMID:24728399
Zhao, Yali; Chen, Rui; Wang, Bo; Wu, Tao; Huang, Yafang; Guo, Aimin
On-the-job training is an important strategy for general practitioners to deliver appropriately community health services in China. The development of basic professional competence for general practitioners is the main goal of on-the-job training program. The aim of this study was to explore the needs of and the challenges to on-the-job training for general practitioners, and to provide advices for policy-makers to carry out this program more effectively. We conducted 3 nominal group techniques, 17 in-depth interviews and 3 focus groups to identify the status of, needs of and challenges to on-the-job training for general practitioners in Liaoning, Ningxia, and Fujian provinces from September 2011 until December 2011. Audiotapes and transcripts were analyzed to identify major themes. Content analysis of the data was completed from January 2012 to March 2012. Basic theoretical knowledge and clinical skills were the main needs for general practitioners during on-the-job training. The challenges during training included the time contradiction between work and training, deficiencies of qualified preceptors, and lack of training funds. Participants gave recommendations how to resolve the above problems. In order to improve the outcomes of general practice on-the-job training, it is necessary for government officials to resolve the contradiction between work and training, train preceptors continuously, and increase financial support in the training program.
Training and emergency-planning needs within the photovoltaic industry may be more accurately determined through the performance of detailed job-safety analysis. This paper outlines the four major components of such an analysis, namely operational review, hazards evaluation, personnel review and resources evaluation. It then shows how these may be developed into coherent training and planning recommendations, for both emergency and non-emergency situations.
Smith, Matthew J; Fleming, Michael F; Wright, Michael A; Roberts, Andrea G; Humm, Laura Boteler; Olsen, Dale; Bell, Morris D
Individuals with schizophrenia have low employment rates and the job interview presents a critical barrier for them to obtain employment. Virtual reality training has demonstrated efficacy at improving interview skills and employment outcomes among multiple clinical populations. However, the effects of this training on individuals with schizophrenia are unknown. This study evaluated the efficacy of virtual reality job interview training (VR-JIT) at improving job interview skills and employment outcomes among individuals with schizophrenia in a small randomized controlled trial (n=21 VR-JIT trainees, n=11 waitlist controls). Trainees completed up to 10h of virtual interviews using VR-JIT, while controls received services as usual. Primary outcome measures included two pre-test and two post-test video-recorded role-play interviews scored by blinded raters with expertise in human resources and self-reported interviewing self-confidence. Six-month follow-up data on employment outcomes were collected. Trainees reported that the intervention was easy-to-use, helpful, and prepared them for future interviews. Trainees demonstrated increased role-play scores between pre-test and post-test while controls did not (p=0.001). After accounting for neurocognition and months since prior employment, trainees had greater odds of receiving a job offer by 6month follow-up compared to controls (OR: 8.73, p=0.04) and more training was associated with fewer weeks until receiving a job offer (r=-0.63, pjob interview skills in individuals with schizophrenia. Moreover, trainees had greater odds of receiving a job offer by 6-month follow-up. Future studies could evaluate the effectiveness of VR-JIT within community-based services. Copyright © 2015 Elsevier B.V. All rights reserved.
Barker, Shirl A.
An experimental group of 65 secondary vocational students received cross-cultural training focused on interpersonal communication and job skills. Compered with 65 controls, the experimental group had significantly better interpersonal skills. Differences in terms of gender, ethnicity, and rural/urban location were found. (Contains 18 references.)…
Office of Personnel Management, Washington, DC.
This guide provides a brief introduction to the Participant Action Plan Approach (PAPA) and a user's handbook. Part I outlines five steps of PAPA which determine how job behavior is changed by training course or program participation. Part II, the manual, is arranged by the five steps of the PAPA approach. Planning for PAPA discusses making…
Konicek, Dale George
Discusses the relationship between industry-related training assignments and faculty job satisfaction, presenting findings from a study of faculty in 37 Texas community colleges. Highlights demographic and work environment variables. Reports general faculty satisfaction with the work but dissatisfaction with working conditions. Presents teachers'…
..., OMB Human Resources and Housing Branch, New Executive Office Building, Room 10235, Washington, DC... (Agreement To Train on the Job Disabled Veterans): Activity Under OMB Review AGENCY: Veterans Benefits... to the Office of Management and Budget (OMB) for review and comment. The PRA submission describes the...
... Officer, OMB Human Resources and Housing Branch, New Executive Office Building, Room 10235, Washington, DC... Certification of On-the- Job and Apprenticeship Training): Activity Under OMB Review AGENCY: Veterans Benefits... abstracted below to the Office of Management and Budget (OMB) for review and comment. The PRA submission...
Neda Sadat Sanei
Full Text Available Motivation as a psychological factor can affect the mental health of employees and consequently the health of work place. It has been recently concerned in the social science literature. The present study aimed to assess the mediating effect of job satisfaction on the relation of motivation, perceived support and training to perceived commitment. The data study analyzed in the structural equation modeling method. The data were gathered in library field, and, also using questionnaire. The data were achieved from staff of Sabzevar city municipality using validity and reliability approved questionnaires. For validity, face and construct validity and for reliability, Cronbach's alpha was used. Finally, data from 159 questionnaires were analyzed. The findings showed that motivation, perceived support and training had positive significant effects on normative and continuance commitment of employees. Also, positive significant effect of job satisfaction on continuance and normative commitment was confirmed. In addition, the findings of this study indicated positive effect of motivation, perceived support and training on perceived commitment with mediating role of job satisfaction. In other words, the more motivation, perceived support and training are, the more job satisfaction will be, which in turn can result in the increased continuance and normative commitment.
Considerable money is spent to advertise, interview, and hire a new employee. Considerable amounts of time and energy should be used to train, orient, and encourage this employee. The longevity of employees in their jobs is often directly related to the nurturing of the employee through continuing education.
Silva, Anderson, Ed.; Pontes, Elvis, Ed.; Guelfi, Adilson, Ed.; Kofuji, Sergio Takeo, Ed.
Chapters in this book include: (1) Courseware Adaptation to Learning Styles and Knowledge Level (Boyan Bontchev and Dessislava Vassileva); (2) Assisted On-Job Training (Claudio Teixeira and Joaquim Sousa Pinto); (3) Self-Directed Learning Readiness Factors in Physicians for Implementing E-Learning in the Continuing Medical Education Programs…
Education Scotland, 2015
This publication provides a quality framework to provide a structure for external review of Modern Apprenticeship off-the-job training.? The indicators in this framework are arranged under three key principles, addressing five questions which Education Scotland is adopting for evaluation purposes. These are underpinned by a wider principle on the…
Ayers, David F.; Miller-Dyce, Cherrel; Carlone, David
Researchers asked 17 participants in a job-training program to describe their personal struggles following an economic restructuring. Examined through a critical theoretical lens, findings indicate that the learners enrolled in the program to reclaim security, dignity, meaningful work, and caring relationships. Program planners at community…
Rosholm, Michael; Nielsen, Michael Svarer
In this paper we extend a job search-matching model with firm-specific investments in training developed by Mortensen (1998) to allow for different offer arrival rates in employment and unemployment. The model by Mortensen changes the original wage posting model (Burdett and Mortensen, 1998) in two...
Obuchi, Toshiro; Imakiire, Takayuki; Miyahara, Sou; Nakashima, Hiroyasu; Hamanaka, Wakako; Yanagisawa, Jun; Hamatake, Daisuke; Shiraishi, Takeshi; Moriyama, Shigeharu; Iwasaki, Akinori
We evaluated our simulated major lung resection employing anatomically correct lung models as "off-the-job training" for video-assisted thoracic surgery trainees. A total of 76 surgeons voluntarily participated in our study. They performed video-assisted thoracic surgical lobectomy employing anatomically correct lung models, which are made of sponges so that vessels and bronchi can be cut using usual surgical techniques with typical forceps. After the simulation surgery, participants answered questionnaires on a visual analogue scale, in terms of their level of interest and the reality of our training method as off-the-job training for trainees. We considered that the closer a score was to 10, the more useful our method would be for training new surgeons. Regarding the appeal or level of interest in this simulation surgery, the mean score was 8.3 of 10, and regarding reality, it was 7.0. The participants could feel some of the real sensations of the surgery and seemed to be satisfied to perform the simulation lobectomy. Our training method is considered to be suitable as an appropriate type of surgical off-the-job training.
U.S. Environmental Protection Agency — The Comprehensive Environmental Response, Compensation and Liability Information System (CERCLIS) (Superfund) Public Access Database contains a selected set of...
Full Text Available Introduction: Today, women alongside men to help their family economic cycle. So the quality of work life and job stress affect on behavioral reactions such as job satisfaction, job involvement and job performance. Because more women than men experience job stress, the purpose of this study was to investigate the effectiveness of marriage enrichment training on job stress and quality of work life of working women at Bafg Central Iron Ore Company. Methods: This study was quasi-experimental with pretest-posttest and control group. The population of this study was all of married female employees who worked at Bafg Central Iron Ore Company (150 persons. From these 150 persons 30 persons were selected by purposeful sampling method. then, they were assignment into 2 groups (experimental and control groups including test and control group. The marriage enrichment training (eight sessions was held on experimental group. The instruments of this research were Health and Safety Executive HSE and Quality of work life QWL. Results: The results showed that marriage enrichment training had significant influence on job stress in experimental group. But, marriage enrichment training did not affect on quality of working life in the experimental group. And so, this was not observed in the control group. Conclusion: since, the job in women is very important, using of this training can reduce job stress the importance of women in the workforce is remarkable use of enrichment education can in women.
Terranova, Aaron B; Henning, Jolene M
Membership in the National Athletic Trainers' Association (NATA) has declined in recent years, generating much debate about professional commitment. To compare the contributing factors of job satisfaction and intention to leave athletic training of certified athletic trainers (ATs) employed in National Collegiate Athletic Association (NCAA) institutions. Cross-sectional study. A link to a Web-based questionnaire containing the Spector Job Satisfaction Survey (JSS) and an original Intention to Leave Survey (ITLS) was distributed by e-mail to 1003 certified members of the National Athletic Trainers' Association. A total of 191 certified members of the NATA employed in a college or university setting in a primarily clinical capacity; representing all NCAA divisions; and having the job title of head athletic trainer, associate/assistant athletic trainer, or graduate assistant/intern athletic trainer. We used separate 3 x 3 factorial analyses of variance to compare the mean scores of each JSS subscale and of the ITLS with NCAA division and job title. A stepwise multiple regression was used to determine the strength of the relationships between the JSS subscales and the ITLS. We found differences for job title in the subscales of Fringe Benefits (F(2182) = 7.82, P = .001 ) and Operating Conditions (F(2,182) = 12.01, P < .001). The JSS subscale Nature of Work was the'greatest indicator of intention to leave (β = -0.45). We found a strong negative correlation between various facets of job satisfaction and intention to leave athletic training. The NCAA division seemed to have no effect on an individual's job satisfaction or intention to leave the profession. In addition, only Fringe Benefits and Operating Conditions seemed to be affected by job title. The ATs had similar levels of job satisfaction regardless of NCAA division, and their job titles were not a major factor in job satisfaction.
Sigurdardottir, Anna Olafia; Svavarsdottir, Erla Kolbrun; Juliusdottir, Sigrun
The purpose of this study was to evaluate the impact of a family systems nursing hospital training educational program (ETI program) on nurses' and midwives' perception of job demands, control, and/or support. Of the nurses and midwives who were working in the Women's and Children's Services Division at The National University Hospital in Iceland, 479 participated in the study on three time periods from 2009 to 2011. Scores for the characteristics of job demands and job control were created to categorize participants into four job types (Karasek and Theorell, 1990). These four job types are high strain (high demand, low control), passive (low demand, low control), low strain (low demand, high control), and active (high demand, high control). However, when the data were evaluated based on the proportion of job characteristics as reported by the nurses and the midwives, no significant difference was found over time (2009 to 2011) (χ(2)=5.203, p=.518). However, based on the results from the independent t-tests at time 1, a significant difference was found amongst the high strain job group regarding perceived support from administrators and colleagues among the nurses and midwives who had taken the ETI program compared to those who had not taken the program (χ(2)=2.218, p=.034). This indicates that the health care professionals who characterized their job to be of high demand but with low control evaluated the support from their administrators and colleagues to be significantly higher if they had taken the ETI program than did the nurses and midwives who did not take the ETI program. These findings are promising because they might, in the long run, increase the nurses' and midwives' autonomy and control over their own work. Copyright © 2015 Elsevier Ltd. All rights reserved.
Laue, Hans-Juergen; Nentwich, Dieter
With the aim of ultimate long-term self-sufficiency in energy supply, a growing number of countries on the threshold of industrialization turn toward nuclear energy as a competitive alternative to increasingly expensive and limited fossil fuels. Most of these countries see in the introduction of nuclear energy a means of raising the technological level of their industry to international standards. Training programs are becoming an essential part of commercial commitments. Close cooperation between the supplier firms and research institutions in the receiving countries is responsible for the degree of success of any commercial enterprise and for the transfer of technology as a whole
Gonyeau, J.A.; Long, R.E.
Northern States Power Company is making a major effort to develop performance based training. It is finding the use of JTA data very helpful in the revision of its maintenance craft training programs. The technique being used involves a group of interns from the Training and Development Program of the University of Minnesota. These interns are largely graduate students, but with no nuclear and little mechanical/electrical experience. A Job Analysis for each discipline was used to: guide the following task analysis, determine program content, evaluate existing OJT check lists, and to define the four crafts used for mechanical maintenance. From the Job Analysis, a Training Task List was developed and correlated to training materials. The analysis of the tasks on the Training Task List is proceeding. Taxonomies of systems or subjects are compared to existing lesson plans. These taxonomies are useful when writing new lesson plans. The taxonomies are an excellent start for the development of enabling objectives. A Nine-Step Plan is being followed in the application of JTA data to the development and refinement of performance based training
... qualified on-the-job training and child care facilities. 1.188-1 Section 1.188-1 Internal Revenue INTERNAL... qualified on-the-job training and child care facilities. (a) Allowance of deduction—(1) In general. Under... operation of a qualified on-the-job training or child care facility or are integrally related facilities...
... facilities for on-job training or work experience at no or nominal pay. 21.299 Section 21.299 Pensions... Selection § 21.299 Use of Government facilities for on-job training or work experience at no or nominal pay.... L. 100-689) (b) Employment status of veterans. (1) While pursuing on-job training or work experience...
... INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.10 When will I find out if I have been selected for Job Placement and Training assistance? (a) Your servicing office will notify you in writing within 30 calendar days once it receives a completed job training application...
... 25 Indians 1 2010-04-01 2010-04-01 false May a tribe integrate Job Placement and Training funds... THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.22 May a tribe integrate Job Placement and Training funds into its Public Law 102-477 Plan? Yes, Indian tribes...
Full Text Available In this work is faced the problem of the professional competence of the young students during their specialization in psychotherapy. Experience is described top work with them in small group, for three years, to fortnightly frequency. The clinical situations of the students are discusses with continuity, from the moment of the formulation of the project of care up to its conclusion. The sustained thesis is that the acquisition of competence stirs on two ways: a procedural competence (strategies and tactics of intervention and relational competence (co-transferal dynamics. Necessity is sustained that the teacher has a complete professional in comparison to the characteristics of the situation to transimit a work, almost artistic. The exploration of the relational dynamics it become important in once following, with objective to harmonize procedural competence and relational competence in a mature professional competence. Brief clinical illustrations are introduced.Keywords: training, procedural competence, relational competence, work group versus work community.
Zhao, Yali; Chen, Rui; Wang, Bo; Wu, Tao; Huang, Yafang; Guo, Aimin
BACKGROUND: On-the-job training is an important strategy for general practitioners to deliver appropriately community health services in China. The development of basic professional competence for general practitioners is the main goal of on-the-job training program. The aim of this study was to explore the needs of and the challenges to on-the-job training for general practitioners, and to provide advices for policy-makers to carry out this program more effectively. METHODS: We conducted 3 n...
Yoder, J.A.; Ludholtz, R.E.; Dodd, C.E.; Pearrell, J.P.
This paper briefly discusses the approach the United States Department of Energy (DOE) has taken to promote high quality, consistent OJT at DOE-owned, contractor operated nuclear facilities. DOE undertook the challenge of improving OJT because of inconsistencies in training methods being used in the workplace and the increased emphasis on properly trained personnel. To improve consistency for the Department's workforce, a Guide to Good Practices for On-the-Job Training was developed. This guide established standards to be used for conducting OJT. A train-the-trainer course was also developed to provide first line supervisors and subject matter experts with the skills necessary to conduct and evaluate OJT. The need for refresher training was identified and the Department developed an On-the-Job Training Refresher course. The OJT instructor course provides 24 hours of demonstrations, instruction, and evaluated practice covering OJT instructional techniques, and developing learning objectives, OJT guides, and performance evaluations. The OJT refresher course provides experienced instructors review of the OJT process, effective techniques, OJT materials, and ''lessons learned''. Through these courses and field application of the good practices, DOE has laid the foundation for high quality OJT. (author). 8 refs
Díaz-Monsalve Sonia Janeth
Full Text Available A study was undertaken in Mexico, Colombia, and El Salvador to determine the impact of a management training program on health managers' job performance. A quasi-experimental design was used where in the baseline study an intervention group of 85 district health managers in the three countries was compared with a control group of 71 managers who did not receive the training program. After the implementation of an 18-month training program (which included 5-day training workshops and a series of tasks to be carried out between the workshops, the outcome in terms of improved job performance (i.e. use of predefined management techniques was measured through twelve management performance indicators. The data collection tools were two questionnaires, participant observation in managers' workplaces, focus group discussions, staff interviews, and document analysis. In Mexico, the control group showed 8.3 times weaker management performance compared to the intervention group; in Colombia the value was 3.6 and in El Salvador 2.4. Factors associated with a successful training outcome were: (a training techniques, (b strengthening of enabling factors, and (c reinforcement mechanisms.
Miguel Aurelio Alonso García
Full Text Available This paper shows the results of the evaluation of training transfer in the Spanish Public Administration with the aim of identifying the factors that influence it.We analyzed 1475 answers and 69 courses organized by the Spanish Public Administration during the first semester of 2016. Direct transfer was evaluated through the Deferred Transfer Scale (CdE; Pineda, Quesada y Ciraso, 2011 while indirect transfer was evaluated through the Training Transfer Factors Scale (FET; Pineda, Quesada y Ciraso, 2013.The results show that trainee factors, organization factors, the orientation towards job requirements and the creation of a professional community all have a positive correlation with training transfer. However the duration of the training, the number of trainees and the number of instructors do not have a correlation with transfer.The time that laps until the trainees finally apply what they learnt in the training has an inverse correlation to transfer.The most important factor when it comes to predicting training transfer is the orientation towards job requirements.
Ingrid L. Potgieter
Research purpose: The aim of this article is to determine the relationship between a specific set of HOD managerial competencies identified as being important for the job and the level of training required in terms of these competencies. Motivation for the study: Research has provided evidence that HODs are often ill-prepared for their managerial role, which requires the development of specific management competencies to enable them to fulfil their roles effectively. Research design, approach and method: A non-experimental quantitative survey design approach was followed and correlational data analyses were performed. A cross-sectional sample of 41 HODs of 22 departments from various faculties of a higher education institution in Gauteng participated in this study. The Management Competency Inventory (MCI of Visser (2009 was applied as a measure. Main findings: The Pearson product-moment analysis indicated that there is a significant relationship between the competencies indicated as being important for the job and the level of training required. Practical/Managerial implications: Training needs of HODs should be formally assessed and the depth of training required in terms of the identified management competencies should be considered in the design of training programmes. Contributions/Value-add: The information obtained in this study may potentially serve as a foundation for the development of an HOD training programme in the South African higher education environment.
Wall, David; Goodyear, Helen; Singh, Baldev; Whitehouse, Andrew; Hughes, Elizabeth; Howes, Jonathan
Three reports in 2013 about healthcare and patient safety in the UK, namely Berwick, Francis and Keogh have highlighted the need for junior doctors' views about their training experience to be heard. In the UK, the General Medical Council (GMC) quality assures medical training programmes and requires postgraduate deaneries to undertake quality management and monitoring of all training posts in their area. The aim of this study was to develop a simple trainee questionnaire for evaluation of postgraduate training posts based on the GMC, UK standards and to look at the reliability and validity including comparison with a well-established and internationally validated tool, the Postgraduate Hospital Educational Environment Measure (PHEEM). The Job Evaluation Survey Tool (JEST), a fifteen item job evaluation questionnaire was drawn up in 2006, piloted with Foundation doctors (2007), field tested with specialist paediatric registrars (2008) and used over a three year period (2008-11) by Foundation Doctors. Statistical analyses including descriptives, reliability, correlation and factor analysis were undertaken and JEST compared with PHEEM. The JEST had a reliability of 0.91 in the pilot study of 76 Foundation doctors, 0.88 in field testing of 173 Paediatric specialist registrars and 0.91 in three years of general use in foundation training with 3367 doctors completing JEST. Correlation of JEST with PHEEM was 0.80 (p training posts.
Frey, Allan H.
Experimentation was carried out to evaluate holograms for use in training and as job aids. Holograms were compared against line drawings and photographs as methods of presenting visual information needed to accomplish a number of tasks. The dependent variables were assembly speed and assembly errors with people unstressed, assembly speed and assembly errors with people stressed, the percentage of discovered errors in assemblies, the number of correct assemblies misidentified as erroneous, and information extraction. Holograms generally were as good as or better visual aids than either photographs or line drawings. The use of holograms tends to reduce errors rather than speed assembly time in the assembly tasks used in these experiments. They also enhance the discovery of errors when the subject is attempting to locate assembly errors in a construction. The results of this experimentation suggest that serious consideration should be given to the use of holography in the development of job aids and in training. Besides these advantages for job aids, other advantages we found are that when page formated information is stored in man-readable holograms they are still useable when scratched or damaged even when similarly damaged microfilm is unuseable. Holography can also be used to store man and machine readable data simultaneously. Such storage would provide simplified backup in the event of machine failure, and it would permit the development of compatible machine and manual systems for job aid applications.
Vianna, Vilson Bedim; Rocha, Janine Gandolpho da
This work approaches the 'on-the-job training' - a method of practical training - used in nuclear industries for workers who handle radioactive nuclides. The required training must, in accordance with the ISO 9000 standard, be geared to meet the needs of the organization, including the minimization of errors in operation with radionuclides, which involves various aspects (standard, social, environmental, personal and process safety etc.). Therefore, the training process must have the commitment of everybody and have a logical and documented sequence, where both the individual and the needs of the company are raised and analyzed. The clear identification of the radiological risks associated to the hands-on training is critical to the safety of who is being trained and should be part of the training content. However, the greatest challenge is a mechanism allowing to transform the hands-on training in practical learning. The role of training in the modern nuclear industry should not be restricted to provide conditions for better training or development of the employee, but also motivate the continuous improvement of the company and of the productive process
The purpose of the Department of Energy (DOE) Guide to Good Practices for On-the-Job Training (OJT) is to provide DOE contractor organizations with information that can be used to modify existing programs or to develop new programs. This guide replaces the Guide to Good Practices for On-the-Job Training that was distributed to DOE and DOE contractors in 1987. DOE contractors should not feel obligated to adopt all parts of this guide. Rather, they can use the information in this guide to develop programs that apply to their facility. This guide can be used as an aid in the design and development of a facility`s OJT programs and to assist the instructors who conduct OJT and performance tests in the areas of facility operations, maintenance, and technical supports.
In the United States, approximately 125,000 people with disabilities are employed through Community Rehabilitation Programs in manufacturing, assembly, and service jobs. These jobs have significant hazards and, consequently, the workers are at risk of injury. Training that empowers workers to participate in prevention efforts can help reduce work-related injuries. In general this kind of health and safety training in the United States is limited. It is even more so for workers with intellectual disabilities, in part because there have not been programs for teaching individuals with cognitive challenges health and safety skills, adapted to their learning needs. This paper describes the development and promotion of the Staying Safe at Work curriculum of UC Berkeley's Labor Occupational Health Program, which is designed for use by support agencies and employers of workers with intellectual disabilities. The goal of this program is to teach these workers essential occupational safety and health skills in a manner they can understand.
Full Text Available The aim of this research is to explore causal relationship among business innova-tion, training and development, and job satisfaction of micro and small manufactur-ing enterprises managers in Palembang city South Sumatera. An explanatory study uses path analysis to explain quantitative data. Data were collected from 335 sample managers of the enterprises by distributing self-developed questionnaires. The method of considering quantity of sample is random sampling. The results show that innovations have an effect on training and development, and training and de-velopment has a significant effect on job satisfaction. On the other side, innovations have no effect on job satisfaction. Innovations include raw materials, production processes and products offered. Job satisfaction include feelings of pleasure and enjoy, feeling calm and not be concerned about, do not ignore the feelings of the faithful, and the feeling of belonging and defend jobs.
