WorldWideScience

Sample records for superintendent hiring criteria

  1. Leadership Analysis in K-12 Case Study: Superintendent's Hiring Dilemma

    Science.gov (United States)

    Alsobaie, Mohammed Fahad

    2016-01-01

    This paper will seek to analyze of the case "Superintendent's Hiring Dilemma" by Hoy and Tarter (2004) using multiple leadership perspectives. The last section of this analysis of the case study will provide the most effective leadership recommendations for the key players.

  2. Stretched Superintendents

    Science.gov (United States)

    Graves, Bill

    2011-01-01

    A story about superintendents hired to manage two districts finds they exercise good organizational skills--and a lot of hustle--to succeed in this unique role. They don't discount the downsides and do question the money savings involved. Superintendents doing double duty is nothing new, particularly among the hundreds of small districts scattered…

  3. The Use of Leadership Standards in the Hiring Practices of Effective Principals

    Science.gov (United States)

    Strange, Martha A.; Hensley, Melissa A.; Kracht, Ritchie E.

    2013-01-01

    This is a problem based learning project focusing on superintendent use of ISSLC standards in hiring practices for human resource management. Research notes student achievement is affected by effective leadership of principals. School district superintendents charged with hiring effective principals must determine the best candidate for that…

  4. Outsourcing the Superintendency: Contextual Changes to the Urban School Superintendent.

    Science.gov (United States)

    Sanders, Eugene T. W.; And Others

    1998-01-01

    Analyzes an urban Ohio school board's decision regarding potential employment of a business firm instead of a traditional superintendent, highlighting the board's selection process and the nature of board/community interactions. The study used an interview guide format with five board members. The board chose not to hire a Minnesota-based firm for…

  5. Slow Path to the Superintendency: Women's Social Networks and Negotiation Skills

    Science.gov (United States)

    Montz, Carol B.; Wanat, Carolyn L.

    2008-01-01

    Women superintendents in one Midwestern state participated in this study of their personal demographics, professional qualifications and career paths, and demographics of districts and boards of education that hired them. Participants identified characteristics, skills, and barriers to women seeking superintendencies. Thirty-one of 36 women…

  6. A Content Analysis of the Congruence between the Evaluation Criteria of Superintendents and the Iowa Standards for School Leaders

    Science.gov (United States)

    Adams, Matthew J.

    2011-01-01

    The Problem: This study was designed to analyze the evaluation criteria of the instruments used to evaluate superintendents, the job descriptions for those superintendents, and the goals written as part of their Individual Administrator Professional Development Plans (IAPDPs) to determine whether superintendents are being held accountable for…

  7. Rural School Superintendents: A National Study of Perspectives of Board Presidents.

    Science.gov (United States)

    Kennedy, Robert L.; Barker, Bruce O.

    1987-01-01

    Results of two surveys of 59 and 47 school board presidents from 26 and 21 different states, respectively, having district enrollments of 300 or smaller, indicated the most valued capabilities considered in hiring rural superintendents were interpersonal relations/communications skills, financial/organizational management skills, and good moral…

  8. Should Your Board Hire Its Own Staff -- Independent of Your Superintendent?

    Science.gov (United States)

    Guthrie, James W.

    1974-01-01

    Board members in school districts can stabilize or enhance their positions of power by acquiring types of information that can move policy and related matters along at a more efficient pace. To do this they must consider maintaining staffs that work solely for the boards, not for the superintendent. (Author/WM)

  9. Salary, Performance, and Superintendent Turnover

    Science.gov (United States)

    Grissom, Jason A.; Mitani, Hajime

    2016-01-01

    Purpose: Superintendent retention is an important goal for many school districts, yet the factors contributing to superintendent turnover are poorly understood. Most prior quantitative studies of superintendent turnover have relied on small, cross-sectional samples, limiting the evidence base. Utilizing longitudinal administrative records from…

  10. Overcoming Barriers: Women in Superintendency

    Science.gov (United States)

    Miller, Claire M.