Kaisah Riski Zubaeti; Aris Budianto; Dwi Maryono
The activities of the job training is an activity that must be implemented at Vocational Secondary School. The lack of utilization of technology on such activities in Vocational Secondary School, so the data management of the job training become less effective and efficient. Therefore, it is necessary the information system for manage the data on the job training and produces the decision support of the decent industry of the job training as a result of the evaluation of the job training. Th...
Moebius, Siegurd; Bickel, Angela; Schmitt-Hannig, Annemarie; Coeck, Michele
A suitable qualification for responsible personnel in Radiation Protection (RP) must be in general a combination of theoretical knowledge, and the ability (competency) to practice RP. While the theoretical knowledge is acquired by suitable education and by attending training courses, competency and skills can only be obtained by appropriate on-the-job training (OJT) followed by a period of work experience. From the feedback of questionnaires from 30 EU countries within the framework of the EU supported ENETRAP project it can be concluded that OJT provides better chances for future job opportunities and increases international flexibility. As result we recommend covering OJT together with education and training in the Basic Safety Standards and their guidelines for implementation. OJT should be specified by its content (syllabus, learning objectives), availability of necessary facilities and infrastructures as precondition for OJT, assessment of the competence of the participant, format of certificate, recognition of OJT, and responsibilities of host organisation and trainees. OJT should remain a key element in the remodelled 'European RP Training'. Based on these recommendations a two weeks training module on 'Occupational RP: Specificities of Waste Management and Decommissioning' designed for radiation protection professionals has been compiled at the Karlsruhe Training Centre FTU. While the first week of the pilot course focuses on the theoretical knowledge ranging from waste classification to decontamination techniques and transport of radioactive materials, the second week is addressed to practical training as OJT from clearance of radioactive waste, operative RP in the Decontamination Department to RP work in a Research Reactor under decommissioning. Special emphasis is devoted to RP aspects and active involvement of the participants in workshops and case studies. The results of the pilot run with participants from 8 different European countries are reported
Smith, Matthew J.; Ginger, Emily; Wright, Katherine; Wright, Michael; Taylor, Julie Lounds; Humm, Laura Boteler; Olsen, Dale; Bell, Morris D.; Fleming, Michael F.
The feasibility and efficacy of Virtual Reality Job Interview Training (VR-JIT) was assessed in a single-blinded randomized controlled trial. Adults with autism spectrum disorder were randomized to VR-JIT (n=16) or treatment as usual (TAU) (n=10) groups. VR-JIT consisted of simulated job interviews with a virtual character and didactic training. Participants attended 90% of lab-based training sessions and found VR-JIT easy-to-use, enjoyable, and they felt prepared for future interviews. VR-JIT participants had greater improvement during live standardized job interview role-play performances than TAU participants (p=0.046). A similar pattern was observed for self-reported self-confidence at a trend level (p=0.060). VR-JIT simulation performance scores increased over time (R-Squared=0.83). Results indicate preliminary support for the feasibility and efficacy of VR-JIT, which can be administered using computer software or via the internet. PMID:24803366
Tsui, Emma K
The concept of biographical disruption has unique relevance for socioeconomically disadvantaged groups who participate in entry-level job training programmes. In these programmes trainees often suffer from various forms of chronic illness and must arrange these illnesses into a picture of employability. In this article I use ethnographic data and narrative analysis to examine closely two trainees' illness-related experiences, expressions and talk, and find that their ability to present their illnesses in ways that are consistent with programmatic goals is strongly influenced by family support, responsibilities and roles, as well as particular aspects of illness, like the interpretability of symptoms. I also find that the concept of biographical disruption has a curious traction in the world of job training, particularly among job training programme staff who would like to see trainees mobilise a variety of resources to help manage their illness. However, for trainees, many of whom have lived with chronic illness for years, the concept of biographical disruption may be more limited as a tool for understanding the experiences of illness. A more meaningful disruptive force in the lives of trainees appears to be the programme itself and the strategies for dealing with illness that programme staff may extend. © 2012 The Author. Sociology of Health & Illness © 2012 Foundation for the Sociology of Health & Illness/Blackwell Publishing Ltd.
Taha, Jessica; Czaja, Sara J.; Sharit, Joseph
Many older adults who lose their jobs face challenges in finding new employment due to fundamental limitations in their technology skills. While training could give them the skills they need, older workers often have less access to training programs than younger workers. This study examined the feasibility of using an e-learning training program…
Karimi, Leila; Leggat, Sandra G; Bartram, Timothy; Rada, Jiri
Emotional intelligence (EI) training is popular among human resource practitioners, but there is limited evidence of the impact of such training on health care workers. In the current article, we examine the effects of EI training on quality of resident care and worker well-being and psychological empowerment in an Australian aged care facility. We use Bar-On's (1997) conceptualization of EI. We used a quasiexperimental design in 2014-2015 with experimental (training) and control (nontraining) groups of 60 participants in each group in two geographically separate facilities. Our final poststudy sample size was 27 participants for the training group and 17 participants for the control group. Over a 6-month period, we examined whether staff improved their well-being, psychological empowerment, and job performance measured as enhanced quality of care (self-rated and client-rated) by applying skills in EI. The results showed significant improvement among workers in the training group for EI scores, quality of care, general well-being, and psychological empowerment. There were no significant differences for the control group. Through examining the impact of EI training on staff and residents of an aged care facility, we demonstrate the benefits of EI training for higher quality of care delivery. This study demonstrates the practical process through which EI training can improve the work experiences of aged care workers, as well as the quality of care for residents.
Bernburg, Monika; Baresi, Lisa; Groneberg, David; Mache, Stefanie
Pediatricians' job performance, work engagement, and job satisfaction are essential for both the individual physician and quality of care for their little patients and parents. Therefore, it is important to maintain or possibly augment pediatricians' individual and professional competencies. In this study, we developed and implemented a psychosocial competency training (PCT) teaching different psychosocial competencies and stress coping techniques. We investigated (1) the influence of the PCT on work-related characteristics: stress perception, work engagement, job satisfaction and (2) explored pediatricians' outcomes and satisfaction with PCT. Fifty-four junior physicians working in pediatric hospital departments participated in the training and were randomized in an intervention (n = 26) or a control group (n = 28). In the beginning, at follow-up 1 and 2, both groups answered a self-rated questionnaire on perceived training outcomes and work-related factors. The intervention group showed that their job satisfaction significantly increased while perceived stress scores decreased after taking part in the PCT. No substantial changes were observed with regard to pediatricians' work engagement. Participating physicians evaluated PCT with high scores for training design, content, received outcome, and overall satisfaction with the training. Professional psychosocial competency training could improve junior pediatricians' professional skills, reduce stress perception, increase their job satisfaction, and psychosocial skills. In addition, this study indicates that the PCT is beneficial to be implemented as a group training program for junior pediatricians at work. What is Known: • Junior pediatricians often report experiencing high levels of job strain and little supervisory support. • High levels of job demands make pediatricians vulnerable for mental health problems and decreased work ability. What is New: • Development, implementation, and evaluation of a
Smith, Matthew J.; Fleming, Michael F.; Wright, Michael A.; Losh, Molly; Humm, Laura Boteler; Olsen, Dale; Bell, Morris D.
Young adults with high-functioning autism spectrum disorder (ASD) have low employment rates and job interviewing presents a critical barrier to employment for them. Results from a prior randomized controlled efficacy trial suggested virtual reality job interview training (VR-JIT) improved interviewing skills among trainees with ASD, but not…
...- traditional communication methods to make the significance and applicability of SRP-funded research... and Social Sciences Research, and National Institute of Biomedical Imaging and Bioengineering. [cir... Superfund Hazardous Substance Research and Training Program Strategic Plan; Request for Comments ACTION...
Manganiello, Eugene J.; Hlavin, Vincent F.
engineers who have matured professionally in an environment which is essentially one of continuous learning - an experience which comes close to being a form of post graduate training in itself. This environment, in addition to providing continuous evolutionary changes, has also provided two major revolutions which have made this development picture more complex. We will describe these environmental changes which have occurred at the Lewis Research Center and discuss the various techniques and programs we have employed to provide for the professional development of our staff. The Lewis Research Center has had an Interesting and exciting l8-year history of aerospace propulsion research and development. It began during the early years of World War II as an expansion of the Power Plant Division of the NCA Langley Center with the mission of conducting research required for the development of improved reciprocating engines and to study the associated problems of subsonic propulsion aerodynamics, It was only a few years later, however, that turbojet and ramjet propulsion and supersonic flight research became our main concern. This transition to jet type engines and higher speeds was our first major technological change. The aerodynamics of propellers became the aerodynamics of high speed turbine and compressor blades; the fuel ignition and carbon deposition problems were transferred from a cyclical or Intermittent high compression combustion chamber to a continuous combustion zone within a thin-walled metal shell; aerodynamics problems were thrust into the supersonic range; and high temperature materials began to play an increasingly critical role. Although this transition still required the same basic knowledge and principles as before, the new engine types did involve a different emphasis and variety of consideration not generally familiar to our scientists and engineers.
Gu, G Z; Yu, S F; Zhou, W H; Wu, H; Kang, L; Chen, R
Objective: To investigate the influencing factors for job satisfaction in train drivers. Methods: In March 2012, cluster sampling was used to conduct a cross-sectional survey in 1413 male train drivers (including 301 passenger train drivers, 683 freight train drivers, 350 passenger shunting train drivers, and 79 high-speed train drivers) from a locomotive depot of a railway bureau. The occupational stress instruments, job content questionnaire, and effort-reward imbalance questionnaire were used to analyze job satisfaction, occupational stress factors, stress reaction, individual characteristics, coping strategies, and social support. Results: There were significant differences in job satisfaction score between the drivers with different posts, working years, ages, smoking status, and drinking status ( P analysis revealed that job satisfaction score was positively correlated with reward, working stability, promotion opportunity, positive emotion, social support, self-esteem, and coping strategy scores ( P analysis of variance showed that compared with the moderate and low job satisfaction groups, the high job satisfaction group had significantly higher reward, positive emotion, promotion opportunity, and role ambiguity scores ( P job satisfaction groups the low job satisfaction group had significantly higher scores of psychological needs, effort, role conflict, sleep disorders, daily stress, depressive symptom, negative emotion, drug use, intragroup conflict, and social support ( P job satisfaction group had a significantly higher score of self-esteem than the other two groups ( P analysis showed that the risk of job dissatisfaction in the drivers with low so-cial support and high daily stress was more than 2 times that in those with high social support and low daily stress ( OR =2.176 and 2.171) , and sleep disorders, effort, depressive symptom, low self-esteem, and role conflict were risk factors for job dissatisfaction ( OR =1.48-1.625). Conclusion: Occupational
Koffarnus, Mikhail N; Wong, Conrad J; Fingerhood, Michael; Svikis, Dace S; Bigelow, George E; Silverman, Kenneth
The current study examined whether monetary incentives could increase engagement and achievement in a job-skills training program for unemployed, homeless, alcohol-dependent adults. Participants (n=124) were randomized to a no-reinforcement group (n=39), during which access to the training program was provided but no incentives were given; a training reinforcement group (n=42), during which incentives were contingent on attendance and performance; or an abstinence and training reinforcement group (n=43), during which incentives were contingent on attendance and performance, but access was granted only if participants demonstrated abstinence from alcohol. abstinence and training reinforcement and training reinforcement participants advanced further in training and attended more hours than no-reinforcement participants. Monetary incentives were effective in promoting engagement and achievement in a job-skills training program for individuals who often do not take advantage of training programs. © Society for the Experimental Analysis of Behavior.
The purpose of this paper is to determine the impact of on-the-job training on employee wages. The information base is RLMS HSE (2004–2011). The empirical methodology involves estimation using quantile regression and the method of double difference-in-differences. These results confirm the potential benefits of on-the-job training and allow you to see how much different level of influence among workers with high/low unobserved abilities.
This data layer provides access to Base Realignment and Closure (BRAC) Superfund Sites as part of the CIMC web service. EPA works with DoD to facilitate the reuse and redevelopment of BRAC federal properties. When the BRAC program began in the early 1990s, EPA worked with DoD and the states to identify uncontaminated areas and these parcels were immediately made available for reuse. Since then EPA has worked with DoD to clean up the contaminated portions of bases. These are usually parcels that were training ranges, landfills, maintenance facilities and other past waste-disposal areas. Superfund is a program administered by the EPA to locate, investigate, and clean up worst hazardous waste sites throughout the United States. EPA administers the Superfund program in cooperation with individual states and tribal governments. These sites include abandoned warehouses, manufacturing facilities, processing plants, and landfills - the key word here being abandoned.This data layer shows Superfund Sites that are located at BRAC Federal Facilities. Additional Superfund sites and other BRAC sites (those that are not Superfund sites) are included in other data layers as part of this web service.BRAC Superfund Sites shown in this web service are derived from the epa.gov website and include links to the relevant web pages within the attribute table. Data about BRAC Superfund Sites are located on their own EPA web pages, and CIMC links to those pages. The CIMC web service
Gonzalez Rabasa, D.
- Common Primary Education - Initial training specific job - Training in the workplace For engineering has detected an area for improvement in the described model, consisting of providing the initial formation of a common engineering approach rather than the current operational approach. In preparing this plan takes into account the INPO standards, a functional analysis of the different jobs, the managers and supervisors of the observations and feedback from students, among others.
The decade of the 1980's has been a turbulent time for the Department of Energy. With concern mounting about the terrorist threat, a wave of congressional inquiries and internal inspections crossed the nation and engulfed many of the nuclear laboratories and facilities operated by DOE contractors. A typical finding was the need to improve, and increase, the training of the protective force. The immediate reaction resulted in a wide variety of responses, with most contractors feeling safer with too much, rather than not enough training. As soon as the initial pressures to upgrade subsided, a task force was established to evaluate the overall training needs. Representatives from the contractor facilities worked together to conduct a job analysis of the protective force. A generic task inventory was established, and validated at the different sites. This list has been invaluable for determining the tasks, conditions, and standards needed to develop well stated learning objectives. The enhanced training programs are being refined to ensure job content validity based on the data collected.
Subramaniam, Shrinidhi; Everly, Jeffrey J; Silverman, Kenneth
Chronically unemployed adults may benefit from intensive job-skills training; however, training programs do not always reliably engage participants in mastering skills. This study examined effects of voucher reinforcement for performance on a job-skills training program in the therapeutic workplace. Participants were four unemployed, substance abusing adults who earned monetary vouchers for working on programs targeting typing skills. Participants were exposed to two payment conditions that differed in whether or not pay was dependent on performance in a within-subject reversal design. In the productivity-pay condition, participants earned $8.00 per hour for attending the workplace plus a bonus for performance. In the base-pay condition, participants were paid an hourly wage that was equivalent to the total hourly earnings from the previous productivity-pay condition. Participants completed less work on the typing programs in the base- than the productivity-pay condition, but the amount of time spent in the workroom and the accuracy and rate of typing were not affected by the pay manipulation. All participants reported preferring base pay over productivity pay. Explicit reinforcement of productivity maintains consistent work in training programs, but more aspects of productivity pay need to be refined for effective, efficient, and socially valid implementation with unemployed, substance-abusing adults.
The INPO task analysis process, as well as that of many utilities, is based on the approach used by the US Navy. This is undoubtedly due to the Navy nuclear background of many of those involved in introducing the systems approach to training to the nuclear power industry. This report outlines an approach, used by a major North-Central utility, which includes a process developed by the Air Force. Air Force task analysis and instructional system development includes the use of a proficiency code. The code includes consideration of three types of learning - task performance, task knowledge, and subject knowledge - and four levels of competence for each. The use of this classification system facilitates the identification of desired competency levels at the completion of formal training in the classroom and lab, and of informal training on the job. By using the Air Force's proficiency code. The utility's program developers were able to develop generic training for its main training facility and site-specific training at its nuclear plants, using the most efficiency and cost-effective training methods
Hoch, R.R. [HGS, Inc., Ellicott City, MD (United States)
On-the-Job Training (OJT) should be utilized for all posts in the stations. OJT for entry level positions should include training in many mundane areas that are often overlooked such as record keeping (log sheets and log books), proper communications and how to conduct himself or herself on the watch, during either emergency or routine situations. A separate OJT Program should be provided to prepare personnel to qualify for promotion to the next level. (Depending on any common agreements or bargaining unit contracts, OJT Programs can also be used to pre-qualify candidates for promotion to the next level.) By allowing the trainee to retain all OJT Program materials, it will also be available to him or her for continued reference or remedial training. (When an OJT Program is first instituted, it may be validated by issuing it to incumbent personnel and, subsequent, incorporating their comments or corrections.) This paper describes a formal OJT program.
The selection and development of strong executive talent to manage the utility industry is essential if some of the controversy and confusion over the role and policies of utilities is to be resolved. The industry has traditionally trained and elevated executives within the organization, but new technical developments have changed the managerial skills required of executives. Today's manager needs an understanding of the total industry regardless of his initial training, the politics involved in advocating issues, and the need to keep costs down. To develop managerial continuity, utilities can institute job rotation as part of their management training program. The option to bring in executives from outside the company allows more stringent standards and introduces new ideas. Competitive salaries increase the opportunity to attract and retain talent. The Board of Directors can actively develop a flexible organizational structure that allows the executive group to adjust to changing demand. (DCK)
Smith, Matthew J; Humm, Laura Boteler; Fleming, Michael F; Jordan, Neil; Wright, Michael A; Ginger, Emily J; Wright, Katherine; Olsen, Dale; Bell, Morris D
Veterans with posttraumatic stress disorder (PTSD) have low employment rates and the job interview presents a critical barrier for them to obtain competitive employment. To evaluate the acceptability and efficacy of virtual reality job interview training (VR-JIT) among veterans with PTSD via a small randomized controlled trial (n=23 VR-JIT trainees, n=10 waitlist treatment-as-usual (TAU) controls). VR-JIT trainees completed up to 10 hours of simulated job interviews and reviewed information and tips about job interviewing, while wait-list TAU controls received services as usual. Primary outcome measures included two pre-test and two post-test video-recorded role-play interviews scored by blinded human resource experts and self-reported interviewing self-confidence. Trainees attended 95% of lab-based VR-JIT sessions and found the intervention easy-to-use, helpful, and prepared them for future interviews. VR-JIT trainees demonstrated significantly greater improvement on role-play interviews compared with wait-list TAU controls (p=0.04) and demonstrated a large effect for within-subject change (Cohen's d=0.76). VR-JIT performance scores increased significantly over time (R-Squared=0.76). Although VR-JIT trainees showed a moderate effect for within-subject change on self-confidence (Cohen's d=0.58), the observed difference between conditions did not reach significance (p=0.09). Results provide preliminary support that VR-JIT is acceptable to trainees and may be efficacious for improving job interview skills and self-confidence in veterans with PTSD.
Kaien was founded in 2009 in order to help people with autism spectrum disorders work by leveraging their unique capabilities. Our four offices are all located in the Tokyo Metropolitan Area. Our services include job training and placement for adults, career awareness programs for college students, and career experience programs for teens with autism spectrum disorders. Currently, we help over 100 people on a daily basis. We believe that two factors play important roles when we provide job training programs for people. Firstly, they usually find it difficult to identify their occupational "fit" by themselves due to their weakness regarding imagination. It is not a good idea to convince them only through counseling. Rather, when we take their weaknesses into consideration, multiple trial sessions in the work environment are key because even people without imagination can understand their occupational "fit" once they try. The other aspect is to articulate communication as much as possible. In this case, it is also true that words are not enough to help people fully develop the communication skills necessary in an office. Thus, our trainers intervene very frequently in the job programs in order for trainees to get feedback at the right time on the spot. In other words, our five-year experience at Kaien has revealed that our "Here and Now" approach in the quasi-work environment is the most effective way. Most of our trainers do not have medical or social welfare backgrounds. This fact has revealed huge possibilities when it comes to helping people with autism spectrum disorders to get a job. That is, in many cases, autism experts may not be mandatory, and supervisors or colleagues, who work with people with autism every day, can become "job supporters" with a little knowledge and some training. Some estimates indicate that the prevalence rate of autism spectrum disorders is above one in one hundred, and might be as high as five or six percent. This number is daunting
Varekamp, Inge; Verbeek, Jos H; de Boer, Angela; van Dijk, Frank J H
Employees with a chronic physical condition may be hampered in job performance due to physical or cognitive limitations, pain, fatigue, psychosocial barriers, or because medical treatment interferes with work. This study investigates the effect of a group-training program aimed at job maintenance. Essential elements of the program are exploration of work-related problems, communication at the workplace, and the development and implementation of solutions. Participants with chronic physical diseases were randomly assigned to the intervention (N=64) or the control group (N=58). Participants were eligible for the study if they had a chronic physical disease, paid employment, experienced work-related problems, and were not on long-term 100% sick leave. Primary outcome measures were self-efficacy in solving work- and disease-related problems (14-70), job dissatisfaction (0-100), fatigue (20-140) and job maintenance measured at 4-, 8-, 12- and 24-month follow-up. We used GLM repeated measures for the analysis. After 24 months, loss to follow-up was 5.7% (7/122). Self-efficacy increased and fatigue decreased significantly more in the experimental than the control group [10 versus 4 points (P=0.000) and 19 versus 8 points (P=0.032), respectively]. Job satisfaction increased more in the experimental group but not significantly [6 versus 0 points (P=0.698)]. Job maintenance was 87% in the experimental and 91% in the control group, which was not a significant difference. Many participants in the control group also undertook actions to solve work-related problems. Empowerment training increases self-efficacy and helps to reduce fatigue complaints, which in the long term could lead to more job maintenance. Better understanding of ways to deal with work-related problems is needed to develop more efficient support for employees with a chronic disease.
Tsinberg, Michael; Duh, Quan-Yang; Cisco, Robin M; Gosnell, Jessica E; Scholten, Anouk; Clark, Orlo H; Shen, Wen T
Debates about the difficult job market for young endocrine surgeons are ongoing. This study aimed to analyze the practice patterns and work-related satisfaction levels of recently trained endocrine surgeons. An anonymous survey was utilized. Participants were divided into 3 groups: "Young" (5 years). Fifty-six of 78 surgeons (72%) responded to the survey. Time in practice ranged from 1 to 9 years (mean, 3.9 ± 0.28). Forty-five (80%) described their practice as academic. Participants performed 244.1 ± 17.8 operations within the last year; 75.4 ± 3.3% were endocrine cases. More surgeons in the "young" group have academic practices (92%) and joined established endocrine surgery groups (54%) versus older surgeons (67% and 42%; P = .05). Of surgeons in the "young" group, 4% started their own practice versus 33% in the "older" group (P = .04). Level of satisfaction with financial compensation (3.2 on a 4-point scale versus 2.9) and lifestyle (3.6 vs 3.1) was also higher in the younger group (P = .009). Despite widespread speculation about scarcity of academic jobs after fellowship, recently trained endocrine surgeons are more likely to practice in academic settings and join established endocrine surgery practices when compared with older surgeons. Overall satisfaction level is higher among recently trained surgeons. Copyright © 2012 Mosby, Inc. All rights reserved.
Occupational health and safety training available to prospective oilfield workers through the Petroleum Industry Training Service is discussed. The pre-employment program at PITS has been developed by the Canadian Association of Oilwell Drilling Contractors; about 240 students go through the program in an ordinary year. Training is done at the Nisku Campus of PITS and a second rig is waiting on standby for training at the site of the Leduc discovery near Devon. With both rigs in action, PITS will have the capacity to train up to 1,000 new hands a year. The course is also offered in Calgary where PITS is headquartered. The training is rigorous and hands-on; when not on the rig floor, students learn about off-the-rig jobs, such as mixing mud, packing gel, greasing, and digging ditches, in addition to more traditional 'book learning' about hydrogen sulphide, workplace hazardous materials, standard first aid and CPR. In addition to the pre-employment health and safety course, PITS also offers pre-employment programs for operators of production sites, including hands-on experience with an oil battery and gas plant at the Nisku campus. The pre-employment programs are supplementary to some 120 specialized course offered by PITS at Calgary and at numerous colleges and field locations.
Naweed, Anjum; Chapman, Janine; Allan, Matthew; Trigg, Joshua
This study aimed to examine the impacts of key barriers to improving the occupational health status of Australian train drivers. From May to June, 2015, five semi-structured qualitative focus groups were conducted with 29 train drivers from South Australian, Victorian, and New South Wales-based rail organizations in Australia. Occupational health was impeded by multiple barriers regarding sleep (patterns/fatigue), diet (planning/context), mental health (occupational stress), rostering (low autonomy), sedentary time, low fitness motivation, and family/social life conflicts. Work organizational barriers included communication issues, low organizational support, and existing social norms. Job design barriers included rostering, fatigue, stimulant reliance, and family/social life imbalances. Self-regulatory barriers included dietary and exercise patterns habits and patterns. Occupational health interventions for Australian train drivers must address work organizational, job design, and self-regulatory barriers to healthier lifestyle behaviors.
Shayesteh Khaleghi; Rezvan Homaei
The aim of this study was to determine the effectiveness of communication skills training to increase job satisfaction and job performance in employees of Bandar Imam petrochemical plant in Mahshahr in 2016. The statistical population consisted of all employees of Bandar Imam petrochemical plant in Mahshahr in 2015. 30 employees who were selected by convenient sampling constituted the sample of the study and were assigned to experimental and control groups (15=experiment and 15=control). The...
Schulz, Russel E.; And Others
The report, the first of two documents examining the relationship among job requirements, training, and manpower considerations for Army aviation maintenance Personnel, discusses the development of task data gathering techniques and procedures for incorporating this data into training programs for the UH-1 helicopter mechanic sPecialty (MOS…
Koffarnus, Mikhail N.; Wong, Conrad J.; Fingerhood, Michael; Svikis, Dace S.; Bigelow, George E.; Silverman, Kenneth
The current study examined whether monetary incentives could increase engagement and achievement in a job-skills training program for unemployed, homeless, alcohol-dependent adults. Participants (n?=?124) were randomized to a no-reinforcement group (n?=?39), during which access to the training program was provided but no incentives were given; a…
Guidance on the primary considerations of remedy selection which are universally applicable at Superfund sites. Key guidance here include: Rules of Thumb for Superfund Remedy Selection and Role of the Baseline Risk Assessment.
The topic of this meeting , on-the-job training, was selected by the International Working Group on Training and Qualification of Nuclear Power Plant Personnel, during their most recent meeting in 1994. This International Working Group is made up of representatives from all Member States who have operating nuclear power plants. This Group felt that there was a need to provide a forum for exchange of information among specialists from Member States on the topic of on-the-job training, and further that the Agency should publish the proceedings of this meeting for the use of those specialists who were not able to attend. Refs, figs, tabs
Loustaunau, P.E.; Wetherby, C.; Rosenblatt, R.
This report describes a project in which three structured underground coal mine equipment operator training programs were developed. The project was carried out in two parts. In the first part, a study was conducted to determine how on-the-job training is currently conducted in industry, and to determine the overall effectiveness of current on-the-job training. In addition, the possible application of the principles of social learning theory to on-the-job training was investigated. In the second part, three prototype on-the-job training programs were developed for shuttle car, roof bolter, and continuous miner operations. These programs were carefully structured to eliminate the shortcomings of current industrial on-the-job training identified in the study and incorporated the application of relevant principles of social learning theory. The programs are prototypes that underground coal mine training personnel can use as models to develop their own customized equipment operator training programs.
Full Text Available The purpose of this study is to find out the impact of training and development on job satisfaction in private banks in Erbil. Many businesses have found that investing employees through training and development in order to enhance employees‘ efficiency extremely important. The study was carried out in private banks in Erbil. A quantitative method was used to analyze the current study, 89 participants were involved in this study. The researcher set two separate research hypothesis, the first research hypothesis which states that the training will have positive impact on job satisfaction in private banks in Erbil and the second research hypothesis which states that the development will have positive impact on job satisfaction in private banks in Erbil. According to multiple regression analysis, the researcher found out that the B value for Training =. .367> 0.01, which means that training will have positive impact on job satisfaction; therefore the first research hypothesis was supported and the B value of development is = .251> 0.01, which means that the development will have positive impact on job satisfaction, therefore; the second research hypothesis was supported as well.
Azman Bin Ismail
Full Text Available According to the literature pertaining to human resource development (HRD, a supervisor’s role in training programs has two major characteristics: support and communication. The ability of supervisors to play effective roles in training programs may increase employees’ job performance. More importantly, extant research in this field reveals that the effect of the supervisor’s role in training programs on job performance is indirectly affected by the motivation to learn. The nature of this relationship is less emphasized in training management literature. Therefore, this study was conducted to measure the effect of the supervisor’s role in training programs and the motivation to learn on job performance using 91 usable questionnaires gathered from employees who have worked in a state library in East Malaysia, Malaysia. The outcomes of stepwise regression analysis displayed that the inclusion of motivation to learn in the analysis had increased the effects of the two supervisor’s role elements of support and communication on job performance. This result demonstrates that the motivation to learn acts as a mediating variable in the training model of the organizational sample. The implications of this study to the theory and practice of training programs, methodological and conceptual limitations as well as future directions are elaborated.
Rotheram-Borus, Mary Jane; Tomlinson, Mark; Durkin, Andrew; Baird, Kelly; DeCelles, Jeff; Swendeman, Dallas
Many young, South African men use alcohol and drugs and have multiple partners, but avoid health care settings-the primary site for delivery of HIV intervention activities. To identify the feasibility of engaging men in HIV testing and reducing substance use with soccer and vocational training programs. In two Cape Town neighborhoods, all unemployed men aged 18-25 years were recruited and randomized by neighborhood to: (1) an immediate intervention condition with access to a soccer program, random rapid diagnostic tests (RDT) for alcohol and drug use, and an opportunity to enter a vocational training program (n = 72); or (2) a delayed control condition (n = 70). Young men were assessed at baseline and 6 months later by an independent team. Almost all young men in the two neighborhoods participated (98 %); 85 % attended at least one practice (M = 42.3, SD = 34.4); 71 % typically attended practice. Access to job training was provided to the 35 young men with the most on-time arrivals at practice, drug-free RDT, and no red cards for violence. The percentage of young men agreeing to complete RDT at soccer increased significantly over time; RDTs with evidence of alcohol and drug use decreased over time. At the pre-post assessments, the frequency of substance use decreased; and employment and income increased in the immediate condition compared to the delayed condition. HIV testing rates, health care contacts, sexual behaviors, HIV knowledge, condom use and attitudes towards women were similar over time. Alternative engagement strategies are critical pathways to prevent HIV among young men. This feasibility study shows that soccer and job training offer such an alternative, and suggest that a more robust evaluation of this intervention strategy be pursued.
Watanuki, Keiichi; Kojima, Kazuyuki
The environment in which Japanese industry has achieved great respect is changing tremendously due to the globalization of world economies, while Asian countries are undergoing economic and technical development as well as benefiting from the advances in information technology. For example, in the design of custom-made casting products, a designer who lacks knowledge of casting may not be able to produce a good design. In order to obtain a good design and manufacturing result, it is necessary to equip the designer and manufacturer with a support system related to casting design, or a so-called knowledge transfer and creation system. This paper proposes a new virtual reality based knowledge acquisition and job training system for casting design, which is composed of the explicit and tacit knowledge transfer systems using synchronized multimedia and the knowledge internalization system using portable virtual environment. In our proposed system, the education content is displayed in the immersive virtual environment, whereby a trainee may experience work in the virtual site operation. Provided that the trainee has gained explicit and tacit knowledge of casting through the multimedia-based knowledge transfer system, the immersive virtual environment catalyzes the internalization of knowledge and also enables the trainee to gain tacit knowledge before undergoing on-the-job training at a real-time operation site.
Vianna, Vilson Bedim; Rocha, Janine Gandolpho da [Industrias Nucleares do Brasil SA, Rio de Janeiro, RJ (Brazil)
This work approaches the 'on-the-job training' - a method of practical training - used in nuclear industries for workers who handle radioactive nuclides. The required training must, in accordance with the ISO 9000 standard, be geared to meet the needs of the organization, including the minimization of errors in operation with radionuclides, which involves various aspects (standard, social, environmental, personal and process safety etc.). Therefore, the training process must have the commitment of everybody and have a logical and documented sequence, where both the individual and the needs of the company are raised and analyzed. The clear identification of the radiological risks associated to the hands-on training is critical to the safety of who is being trained and should be part of the training content. However, the greatest challenge is a mechanism allowing to transform the hands-on training in practical learning. The role of training in the modern nuclear industry should not be restricted to provide conditions for better training or development of the employee, but also motivate the continuous improvement of the company and of the productive process.
Coogle, Constance L; Parham, Iris A; Jablonski, Rita; Rachel, Jason A
Changes in job satisfaction and career commitment were observed as a consequence of a geriatric case management training program focusing on skills development among personal care attendants in home care. A comparison of pretraining and posttraining scores uncovered a statistically significant increase in Intrinsic Job Satisfaction scores for participants 18-39 years of age, whereas levels declined among the group of middle aged participants and no change was observed among participants age 52 and older. On the other hand, a statistically significant decline in Extrinsic Job Satisfaction was documented over all participants, but this was found to be primarily due to declines among participants 40-51 years of age. When contacted 6-12 months after the training series had concluded participants indicated that the training substantially increased the likelihood that they would stay in their current jobs and improved their job satisfaction to some extent. A comparison of pretraining and posttraining scores among participants providing follow-up data revealed a statistically significant improvement in levels of Career Resilience. These results are discussed as they relate to similar training models and national data sets, and recommendations are offered for targeting future educational programs designed to address the long-term care workforce shortage.
Conducting a community relations effort in a community which is home to a Superfund site is a formidable challenge. Any education press, however appropriate, quickly falls victim to doubt, mistrust of fears of the very public intended to be served by the effort. While each site is uniquely different, the issues raised by affected communities in one part of the country are strikingly similar to those raised in other parts. Those most involved must join those most affected in seeking meaningful solutions and in building the trust that is so vital in moving forward with Superfund
Colvard, Benjamin; Shames, Murray; Schanzer, Andres; Rectenwald, John; Chaer, Rabih; Lee, Jason T
The first 2 integrated vascular residents in the United States graduated in 2012, and in 2013, 11 more entered the job market. The purpose of this study was to compare the job search experiences of the first cohort of integrated 0 + 5 graduates to their counterparts completing traditional 5 + 2 fellowship programs. An anonymous, Web-based, 15-question survey was sent to all 11 graduating integrated residents in 2013 and to the 25 corresponding 5 + 2 graduating fellows within the same institution. Questions focused on the following domains: training experience, job search timelines and outcomes, and overall satisfaction with each training paradigm. Survey response was nearly 81% for the 0 + 5 graduates and 64% for the 5 + 2 graduates. Overall, there was no significant difference between residents and fellows in the operative experience obtained as measured by the number of open and endovascular cases logged. Dedicated research time during the entire training period was similar between residents and fellows. Nearly all graduates were extremely satisfied with their training and had positive experiences during their job searches with respect to starting salaries, numbers of offers, and desired practice type. More 0 + 5 residents chose academic and mixed practices over private practices compared with 5 + 2 fellowship graduates. Although longer term data are needed to understand the impact of the addition of 0 + 5 graduating residents to the vascular surgery work force, preliminary survey results suggest that both training paradigms (0 + 5 and 5 + 2) provide positive training experiences that result in excellent job search experiences. Based on the current and future need for vascular surgeons in the work force, the continued growth and expansion of integrated 0 + 5 vascular surgery residency positions as an alternative to traditional fellowship training is thus far justified. Copyright © 2015 Elsevier Inc. All rights reserved.
Odle-Dusseau, Heather N; Hammer, Leslie B; Crain, Tori L; Bodner, Todd E
Training supervisors to increase their family-supportive supervisor behaviors (FSSB) has demonstrated significant benefits for employee physical health, job satisfaction, and turnover intentions among employees with high levels of family-to-work conflict in prior research in a grocery store context. We replicate and extend these results in a health care setting with additional important employee outcomes (i.e., employee engagement, organizational commitment, and supervisor ratings of job performance), and consider the role of the 4 dimensions underlying the FSSB. Using a quasi-experimental, pretest-posttest design, 143 health care employees completed surveys at 2 time periods approximately 10 months apart, along with their supervisors who provided ratings of employees' job performance. Between these surveys, we offered their supervisors FSSB training; 86 (71%) of these supervisors participated. Results demonstrated significant and beneficial indirect effects of FSSB training on changes in employee job performance, organizational commitment, engagement, job satisfaction, and turnover intentions through changes in employee perceptions of their supervisor's overall FSSBs. Further analyses suggest that these indirect effects are due primarily to changes in the creative work-family management dimension of FSSB. (PsycINFO Database Record (c) 2016 APA, all rights reserved).
Christensen, Jeanette Reffstrup; Sjøgaard, Gisela; Søgaard, Karen
companies located across Denmark were allocated to a training group, TG, (N = 194) or a control group, CG, (N = 195). The TG received one-hour high intensity IPET every week within working hours, and was recommended to perform 30 minutes of moderate intensity physical activity six days a week during leisure...... at baseline mean 4,4 days in TG and 3,5 days in CG. Discussion One-hour high intensity IPET in working hours combined with recommendations of 30 minutes daily leisure time moderate intensity physical activity improved job performance and decreased sickness absence if adhering to the intervention protocol...... time. The principles of IPET have previously been described in details (Sjogaard, Justesen et al. 2014). Before and after the one-year intervention the office workers answered a questionnaire on work ability (ten-step ordinal scale), productivity (ten-step ordinal scale), and health (five–step ordinal...
Rosimeri Ferraz Sabino
Full Text Available This study aimed to investigate the qualifications and the job market of secretaries to Sergipe, analyzing the history and evolution of the field before the formal preparation and market demands. After identifying the historical setting of the profession in Brazil, we attempted to verify the behavior of the class secretarial about your organization, qualification and market performance. The exploratory and descriptive research supported the case study, addressing the views of students of Executive Secretariat and managers in the market of Sergipe, besides the pioneering members in the constitution of the occupation in the state. The analysis points to the development of the profession, although later in the educational context. The labor market comes in irregular occupation of the vacancies for the Secretariat, a result that can be attributed to the scarcity of training and little effective dialogues of the class with employers.
Nearly ten years have passed since the enactment of the federal Comprehensive Response, Compensation, and Liability Act (CERCLA), usually referred to as open-quotes Superfundclose quotes. Nearly four years have passed since CERCLA's major overhaul through the Superfund Amendments and Reauthorization Act (SARA). Although much still remains to be done under Superfund, there is now enough experience to assess how effectively it is working. A study being undertaken by the University of Tennessee's Waste Management Research and Education Institute will supply a portion of that assessment. The study was completed in the fall of 1990. Our study examines two related issues: the resources that will be needed in the coming years to fulfill the mandate of Superfund and other hazardous waste remediation programs, and the site-level experience to date in implementing CERCLA and SARA. This chapter discusses only the open-quotes site-level experienceclose quotes effort, and only its methodological approach. The purpose of the open-quotes site-level experienceclose quotes effort is to explore what counts as a open-quotes successfulclose quotes site in the eyes of different stakeholders in a Superfund cleanup - e.g., the affected community, the potentially responsible parties (PRPs), state and local officials, and the US Environmental Protection Agency (EPA)
Yam, Kevin Kei Nang; Lo, William Tak Lam; Chiu, Rose Lai Ping; Lau, Bien Shuk Yin; Lau, Charles Ka Shing; Wu, Jen Kei Yu; Wan, Siu Man
The present study reviews the delivery of a pilot curriculum-mentorship-based peer vocational support workers training in a Hong Kong public psychiatric hospital. The present paper reports (1) on the development of a peer vocational support workers training - Job Buddies Training Program (JBTP) in Hong Kong; and (2) preliminary findings from both quantitative and qualitative perspectives. The curriculum consists of 15-session coursework, 8-session storytelling workshop and 50-hour practicum to provide Supported Employment Peer Service (SEPS) under the mentorship of occupational therapists. Six trainees were assessed using three psychosocial assessments and qualitative methods. Compared to the baseline, the Job Buddies (JB) trainees showed an increase in awareness of their own recovery progress, occupational competence and problem-solving skills at the end of the training. Their perceived level of self-stigma was also lessened. In post-training evaluation, all Job Buddies trainees said they perceived positive personal growth and discovered their own strengths. They also appreciated the help from their mentors and gained mutual support from other trainees and from exposure with various mini-projects in the training. This pilot study provides an example of incorporating peer support and manualized training into existing work rehabilitation service for our JB trainees. Further studies on the effectiveness of service provided by peer support workers and for development on the potential use of peer support workers in other clinical and rehabilitation settings with larger subjects will be fruitful. Copyright Â© 2016. Published by Elsevier B.V.
Full Text Available Abstract Background Introduction of artemisinin combination therapy (ACT has boosted interest in parasite-based malaria diagnosis, leading to increased use of rapid diagnostic tests (RDTs, particularly in rural settings where microscopy is limited. With donor support, national malaria control programmes are now procuring large quantities of RDTs. The scarcity of health facilities and trained personnel in many sub-Saharan African countries means that limiting RDT use to such facilities would exclude a significant proportion of febrile cases. RDT use by volunteer community health workers (CHWs is one alternative, but most sub-Saharan African countries prohibit CHWs from handling blood, and little is known about CHW ability to use RDTs safely and effectively. This Zambia-based study was designed to determine: (i whether Zambian CHWs could prepare and interpret RDTs accurately and safely using manufacturer's instructions alone; (ii whether simple, mostly pictorial instructions (a "job aid" could raise performance to adequate levels; and (iii whether a brief training programme would produce further improvement. Methods The job aid and training programme were based on formative research with 32 CHWs in Luangwa District. The study team then recruited three groups of CHWs in Chongwe and Chibombo districts. All had experience treating malaria based on clinical diagnosis, but only six had prior RDT experience. Trained observers used structured observation checklists to score each participant's preparation of three RDTs. Each also read 10 photographs showing different test results. The first group (n = 32 was guided only by manufacturer's instructions. The second (n = 21 used only the job aid. The last (n = 26 used the job aid after receiving a three-hour training. Results Mean scores, adjusted for education, age, gender and experience, were 57% of 16 RDT steps correctly completed for group 1, 80% for group 2, and 92% for group 3. Mean percentage of test
Harvey, Steven A; Jennings, Larissa; Chinyama, Masela; Masaninga, Fred; Mulholland, Kurt; Bell, David R
Introduction of artemisinin combination therapy (ACT) has boosted interest in parasite-based malaria diagnosis, leading to increased use of rapid diagnostic tests (RDTs), particularly in rural settings where microscopy is limited. With donor support, national malaria control programmes are now procuring large quantities of RDTs. The scarcity of health facilities and trained personnel in many sub-Saharan African countries means that limiting RDT use to such facilities would exclude a significant proportion of febrile cases. RDT use by volunteer community health workers (CHWs) is one alternative, but most sub-Saharan African countries prohibit CHWs from handling blood, and little is known about CHW ability to use RDTs safely and effectively. This Zambia-based study was designed to determine: (i) whether Zambian CHWs could prepare and interpret RDTs accurately and safely using manufacturer's instructions alone; (ii) whether simple, mostly pictorial instructions (a "job aid") could raise performance to adequate levels; and (iii) whether a brief training programme would produce further improvement. The job aid and training programme were based on formative research with 32 CHWs in Luangwa District. The study team then recruited three groups of CHWs in Chongwe and Chibombo districts. All had experience treating malaria based on clinical diagnosis, but only six had prior RDT experience. Trained observers used structured observation checklists to score each participant's preparation of three RDTs. Each also read 10 photographs showing different test results. The first group (n = 32) was guided only by manufacturer's instructions. The second (n = 21) used only the job aid. The last (n = 26) used the job aid after receiving a three-hour training. Mean scores, adjusted for education, age, gender and experience, were 57% of 16 RDT steps correctly completed for group 1, 80% for group 2, and 92% for group 3. Mean percentage of test results interpreted correctly were 54% (group 1
The fact sheet describes what various actions the EPA can take to clean up hazardous wastes sites. Explanations of how the criteria for environmental and public health risk assessment are determined and the role of state and local governments in site remediation are given. The fact sheet is one in a series providing reference information about Superfund issues and is intended for readers with no formal scientific training
Govand Anwar; Inji Shukur
The purpose of this study is to find out the impact of training and development on job satisfaction in private banks in Erbil. Many businesses have found that investing employees through training and development in order to enhance employees‘ efficiency extremely important. The study was carried out in private banks in Erbil. A quantitative method was used to analyze the current study, 89 participants were involved in this study. The researcher set two separate research hypothesis, the first ...
Edu, Chukwuma Nwofe; Ogba, Ernest Ituma
The study identifies technical training skills needs of youth for sustainable job security in rice production in Ebonyi State, Nigeria. This study was carried out in secondary schools in three educational zones in Ebonyi State, Nigeria. Ebonyi state is one of the states in the southeast geopolitical zone in Nigeria. Descriptive survey design was…
Sarmiento, Tony; Schurman, Susan
Unions and employers currently operate in an environment that does not support investment in skill development. However, competitiveness demands that both work and the way workers are educated and trained be radically restructured. In high-performance workplaces, participatory labor-management approaches to job-linked basic skills development are…
Despite the effectiveness of on-the-job training (OJT), few systematic empirical studies have been conducted on how OJT trainers instruct trainees in firms. The primary goal of this study was to investigate the characteristics of the trainer's instructional skills for OJT using survey data collected from 715 employees covering 22 firms. Results…
Nordman, Christophe J.; Pasquier-Doumer, Laure
Young people in Africa encounter many difficulties in entering the labour market and in searching for decent and productive jobs. Research on the links between formal education and vocational training and their economic returns are especially crucial in understanding the inadequate demand for their labour. This article presents evidence based on…
Dworsky, Amy; Havlicek, Judy
This report describes the results of a study that used administrative data to better understand the need for employment-related services and supports among youth in foster care and how one community-based employment training and job placement program in Chicago is trying to address those needs. Among other things, the report describes the…
The G-24 Training Working Group visited the Central and Eastern European Countries (CEESs), Russia and Ukraine in the course of 1993/94, in order to define priorities for further financial support by the Donor Countries. As a result, it appeared that Nuclear Training needed strong improvements since it is mainly based on OJT (On the Job Training), not SAT (Systematic Approach to Training) oriented and relying essentially on the line supervisor of the trainee. Recommendations were provided to support a SAT based approach development and to provide adequate equipment. In view of the importance of OJT in the training courses, and that probably for some more years, a specific effort should be made in better defining the goals and objectives of the OJT and its coherent integration in the overall training system. In addition, the OJT ''instructors'' have to be trained in the specific teaching skills required to successfully run OJT. (author). 3 figs
Martinez Casado, J.
On the Job Training (OJT) and Task Performance Evaluation (TPE). This plan has been developed and put in practice entirely, by a group of experienced auxiliary operation that have distinguished themselves by their professionalism, knowledge of the work, technical expertise and commitment to nuclear safety. (Author)
Kaisah Riski Zubaeti
Full Text Available The activities of the job training is an activity that must be implemented at Vocational Secondary School. The lack of utilization of technology on such activities in Vocational Secondary School, so the data management of the job training become less effective and efficient. Therefore, it is necessary the information system for manage the data on the job training and produces the decision support of the decent industry of the job training as a result of the evaluation of the job training. This research has a goal to produce decision support system to determine the feasibility of the job training industry (SPK-KTP, measure the feasibility of the system, and produce a decision support using a Simple Additive Weighting (SAW method. The information system can help the school to manage the administration on the job training, recap the daily journal, recap the reports in pursuit, and provide decision support the job training of decent industry used in the next period. SPK-KTP uses SAW method to produce decision support the job training of decent industry. SPK-KTP is the web-based information system which it is developed using the programming language PHP (Hypertext Preprocessor. This information system uses The Waterfall Model as its system development method. The steps of The Waterfall Model consists of Analysis, Design, Code, and Test. SPK-KTP has done testing to an expert of the information system with value 90,7%, an expert of the substance of the job training with value 91,6%, supervising teachers with value 83,3%, and learners with value 90,6%. Based on the result, so SPK-KTP is very decent to use.
U.S. Environmental Protection Agency — National Priorities List (NPL) Sites - The Comprehensive Environmental Response, Compensation and Liability Information System (CERCLIS) (Superfund) Public Access...
U.S. Environmental Protection Agency — The Comprehensive Environmental Response, Compensation and Liability Information System (CERCLIS) (Superfund) Public Access Database (CPAD) contains a selected set...
U.S. Environmental Protection Agency — This asset includes Superfund site-specific sampling information including location of samples, types of samples, and analytical chemistry characteristics of...