    2009-01-01

    Women currently represent the largest number of teachers in the United States but remain underrepresented in the superintendent position. This suggests that the superintendency has been influenced by patriarchy. If women are to break through the barriers that prevent them from attaining a superintendency, we will need to understand the social…

  11. How Superintendents Spend Their Working Time.

    Science.gov (United States)

    Friesen, David; Duignan, Patrick

    1980-01-01

    Observations of superintendents indicate that, within the plethora of tasks and activities, the hectic variety of demands and contacts of their jobs, the superintendents cope with rather than organize their time schedules. Still, the superintendents seem to attend to the most vital activities. (Author/IRT)

  12. Longevity of Women Superintendents

    Science.gov (United States)

    Sethna, Kim C.

    2014-01-01

    Public schools are facing a leadership crisis regarding the lack of women superintendents in the United States. Although, historically, women have dominated the positions of classroom teachers and outnumbered men in receiving administrative leadership certificates, there is a disproportion in the number of men and women superintendents leading the…

  13. Women Superintendents in Illinois: Gender Barriers and Challenges

    Science.gov (United States)

    VanTuyle, Vicki; Watkins, Sandra G.

    2009-01-01

    Women face unique challenges as superintendents. This study determined barriers women face as superintendents and elicited reasons why these women would consider leaving the superintendent's position. Thirty-nine PreK-12 women superintendents in Illinois participated in a web-based survey in January 2008. Survey items included information…

  14. Selecting a Superintendent in a Tight Market: How the Current Superintendent Can Help

    Science.gov (United States)

    Kersten, Thomas

    2009-01-01

    Selecting a new district leader is always a challenge for school board members. A poor decision can lead to difficulties for everyone associated with the school district including the newly appointed superintendent. By relying on the wisdom and experience of the current superintendent, boards of education enhance their chances of selecting the…

  15. "Filling the Seat": The Pathway to the Superintendency for One African-American Woman Superintendent

    Science.gov (United States)

    Davis-Jones, Shelly A.

    2013-01-01

    The underrepresentation of women who are school superintendents is problematic, especially given the number of women who are classroom teachers and principals. This oral history study examines and describes how one African-American female superintendent, despite the conditions of racial and gender marginalization and oppression, attained her…

  16. Middle classes: theoretical principles, contemporary working out, regarding the hired workers

    Directory of Open Access Journals (Sweden)

    Vyacheslav Nikolaevich Bobkov

    2014-06-01

    Full Text Available The article deals with the problems of defining middle classes. Theoretical principles of social and class structures, including middle classes, are examined. The criteria of reckoning some hired workers as middle classes worked out on the basis of normative methodology (normative criteria are submitted, the most important of them being educational qualifications, occupation, personal income and provision of housing. Methods of statistical and sociologic analysing data are applied. The results of analysing the conformity of the hired workers to the normative criteria of representing middle classes are produced. It is determined that today heads of organizations and their subdivisions as well as certified top and middle management specialists representing middle classes comprise only 2-3 per cent of the total number of the hired workers. It should be noted that there are practically no-one among them who has got a family with two and more children. The low level of wages is the main reason for that. In addition there are some other reasons, too. The results of the research could find application in the state social and economic policy

  17. Does Superintendents' Leadership Styles Influence Principals' Performance?

    Science.gov (United States)

    Davis, Theresa D.

    2014-01-01

    Educational leaders across the United States face changes affecting the educational system related to federal and state mandates. The stress of those changes may be related to superintendents' longevity. The superintendent position has a mobility rate that is quite high. Every superintendent is different and may have a different leadership style…

  18. Power and the Role of the Superintendent

    Science.gov (United States)

    Miller, Teresa Northern; Salsberry, Trudy A.; Devin, Mary A.

    2009-01-01

    This study of the superintendent focus group interviews from the "Voices 3" project adds to the research base with regard to the range and nature of the types of power experienced or used by superintendents. Using the French & Raven/Andrews & Baird model of seven types of power, the authors analyzed superintendents'…

  19. Hiring without Firing.

    Science.gov (United States)

    Fernandez-Araoz, Claudio

    1999-01-01

    Describes the problems related to the hiring of senior-level positions. Suggests that regardless of the hiring process used, between 30% and 50% of executive-level appointments end in firing or resignation. Discusses the most common mistakes used in hiring. (JOW)

  20. The Superintendency: Reflections of Past and Present CEOs.

    Science.gov (United States)

    Washington, Kenneth R.