Carey, Pat; Walker, Stuart
two main themes, building capacity in staff, and building capacity in Communities. In summary, the Superfund program devotes substantial resources to involving the local community in the site cleanup decision making process. We believe community involvement provides us with highly valuable information that must be available to carefully consider remedial alternatives at a site. We also find our employees enjoy their jobs more. Rather than fighting with an angry public they can work collaboratively to solve the problems created by the hazardous waste sites. We have learned the time and resources we devote at the beginning of a project to developing relationships with the local community, and learning about their issues and concerns is time and resources well spent. We believe the evidence shows this up-front investment helps us make better cleanup decisions, and avoids last minute efforts to work with a hostile community who feels left out of the decision-making process
During the summer of 1989, Maine Drilling and Blasting of Gardiner, Maine was contracted by Cayer Corporation of Harvard, Massachusetts to drill and blast an interceptor trench at the Nyanza Chemical Superfund Site in Ashland, Massachusetts. The interceptor trench was to be 1,365 feet long and to be blasted out of granite. The trench was to be 12 feet wide at the bottom with 1/1 slopes, the deepest cut being 30 feet deep. A French drain 12 feet wide by 15 to 35 feet deep was blasted below the main trench on a 2% slope from its center to each end. A French drain is an excavation where the rock is blasted but not dug. The trench would be used as a perimeter road with any ground water flow going through the French drain flowing to both ends of the trench. Being a Superfund project turned a simple blasting project into a regulatory nightmare. The US Environmental Protection Agency performed all the chemical related functions on site. The US Army Corps of Engineers was overseeing all related excavation and construction on site, as was the Massachusetts Department of Environmental Quality Engineering, the local Hazardous Wastes Council, and the local Fire Department. All parties had some input with the blasting and all issues had to be addressed. The paper outlines the project, how it was designed and completed. Also included is an outline of the blast plan to be submitted for approval, an outline of the Safety/Hazardous Waste training and a description of all the problems which arose during the project by various regulatory agencies
Lattimore, L Perry; Parsons, Marsha B; Reid, Dennis H
We evaluated an intensive program in a simulated format for rapidly teaching a job skill to nonvocal adults with autism. Following baseline probes with a new work task of assembling mailing boxes at a publishing company, 3 supported workers individually received repeated teaching sessions at a simulated work site. All workers met criterion with 1 day of simulation teaching, with subsequent criterion level performance upon returning to the job (1 worker required booster trials). Intensive teaching did not occasion problem behavior nor unhappiness indices. Improved work performance also occurred with two generalization tasks involving different materials. Implications for practitioners focus on improving worker performance without interfering with work completion that often accompanies on-the-job training. Potential applications of intensive programs for rapidly teaching other skills are discussed.
Full Text Available BackgroundShifting the focus of parent management training (PMT to parents and discussing implications for maximizing the outcomes of PMT for the entire family is new and promising.ObjectiveWe aimed to examine the efficacy of work place PMT on job and marital satisfaction among staff members of an academic center.MethodsWe held 8 PMT sessions (1.5 h each for 20 staff members who were parents to children in the age range of 2–12 years. Dyadic Adjustment Scale (DAS and Occupational Descriptive Index [Health and Safety Executive (HSE] were used for baseline and post-intervention data gathering. DAS higher scores indicate higher marital adjustment satisfaction and higher HSE scores indicate higher occupational stress. To analyze changes in HSE and DAS scores over time, paired t-test and Wilcoxon signed rank test were used, respectively.ResultsAll DAS subscales show significant increased from baseline to the final session except for affectional expression which was not significant. We found no significant changes in total or subscale HSE scores among participants.ConclusionFindings of this study underscore the role of psycho-education usage in work environment and provide evidence about the importance of designing interventions concerning working parents. Implications of PMT are discussed in the text.
Teaching is not the safe career bet that it once was. The thinking used to be: New students will always be entering the public schools, and older teachers will always be retiring, so new teachers will always be needed. But teaching jobs aren't secure enough to stand up to the "Great Recession," as this drawn-out downturn has been called. Across…
The policy commitment in England to raise the participation age (RPA) for continuing in learning for all 17-year olds from 2013 and for all 18-year olds from 2015, brings with it the responsibility of ensuring that education and training are available, accessible and relevant to the needs of all types of learners. In recent years, little policy…
Gonzalez Anez, F.
This paper presents a process and methodology for definition and implementation of On-Job-Training Programmes (OJTP) for new maintenance personnel in Asco and Vandellos II. The content of these OJTP has been defined for each maintenance job position. A simplified task analysis was carried out to specify common and specific training. Generally, the specific maintenance training programs includes training modules in classroom and workshop environment on (1) maintenance of components and (2) maintenance fundamentals of mechanical, electrical and instrumentation. This specific training has been finally completed with a OJT programme based on the execution, observation or/and discussion about the main maintenance activities under entitled worker supervision. Each lesson, task or activity is defined in a format where the training objective, milestones and deliverables are specified. The list of activities makes up the OJTP. It is based on applicable plant procedures and maintenance instruction to each job position. Several participants or actors have been defined to implement the OJTP: co-ordinator of the process, tutors for each OJT task, line maintenance manager and trainee. Co-ordinator is the link among all actors. He knows the OJTP scope and plans the training activities according to the line maintenance manager. Co-ordinator carries out a tracking process, informs to training and maintenance managers about the progress in the programme, elaborates the progress and final reports and keeps training records. Tutors, usually entitled workers in the job position, transfer the knowledge to the trainee and discuss, review and assess the trainee's performance. Trainee carries out the scheduled tasks, keeps records of work done, prepares deliverables and informs about his activities to the Co-ordinator. The OJT programme for each new maintenance worker starts with a launching meeting with all involved actors. The goals of this meeting are to explain the OJTP scope and
Heydari, Abbas; Meshkinyazd, Ali; Soudmand, Parvaneh
Objective: Nurses are the most important staff in the health care system, thus, their job satisfaction is important in nursing management. The present study aimed at determining the impact of teaching spiritual intelligence on the job satisfaction of psychiatric nurses.Methods: The participants were divided into 2 groups by random allocation. Data were collected in 3 stages of before intervention, 4 weeks, and 8 weeks post intervention using Brayfield & Rother Job Satisfaction Questionnai...
Jimenez, Elizabeth Yakes; Harris, Amanda; Luna, Donald; Velasquez, Daniel; Slovik, Jonathan; Kong, Alberta
Excess weight gain is common when adolescents become young adults, but there are no obesity prevention or weight management interventions that have been tested for emerging adults who follow non-traditional post-secondary paths, such as enrolling in job training programs. We evaluated Healthy Eating & Active Lifestyles (HEALs), a policy-mandated lifestyle education/environmental modification program, at a job training center for low-income 16-24 year olds. We examined average change in body mass index (BMI) z-score from baseline to 6 months for emerging adults (aged 16-24 years) in pre-HEALs implementation (n = 125) and post-HEALs implementation (n = 126) cohorts living at the job training center, by baseline weight status. In both cohorts, average BMI z-score significantly increased from baseline to 6 months for students with BMI < 25. Average BMI z-score significantly decreased for the overweight (BMI 25 to <30; -0.11, p = .03) and obese (BMI ≥ 30; -0.11, p = .001) students only within the post-HEALs cohort; changes within the pre-HEALs cohort and between cohorts were not significant. HEALs may promote positive weight-related trends for overweight/obese students, but prevention efforts for non-overweight/obese students need to be improved.
Torrence, John Thomas
Excluding military installations, training programs in state and federal penal institutions were surveyed, through a mailed checklist, to test the hypotheses that (1) training programs in penal institutions were not related to the unfilled job openings by major occupations in the United States, and (2) that training programs reported would have a…
Washington, Andre Lamont
This study examined how desktop virtual reality environment training (DVRET) affected state anxiety and vocational identity of vocational rehabilitation services consumers during job placement/job readiness activities. It utilized a quantitative research model with a quasi-experimental pretest-posttest design plus some qualitative descriptive…
Full Text Available In this article an assessment about the achievements of the influences and educational requirements consistent achieved through the implementation of the Main Investigative Discipline Integrative occupational training in the municipality of Santiago de Cuba is done. Its history, the mission of the University of Pedagogical Sciences regarding the training of their graduates. This is achieved from the design, implementation and evaluation of the Main Discipline Integrative Investigativa Job Training, that the apparent contradiction between the general training of any teacher is resolved, the particulars of every race and specific for each year study, based on the progressive domination of the modes of professional activity. It is based as a key idea: professional functions (skills which constitute the realization of the essence of the teaching profession, manifested in their professional performance.
Donohue, Brad; Conway, Debbie; Beisecker, Monica; Murphy, Heather; Farley, Alisha; Waite, Melissa; Gugino, Kristin; Knatz, Danielle; Lopez-Frank, Carolina; Burns, Jack; Madison, Suzanne; Shorty, Carrie
Ninety-two adolescents, predominantly ethnic minority high school students, participated in a structured Summer Business Institute (SBI). Participating youth were randomly assigned to receive either job social skills or financial management skills training components. Students who additionally received the job social skills training component were more likely to recommend their employment agency to others than were youth who received the financial management component, rated their overall on-the-job work experience more favorably, and demonstrated higher scores in areas that were relevant to the skills that were taught in the job social skills workshops. The financial management component also appeared to be relatively effective, as youth who received this intervention improved their knowledge of financial management issues more than youth who received job social skills, and rated their workshops as more helpful in financial management, as well as insurance management. Future directions are discussed in light of these results.
This report documents the results of a strategic job analysis that examined the job tasks and knowledge, skills, abilities, and other characteristics (KSAOs) needed to perform the job of a work schedule manager. The strategic job analysis compared in...
Han, Kihye; Trinkoff, Alison M; Storr, Carla L; Lerner, Nancy; Johantgen, Meg; Gartrell, Kyungsook
In the U.S., there are federal requirements on how much training and annual continuing education a certified nursing assistant must complete in order to be certified. The requirements are designed to enable them to provide competent and quality care to nursing home residents. Many states also require additional training and continuing education hours as improved nursing home quality indicators have been found to be related to increased training. This study investigated the associations among state level regulations, initial training quality and focus, and job satisfaction in certified nursing assistants. Cross-sectional secondary data analysis. This study used the National Nursing Home Survey and National Nursing Assistant Survey as well as data on state regulations of certified nursing assistant training. 2897 certified nursing assistants in 580 nursing homes who were currently working at a nursing home facility, who represented 680,846 certified nursing assistants in US. State regulations were related to initial training and job satisfaction among certified nursing assistants using chi square tests and binomial logistic regression models. Analyses were conducted using SAS-callable SUDAAN to correct for complex sampling design effects in the National Nursing Home Survey and National Nursing Assistant Survey. Models were adjusted for personal and facility characteristics. Certified nursing assistants reporting high quality training were more likely to work in states requiring additional initial training hours (p=0.02) and were more satisfied with their jobs (OR=1.51, 95% CI=1.09-2.09) than those with low quality training. In addition, those with more training focused on work life skills were 91% more satisfied (OR=1.91, 95% CI=1.41-2.58) whereas no relationship was found between training focused on basic care skills and job satisfaction (OR=1.36, 95% CI=0.99-1.84). Certified nursing assistants with additional initial training were more likely to report that their
Rita Dwi Lindawati
Full Text Available The research aims to analyze the impact of leadership style and work environment to employee’s job satisfaction with organizational culture as moderating variable at balai kesehatan penerbangan Jakarta. the research used quantitative method. The data were analyzed using structural equation modeling-partial least square. 84 public services were used as samples, but 78 samples were given questionnaire back. The research revealed that: a leadership style has impact on work environment (0,549; b leadership style influences significantly to organizational culture (0,454; c work environment does not have impact on organizational culture (0,161; d organizational culture has strong relation to job satisfaction (0,840; e leadership style has not effect on job satisfaction (0,038; f work environment has not influence on job satisfaction (0,037; g through organizational culture, leadership style has significant effect on job satisfaction (0,660; and h through organizational culture, work environment has not significant effect on job satisfaction (0,129.
U.S. Environmental Protection Agency — A set of site boundaries for each site in EPA Region 1 (Connecticut, Maine, Massachusetts, New Hampshire, Rhode Island, and Vermont) on EPA's Superfund National...
Koffarnus, Mikhail N; DeFulio, Anthony; Sigurdsson, Sigurdur O; Silverman, Kenneth
Advancing the education of low-income adults could increase employment and income, but adult education programs have not successfully engaged low-income adults. Monetary reinforcement may be effective in promoting progress in adult education. This experiment evaluated the benefits of providing incentives for performance in a job-skills training program for low-income, unemployed adults. Participants worked on typing and keypad programs for 7 months. Participants randomly assigned to Group A (n = 23) earned hourly and productivity pay on the typing program (productivity pay), but earned only equalized hourly pay on the keypad program (hourly pay). Group B (n = 19) participants had the opposite contingencies. Participants worked more on, advanced further on, and preferred their productivity pay program. These results show that monetary incentives can increase performance in a job-skills training program, and indicate that payment in adult education programs should be delivered contingent on performance in the training program instead of simply on attendance. © Society for the Experimental Analysis of Behavior.
New program of initial training for staff of engineering ANAV The training required for a particular job in ANAV is divided into three sections; Nuevo programa de formacion inicial para el personal de ingenieria en ANAV
Gonzalez Rabasa, D.
- Common Primary Education - Initial training specific job - Training in the workplace For engineering has detected an area for improvement in the described model, consisting of providing the initial formation of a common engineering approach rather than the current operational approach. In preparing this plan takes into account the INPO standards, a functional analysis of the different jobs, the managers and supervisors of the observations and feedback from students, among others.
Martin, K.; Walker, St.
This paper describes the EPA Superfund program's statutory requirements for community involvement. It also discusses the efforts the Superfund program has made that go beyond these statutory requirements to involve communities, and what lessons have been learned by EPA when trying to conduct meaningful community involvement at sites. In addition, it discusses tools that EPA has designed to specifically enhance community involvement at radioactively contaminated Superfund sites. In summary, the Superfund program devotes substantial resources to involving the local community in the site cleanup decision making process. We believe community involvement provides us with highly valuable information that must be available to carefully consider remedial alternatives at a site. We also find our employees enjoy their jobs more. Rather than fighting with an angry public they can work collaboratively to solve the problems created by the hazardous waste sites. We have learned the time and resources we devote at the beginning of a project to developing relationships with the local community, and learning about their issues and concerns is time and resources well spent. We believe the evidence shows this up-front investment helps us make better cleanup decisions, and avoids last minute efforts to work with a hostile community who feels left out of the decision-making process. (authors)
Full Text Available Globalization opens up the chances for students of hotel studies to have on-the-job training at hotels abroad with the duration of six months up to one year. At the first three months the students got difficulties in using their English and get less interaction and appropriate behavior because in a hotel abroad there are many staffs from many countries using English with different accents and different cultures. Such environment triggered students to learn English with a particular strategy that lead them to improve their English and their soft skills convincingly.
Leung, Elaine Yl; Malick, Sadia M; Khan, Khalid S
Clinical scientists are at the unique interface between laboratory science and frontline clinical practice for supporting clinical partnerships for evidence-based practice. In an era of molecular diagnostics and personalised medicine, evidence-based laboratory practice (EBLP) is also crucial in aiding clinical scientists to keep up-to-date with this expanding knowledge base. However, there are recognised barriers to the implementation of EBLP and its training. The aim of this review is to provide a practical summary of potential strategies for training clinician-scientists of the next generation. Current evidence suggests that clinically integrated evidence-based medicine (EBM) training is effective. Tailored e-learning EBM packages and evidence-based journal clubs have been shown to improve knowledge and skills of EBM. Moreover, e-learning is no longer restricted to computer-assisted learning packages. For example, social media platforms such as Twitter have been used to complement existing journal clubs and provide additional post-publication appraisal information for journals. In addition, the delivery of an EBLP curriculum has influence on its success. Although e-learning of EBM skills is effective, having EBM trained teachers available locally promotes the implementation of EBM training. Training courses, such as Training the Trainers, are now available to help trainers identify and make use of EBM training opportunities in clinical practice. On the other hand, peer-assisted learning and trainee-led support networks can strengthen self-directed learning of EBM and research participation among clinical scientists in training. Finally, we emphasise the need to evaluate any EBLP training programme using validated assessment tools to help identify the most crucial ingredients of effective EBLP training. In summary, we recommend on-the-job training of EBM with additional focus on overcoming barriers to its implementation. In addition, future studies evaluating the
Ali Reza Salar
Full Text Available The researchers have come to know the concept of the job satisfaction as a general satisfaction in the majority of the occupational conditions such as payment, promotion, security and so on. Job satisfaction is one of the main factors influencing the occupation’s favorable aspects including organizational commitment, improving the organizational citizenship behavior, elevating the customers’ satisfaction and reducing the frequent absences from work. Therefore, the current study aims at the survey of the job satisfaction rate in the nurses working in the training hospitals associated with Zahedan medical sciences university. The present study is a descriptive-analytical research which has been conducted on 264 nurses. The required information have been collected through the use of a two-part questionnaire the first part of which related to the demographic characteristics and the second part encompassed a researcher-made job satisfaction questionnaire. The data extracted were analyzed by the use of descriptive statistics methods, independent t-test and variance analysis in SPSS 19.0 software. In the present study the participants average age was 32.61 ± 6.95 and 185 individuals (7 0.1% were women. The nurses overall mean score for the job satisfaction was 65.41± 11.58. Three individuals showed a very low level of job satisfaction, 19 individuals indicated low satisfaction, 53 individuals were satisfied and 5 individuals were completely satisfied with their jobs. Generally speaking, 89 individuals were dissatisfied with their jobs and the rest were happy with their jobs. The relationship between job satisfaction and participants’ age and gender was found to be statistically significant. The results of the study indicated that the nurses’ job satisfaction was in an intermediate level and a considerable percent of the nurses were dissatisfied with their jobs.
Ross, Paul C.; And Others
Research suggests that effective organizational change must be led by line personnel rather than by outside consultants. The Performance Management Program (PMP) implemented in two Bell Telephone companies is a line-led, self-help program in which managers participate in problem-solving activities within their own jobs. Marketing and sales…
Scheef, Andrew R.; Barrio, Brenda L.; Poppen, Marcus I.
Under-employment for individuals with disabilities is a worldwide epidemic, which Singapore has addressed by significantly increasing employment rates for this population. Providing work experiences for youth with disabilities at community-based job sites has been shown to increase positive post-school employment outcomes. To provide these…
Tateno, Toshitake; Shimizu, Keiko
This paper deals with a method of scheduling manual work in consideration of learning by on-the-job training (OJT). In skilled work such as maintenance of trains and airplanes, workers must learn many tasks by OJT. While the work processing time of novice workers is longer than that of experts, the time will be reduced with repeated OJT. Therefore, OJT is important for maintaining the skill level and the long-term work efficiency of an organization. In order to devise a schedule considering OJT, the scheduler must incorporate a management function of workers to trace dynamically changing work experience. In this paper, after the relationship between scheduling problems and worker management problems is defined, a simulation method, in which a worker model and an agent-based mechanism are utilized, is proposed to derive the optimal OJT strategy toward high long-term performance. Finally, we present some case studies showing the effectiveness of OJT planning based on the simulation.
Shao, Li-na; Wang, Xue-mei; Qiu, Li-hong; Zhan, Fu-liang; Xue, Ming
To apply problem-based learning (PBL) in pre-job training of postgraduate students in department of endodontics. Thirty master degree postgraduate students of China Medical University were randomly divided into 2 groups, there were 15 students in each group. One group were taught with PBL method while the other group with lecture-based learning (LBL) method. The teaching effect was measured with examination and questionnaire survey. The data were analyzed by student's t-test using SPSS 11.5 software package. There was no significant difference in basic knowledge, medical records writing, oral examination between the two groups (P>0.05). There were significant differences in case analysis, dental operation, theory examination, practical examination and total scores between the two groups (Pjob training of postgraduate students.
The requirements of job-related information in many domain, such as personnel selection, placement, training, personnel appraisal, job evaluation, job design etc, have developed many techniques of job analysis.In this paper, several approaches to analyze the job characteristics are reviewed; (a) conventional approach, (b) worker-oriented approach, and (c) perceived job characteristics approach.In addition, new direction of job-related information is discussed.
Smith, Katherine Clegg; Bone, Lee; Clay, Eric A; Owings, Kerry; Thames, Sean; Stillman, Frances
Young adults are generally overlooked in tobacco control initiatives, even though they are critical to sustained success. African American young adults who are not in higher education or working are particularly vulnerable to harmful tobacco use, given high smoking rates and limited access to cessation services. Guided by community-based participatory research (CBPR) principles, we sought to identify program and community-level strategies to reduce tobacco use among African American young adults in Baltimore. We describe the challenges and opportunities for integrating effective tobacco control into community-based education and job training programs for unemployed young adults. As part of a longstanding community-research partnership in Baltimore, we conducted fourteen semistructured key informant interviews with leaders from city government and education and job training programs for young adults. The research design, data collection, analysis, and dissemination all included dialogue between and active contribution by both research and community partners. Interview data were structured into opportunities (mindset for change and desire for bonds with a trusted adult), challenges (culture of fatalism, tobacco as a stress reliever, and culture of tobacco use among young adults), and possible tobacco control solutions (tobacco education designed with and for program staff and participants and integration of tobacco issues into holistic program goals and policies). The emergent themes enhance our understanding of how tobacco is situated in the lives of unemployed young adults and the potential for building sustainable, community-based public health solutions.
Bevers, K; Nauta, S; Stuyt, P M
Due to various factors such as social changes, an increasing number of couples with two incomes, and a growing proportion of female doctors, there has been a growing demand for part-time work in recent years. This is also true for resident physicians. Objections such as a discontinuity in care and the decline in the quality of education frequently prevent resident physicians from working part-time. Over the past two years, the University Medical Centre Nijmegen, the Netherlands, has experimented with job-sharing on clinical wards for resident physicians in internal medicine. This approach works well in practice, as long as a number of conditions, including the proper transfer of medical information and good communication, are satisfied. Job-sharing is one means of satisfying the growing demand for part-time work among resident physicians and specialists.
Risks for the development of outcomes related to occupational allergies: an application of the asthma-specific job exposure matrix compared with self-reports and investigator scores on job-training-related exposure.
Suarthana, E; Heederik, D; Ghezzo, H; Malo, J-L; Kennedy, S M; Gautrin, D
Risks for development of occupational sensitisation, bronchial hyper-responsiveness, rhinoconjunctival and chest symptoms at work associated with continued exposure to high molecular weight (HMW) allergens were estimated with three exposure assessment methods. A Cox regression analysis with adjustment for atopy and smoking habit was carried out in 408 apprentices in animal health technology, pastry making, and dental hygiene technology with an 8-year follow-up after training. The risk of continued exposure after training, estimated by the asthma-specific job exposure matrix (JEM), was compared with self-reports and investigator scores on job-training-related exposure. Associations between outcomes and work duration in job(s) related to training were also evaluated. Exposure to animal-derived HMW allergens, subsequent to the apprenticeship period, as estimated by the JEM, was associated with a significantly increased risk for occupational sensitisation (hazard ratio (HR) 6.4; 95% CI 2.3 to 18.2) and rhinoconjunctival symptoms at work (HR 2.6; 95% CI 1.1 to 6.2). Exposure to low molecular weight (LMW) agents significantly increased the risk of developing bronchial hyper-responsiveness (HR 2.3; 95% CI 1.1 to 5.4). Exposure verification appeared to be important to optimise the sensitivity and the specificity, as well as HRs produced by the JEM. Self-reports and investigator scores also indicated that further exposure to HMW allergens increased the risk of developing occupational allergies. The agreement between self-reports, investigator scores, and the JEM were moderate to good. There was no significant association between respiratory outcomes and work duration in jobs related to training. The asthma-specific JEM could estimate the risk of various outcomes of occupational allergies associated with exposure to HMW and LMW allergens, but it is relatively labour intensive. Exposure verification is an important integrated step in the JEM that optimised the performance of
Study documents the long-term impacts of Superfund cleanup on property values in communities neighboring prominent Superfund sites, examining the sale prices of nearly 35,000 homes for up to a thirty-year period near six very large Superfund sites.
Efforts to handle an increased workload with dwindling manpower in the Physical and Electrical Standards Laboratory (Standards Lab) at the Oak Ridge Y-12 Plant are described. Empowerment of workers via Total Quality Management (TQM) is the basis for their efforts. A survey and follow-up team work was the course of action. The job-task analysis received honors by their peers at the Y-12 Plant.
Full Text Available Background of Objective: Nursing is one of the health care jobs. In addition to health care, they need to continue education for individual development and be aware of the latest medical science achievements. The main purpose of this study was an evaluation of effective factors in learning transfer of nursing on the job training courses in work environment based on Holton’s transfer model. Materials and Methods: This was a descriptive, cross-sectional study in which the population was all of Jahrom University of Medical Sciences nurses. Passing on-the-job training courses in 2015 was inclusion criterion. Using random sampling method and Cocran formula, 95 nurses were selected. Research instrument was learning transfer system inventory that was distributed after its validity and reliability were calculated. Data was analyzed by inferential statistical methods and SPSS21. Results: The results showed that effective individual, organizational and educational factors in learning transfer of on-the-job training courses in work environment are important. Also, they showed that individual was the most dominant effective factor (P< 0.05. Conclusion: With special attention to the nurse's on- the -job training courses, it is possible to transfer learning to work environment.
Full Text Available Education is one of Human Development Index (HDI components which plays a vital role. Both theoretically and evidently speaking, the level of education has a positive correlation with income level. However, Indonesia as an archipelago country still can’t be able to provide equitable education for the whole country. Spatial Inequality is thought as the result of this problem. Since outer Java regions are less developed compared to Java, the quality of education is lower as well. The ability of education as income leverage factor is different between regions. Through this study, I compared the rate of return to schooling of both regions and analyze the causes. Furthermore, I examined the differences in the effects of formal education and job training on people in both regions. The aim is to decide what kind of human resources treatment is more effective for each region. This research’s data is collected from the National Labor Force Survey (SAKERNAS 2014. I used modified Mincer earnings function to analyze the differences between regions. Cross-sectional regression analysis was done by using Ordinary Least Square (OLS method. I split the data based on groups of the region to compare both rates of return to schooling. The results showed that there are differences in the rate of return to schooling between the two regions for each education level. The effect of training on income level also differs for both regions. Education gives a promising return to income in Java while job training doing it well in outer regions.
Training and qualification of the auxiliaries of operation using the methodology On the Job Training (OJT) and Task Performance Evaluation (TPE); Formacion y culificacion de los auxiliares de operacion mediante la metodologia On the Job Training (OJT) y Task Performance Evaluation (TPE)
Martinez Casado, J.
On the Job Training (OJT) and Task Performance Evaluation (TPE). This plan has been developed and put in practice entirely, by a group of experienced auxiliary operation that have distinguished themselves by their professionalism, knowledge of the work, technical expertise and commitment to nuclear safety. (Author)
Reames, J. P. (Jim)
The benefit-cost relationship analysis concerns the cost effectiveness of employment and training in the Water Distribution Division of the Dallas Water Utilities Department and deals specifically with 104 entry workers hired to become pipe fitters. Half of the entry workers were enrolled in the Public Service Careers (PSC) training program and…
Budria, Santiago; Telhado-Pereira, Pedro
In this paper, we analyse the transition to the labor market of participants in vocational training in Madeira in Portugal. The analysis is in two stages. First, we investigate how the employment status at different dates (1 month, 1 year, and 2 years after the completion of the training program) depends on relevant variables, such as age, gender,…
Arbuckle, Melissa R.; DeGolia, Sallie G.; Esposito, Karin; Miller, Deborah A.; Weinberg, Michael; Brenner, Adam M.
Objective: The purpose of this study was to characterize associate training director (ATD) positions in psychiatry. Method: An on-line survey was e-mailed in 2009 to all ATDs identified through the American Association of Directors of Psychiatric Residency Training (AADPRT). Survey questions elicited information regarding demographics,…
A growing number of companies are using web-based e-learning systems to train employees. The activities of 3 E-learning companies were described in this article, notably dominKnow Learning Systems, NGRAIN Corporation and Blatant Media. One of the greatest challenges facing the oilsands industry is to build a skilled labour force to operate massive upgraders. The benefit of the e-learning approach is that consistent information can be delivered to learners, with no variation in information. The training takes on many forms, either through online simulations or simply placing a manual online. In addition to saving time, e-learning familiarizes workers with specific pieces of equipment that would be much too expensive to purchase. Three-dimensional equipment simulations are also made available for training purposes. This article presented an online e-learning approach that has been used effectively for safety training and corporate governance. E-learning simplified the process compared to actual classroom training. It allowed staff to combine training time with regular work schedules. The online e-learning approach was shown to save companies many of hours in training time. 2 figs.
Dehaghani, Abdollah Rezaei; Akhormeh, Kobra Ahmadi; Mehrabi, Tayyebeh
The worldwide nursing shortage is threatening the quality of healthcare. The two most common causes in maintaining nurses are job satisfaction, a positive working environment, and good relationships among staff. This study aimed to determine the effect of interpersonal communication skills training on job satisfaction among the nurses working in Al-Zahra Hospital affiliated to Isfahan University of Medical Sciences, Isfahan, Iran, in 2011. This study was a quasi-experimental research with two groups and two phases, and was carried out on 70 nurses from Al-Zahra University Hospital. Only nurses who had been employed for more than one year were accepted into the study. There were 35 nurses in the test group and 35 nurses in the control group. The study questionnaire included personal details and job satisfaction scale by Smith and Kendall. Sampling was done randomly and nurses were divided into test and control groups. In the test group, the communication skills training program was done in 6 sessions, twice a week and each session was held for 2 hours. The questionnaire was completed in two stages; before, and two months after the study. Data were analyzed by descriptive and inferential statistics through SPSS Software version 18. Findings showed that pre-intervention mean score of job satisfaction of nurses in both groups had no significant difference (p = 0.92). After the communication skills training program in the experimental group, mean score of job satisfaction increased and it was significant compared to the control group (p interpersonal communication skills training program increased the mean score of job satisfaction in the test group. Therefore, it seems necessary that nursing managers design training programs for them.
Elroy Joseph C. Valdez
Full Text Available This study ascertains the contributions of on-the-job training (OJT program of a university to the development of skills, personal qualities and competencies of tourism students. The study is descriptive and uses survey questionnaire for data gathering. Respondents consist of 74 tourism graduates from 2009 to 2013, which is 75.5% of the total number of graduates. Results show that the OJT program of the university has significant contributions to the development of students’ basic skills, thinking skills, personal qualities and competencies on resources, interpersonal, information, systems and technology. Further, the similarities of OJT contributions for males and females imply that there is no gender bias in the training places while the differences on OJT contributions for self-employed, casual, contractual and permanent employees indicate that those with more skills and competencies are more inclined to entrepreneurial activities than to employment. The OJT program is also consistent throughout the years in providing skills and personal qualities as indicated by the non-difference on OJT contributions when grouped according to graduation year. Of immediate concern, however, is the decline of OJT contributions to the competencies of 2013 graduates. The study recommends that the university should tie-up with more tourism industry partners that can give excellent trainings for students and offer more international OJT for them to be more globally competitive. The training of students should also be regularly monitored by university training coordinators. Finally, the university may also consider and study ways on how to develop the entrepreneurial skills of tourism students.
Jorgensen, Eric L; Fuller, Joseph J
...) began to develop better ways to present Technical Information (TI) to Navy Fleet users needed for purposes of operating, maintaining, training, and logistically supporting the Navy's inventory of weapon systems...
Satterwhite, Catherine Lindsey; Tian, Lin H; Braxton, Jimmy; Weinstock, Hillard
To analyze 5-year prevalence trends in Chlamydia trachomatis infections among high-risk young men and women aged 16 to 24 years entering the National Job Training Program, where universal screening is required. Entrance exams conducted in over 100 National Job Training Program centers from 2003 to 2007 were considered. Women provided cervical specimens tested using either a DNA hybridization probe (PACE 2, Gen-Probe, San Diego, CA) or a strand displacement amplification test (SDA, BD ProbeTec ET, Becton-Dickinson, Sparks, MD). In the absence of a pelvic exam, urine specimens were tested using SDA. PACE 2 testing was performed predominately from 2002 to 2005; from 2005 to 2007, SDA was used. All male testing was conducted using SDA on urine specimens. Chlamydia prevalence trends were assessed for women and men, using logistic regression models. Adjusted odds ratios (AOR), 95% confidence intervals (CI), and P-values were calculated. Approximately 15,000 women and 30,000 men were screened annually for chlamydia. Among both sexes, adjusted prevalence declined significantly from 2003 to 2007. In 2003, crude prevalence among women was 9.9%; in 2007, prevalence was 13.7%. However, after controlling for covariates, including increasingly sensitive tests, the model indicated a significant declining prevalence trend (AOR: 0.95, CI: 0.93-0.97, 4.6% decrease in odds per year). Among men, crude prevalence in 2003 was 8.4%; in 2007, prevalence was 8.3%; after controlling for possible confounding, a significant decline in prevalence was also detected (AOR: 0.98, CI: 0.96-0.99, 1.9% decrease in odds per year). In a relatively stable, high-risk population of young women and men, adjusted chlamydia prevalence declined from 2003 to 2007. Test technology plays a critical role in interpreting rates and should be considered whenever chlamydia rates are examined.
This report evaluates the performance of solidification as a method for treating solids from Superfund sites. Tests were conducted on four different artificially contaminated soils which are representative of soils found at the sites. Contaminated soils were solidified us...
Barker, Kathryn Chang
The pilot Job Effectiveness Training (JET) workplace basic skills program, developed by Canada's Alberta Vocational College (AVC), Edmonton, for Stelco Steel during 1989-90, was evaluated in terms of impacts or changes from the perspective of the four major stakeholder groups: the students (12 Stelco employees); the employers (Stelco management);…
Fejoh, Johnson; Faniran, Victoria Loveth
This study investigated the impact of in-service training and staff development on workers' job performance and optimal productivity in public secondary schools in Osun State, Nigeria. The study used the ex-post-facto research design. Three research questions and three hypotheses were generated and tested using questionnaire items adapted from…
Richardson, J. Jeffrey
This paper is part of an Air Force planning effort to develop a research, development, and applications program for the use of artificial intelligence (AI) technology in three target areas: training, performance measurement, and job performance aiding. The paper is organized in five sections that (1) introduce the reader to AI and those subfields…
Lerios, Jefferson L.; Sapin, Sherwin B.
Students' performance in their respective On-the-Job Training (OJT) is one of the success stories that may provide significant contribution to the total effectiveness of the curriculum designed and participated by stakeholders from various industry representation. Students were deployed in different companies to gain knowledge, skills, attitudes,…
Employee development programs that encourage learning that is not necessarily work related benefit employers through improved motivation, commitment, and morale, if work-related training is also offered. Less-skilled, less-educated employees have the most to gain. (SK)
Although Malawi started a Medical College in 1991 to train medical doctors, it continues to face a chronic shortage of medical staff. Malawi Medical Journal Vol. 20 (3) 2008: pp. 74-77. Full Text: EMAIL FREE FULL TEXT EMAIL FREE FULL TEXT · DOWNLOAD FULL TEXT DOWNLOAD FULL TEXT.
Banker, Lauren Langer
This mixed-methodology case study explored one district's attempt to provide teacher leadership training in an effort to increase feelings of empowerment. Empowerment is defined as the degree to which an individual feels capable of influencing his or her work role and context (Spreitzer, 1995) and in the field of education, empowering teachers is…
Pirard, Florence; Schoenmaeckers, Pauline; Camus, Pascale
This article presents a study conducted in Federation Wallonia-Brussels (FWB) to identify factors that motivate men to enrol in training programmes and work in a field where women are the majority, in a context in which few proactive measures are taken to overcome gender stereotypes. Comprehensive interviews conducted with male childcare…
Richardson, Arline; Storberg-Walker, Julia
Scully-Russ (2005) described the low-wage labor market issue and the tendency in academic literature to view the problem as "fixing" the skills of low wageworkers. However, the article does not address instructional design issues surrounding low-wage employee training interventions. This manuscript attempts to discover the key factors surrounding…
Norris, Claudia K.
The 1978 reauthorization of the Comprehensive Employment and Training Act (CETA) introduced a new title, Title VII: the Private Sector Initiative Program (PSIP). This title instructs Prime Sponsors to form a new kind of intermediary organization, a Private Industry Council (PIC), which has the major objective of increasing the opportunities of…
García Sanz, Miguel; Rodríguez Socarrás, Moises; Tortolero Blanco, Leonardo; Pesquera-Ortega, Laura; Colombo, Juan; Gómez Rivas, Juan
Since the establishment of specialization of medicine through the residency system, Spanish health care has sought to maintain a balance between established needs and trained professionals, with the aim of avoiding the deficit or excess of health specialists with its consequences. The objective of the present review is to know the working conditions of urologist specialists at the end of the residency training period. The results of a survey for urologist who completed their residency contract from 2012 to 2016 are presented, assessing working status, academic and working data during the first months after the completion of specialized training. A total of 42 surveys were collected. All respondents had a working contract within 6 months of completing their training. 71% had a temporary contract, most with duration of less than one year. There are more contract numbers in the public health system, although they increase progressively in the private sector. More than half of the respondents were satisfied with their work situation. The work insertion of the recently specialized urologists is high, reaching 100% within 6 months of finishing their specialization. Labor quality issues are not so positive, observing great working instability associated to a high proportion of temporary contracts lower than 6 months.
Americans have used a range of narratives to make sense of their settlement and use of natural resources. This article focuses on narratives of environmental degradation after the United States passed legislation mandating the cleanup of toxic sites and provided a Superfund for that purpose. Thre...
Jenkins, Sarah; Chenneville, Tiffany; Salnaitis, Christina
This study was designed to examine the impact of role clarity and job training on job satisfaction among peer specialists. A 3-part survey assessing job training, job satisfaction, and role clarity was administered online to 195 peer specialists who are members of the International Association of Peer Specialists. Data was analyzed using descriptive statistics, correlational analyses to include multiple linear regressions and analysis of variance. Self-study and online training methods were negatively correlated with job satisfaction while job shadowing was positively correlated with job satisfaction. Role clarity was positively correlated with job satisfaction and job training satisfaction as well as job shadowing and one-on-one training. The use of self-study and online training for peer specialists is contraindicated by current findings, which suggest the need to utilize job shadowing or training methods that allow for personal interaction between peer specialists and their colleagues. (PsycINFO Database Record (c) 2018 APA, all rights reserved).
In order to improve education and training quality, a Multimedia on Nuclear Reactor Physics has been developed. In some institutions, this course is called Fundamentals of Nuclear Reactor Operation. Nowadays, this multimedia has about 800 slides and the text is in Spanish, English, French and Russian. Until now about 126 institutions from 53 countries have applied for the multimedia. The teacher uses the multimedia during his lectures. Students use it at home to study this course
Full Text Available In the recent years many research focused on the training of dentists in Chile and other countries of Iberoamerica and its implications have been published. However, there is no analysis of all the evidence at a regional level. The aim of this article is to review the changes in the training of Dentists in Iberoamerica, the educational and/or sanitary policies associated to these changes and the impact that these have had in the future for the dentists in Chile and the region. In general terms it´s been observe a strong increase of the amount of available places for studying Dentistry in several countries of the area, without a clear sanitary or educational planning that justify it. This increment does not show and positive impact in the access to the dental treatment, especially in the poorest populations. Although the levels of dentist´s satisfaction are high, in the recent years have been observed a rise in the unemployment and a salary decrease, which could impact in the professional satisfaction. In Iberoamerica uncontrolled growth is observed in the training of dentists, which has no positive impact on the population´s oral health, but negatively to the workforce.
Hahn, Verena C; Binnewies, Carmen; Sonnentag, Sabine; Mojza, Eva J
This quasi-experimental study evaluated the effects of a recovery training program on recovery experiences (psychological detachment from work, relaxation, mastery experiences, and control during off-job time), recovery-related self-efficacy, and well-being outcomes. The training comprised two sessions held one week apart. Recovery experiences, recovery-related self-efficacy, and well-being outcomes were measured before the training (T1) and one week (T2) and three weeks (T3) after the training. A training group consisting of 48 individuals and a waitlist control group of 47 individuals were compared (N = 95). Analyses of covariance revealed an increase in recovery experiences at T2 and T3 (for mastery only at T2). Recovery-related self-efficacy and sleep quality increased at T2 and T3, perceived stress and state negative affect decreased at T3. No training effects were found for emotional exhaustion.
Cormier, J.; Horak, F.
It is no surprise to many of Superfund's practitioners that the law and its application are flawed. The South Valley Superfund Site in Albuquerque, New Mexico has not escaped Superfund's problems. The problems and issues arising out of the South Valley Superfund site have spurred the desire to seek a better way to administer and manage cleanup. This new method applies organizational and role changes that bring Superfund closer to an efficient business-like entity. This ''Reengineered'' Superfund strives for reorganization, contractor reduction, improved communication, reporting reduction, and teaming. In addition, modifications are made to the roles of regulators, potentially responsible parties (PRPs), and the public. Today the site encompasses roughly one square mile in area, includes six identified contaminant sources, and deals with solvent and petroleum by-product contamination
Tsai, Pei-Rong; Lee, Ting-Ting; Lin, Hung-Ru; Lee-Hsieh, Jane; Mills, Mary Etta
Electronic portfolios can be used to record user performance and achievements. Currently, clinical learning systems and in-service education systems lack integration of nurses' clinical performance records with their education or training outcomes. For nurses with less than 2 years' work experience (nursing postgraduate year), use of an electronic portfolio is essential. This study aimed to assess the requirements of using electronic portfolios in continuing nursing education for clinical practices. Fifteen nurses were recruited using a qualitative purposive sampling approach between April 2013 and May 2013. After obtaining participants' consent, data were collected in a conference room of the study hospital by one-on-one semistructured in-depth interviews. Through data analyses, the following five main themes related to electronic learning portfolios were identified: instant access to in-service education information, computerized nursing postgraduate year training manual, diversity of system functions and interface designs, need for sufficient computers, and protection of personal documents. Because electronic portfolios are beginning to be used in clinical settings, a well-designed education information system not only can meet the needs of nurses but also can facilitate their learning progress.
The purpose of this Handbook is to establish general training program guidelines for training personnel in developing training for operation, maintenance, and technical support personnel at Department of Energy (DOE) nuclear facilities. TTJA is not the only method of job analysis; however, when conducted properly TTJA can be cost effective, efficient, and self-validating, and represents an effective method of defining job requirements. The table-top job analysis is suggested in the DOE Training Accreditation Program manuals as an acceptable alternative to traditional methods of analyzing job requirements. DOE 5480-20A strongly endorses and recommends it as the preferred method for analyzing jobs for positions addressed by the Order.
U.S. Environmental Protection Agency — Contaminants at Comprehensive Environmental Response, Compensation and Liability Information System (CERCLIS) (Superfund) Sites - The CERCLIS Public Access Database...
U.S. Environmental Protection Agency — Responsible Parties at CERCLIS Sites - The Comprehensive Environmental Response, Compensation and Liability Information System (CERCLIS) (Superfund) Public Access...
U.S. Environmental Protection Agency — Non-NPL Sites - The Comprehensive Environmental Response, Compensation and Liability Information System (CERCLIS) (Superfund) Public Access Database contains a...
Kimball, Clyde [Northern Illinois Univ., DeKalb, IL (United States); Karonis, Nicholas [Northern Illinois Univ., DeKalb, IL (United States); Lurio, Laurence [Northern Illinois Univ., DeKalb, IL (United States); Piot, Philippe [Northern Illinois Univ., DeKalb, IL (United States); Xiao, Zhili [Northern Illinois Univ., DeKalb, IL (United States); Glatz, Andreas [Northern Illinois Univ., DeKalb, IL (United States); Pohlman, Nicholas [Northern Illinois Univ., DeKalb, IL (United States); Hou, Minmei [Northern Illinois Univ., DeKalb, IL (United States); Demir, Veysel [Northern Illinois Univ., DeKalb, IL (United States); Song, Jie [Northern Illinois Univ., DeKalb, IL (United States); Duffin, Kirk [Northern Illinois Univ., DeKalb, IL (United States); Johns, Mitrick [Northern Illinois Univ., DeKalb, IL (United States); Sims, Thomas [Northern Illinois Univ., DeKalb, IL (United States); Yin, Yanbin [Northern Illinois Univ., DeKalb, IL (United States)
This project establishes an initiative in high speed (Teraflop)/large-memory desktop supercomputing for modeling and simulation of dynamic processes important for energy and industrial applications. It provides a training ground for employment of current students in an emerging field with skills necessary to access the large supercomputing systems now present at DOE laboratories. It also provides a foundation for NIU faculty to quantum leap beyond their current small cluster facilities. The funding extends faculty and student capability to a new level of analytic skills with concomitant publication avenues. The components of the Hewlett Packard computer obtained by the DOE funds create a hybrid combination of a Graphics Processing System (12 GPU/Teraflops) and a Beowulf CPU system (144 CPU), the first expandable via the NIU GAEA system to ~60 Teraflops integrated with a 720 CPU Beowulf system. The software is based on access to the NVIDIA/CUDA library and the ability through MATLAB multiple licenses to create additional local programs. A number of existing programs are being transferred to the CPU Beowulf Cluster. Since the expertise necessary to create the parallel processing applications has recently been obtained at NIU, this effort for software development is in an early stage. The educational program has been initiated via formal tutorials and classroom curricula designed for the coming year. Specifically, the cost focus was on hardware acquisitions and appointment of graduate students for a wide range of applications in engineering, physics and computer science.
Full Text Available Background and Aim: Today, work related stress has become a common and costly problem in work places that most of studies in the last 30 decades have engaged in this problem. Several reports indicate that the occupations such as nursing which have high psychological job demands and low decision latitude are very stressful. This stress can cause harmful physical and psychological effects on nurses’ health. On the other hand, job stress may result in high rates of injury, tardiness and absenteeism at work place and reduced productivity and organizational commitment leading to low quality of nursing care. Numerous studies suggested that learning new activities and skills such as communication skills is one of the best strategies against job stress .The purpose of this study was to test the effectiveness of communication Skills training in reducing work stress level among nursing personnel in rehabilitation centers. Materials and Methods: The quasi- experimental design was conducted. A sample of 48 nursing personnel participated in the study. Subjects were randomly assigned to one of two experimental or control groups. Subjects in experimental group participated in a 7- hour’s workshop, all subjects were pre and post tested (one month later for job stress and communication skills with the Karasek’s Job Content Questionnaire (JCQ and communication skills test. Results: Results revealed the following: (1 subjects in both groups after pretest were the middle level of stress and communication skills. (2 After training the experimental group scored higher on the rating of communication skills than control group and had successfully maintained their improvements for 4 weeks. (3 After training the experimental group showed lower level of stress than control group and had successfully maintained their improvements for 4 weeks. Conclusion: As a result of this research communication skills training could reduce level of stress among nursing personnel
Faridi, Adnan; Baloch, Akhtar; Wajidi, Abuzar
This paper examines the impact of modern and traditional training and development programs on the employees of banking sectors' organizational commitment and overall performance within Karachi, Pakistan. Furthermore, the paper explores the causal-effect relationship between organizational commitment's distinctive attributes and T&D program through mediating role of job satisfaction, by particularly looking at the contractual and permanent employees. By combining the strata, convenience, and p...
Noordzij, G.; van Hooft, E.A.J.; van Mierlo, H.; van Dam, A.; Born, M.Ph.
Finding reemployment after job loss is a complex and difficult task that requires extensive motivation and self-regulation. This study aimed to examine whether improving unemployed job seekers’ cognitive self-regulation can increase reemployment probabilities. Based on the goal orientation
Swedberg, Lena; Michélsen, Hans; Chiriac, Eva Hammar; Hylander, Ingrid
To describe and analyse perceived competence and perceived responsibility among healthcare assistants (HC assistants), caring for patients with home mechanical ventilation (HMV) and other advanced caring needs, adjusted for socio-demographic and workplace background factors. A cross-sectional study was conducted including 128 HC assistants employed in Stockholm County, Sweden. The HC assistants responded to a study-specific questionnaire on perceived competence and perceived responsibility, provided socio-demographic and workplace background data, as well as information on the patient characteristics for the understanding of their work situations. Descriptive statistics and logistic regression analyses were performed. Eighty per cent of the HC assistants rated their perceived competence as high, and fifty-nine per cent rated their perceived responsibility as high. Fifty-five per cent lacked formal healthcare training, and only one in five of the HC assistants had a formal training equivalent with a licensed practical nurse (LPN) examination. Males lacked formal training to a greater extent than females and rated their competence accordingly. On-the-job training was significantly associated with high ratings on both perceived competence and perceived responsibility, and clinical supervision was associated with high rating on perceived responsibility. HC assistants with limited formal training self-reported their competence as high, and on-the-job training was found to be important. Also, clinical supervision was found important for their perception of high responsibility. In Sweden, HC assistants have a 24-hour responsibility for the care and safety of their patient with HMV and other advanced caring needs. The study results point out important issues for further research regarding formal training requirements as well as the needs for standardised workplace training and supervision of HC assistants. The consequences of transfer of responsibility by delegation from
Ghadeer Mohamed Badr ElDin Aboul-Ela
Full Text Available Employees are the key resources of organizational success. Developing and maintaining job embeddedness is a cornerstone success in the workplace. The purpose of this research study is to analyze selected antecedents of job embeddedness. Role ambiguity, training, and demographics (age groups, gender and education were identified from the extant literature as the selected antecedents for this study. An in-depth statistical analysis of the job embeddedness sub-dimensions was conducted in relation to the selected antecedents. Questionnaires were administered among the employees working in the private banks in Egypt. Results revealed a negative relationship between role ambiguity and job embeddedness, a positive relationship between training and job embeddedness, elder employees held higher level of embeddedness compared to young employees, females possessed higher level of embeddedness compared to males, and no significant differences among the various education levels and job embeddedness.
Learner, Emily R; Torrone, Elizabeth A; Fine, Jason P; Pence, Brian W; Powers, Kimberly A; Miller, William C
Evaluating chlamydia prevalence trends from sentinel surveillance is important for understanding population disease burden over time. However, prevalence trend estimates from surveillance data may be misleading if they do not account for changes in risk profiles of individuals who are screened (case mix) and changing performance of the screening tests used. We analyzed chlamydia screening data from a sentinel surveillance population of 389,555 young women (1990-2012) and 303,699 young men (2003-2012) entering the US National Job Training Program. This period follows the introduction of national chlamydia screening programs designed to prevent transmission and reduce population disease burden. After ruling out bias due to case mix, we used an expectation-maximization based maximum likelihood approach to account for measurement error from changing screening tests, and generated minimally-biased long-term chlamydia prevalence trend estimates among youth and young adults in this sentinel surveillance population. Adjusted chlamydia prevalence among women was high throughout the study period, but fell from 20% in 1990 to 12% in 2003, and remained between 12% and 14% through 2012. Adjusted prevalence among men was steady throughout the study period at approximately 7%. For both women and men, adjusted prevalence was highest among Black and American Indian youth and young adults, and in the Southern and Midwestern regions of the US throughout the study period. Our minimally-biased trend estimates provide support for an initial decrease in chlamydia prevalence among women soon after the introduction of national chlamydia screening programs. Constant chlamydia prevalence in more recent years suggests that screening may not be sufficient to further reduce chlamydia prevalence among high-risk youth and young adults.
...-0276. FOR FURTHER INFORMATION CONTACT: Angelo Carasea, Assessment and Remediation Division, Office of Superfund Remediation and Technology Innovation, (5204P), Environmental Protection Agency, 1200 Pennsylvania... funds to a State, political subdivision, or Indian Tribe that assumes responsibility as the lead or...
The videotape is divided into three sections. Section 1 discusses the development and framework of CERCLA and the Superfund Program and outlines the implementing rules that guide Superfund site cleanups. The Superfund response actions - remedial, removal, and enforcement - are reviewed. Section 2 outlines On-Scene Coordinator's (OSC) and Remedial Project Manager's (RPM) roles and responsibilities in Superfund removal, remedial, and enforcement activities. The other players involved in Superfund response activities also are identified. Section 3 describes how EPA learns of potential Superfund sites and lists the authorities that determine the requirements for site discovery. The procedures used to prioritize the sites and to identify and select sites for remediation are discussed
EPA will issue an RFP to initiate the SITE-005 solicitation for demonstration of technologies under the Superfund Innovative Technology Evaluation (SITE) Program. This portion of the SITE program offers a mechanism for conducting a joint technology demonstration between EPA and the private sector. The goal of the demonstration program is to provide an opportunity for developers to demonstrate the performance of their technologies on actual hazardous wastes at Superfund sites, and to provide accurate and reliable data on that performance. Technologies selected must be of commercial scale and provide solutions to problems encountered at Superfund Sites. Primary emphasis in the RFP is on technologies that address: treatment of mixed, low level radioactive wastes in soils and groundwater; treatment of soils and sludges contaminated with organics and/or inorganics, materials handling as a preliminary step to treatment or further processing, treatment trains designed to handle specific wastes, are in situ technologies, especially those processes providing alternatives to conventional groundwater pump and treat techniques
This conference was held November 29--December 1, 1994 in Washington, D.C..The purpose of this conference was to provide a forum for exchange of state-of-the-art information on Superfund. Papers are included on the following topics: bioremediation; building decontamination; environmental policy issues; federal environmental restoration; groundwater remediation; innovative sampling and analytical technologies; laboratory methods; metals management; mixed wastes; PCB waste management; remediation technology and case studies; and risk assessment. Individual papers have been processed separately for inclusion in the appropriate data bases
The outlook for jobs in the computer industry is excellent for people with appropriate training. The shortage of computer personnel is expected to continue, resulting in higher wages, more job mobility, increasing job security and generally greater opportunities for two million Americans by 1990. (CT)
A study is being conducted by Electro-Pure Systems, Inc. (EPS) under the Emerging Technology portion of the U.S. Environmental Protection Agency's (EPA's) Superfund Innovative Technology Evaluation (SITE) Program to study alternating current electrocoagulation for Superfund site remediation. Alternating current electrocoagulation has proven to be effective in agglomerating and removing colloidal solids, metals and certain organic contaminants from surrogate soils prepared from the US EPA's Synthetic Soil Matrix. Treatments under a wide range of operating conditions have enabled the optimum parameter settings to be established for multiple phase separation. Electrocoagulation enables appreciably enhanced filtration and dewatering rates to be realized for metals- and diesel fuel-spiked surrogate soil slurries; such enhancements are prompted by growth in the mean particle size of the clays and particulates from typically < 10 microns to as much as 150 microns depending on the degree of electrocoagulation. Reduction in the total suspended solids content of clays in all slurries in excess of 90% can routinely be achieved. Bench-scale experiments of the metals-spiked surrogate soils indicate that electrocoagulation preferentially concentrates soluble metals into the sludge phase; excellent metals separation (Pb, Cr, Cu, Cd) can be realized. Experiments on surrogate wastes spiked with volatile organics suggest that this technology is not capable of effecting good volatile extractions from the aqueous phase. Reductions in excess of 80% in the total organic carbon (TOC) content of the diesel fuel-spiked surrogates can, however, be achieved
Lincoff, A.H. [US Environmental Protection Agency, San Francisco, CA (United States). Region IX; Costan, G.P.; Montgomery, M.S.; White, P.J. [Pacific Northwest Lab., Richland, WA (United States)
The United Heckathom Superfund Site in Richmond, California, was used to formulate pesticides from approximately 1947 to 1966. Soils at the site and sediments in the harbor were contaminated with various chlorinated pesticides, primarily DDT, as a result of these activities. The US Environmental Protection Agency listed the site on the Superfund National Priorities List in 1990. This document is part of the Remedial Investigation and Feasibility Study phase of the Superfund response, which will provide the basis for selection of a final remedy that will protect human health and the environment and achieve compliance with federal and state envirorunental laws.
The United Heckathom Superfund Site in Richmond, California, was used to formulate pesticides from approximately 1947 to 1966. Soils at the site and sediments in the harbor were contaminated with various chlorinated pesticides, primarily DDT, as a result of these activities. The US Environmental Protection Agency listed the site on the Superfund National Priorities List in 1990. This document is part of the Remedial Investigation and Feasibility Study phase of the Superfund response, which will provide the basis for selection of a final remedy that will protect human health and the environment and achieve compliance with federal and state envirorunental laws
Strong Internal Controls at Service Delivery Level Will Help Prevent CETA-Type Fraud and Abuse in Job Training Partnership Act Programs. Report to Senator Sam Nunn, Ranking Minority Member, Permanent Subcommittee on Investigations, Senate Committee on Governmental Affairs.
General Accounting Office, Washington, DC.
The Government Accounting Office (GAO) conducted an examination of patterns and causes of fraud in Comprehensive Employment and Training Act (CETA) programs to determine how implementation of Job Training Partnership Act (JTPA) programs might be made less vulnerable to exploitation. GAO's investigation found that fraud and abuse in CETA programs…
Valentina L. Younge
Full Text Available The implementation of electronic health records (EHRs or electronic medical records (EMRs is well documented in health informatics literature yet, very few studies focus primarily on how health professionals in direct clinical care are trained for EHR or EMR use. Purpose: To investigate how health professionals in direct clinical care are trained to prepare them for EHR or EMR use. Methods: Systematic searches were conducted in CINAHL, EMBASE, Ovid MEDLINE, PsycINFO, PubMed and ISI WoS and, the Arksey and O’Malley scoping methodological framework was used to collect the data and analyze the results. Results: Training was done at implementation, orientation and post-implementation. Implementation and orientation training had a broader scope while post-implementation training focused on proficiency, efficiency and improvement. The multiplicity of training methods, types and levels of training identified appear to suggest that training is more effective when a combination of training methods are used.
The Carson River Mercury Site (CRMS) (Figure 1) is located in northwest Nevada and was designated a Superfund site in 1990 because of elevated mercury concentrations observed in surface water, sediments and biota inhabiting the site.
This document sets forth EPA’s strategy (Strategy) for ensuring that institutional controls (ICs) are successfully implemented at Superfund sites, with an emphasis on evaluating ICs at sites where all construction of all remedies is complete (construction complete sites).
The Savage Municipal Water Supply Superfund Site, located on the western edge of Milford, New Hampshire, consists of a source area and an extended plume that is approximately 6,000 feet long and 2,500 feet wide.
SRI’s in-depth case studies explore Superfund reuse stories from start to finish. Their purpose is to see what redevelopment strategies worked, acknowledge reuse barriers and understand how communities overcame the barriers to create new reuse outcomes.
Report #2001-M-000015, June 15, 2001. We determined that EPA Region III did not have formal procedures in place to mitigate continuity problems caused by turnover of EPA personnel in the Superfund program.
This Enforcement Superfund Tracking System (ESTS) collects publicly available information from the California Secretary of State on businesses. Learn how this data is collected, how it will be used, access to the data, and the purpose of data collection.
This memorandum revises the hierarchy of human health toxicity values generally recommended for use inr isk assessments, originally presented in Risk Assessment Guidance for Superfund Volume I, Part A.
Koffarnus, Mikhail N.; DeFulio, Anthony; Sigurdsson, Sigurdur O.; Silverman, Kenneth
Advancing the education of low-income adults could increase employment and income, but adult education programs have not successfully engaged low-income adults. Monetary reinforcement may be effective in promoting progress in adult education. This experiment evaluated the benefits of providing incentives for performance in a job-skills training…
Full Text Available Abstract Background Improving the way artemether-lumefantrine (AL is provided to patients attending clinics is critical to maximize the benefit of this new medicine. In 2007, a new initiative was launched in one part of Kenya to improve malaria case-management through enhanced in-service training and provision of job aids. Methods An evaluation of the intervention using pre- and post-intervention cross sectional health facility surveys was conducted in Bondo district. The surveys included: audit of government health facilities, health worker structured interviews and exit interviews with caretakers of sick children below five years of age. The outcome indicators were the proportions of febrile children who had AL prescribed, AL dispensed, and four different dispensing and counseling tasks performed. Results At baseline 33 government health facilities, 48 health workers and 386 febrile child consultations were evaluated. At follow-up the same health facilities were surveyed and 36 health workers and 390 febrile child consultations evaluated. The findings show: 1 no health facility or health worker was exposed to all components of the intervention; 2 the proportion of health workers who received the enhanced in-service training was 67%; 3 the proportion of febrile children with uncomplicated malaria treated with the first-line anti-malarial drug, artemether-lumefantrine (AL, at health facilities where AL was in stock increased from 76.9% (95%CI: 69.4, 83.1 to 87.6% (95% CI: 82.5, 91.5; 4 there were modest but non-significant improvements in dispensing and counseling practices; and 5 when the analyses were restricted to health workers who received the enhanced in-service training and/or had received new guidelines and job aids, no significant improvements in reported case-management tasks were observed compared to baseline. Conclusion In-service training and provision of job aids alone may not be adequate to improve the prescribing, dispensing and
Wasunna, Beatrice; Zurovac, Dejan; Bruce, Jane; Jones, Caroline; Webster, Jayne; Snow, Robert W
Improving the way artemether-lumefantrine (AL) is provided to patients attending clinics is critical to maximize the benefit of this new medicine. In 2007, a new initiative was launched in one part of Kenya to improve malaria case-management through enhanced in-service training and provision of job aids. An evaluation of the intervention using pre- and post-intervention cross sectional health facility surveys was conducted in Bondo district. The surveys included: audit of government health facilities, health worker structured interviews and exit interviews with caretakers of sick children below five years of age. The outcome indicators were the proportions of febrile children who had AL prescribed, AL dispensed, and four different dispensing and counseling tasks performed. At baseline 33 government health facilities, 48 health workers and 386 febrile child consultations were evaluated. At follow-up the same health facilities were surveyed and 36 health workers and 390 febrile child consultations evaluated. The findings show: 1) no health facility or health worker was exposed to all components of the intervention; 2) the proportion of health workers who received the enhanced in-service training was 67%; 3) the proportion of febrile children with uncomplicated malaria treated with the first-line anti-malarial drug, artemether-lumefantrine (AL), at health facilities where AL was in stock increased from 76.9% (95%CI: 69.4, 83.1) to 87.6% (95% CI: 82.5, 91.5); 4) there were modest but non-significant improvements in dispensing and counseling practices; and 5) when the analyses were restricted to health workers who received the enhanced in-service training and/or had received new guidelines and job aids, no significant improvements in reported case-management tasks were observed compared to baseline. In-service training and provision of job aids alone may not be adequate to improve the prescribing, dispensing and counseling tasks necessary to change malaria case
Bowers, B.; McBee, K.; Lochmiller, R.; Burks, S.; Qualls, C.
Cotton rats (Sigmodon hispidus) were collected from an EPA Superfund site located on an abandoned oil refinery. Three trapping grids were located on the refinery and three similar grids were located at uncontaminated localities which served as reference sites. Bone marrow metaphase chromosome preparations were examined for chromosomal damage. For each individual, 50 cells were scored for six classes of chromosomal lesions. For the fall 1991 trapping period, mean number of aberrant cells per individual was 2.33, 0.85, and 1.50 for the three Superfund grids., Mean number of aberrant cells per individual was 2.55, 2.55, and 2.12 from the reference grids. Mean number of lesions per cell was 2.77, 0.86, and 1.9 from the Superfund grids, and 3.55, 2.77, and 2.50 from the reference grids. For the spring 1992 trapping period, more damage was observed in animals from both Superfund and reference sites; however, animals from Superfund grids had more damage than animals from reference grids. Mean number of aberrant cells per individual was 3.50, 3.25, and 3.70 from the Superfund grids, and 2.40, 2.11, and 1.40 from the reference grids. Mean number of lesions per cell was 4.80, 4.25, and 5.50 from the Superfund grids, and 2.60, 2.33, and 1.50 from the reference grids. These data suggest animals may be more susceptible to chromosomal damage during winter months, and animals from the Superfund grids appear to be more severely affected than animals from reference grids
Boydell, T. H.
Job training involves preparing a job description and specification, and, if necessary, further analyses of skills, knowledge, and attitudes in order to identify areas of difficulty which will affect the choice of what must be learned and appropriate training techniques. (DM)
Zumrah, Abdul Rahim; Boyle, Stephen; Fein, Erich C.
The significance of transfer of training to organizations has been acknowledged by many studies. However, the consequences of transfer of training, particularly for employees, have still not been adequately explored. The present study was conducted to address this gap. Specifically, it explores the relationship among transfer of training, service…
A demonstration of the Toronto Harbour Commissioners' (THC) Soil Recycle Treatment Train was performed under the Superfund Innovative Technology Evaluation (SITE) Program at a pilot plant facility in Toronto, Ontario, Canada. The Soil Recycle Treatment Train, which consists of s...
Palmen, A.M.J.W.; Didden, H.C.M.; Korzilius, H.P.L.M.
Few studies have focused on improving staff performance in naturalistic training settings for high-functioning adolescents with autism spectrum disorders. Behavioral skills training, consisting of group instruction and supervisory feedback, was used to improve staff performance on (a) providing
Full Text Available This paper contributes to the debate on the importance of education for sustainable economic growth. Following a recent contribution by Aghion (2009, we focus on the role of tertiary education in innovation at the company level using patent applications as a proxy. Rather than examining tertiary education spending or the share of the population with tertiary education, we make use of the Aghion Index, which measures the quality of tertiary education. Moreover, as innovation is only the first step in the value chain at the company level, we complement dana on the quality of tertiary education with company-level data on human capital spending in large and medium-sized Slovenian firms. We report that not only a sound education system, but also on-the-job training is important for increased company-level invention and innovation. Firms with more on-the-job training reported a significantly higher number of patents in the period of 2007-2009.
NPL site POINT locations for the US EPA Region 9. NPL (National Priorities List) sites are hazardous waste sites that are eligible for extensive long-term cleanup under the Superfund program. Eligibility is determined by a scoring method called Hazard Ranking System. Sites with high scores are listed on the NPL. The majority of the locations are derived from polygon centroids of digitized site boundaries. The remaining locations were generated from address geocoding and digitizing. Area covered by this data set include Arizona, California, Nevada, Hawaii, Guam, American Samoa, Northern Marianas and Trust Territories. Attributes include NPL status codes, NPL industry type codes and environmental indicators. Related table, NPL_Contaminants contains information about contaminated media types and chemicals. This is a one-to-many relate and can be related to the feature class using the relationship classes under the Feature Data Set ENVIRO_CONTAMINANT.
James Edomwonyi Edokpolor
Full Text Available The research is aimed at assessing the important role of TVET on job creation and sustainable development of Nigerian economy. Two research questions were answered using mean and standard deviation statistics, while two hypotheses were tested using t-test statistic. A survey method was employed for the research. A four-point scale questionnaire was employed as the instrument for collection of data. The population consists of 332 TVET lecturers in 3 universities and 4 colleges of education in Edo and Delta States. There was no need to adopt sampling technique, nor select any sample size, since the entire population is of a manageable size. The instrument was validated by two experts and its reliability coefficient value using Cronbach alpha method was 0.81. The research revealed that TVET can equip students with skills for job creation and sustainable development of Nigerian economy. It also revealed that there was no significant difference between the mean ratings of TVET lecturers in Edo and Delta States on the extent to which TVET can equip students with skills for job creation. It further revealed that there was no significant difference between the mean ratings of male and female TVET lecturers on the extent to which TVET can equip students with skills for sustainable development of Nigerian economy. Optimizing sufficient amount of financial resources, regular supplies of state-of-the-art facilities, sourcing for qualified manpower, and organization of advocacy programme, that would help in effective management delivery of TVET were further recommended.
Today, the U.S. Environmental Protection Agency released the list of Superfund sites that Administrator Pruitt has targeted for immediate and intense attention. The Centredale Manor Restoration Project superfund site is one of the 21 sites on the list.
U.S. Environmental Protection Agency — This data layer provides access to Superfund National Priority List Sites as part of the CIMC web service. Superfund is a program administered by the EPA to locate,...
Kuhn, Johan Moritz; Malchow-Møller, Nikolaj; Sørensen, Anders
We extend earlier analyses of the job creation of start-ups versus established firms by considering the educational content of the jobs created and destroyed. We define education-specific measures of job creation and job destruction at the firm level, and we use these measures to construct a meas...
Kuhn, Johan M.; Malchow-Møller, Nikolaj; Sørensen, Anders
We extend earlier analyses of the job creation of start-ups vs. established firms by taking into consideration the educational content of the jobs created and destroyed. We define educationspecific measures of job creation and job destruction at the firm level, and we use these to construct a mea...
... ENVIRONMENTAL PROTECTION AGENCY [FRL-9805-2; CERCLA-04-2013-3751] LWD, Inc. Superfund Site... costs concerning the LWD, Inc., Superfund Site located in Calvert City, Marshall County, Kentucky. The... V. Painter. Submit your comments by Site name LWD, Inc., Superfund Site by one of the following...
The videotape covers various aspects of financial management for the Superfund Program. The importance of effective financial management and execution is discussed. The objectives and definitions of the Superfund Comprehensive Accomplishment Plan (SCAP) and the roles and responsibilities of Superfund personnel in the SCAP process are covered
... ENVIRONMENTAL PROTECTION AGENCY [FRL 9788-2; CERCLA-04-2013-3754] Ward Transformer Superfund Site... Ward Transformer Superfund Site located in Raleigh, Wake County, North Carolina. Under the terms of the.... Submit your comments by Site name Ward Transformer Superfund Site by one of the following methods: [[Page...
Kuhn, Johan M.; Malchow-Møller, Nikolaj; Sørensen, Anders
We extend earlier analyses of the job creation of start-ups vs. established firms by taking into consideration the educational content of the jobs created and destroyed. We define educationspecific measures of job creation and job destruction at the firm level, and we use these to construct...... a measure of “surplus job creation” defined as jobs created on top of any simultaneous destruction of similar jobs in incumbent firms in the same region and industry. Using Danish employer-employee data from 2002-7, which identify the start-ups and which cover almost the entire private sector......, these measures allow us to provide a more nuanced assessment of the role of entrepreneurial firms in the job-creation process than previous studies. Our findings show that while start-ups are responsible for the entire overall net job creation, incumbents account for more than a third of net job creation within...
Atkin, R.G.; Liedle, S.D.; Clemens, B.W.
With the promulgation of the Superfund Amendments and Reauthorization Act (SARA) federal facilities were required to comply with the Comprehensive Environmental Response Compensation and Liability Act (CERCLA) in the same manner as any non-government entity. This situation presented challenges for the Department of Energy (DOE) and other federal agencies involved in remedial action work because of the requirements under SARA that overlap other laws requiring DOE compliance, e.g., the National Environmental Policy Act (NEPA). This paper outlines options developed to comply with CERCLA and NEPA as part of an active, multi-site remedial action program. The program, the Formerly Utilized Sites Remedial Action Program (FUSRAP), was developed to identify, clean up, or control sites containing residual radioactive contamination resulting from the nation's early development of nuclear power. During the Manhattan Project, uranium was extracted from domestic and foreign ores and resulted in mill concentrates, purified metals, and waste products that were transported for use or disposal at other locations. Figure 1 shows the steps for producing uranium metal during the Manhattan Project. As a result of these activities materials equipment, buildings, and land became contaminated, primarily with naturally occurring radionuclides. Currently, FUSRAP includes 29 sites; three are on the Environmental Protection Agency's (EPA's) National Priorities List (NPL) of hazardous waste sites
Endangered Species Employment Transition Assistance Act of 1992. Hearing To Amend the Job Training Partnership Act To Establish an Endangered Species Employment Transition Assistance Program, and for Other Purposes, before the Subcommittee on Employment and Productivity of the Committee on Labor and Human Resources. United States Senate, One Hundred Second Congress, Second Session.
Congress of the U.S., Washington, DC. Senate Committee on Labor and Human Resources.
This congressional hearing focuses on the Endangered Species Employment Transition Assistance Act of 1992, which would amend the Job Training Partnership Act to provide job training and supportive services to workers dislocated as a result of enforcement of the Endangered Species Act. Testimony includes statements, articles, publications,…
Education and Job Training: Preparing for the 21st Century Workforce. Hearing before the Subcommittee on 21st Century Competitiveness of the Committee on Education and the Workforce, House of Representatives. One Hundred Seventh Congress, Second Session (Angola, Indiana, March 22, 2002).
Congress of the U.S., Washington, DC. House Committee on Education and the Workforce.
This is a congressional hearing on how vocational and technical education and job training work together to better prepare workers for the 21st century workforce and on successful educational and job training activities and initiatives in Indiana (IN). Testimony includes statements from United States representatives (Howard P. "Buck"…
Kessler, Chad S; Stallings, Leonard A; Gonzalez, Andrew A; Templeman, Todd A
This study was designed to provide an update on the career outcomes and experiences of graduates of combined emergency medicine-internal medicine (EM-IM) residency programs. The graduates of the American Board of Emergency Medicine (ABEM) and American Board of Internal Medicine (ABIM)-accredited EM-IM residencies from 1998 to 2008 were contacted and asked to complete a survey concerning demographics, board certification, fellowships completed, practice setting, academic affiliation, and perceptions about EM-IM training and careers. There were 127 respondents of a possible 163 total graduates for a response rate of 78%. Seventy graduates (55%) practice EM only, 47 graduates (37%) practice both EM and IM, and nine graduates (7%) practice IM or an IM subspecialty only. Thirty-one graduates (24%) pursued formal fellowship training in either EM or IM. Graduates spend the majority of their time practicing clinical EM in an urban (72%) and academic (60%) environment. Eighty-seven graduates (69%) spend at least 10% of their time in an academic setting. Most graduates (64%) believe it practical to practice both EM and IM. A total of 112 graduates (88%) would complete EM-IM training again. Dual training in EM-IM affords a great deal of career opportunities, particularly in academics and clinical practice, in a number of environments. Graduates hold their training in high esteem and would do it again if given the opportunity.
... Section 638.409 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS... Placements in the Job Corps § 638.409 Placement and job development. The overall objective of all Job Corps... issued by the Job Corps Director. (a) The Regional Director, as contracting officer, shall contract with...
An Assessment of the State of the Art of Curriculum Materials and a Status Assessment of Training Programs for Robotics/Automated Systems Technicians. Task Analysis and Descriptions of Required Job Competencies of Robotics/Automated Systems Technicians.
Hull, Daniel M.; Lovett, James E.
This report presents the results of research conducted to determine the current state of the art of robotics/automated systems technician (RAST) training offered in the United States. Section I discusses the RAST curriculum project, of which this state-of-the-art review is a part, and offers a RAST job description. Section II describes the…
Fisher, Harold S.; And Others
This volume is one of a four-volume final report of a research project developed to identify the jobs and training needs for the area of wastewater land treatment systems and related agricultural occupations. The overall purpose of the project is presented in terms of its six subobjectives: (1) To identify the agricultural occupations related to…
General Services Administration — This Jobs API returns job openings across the federal government and includes all current openings posted on USAJobs.gov that are open to the public and located in...
Burrell, J R; Parratt, K; Lueck, C J
Six years ago, a survey of Australian trainees in neurology highlighted several differences in the training offered by the various positions. There has been a subsequent increase in trainee numbers. This survey aimed to re-examine the workload and exposure provided by individual positions and to compare training in Australia and New Zealand. A questionnaire was circulated in 2012 to all advanced trainees in core adult neurology positions in Australia and New Zealand, looking at ward work, outpatient clinics, neurophysiology exposure and on-call commitments. The response rate was 85.7%. There was a 48.7% increase in the number of core training positions in Australia, but an average increase in inpatient workload of 56%. General neurology clinic numbers were unchanged while specialist clinic exposure had risen from 1.0 to 1.8 clinics/week. In some cases, exposure to neurophysiology had fallen. The requirement for out-of-hours on-call had fallen. There were no major differences between positions in Australia and New Zealand. There have been significant improvements in advanced training in adult neurology in the 5 years between 2007 and 2012: numbers of trainees have increased, on-call commitments have fallen and exposure to specialist clinics has risen. However, inpatient workload has increased significantly, accompanied by a slight reduction in exposure to training in neurophysiology in some cases. Overall, the changes are encouraging, but more work is still needed to ensure that individual positions meet the training needs of trainees. © 2014 The Authors; Internal Medicine Journal © 2014 Royal Australasian College of Physicians.
Schmit Jongbloed, Lodewijk J; Cohen-Schotanus, Janke; Borleffs, Jan C C; Stewart, Roy E; Schönrock-Adema, Johanna
Job satisfaction is essential for physicians' well-being and patient care. The work ethic of long days and hard work that has been advocated for decades is acknowledged as a threat for physicians' job satisfaction, well-being, and patient safety. Our aim was to determine the actual and preferred job size of physicians and to investigate how these and the differences between them influence physicians' job satisfaction. Data were retrieved from a larger, longitudinal study among physicians starting medical training at Groningen University in 1982/83/92/93 (N = 597). Data from 506 participants (85%) were available for this study. We used regression analysis to investigate the influence of job size on physicians' job satisfaction (13 aspects) and ANOVA to examine differences in job satisfaction between physicians wishing to retain, reduce or increase job size. The majority of the respondents (57%) had an actual job size less than 1.0 FTE. More than 80% of all respondents preferred not to work full-time in the future. Respondents' average actual and preferred job sizes were .85 FTE and .81 FTE, respectively. On average, respondents who wished to work less (35% of respondents) preferred a job size reduction of 0.18 FTE and those who wished to work more (12%) preferred an increase in job size of 0.16 FTE. Job size influenced satisfaction with balance work-private hours most (β = -.351). Physicians who preferred larger job sizes were - compared to the other groups of physicians - least satisfied with professional accomplishments. A considerable group of physicians reported a gap between actual and preferred job size. Realizing physicians' preferences as to job size will hardly affect total workforce, but may greatly benefit individual physicians as well as their patients and society. Therefore, it seems time for a shift in work ethic.
Bachelor thesis deals with job satisfaction. It is often given to a context with the attitude to work which is very much connected to job satisfaction. Thesis summarises all the pieces of information about job satisfacion, factors that affect it negatively and positively, interconnection of work satisfaction and work motivation, work behaviour and performance of workers, relationship of a man and work and at last general job satisfaction and its individual aspects. In the thesis I shortly pay...
This bacherlor thesis deals with the importance of job analysis for personnel activities in the company. The aim of this work is to find the most suitable method of job analysis in a particular enterprise, and continues creating descriptions and specifications of each job.
The effectiveness of biofeedback and relaxation training in reducing occupational stress was examined in a study of 50 individuals employed in various occupations in Iran. The study sample consisted of 15 workers (5 females, 10 males); 15 managers (5 females, 10 males); 9 guardians (3 females, 6 males); 5 dentists (2 females, 3 males); and 6…
Greenstone, Michael; Looney, Adam
This paper discusses the importance of effective training and workforce development programs as part of a broader strategy to increase the competitiveness of American workers. Although rapid technological change and increasing global competition have delivered great economic benefits to the U.S. economy overall, the development of new and more…
Khodadadi, Esmail; Ebrahimi, Hossein; Moghaddasian, Sima; Babapour, Jalil
Having an effective relationship with the patient in the process of treatment is essential. Nurses must have communication skills in order to establish effective relationships with the patients. This study evaluated the impact of communication skills training on quality of care, self-efficacy, job satisfaction and communication skills of nurses. This is an experimental study with a control group that has been done in 2012. The study sample consisted of 73 nurses who work in hospitals of Tabriz; they were selected by proportional randomizing method. The intervention was only conducted on the experimental group. In order to measure the quality of care 160 patients, who had received care by nurses, participated in this study. The Data were analyzed by SPSS (ver.13). Comparing the mean scores of communication skills showed a statistically significant difference between control and experimental groups after intervention. The paired t-test showed a statistically significant difference in the experimental group before and after the intervention. Independent t-test showed a statistically significant difference between the rate of quality of care in patients of control and experimental groups after the intervention. The results showed that the training of communication skills can increase the nurse's rate of communication skills and cause elevation in quality of nursing care. Therefore, in order to improve the quality of nursing care it is recommended that communication skills be established and taught as a separate course in nursing education.
Athena K. Ramos
Full Text Available Hog production in the United States is a large industry that has seen dramatic changes over the last few decades. Concentrated animal feeding operations (CAFOs are growing in number throughout the country. This pilot study explores the perception of risk, receipt of work-related training, provision and usage of personal protective equipment (PPE, and prevention preferences of Latino immigrant hog CAFO workers in Missouri. Forty workers (M age = 36.08 years, SD = 10.04; 92.5% male; 70.0% Mexican were interviewed. Results indicate that most workers did not perceive their job as dangerous. Limited English proficient workers were significantly less likely to report receiving any work-related training. Although most workers had access to employer provided PPE, usage was inconsistent. As the demographic composition of the farmworker population in the Midwest becomes increasingly comprised of hired immigrant workers, it will be imperative to develop occupational safety and health educational and outreach efforts focused on the needs of these workers.
Ramos, Athena K; Fuentes, Axel; Trinidad, Natalia
Hog production in the United States is a large industry that has seen dramatic changes over the last few decades. Concentrated animal feeding operations (CAFOs) are growing in number throughout the country. This pilot study explores the perception of risk, receipt of work-related training, provision and usage of personal protective equipment (PPE), and prevention preferences of Latino immigrant hog CAFO workers in Missouri. Forty workers (M age = 36.08 years, SD = 10.04; 92.5% male; 70.0% Mexican) were interviewed. Results indicate that most workers did not perceive their job as dangerous. Limited English proficient workers were significantly less likely to report receiving any work-related training. Although most workers had access to employer provided PPE, usage was inconsistent. As the demographic composition of the farmworker population in the Midwest becomes increasingly comprised of hired immigrant workers, it will be imperative to develop occupational safety and health educational and outreach efforts focused on the needs of these workers.
The Private Sector Initiative Program (PSIP), Title VII of the Comprehensive Employment and Training Act (CETA), is planned to put employment and training back in private business through grants to employers for on-the-job training programs, with private industry councils as links between business and industry and the federal government. (MF)
Full Text Available Background and aims Despite the fact that work is the major part of human life and the source of satisfying the sense of idealism, innovation and the feeling of consent in the individual, but it is one of the most important factors of creating stress in today's societies. One of the most efficient methods of interfering in stress inoculation group training (SIT. The aim of the present research is the investigation of the efficacy of the stress inoculation group training (SIT on reducing career stress of employees of Razak Co.'s employees. Methodsthis study is an intermediary study and the research method is experimental of pretest and posttest type with control group. 46 of subjects whose score in career stress test was above the average score were selected as sample, and were replaced in simple random way in two groups of test and control. 8-session test group of 1.5 hours each received team immunity training against stress. Both groups were tested and evaluated three times at the same time (pretest, posttest and follow up. Resultsafter adjusting the posttest scores based on pretest scores, the results of one-way covariance pretest showed that stress inoculation group training (SIT had a meaningful influence on reduction of career stress on employees. Also the results of multivariable covariance analysis (Mankoa showed that this effect existed in every component of career stress, i.e. exceeding accountability, responsibility of others, very high working pressure, decision making that influences the others, and understanding of self as an individual not quite competent and qualified. In follow up studies after one month, the results showed that stress inoculation group training (SIT has a stable influence on reduction of career stress and it components. Conclusion on the base of the obtained findings from research and effectiveness from the stress inoculation group training (SIT , it is recommended to apply this therapeutic
Boydell, T. H.
There is considerable evidence that a large number of recently appointed training specialists would welcome a straightforward account of job analysis. It is in the hope of providing such an account and of providing practical guidance that this booklet has been written. Major sections of this guide include: (1) Job Analysis--A Process, (2)…
Mauro Mendes Braga
Full Text Available This article reports questions related to the training and jobs of chemistry graduates from Brazilian universities. It is focussed on academic and career paths and on relations between knowledge and work. The main questions addressed in this study were: what have been the paths since undergraduate education? what were graduates doing before their enrolment in master and doctoral programs? Which were their motivations for this? Where do graduates work now? How do they appraise some aspects of their graduate education? Did the degree enlarge their job opportunities and improve work quality? How much do they earn?
The Douglas Road Landfill Superfund Site is located in St. Joseph County just north of Mishawaka,Indiana. The site consists of a 16-acre capped landfill located on an approximately 32-acre lot (includingthe land purchased in 1999 for a wetlands...
This study examines the decision-making process of the remedial design (RD) phase of on-site incineration projects conducted at Superfund sites. Decisions made during RD affect the cost and schedule of remedial action (RA). Decision analysis techniques are used to determine the...
Riley, Stephen T.
A study to determine the applicability of undergraduate education in jobs and to evaluate some of the benefits accruing to a college educated person in the labor force is discussed. The relationship between the usefulness of college training in jobs and levels of job satisfaction and income is examined. (Author/MLW)
Dawal, Siti Zawiah Md; Taha, Zahari
A methodology is developed in diagnosing the effect of job organizational factors on job satisfaction in two automotive industries in Malaysia. One hundred and seventy male subjects of age 18-40 years with the mean age of 26.8 and standard deviation (SD) of 5.3 years and the mean work experience of 6.5 years and SD of 4.9 years took part in the study. Five job organizational factors were tested in the study including job rotation, work method, training, problem solving and goal setting. A job organization questionnaire was designed and was based on respondents' perception in relation to job satisfaction. The results showed that job organization factors were significantly related to job satisfaction. Job rotation, work method, training and goal setting showed strong correlation with job satisfaction while problem solving had intermediate correlation in the first automotive industry. On the other hand, most job organization factors showed intermediate correlation with job satisfaction in the second automotive industry except the training factor which had low correlation with job satisfaction. These results highlight that job rotation, work methods, problem solving and goal setting are outstanding factors in the study of job satisfaction for automotive industries.
DeFulio, Anthony; Iati, Carina; Needham, Mick; Silverman, Kenneth
Adults in a therapeutic workplace working on a computerized keyboarding training program earned vouchers for typing correct characters. Typing technique was evaluated on review steps. Participants could pass the review and earn a bonus, or skip the review and proceed with no bonus. Alternatively, participants could continue practicing on the same step. Participants persistently repeated the same step, which halted progress through the program but allowed them to increase their rate of responding and, as a result, their earnings. Blocking the initiation of practice on review steps and removing payment for practice initiated after prompts (extinction) both produced rapid progress through the program. These results underscore the importance of careful arrangement of the contingencies in adult education programs.
Reiner-Benaim, Anat; Grabarnick, Anna; Shmueli, Edi
Separating the short jobs from the long is a known technique to improve scheduling performance. In this paper we describe a method we developed for accurately predicting the runtimes classes of the jobs to enable this separation. Our method uses the fact that the runtimes can be represented as a mixture of overlapping Gaussian distributions, in order to train a CART classifier to provide the prediction. The threshold that separates the short jobs from the long jobs is determined during the ev...
Integrating Photovoltaic Systems into Low-Income Housing Developments: A Case Study on the Creation of a New Residential Financing Model and Low-Income Resident Job Training Program, September 2011 (Brochure)
Dean, J.; Smith-Dreier, C.; Mekonnen, G.; Hawthorne, W.
This case study covers the process of successfully integrating photovoltaic (PV) systems into a low-income housing development in northeast Denver, Colorado, focusing specifically on a new financing model and job training. The Northeast Denver Housing Center (NDHC), working in cooperation with Del Norte Neighborhood Development Corporation, Groundwork Denver, and the National Renewable Energy Laboratory (NREL), was able to finance the PV system installations by blending private equity funding with utility rebates, federal tax credits, and public sector funding. A grant provided by the Governor's Energy Office allowed for the creation of the new financing model. In addition, the program incorporated an innovative low-income job training program and an energy conservation incentive program.
Walker, Michael J.
The Disabled Veterans Outreach Program (DVOP) administered by the Department of Labor's Employment and Training Administration arranges training and placement for disabled veterans in local job service offices. These employees then assist in placing other disabled veterans on jobs. Some typical DVOP success stories are described. (MF)
The Environmental Protection Agency (EPA) Office of Superfund Remediation and Technology Innovation (OSRTI) is responsible for implementing the long-term (non-emergency) portion of a key U.S. law regulating cleanup: the Comprehensive Environmental Response, Compensation and Liability Act, CERCLA, nicknamed 'Superfund'. The purpose of the Superfund program is to protect human health and the environment over the long term from releases or potential releases of hazardous substances from abandoned or uncontrolled hazardous waste sites. The focus of this paper is on Superfund, including how radiation is addressed by the Superfund program. This paper provides a brief overview of the approach used by EPA to conduct Superfund cleanups at contaminated sites, including those that are contaminated with radionuclides, to ensure protection of human health and the environment. The paper addresses how EPA Superfund determines if a site poses a risk to human health and the framework used to determine cleanup levels. The theme emphasized throughout the paper is that within the Superfund remediation framework, radioactive contamination is dealt with in a consistent manner as with chemical contamination, except to account for the technical differences between radionuclides and chemicals. This consistency is important since at every radioactively contaminated site being addressed under Superfund's primary program for long-term cleanup, the National Priorities List (NPL), chemical contamination is also present. (author)
U.S. Environmental Protection Agency — Point geospatial dataset representing locations of CERCLA (Superfund) Removal sites. CERCLA (Comprehensive Environmental Response, Compensation, and Liability Act)...
Removing Inefficiencies in the Nation's Job Training Programs. Hearing before the Subcommittee on Higher Education and Workforce Training, Committee on Education and the Workforce, U.S. House of Representatives, One Hundred Twelfth Congress, First Session (May 11, 2011). Serial Number 112-21
US House of Representatives, 2011
This hearing reviewed ways individuals can make federal job training programs more efficient and effective. Such programs are critical to fostering a competitive workforce and assisting unemployed citizens. However, serious concerns about program fragmentation and potential duplication exist that could result in significant waste. This Committee…
Goldin, Ed; Stringer, Susan
The AAS is again sponsoring a career workshop for Astronomers seeking employment. The workshop will cover a wide range of tools needed by a job seeker with a background in astronomy. There are increasingly fewer job opportunities in the academic areas. Today, astronomers need placement skills and career information to compete strongly in a more diversified jobs arena. The workshop will offer practical training on preparing to enter the job market. Topics covered include resume and letter writing as well as how to prepare for an interview. Advice is given on resources for jobs in astronomy, statistics of employment and education, and networking strategies. Workshop training also deals with a diverse range of career paths for astronomers. The workshop will consist of an two approximately three-hour sessions. The first (1-4pm) will be on the placement tools and job-search skills described above. The second session will be for those who would like to stay and receive personalized information on individual resumes, job search problems, and interview questions and practice. The individual appointments with Ed Goldin and Susan Stringer that will take place during the second session (6-9pm) will be arranged on-site during the first session. A career development and job preparation manual "Preparing Physicists for Work" will be on sale at the workshop for \\9.00. TOPICS FOR DISCUSSION: How to prepare an effective resume How to research prospective employers Interviewing skills Networking to uncover employment Job prospects present and future Traditional and non-traditional positions for astronomers This workshop will be presented by Ed Goldin and Susan Stringer of the American Institute of Physics. The cost of the workshop is \\15.00 which includes a packet of resource materials supporting the workshop presentation. Please send your request for attendance by 8 May 1998 to the Executive Office along with a check, payable to the AAS, for the fee. Credit cards will not be
Texas A and M Univ., College Station. Vocational Instructional Services.
This volume consists of advanced job and task sheets adaptable for use in the regular vocational industrial education programs for the training of machinists and machine shop operators. Twenty-one advanced machine shop job sheets are included. Some or all of this material is provided for each job: an introductory sheet with aim, checking…
Texas A and M Univ., College Station. Vocational Instructional Services.
This volume consists of elementary job and task sheets adaptable for use in the regular vocational industrial education programs for the training of machinists and machine shop operators. Twenty-five simple machine shop job sheets are included. Some or all of this material is provided for each job sheet: an introductory sheet with aim, checking…
Horvath Andrea R
Full Text Available Abstract Background Over the last years key stake holders in the healthcare sector have increasingly recognised evidence based medicine (EBM as a means to improving the quality of healthcare. However, there is considerable uncertainty about the best way to disseminate basic knowledge of EBM. As a result, huge variation in EBM educational provision, setting, duration, intensity, content, and teaching methodology exists across Europe and worldwide. Most courses for health care professionals are delivered outside the work context ('stand alone' and lack adaptation to the specific needs for EBM at the learners' workplace. Courses with modern 'adaptive' EBM teaching that employ principles of effective continuing education might fill that gap. We aimed to develop a course for post-graduate education which is clinically integrated and allows maximum flexibility for teachers and learners. Methods A group of experienced EBM teachers, clinical epidemiologists, clinicians and educationalists from institutions from eight European countries participated. We used an established methodology of curriculum development to design a clinically integrated EBM course with substantial components of e-learning. An independent European steering committee provided input into the process. Results We defined explicit learning objectives about knowledge, skills, attitudes and behaviour for the five steps of EBM. A handbook guides facilitator and learner through five modules with clinical and e-learning components. Focussed activities and targeted assignments round off the learning process, after which each module is formally assessed. Conclusion The course is learner-centred, problem-based, integrated with activities in the workplace and flexible. When successfully implemented, the course is designed to provide just-in-time learning through on-the-job-training, with the potential for teaching and learning to directly impact on practice.
Coppus, Sjors F P J; Emparanza, Jose I; Hadley, Julie; Kulier, Regina; Weinbrenner, Susanne; Arvanitis, Theodoros N; Burls, Amanda; Cabello, Juan B; Decsi, Tamas; Horvath, Andrea R; Kaczor, Marcin; Zanrei, Gianni; Pierer, Karin; Stawiarz, Katarzyna; Kunz, Regina; Mol, Ben W J; Khan, Khalid S
Over the last years key stake holders in the healthcare sector have increasingly recognised evidence based medicine (EBM) as a means to improving the quality of healthcare. However, there is considerable uncertainty about the best way to disseminate basic knowledge of EBM. As a result, huge variation in EBM educational provision, setting, duration, intensity, content, and teaching methodology exists across Europe and worldwide. Most courses for health care professionals are delivered outside the work context ('stand alone') and lack adaptation to the specific needs for EBM at the learners' workplace. Courses with modern 'adaptive' EBM teaching that employ principles of effective continuing education might fill that gap. We aimed to develop a course for post-graduate education which is clinically integrated and allows maximum flexibility for teachers and learners. A group of experienced EBM teachers, clinical epidemiologists, clinicians and educationalists from institutions from eight European countries participated. We used an established methodology of curriculum development to design a clinically integrated EBM course with substantial components of e-learning. An independent European steering committee provided input into the process. We defined explicit learning objectives about knowledge, skills, attitudes and behaviour for the five steps of EBM. A handbook guides facilitator and learner through five modules with clinical and e-learning components. Focussed activities and targeted assignments round off the learning process, after which each module is formally assessed. The course is learner-centred, problem-based, integrated with activities in the workplace and flexible. When successfully implemented, the course is designed to provide just-in-time learning through on-the-job-training, with the potential for teaching and learning to directly impact on practice.
Bradley, Heather; Satterwhite, Catherine Lindsey
National notifiable disease data indicate that there were 99 cases of gonorrhea for every 100,000 persons in the United States in 2009, the lowest recorded gonorrhea rate in US history. However, the extent to which declining case reports signify a reduction in prevalence is unknown. Gonorrhea prevalence was estimated among 16- to 24-year-old men and women entering the National Job Training Program (NJTP) between 2004 and 2009. Multivariate logistic regression was used to assess the probability of testing positive for gonorrhea over time. A total of 95,184 men and 91,697 women were screened for gonorrhea upon entry to the NJTP between 2004 and 2009. For women, gonorrhea prevalence increased from 2004 (2.6%) to 2006 (2.9%), then decreased steadily through 2009 (1.8%). For men, prevalence increased from 2004 (1.3%) to 2005 (1.6%), then decreased through 2009 (0.9%). Gonorrhea prevalence among black women decreased from 3.6% in 2004 to 2.5% in 2009 and was 2 to 4 times higher than prevalence among white women. Likewise, prevalence among black men decreased from 2.0% to 1.5% and was 8 to 22 times higher than prevalence among white men. After adjusting for gonorrhea risk factors, the odds of women and men testing positive for gonorrhea decreased by 50% and 40%, respectively, from 2004 to 2009. Declining trends in gonorrhea infection among NJTP entrants are similar to those observed in gonorrhea case report data, suggesting that the decrease in case reports is due to a decrease in prevalence. However, targeted interventions are needed to reduce gonorrhea infections in populations with disproportionate risk.
Tian, Lin H; Satterwhite, Catherine Lindsey; Braxton, Jim R; Groseclose, Samuel L
The authors applied a time-series approach to assess the temporal trend of racial disparity in chlamydia prevalence between young, socioeconomically disadvantaged blacks and whites entering the US National Job Training Program. Racial disparity was defined as the arithmetic difference between age group-, specimen type-, and region of residence-standardized chlamydia prevalences in blacks and whites. A regression with autoregressive moving average errors model was employed to adjust for serial correlation. Data from 46,849 women (2006-2008) and 136,892 men (2004-2008) were analyzed. Racial disparity significantly decreased among women (by an average of 0.122% per 2-month interval; P < 0.05) but not among men (-0.010%, P = 0.57). Chlamydia prevalence significantly declined for black women (-0.139% per 2-month interval; P = 0.004), black men (-0.045%, P < 0.001), and white men (-0.035%, P = 0.002) but not for white women (-0.028%, P = 0.413). Despite the decreases among black women and black men, the black-white disparities remained high for both sexes; in 2008, the racial disparity was 8.1% (95% confidence interval: 6.8, 9.3) for women and 9.0% (95% confidence interval: 8.4, 9.6) for men. These findings suggest that current chlamydia control efforts may be reaching young black men and women but need to be scaled up or modified to address the excess risk among blacks.
Demerouti, E.; Bakker, A.B.; Peeters, M.; Jonge, de J.; Taris, T.
The increasing popularity of self-managing teams, re-engineering and other organizational innovations, coupled with the increased flexibility in work arrangements made possible by advances in information technology, has considerably expanded the complexity of professional jobs. Consequently, each
Babos, K.; Takacs, J.
The education and training programs of the maintenance personnel at the Paks Nuclear Power Plant, Hungary are described. In addition to well trained personnel, the conditions of job quality involves the preparation of job by proper check lists and availability of documentation, and the inspection and checking of the accomplishment of job tasks. Such an inspection procedure is proposed. (R.P.) 2 figs
... 40 Protection of Environment 1 2010-07-01 2010-07-01 false How many groups can receive a TAG at one Superfund site? 35.4040 Section 35.4040 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY... Eligible? § 35.4040 How many groups can receive a TAG at one Superfund site? (a) Only one TAG may be...
Under the Superfund Innovative Technology Evaluation or SITE Program, an evaluation was made of the Shirco Pilot-Scale Infrared Incineration System during 17 separate test runs under varying operating conditions. The tests were conducted at the Demode Road Superfund site in Ros...
... ENVIRONMENTAL PROTECTION AGENCY [CERCLA-04-2012-3763; FRL 9637-7] Anniston PCB Superfund Site... past response costs concerning the Anniston PCB Superfund Site located in Anniston, Calhoun County.... Submit your comments by Site name Anniston PCB by one of the following methods: www.epa.gov/region4...
The issue of the Smart Moves in Superfund bulletin series provides an update on the revitalization effort, highlighting National Priorities List (NPL) construction completions, accelerating cleanup, the Superfund Accelerated Cleanup Model, risk assessment/risk management, contracts management, enforcement policy/equity, interagency cooperation, public forms, and state meetings
...-2012- 3766; CERCLA-04-2012-3765] Florida Petroleum Reprocessors Superfund Site; Davie, Broward County... costs concerning the Florida Petroleum Reprocessors Superfund Site located in Davie, Broward County.... Painter. Submit your comments by Site name Florida Petroleum Reprocessors by one of the following methods...
... ENVIRONMENTAL PROTECTION AGENCY [FRL-9767-6; CERCLA-04-2012-3780] Ellman Battery Superfund Site; Orlando, Orange County, FL; Notice of Settlement AGENCY: Environmental Protection Agency (EPA). ACTION... Action at the Ellman Battery Superfund Site located in Orlando, Orange County, Florida. DATES: The Agency...
Anurag N Banerjee; Parantap Basu
An optimal education subsidy formula is derived using an overlapping generations model with parental altruism. The model predicts that public education subsidy is greater in economies with lesser parental altruism because a benevolent government has to compensate for the shortfall in private education spending of less altruistic parents with a finite life. On the other hand, growth is higher in economies with greater parental altruism. Cross-country regressions using the World Values Survey f...
.... By protecting the right of new mothers to return to their previous jobs, maternity-leave statutes seek to help women benefit more from on-the-job training and to reduce the wage gap between mothers...
Kimeldorf, Martin; Tornow, Janice A.
Provides background on the job club process and how it can be used for integrated training of special needs and regular education students in need of job search assistance. Includes field test project information. (JOW)
The McCormick and Baxter Creosoting Company, Portland Plant, Superfund Site is located adjacent tothe Willamette River in Portland, Oregon and addresses contamination of soil, groundwater, and riversediments stemming from creosoting operations...
Thompson, N. A.; Ruck, H. W.
The Air Force is interested in identifying potentially hazardous tasks and prevention of accidents. This effort proposes four methods for determining safety training priorities for job tasks in three enlisted specialties. These methods can be used to design training aimed at avoiding loss of people, time, materials, and money associated with on-the-job accidents. Job tasks performed by airmen were measured using task and job factor ratings. Combining accident reports and job inventories, subject-matter experts identified tasks associated with accidents over a 3-year period. Applying correlational, multiple regression, and cost-benefit analysis, four methods were developed for ordering hazardous tasks to determine safety training priorities.
Rosimeri Ferraz Sabino
Full Text Available
This study aimed to investigate the qualifications and the job market of secretaries to Sergipe, analyzing the history and evolution of the field before the formal preparation and market demands. After identifying the historical setting of the profession in Brazil, we attempted to verify the behavior of the class secretarial about your organization, qualification and market performance. The exploratory and descriptive research supported the case study, addressing the views of students of Executive Secretariat and managers in the market of Sergipe, besides the pioneering members in the constitution of the occupation in the state. The analysis points to the development of the profession, although later in the educational context. The labor market comes in irregular occupation of the vacancies for the Secretariat, a result that can be attributed to the scarcity of training and little effective dialogues of the class with employers.Este trabalho teve como objetivo investigar a qualificação e o mercado de trabalho do secretário no Estado de Sergipe, analisando-se a trajetória e evolução do campo de atuação diante da preparação formal do indivíduo e demandas do mercado. A partir da identificação do cenário histórico da profissão no Brasil, buscou-se verificar o comportamento da classe secretarial sergipana sobre a sua organização, qualificação e atuação no mercado. A pesquisa exploratória e descritiva subsidiou o estudo de caso, abordando a visão de estudantes do curso de Secretariado Executivo da Universidade Federal de Sergipe e gestores no mercado sergipano, além de membros pioneiros na constituição da ocupação no Estado. As análises apontam para o desenvolvimento da profissão, embora tardio, no âmbito educacional. Já o mercado de trabalho apresenta-se sob ocupação irregular das vagas destinadas ao Secretariado, conseqüência que pode ser atribuída à escassa oferta de
The traditional operator job is changing, which among other things has generated a need for better job training. Surprisingly increased process automation has lead to increased operator qualifications, i.e. basic job training but also up-date and rehearsal training within certain fixed intervals. There are several, similar models for instructional system development available in the literature. One model which is of special interest integrates Operator Training development and Man-Machine Interfaces development. The extent to which Systematic Operator Training has been implemented varies with branches and companies. The nuclear power branch is given as an example in the report. This branch probably represents something better than the average among the process industries.(author)
Savely, Robert T.; Loftin, R. Bowen
Training is a major endeavor in all modern societies. Common training methods include training manuals, formal classes, procedural computer programs, simulations, and on-the-job training. NASA's training approach has focussed primarily on on-the-job training in a simulation environment for both crew and ground based personnel. NASA must explore new approaches to training for the 1990's and beyond. Specific autonomous training systems are described which are based on artificial intelligence technology for use by NASA astronauts, flight controllers, and ground based support personnel that show an alternative to current training systems. In addition to these specific systems, the evolution of a general architecture for autonomous intelligent training systems that integrates many of the features of traditional training programs with artificial intelligence techniques is presented. These Intelligent Computer Aided Training (ICAT) systems would provide much of the same experience that could be gained from the best on-the-job training.
...: Job Corps center management and staff; Job Corps students; Job Corps partner organizations' staff; and... Human Resources Managers 8 Academic Instruction Managers 24 Career Technical Training (CTT) Managers 24... the Job Corps Process Study; New Collection AGENCY: Employment and Training Administration (ETA...
Job Satisfaction: Rural Versus Urban Primary Health Care Workers'. Perception in ... doing it well, and being suitably rewarded for one's efforts. Several ... community recognition of their work and improved staff relationship. ..... study found important differences about attractors to ... their work, work-life balance, bureaucracy.
Power of the on-the-job training under a efficient and personalized method: a profitable solution for restrictive time; A potencia do treinamento no local do trabalho sob um metodo eficaz e personalizado: uma solucao rentavel em tempos restritivos
Castillero, Jose Antonio Moreno; Melo Junior, Hilter Bezerra Bandeira de [PETROBRAS, Rio de Janeiro, RJ (Brazil)
On- the- job training of Refineries operation team is showed like feasible option to face the present times difficulties. This option is efficient only if it's allied to the method showed based in intensive dialogue between interlocutor and trainees, looking for technical-human valorization and individual prestige in group. The method applied is universal. Results from a PETROBRAS Refinery application of method are showed, about Catalytic Cracking Thermal Balance and others Fundamentals. Is showed a conceptual thinking model applied for the specific affair, for intellectual comprehensive of perturbations on industrial process equilibrium. (author)
Taylor, J; Bradley, S; Nguyen, A N
This paper investigates the impact of perceived job autonomy on job satisfaction. We use the fifth sweep of the National Educational Longitudinal Study (1988-2000), which contains personally reported job satisfaction data for a sample of individuals eight years after the end of compulsory education. After controlling for a wide range of personal and job-related variables, perceived job autonomy is found to be a highly significant determinant of five separate domains of job satisfaction (pay, ...
.... Establishing proper job procedures is one of the benefits of conducting a job hazard analysis carefully studying and recording each step of a job, identifying existing or potential job hazards...
The Environmental Protection Agency (EPA) Office of Solid Waste and Emergency Response is responsible for implementing two key US laws regulating waste management and cleanup: the Resource Conservation and Recovery Act, and the Comprehensive Environmental Response, Compensation and Liability Act, CERCLA, nicknamed ''Superfund''. The purpose of the Superfund programme is to protect human health and the environment over the long term from releases or potential releases of hazardous substances from abandoned or uncontrolled hazardous waste sites. The focus of this paper is on Superfund, including how radiation is addressed by the Superfund programme. This paper provides a brief overview of the approach used by EPA to conduct Superfund cleanups at contaminated sites, including those that are contaminated with radionuclides, to ensure protection of human health and the environment. The paper addresses how EPA Superfund determines if a site poses a risk to human health and the framework used to determine cleanup levels. The theme emphasized throughout the paper is that within the Superfund remediation framework, radioactive contamination is dealt with in the identical way as chemical contamination. (author)
Smith, R.; Silver, D.
The American system of federalism creates frequent opportunities for clashes between state and federal environmental regulators.State and federal environmental laws overlap but are not easily reconciled. Most federal environmental law provides no clear answer as to how to reconcile differing mandates of state and federal environmental regulators. In this article, they will examine these state-federal conflicts as they played out in 1994 in the cleanup of contaminated sites in the state of Washington. This article describes the way a regional office of the Environmental Protection Agency and the state`s Department of Ecology developed a novel approach to managing the essential tension between overlapping state and federal cleanup laws.
Formerly, applicants for the Radiation Monitor job were primarily individuals with 4-yr degrees in the sciences or engineering, because of upgraded education requirements. Reynolds found, however, that they lost a very high percentage of such hirees within 4 months after training and going into the field - since they had felt they were hired for a white collar job. Therefore, they instituted the Pre-Employment Job Training Seminar for all applicants - a 40-minute slide presentation showing the Nevada Test Site Terrain; Radiation Monitor job locations such as tunnels, drill rigs, and a decontamination facility; and Radiation Monitors active in their job functions. In other words the earthy side of the job is depicted. Applicants still interested in the job after initial orientation stay for a 3-hour examination. The author expects future hiring at the technician level, with job requirements a high school diploma and science and math skills necessary for good job performance
Full Text Available SMEs are the most dynamic sector of the economy, representing a key factor in employment growth. Although SMEs have been severely affected by the economic crisis from 2008, they continue to be a more and more important source of generating jobs, regardless of size class. Given the differentiated contribution of SMEs to job creation as a result of their heterogeneity, the article analyses the dynamics of staff in enterprises by size classes and activities of the national economy. The statistical analysis is followed by a SWOT analysis of policies and tools to support SMEs in creating jobs both with direct action - management, recruitment, training and indirectly action by addressing general business issues. Measures that support the economic growth of SMEs through internationalization, innovation and improved access to finance foster competitiveness and, implicitly, the creation of new jobs.
Mulder, M.; Wesselink, R.; Bruijstens, H.Chr.J.
The study reported in this article is based on theories about job and competence analysis and a project in which job profiles were developed that were aimed at providing a framework of reference for evaluating in-service training programmes for purchasing professionals (professional buyers of goods
Technomics, Inc., McLean, VA.
This publication is Attachment 1 of a set of 16 computer listed QPCB task sorts, by career level, for the entire Hospital Corps and Dental Technician fields. Statistical data are presented in tabular form for a detailed listing of job duties in radiation. (BT)
Fisher, Harold S.; And Others
This is the final volume of a four-volume report of a research project designed to (1) identify job needs for agricultural occupations which will result from the Muskegon County Wastewater Management System and perform a task analysis on each occupation, (2) develop instructional modules and determine their place in either high school or 2-year…
Fisher, Harold S.; And Others
This is the second volume of a four-volume report of a research project designed to (1) identify job needs for agricultural occupations which will result from the Muskegon County Wastewater Management System and perform a task analysis on each occupation, (2) develop instructional modules and determine their place in either high school or 2-year…
Christensen, Julie Sophie; Nielsen, Jonas; Mørk, Maj Keum Ji Helweg; Mammen, Diana; Kristiansen, Mikkel Vestergaard; Welch, Nadia Guldbæk
Apple is perhaps today one of the most successful technological brands on the market. This company has introduced various products to the consumers, which in a relatively short time has managed to establish a world wide trend based on a functional and aesthetic design. In this project, the primary interest lies in how Apple has achieved this kind of success revolved around the late founder Steve Jobs, who undoubtedly appears as one of the central figures in creating the status that Apple has ...
The Fernald Environmental Management Project (FEMP) attempted to address both RCRA and CERCLA requirements at the fire training facility (FTF) by integrating a CERCLA removal action work plan with a RCRA closure plan. While the regulatory agencies involved with the FTF cleanup agreed the integrated document was a good idea, implementation proved complicated, owing to disposition of clean debris from a Superfund site, treatment of contaminated media, duration of cleanup activities, and cleanup certification. While all the complications have not been resolved, solutions to all have been proposed to Ohio EPA and U.S. EPA. Both agencies have worked closely with FEMP to find the most effective fulfillment of RCRA and CERCLA requirements
Memorandum recommends strategies to encourage PRPs to enter into a settlement using the model RD/RA Consent Decree; discusses the current model UAO; and suggests practical alternatives to expedite Superfund settlements and the cleanup process.
EPA released the list of Superfund sites that Administrator Pruitt has targeted for intense and immediate attention, including the Quendall Terminals Site, a former creosote facility on the shore of Lake Washington in Renton, Washington.
The memorandum requests regional offices to re-examine existing Superfund State Contracts (SSCs) for Fund-financed remedial actions to verify that they adequately reflect incurred and projected remedial action costs
U.S. Environmental Protection Agency — This data layer provides access to Base Realignment and Closure (BRAC) Superfund Sites as part of the CIMC web service. EPA works with DoD to facilitate the reuse...
U.S. Environmental Protection Agency — Federal facilities are properties owned by the federal government. This data layer provides access to Federal facilities that are Superfund sites as part of the CIMC...
Ela, Wendell P.; Sedlak, David L.; Barlaz, Morton A.; Henry, Heather F.; Muir, Derek C.G.; Swackhamer, Deborah L.; Weber, Eric J.; Arnold, Robert G.; Ferguson, P. Lee; Field, Jennifer A.; Furlong, Edward T.; Giesy, John P.; Halden, Rolf U.; Henry, Tala; Hites, Ronald A.; Hornbuckle, Keri C.; Howard, Philip H.; Luthy, Richard G.; Meyer, Anita K.; Saez, A. Eduardo; vom Saal, Frederick S.; Vulpe, Chris D.; Wiesner, Mark R.
Background This commentary evolved from a workshop sponsored by the National Institute of Environmental Health Sciences titled "Superfund Contaminants: The Next Generation" held in Tucson, Arizona, in August 2009. All the authors were workshop participants.
National Priority List (NPL) sites, or more commonly called Superfund sites, are hazardous waste sites (HWS) deemed by the Environmental Protection Agency (EPA) to impose the greatest risks to human health or welfare or to the environment. HWS are placed and ranked for cleanup on the NPL based on a score derived from the Hazard Ranking System (HRS), which is a scientific assessment of the health and environmental risks posed by HWS. A concern of the HRS is that the rank of sites is not based on benefit-cost analysis. The main objective of this dissertation is to develop a method for estimating the local area economic damages associated with Superfund waste sites. Secondarily, the model is used to derive county-level damage estimates for use in ranking the county level damages from Superfund sites. The conceptual model used to describe the damages associated with Superfund sites is a household-firm location decision model. In this model assumes that households and firms make their location choice based on the local level of wages, rents and amenities. The model was empirically implemented using 1980 census microdata on households and workers in 253 counties across the US. The household sample includes data on the value and structural characteristics of homes. The worker sample includes the annual earnings of workers and a vector worker attributes. The microdata was combined with county level amenity data, including the number of Superfund sites. The hedonic pricing technique was used to estimate the effect of Superfund sites on average annual wages per household and on monthly expenditures on housing. The results show that Superfund sites impose statistically significant damages on households. The annual county damages from Superfund sites for a sample of 151 counties was over 14 billion dollars. The ranking of counties using the damage estimates is correlated with the rank of counties using the HRS
Wheeler, James S; Ngo, Tien; Cecil, Jasmine; Borja-Hart, Nancy
Postgraduate training, dual degrees, and board certifications are credentials viewed by academic pharmacy communities and professional organizations as positive assets for those seeking pharmacist jobs; however, a key question merits further investigation: do these views match employer expectations? The primary objective of this study was to identify the most common qualifications employers require as stated in job advertisements. Pharmacist job postings from the aggregate jobs website Indeed.com were evaluated for the 20 largest metropolitan areas in the United States. Search criteria included: pharmacist, full-time, and within a 50-mile radius of the metropolitan area. Positions were excluded if they were not pharmacist specific, did not require a pharmacy degree, were part-time, or were temporary. Required and preferred qualifications were collected in the following categories: practice type, experience needed, training, certification, and desired skills. Six hundred and eleven of 1356 postings met inclusion criteria. Positions were classified as community (113), health-system (264), industry (149), academia (9), or other (76). Four hundred and six (66.4%) required a minimum of a Bachelor's of Pharmacy degree, while 174 (28.4%) required a Doctor of Pharmacy degree. Experience was required for 467 positions (range of 6 months to 14 years). Postgraduate training was required for 73 positions (66 residency/7 fellowship). One job required a Master's degree, type unspecified. BPS certifications were required for 7 positions (1.1%) and preferred for 22 positions (3.6%). Certifications and skills most required by employers were verbal and written skills (248), Microsoft Office proficiency (93), immunization certifications (51), and Basic Life Support/Cardiopulmonary Resuscitation certifications (37). Postgraduate training, dual degrees, and board certification were not significant factors in the qualification criteria for the positions identified. The qualifications
Bair, E Scott; Metheny, Maura A
Remediation of ground water and soil contamination at the Wells G & H Superfund Site, Woburn, Massachusetts, uses technologies that reflect differences in hydrogeologic settings, concentrations of volatile organic compounds (VOCs), and costs of treatment. The poorly permeable glacial materials that overlie fractured bedrock at the W.R. Grace property necessitate use of closely spaced recovery wells. Contaminated ground water is treated with hydrogen peroxide and ultraviolet (UV) oxidation. At UniFirst, a deep well completed in fractured bedrock removes contaminated ground water, which is treated by hydrogen peroxide, UV oxidation, and granular activated carbon (GAC). The remediation system at Wildwood integrates air sparging, soil-vapor extraction, and ground water pumping. Air stripping and GAC are used to treat contaminated water; GAC is used to treat contaminated air. New England Plastics (NEP) uses air sparging and soil-vapor extraction to remove VOCs from the unsaturated zone and shallow ground water. Contaminated air and water are treated using separate GAC systems. After nine years of operation at W.R. Grace and UniFirst, 30 and 786 kg, respectively, of VOCs have been removed. In three years of operation, 866 kg of VOCs have been removed at Wildwood. In 15 months of operation, 36 kg of VOCs were removed at NEP. Characterization work continues at the Olympia Nominee Trust, Whitney Barrel, Murphy Waste Oil, and Aberjona Auto Parts properties. Risk assessments are being finalized that address heavy metals in the floodplain sediments along the Aberjona River that are mobilized from the Industri-Plex Superfund Site located a few miles upstream.
Hosseinian, Simin; Yazdi, Seyedeh-Monavar; Zahraie, Shaghayegh; Fathi-Ashtiani, Ali
This study aims to investigate the effect of training some aspects of Emotional Intelligence (EI) on job satisfaction and productivity of employees. The results can help organizations to realize human capabilities and the way to improve them by paying more attention to psychological issues. We used a quasi-experimental method using a pre-test and a post-test designed with control group and a four-month follow-up. Study population consists of employees of Marine Installations and Construction Company. Considering variables like age, education and job rank, we selected 28 employees who earned the lowest score for EI. They were then randomly assigned to experimental and control groups. Each employee got job satisfaction and productivity questionnaires and their managers were given employee evaluation questionnaire. Then some aspects of EI were taught to the experimental group once a week for 10 sessions. Four months later, both groups were evaluated by managers. The results show that education did not increase employees` job satisfaction nor did it improve managers` evaluation. However, employees` productivity score after training sessions and managers` evaluation improved in the long run. The results reveal that training EI by further controlling the above-mentioned variables is effective and essential to improve human resources.
The decision document presents the selected remedial action for the mining wastes at Operable Unit No. 07 of the Galena Subsite, which is part of the Cherokee County Superfund Site in Cherokee County, Kansas. The selected remedy includes actions for residential soils impacted by mining wastes and includes: Excavation and disposal of residential soils impacted by mining wastes; Health education for the general community and medical professionals; Institutional controls to guide future development in residential areas impacted by mining wastes; Treatability studies to evaluate the effectiveness of phosphate stabilization as a future alternative; and Operation and maintenance of all remedy aspects including, but not limited to, health education, institutional controls, and long-term monitoring.
Bowron, J S; Todd, K H
Behavioral and social science research suggests that job satisfaction and job performance are positively correlated. It is important that EMS managers identify predictors of job satisfaction in order to maximize job performance among prehospital personnel. Identify job stressors that predict the level of job satisfaction among prehospital personnel. The study was conducted within a large, urban Emergency Medical Services (EMS) service performing approximately 60,000 Advanced Life Support (ALS) responses annually. Using focus groups and informal interviews, potential predictors of global job satisfaction were identified. These factors included: interactions with hospital nurses and physicians; on-line communications; dispatching; training provided by the ambulance service; relationship with supervisors and; standing orders as presently employed by the ambulance service. These factors were incorporated into a 21 item questionnaire including one item measuring global job satisfaction, 14 items measuring potential predictors of satisfaction, and seven questions exploring demographic information such as age, gender, race, years of experience, and years with the company. The survey was administered to all paramedics and Emergency Medical Technicians (EMTs) Results of the survey were analyzed using univariate and multivariate techniques to identify predictors of global job satisfaction. Ninety paramedics and EMT participated in the study, a response rate of 57.3%. Job satisfaction was cited as extremely satisfying by 11%, very satisfying by 29%, satisfying by 45%, and not satisfying by 15% of respondents. On univariate analysis, only the quality of training, quality of physician interaction, and career choice were associated with global job satisfaction. On multivariate analysis, only career choice (p = 0.005) and quality of physician interaction (p = 0.05) were predictive of global job satisfaction. Quality of career choice and interactions with physicians are predictive
van den Heuvel, M.; Demerouti, E.; Peeters, M.C.W.
This quasi-experimental field study examines the effects of an intervention designed to boost job resources, affective well-being, and self-efficacy via job crafting behaviour. Employees (n = 39) in a Dutch police district received a 1-day training, after which they worked towards self-set crafting
van den Heuvel, Machteld; Demerouti, Evangelia; Peeters, Maria|info:eu-repo/dai/nl/07487893X
This quasi-experimental field study examines the effects of an intervention designed to boost job resources, affective well-being, and self-efficacy via job crafting behaviour. Employees (n = 39) in a Dutch police district received a 1-day training, after which they worked towards self-set crafting
Melba Rivas Cáceres
Full Text Available The article is about a study of the preparation of the tutors o f the technicians of Electrotechnics and Computer science in labor training. In this one reflects about histor ic antecedent and tendencies in the preparation of the tutors of the labor entities, about the stage of labor training and the rols of the tutor i n the labor entities in the attention of the one trained , as well as the theoretical sustenance of the process of the tutors' preparation.
... medlineplus.gov/ency/patientinstructions/000884.htm Overcoming job stress To use the sharing features on this page, ... stay healthy and feel better. Causes of Job Stress Although the cause of job stress is different ...
doctors and retention of the existing doctors, in addition to the ... an employee's well-being Examples of job resources are job ..... increase physician job satisfaction for ensuring the .... both pay and benefits physicians at private hospitals.
Gruenert, Jeffrey C.
Data from the Current Population Survey reveal characteristics of second-job entrepreneurs, occupations in which these workers hold their second jobs, and the occupational and earnings relationships between their second and primary jobs. (Author)
Maslach, C; Schaufeli, W B; Leiter, M P
Burnout is a prolonged response to chronic emotional and interpersonal stressors on the job, and is defined by the three dimensions of exhaustion, cynicism, and inefficacy. The past 25 years of research has established the complexity of the construct, and places the individual stress experience within a larger organizational context of people's relation to their work. Recently, the work on burnout has expanded internationally and has led to new conceptual models. The focus on engagement, the positive antithesis of burnout, promises to yield new perspectives on interventions to alleviate burnout. The social focus of burnout, the solid research basis concerning the syndrome, and its specific ties to the work domain make a distinct and valuable contribution to people's health and well-being.
Van den Broeck, Anja; Parker, Sharon K.
Job design or work design refers to the content, structure, and organization of tasks and activities. It is mostly studied in terms of job characteristics, such as autonomy, workload, role problems, and feedback. Throughout history, job design has moved away from a sole focus on efficiency and productivity to more motivational job designs, including the social approach toward work, Herzberg’s two-factor model, Hackman and Oldham’s job characteristics model, the job demand control model of Kar...