    1989-01-01

    Summarizes in-depth interviews with six past and present Canadian superintendents from metropolitan school districts. Discusses school board expectations of superintendents, ways to build an effective working relationship with the board, the political demands of the superintendent's position, and instructional leadership and other aspects of the…

  1. A Systematic Review of the Benefits of Hiring People with Disabilities.

    Science.gov (United States)

    Lindsay, Sally; Cagliostro, Elaine; Albarico, Mikhaela; Mortaji, Neda; Karon, Leora

    2018-02-01

    Purpose We reviewed literature on the benefits of hiring people with disabilities. Increasing attention is being paid to the role of people with disabilities in the workplace. Although most research focuses on employers' concerns, many companies are now beginning to share their successes. However, there is no synthesis of the peer-reviewed literature on the benefits of hiring people with disabilities. Methods Our team conducted a systematic review, completing comprehensive searches of seven databases from 1997 to May 2017. We selected articles for inclusion that were peer-reviewed publications, had a sample involving people with disabilities, conducted an empirical study with at least one outcome focusing on the benefits of hiring people with disabilities, and focused on competitive employment. Two reviewers independently applied the inclusion criteria, extracted the data, and rated the study quality. Results Of the 6176 studies identified in our search, 39 articles met our inclusion criteria. Findings show that benefits of hiring people with disabilities included improvements in profitability (e.g., profits and cost-effectiveness, turnover and retention, reliability and punctuality, employee loyalty, company image), competitive advantage (e.g., diverse customers, customer loyalty and satisfaction, innovation, productivity, work ethic, safety), inclusive work culture, and ability awareness. Secondary benefits for people with disabilities included improved quality of life and income, enhanced self-confidence, expanded social network, and a sense of community. Conclusions There are several benefits to hiring people with disabilities. Further research is needed to explore how benefits may vary by type of disability, industry, and job type.

  2. USA Hire Testing Platform

    Data.gov (United States)

    Office of Personnel Management — The USA Hire Testing Platform delivers tests used in hiring for positions in the Federal Government. To safeguard the integrity of the hiring processes and ensure...

  3. Measuring the Performance of School Superintendent

    Science.gov (United States)

    Ansar

    2015-01-01

    School superintendent has a strategic role in the effort to improve the quality of education, referred to the responsibility to give service and assistance for the teachers and headmasters which will affect the improvement of learning quality in school. Yet, the strategic role and function of superintendent, in fact, is still reflecting its ideal…

  4. Women in the Superintendency: Discarded Leadership

    Science.gov (United States)

    Dana, Joyce A.; Bourisaw, Diana M.

    2006-01-01

    The percentage of women in the superintendency remained stagnant over 80 years of the last century and has only increased slightly, to just fewer than 14% of the public school superintendents in the U.S. today. In other words, the glass ceiling still exists. The persistent reasons for lack of change are gender prejudice and gender…

  5. Perceptions of Kentucky High School Principals and Superintendents on the Role of the Superintendent Influencing Principal Instructional Leadership

    Science.gov (United States)

    Hamilton, Charles L., Jr.

    2011-01-01

    This exploratory study surveyed the promotion of instructional leadership of high school principals by superintendents, as perceived by self and the principals they supervise. The two-phased study included an initial questionnaire administered to both study groups and comparisons of responses analyzed. All superintendents (N = 173), except the…

  6. Superintendent Leadership Style: A Gendered Discourse Analysis

    Science.gov (United States)

    Wallin, Dawn C.; Crippen, Carolyn

    2007-01-01

    Using a blend of social constructionism, critical feminism, and dialogue theory, the discourse of nine Manitoba superintendents is examined to determine if it illustrates particular gendered assumptions regarding superintendents' leadership style. Qualitative inquiry and analysis methods were utilized to identify emerging themes, or topics of…

  7. Occupational Stressors and Job Satisfaction of Pennsylvania School District Superintendents

    Science.gov (United States)

    Kane, Kevin T.

    2017-01-01

    Today's superintendents face increasingly non-routine and complex problems that are educational, managerial, and political in nature. This study investigated occupational stressors and job satisfaction of school superintendents in Pennsylvania. This was accomplished through self-report of superintendents and through the perspective of school board…

  8. Turnover of Public School Superintendents in Arizona

    Science.gov (United States)

    Meyer, Joyce Ntsoaki

    2013-01-01

    This study used a descriptive qualitative design utilizing a phenomenological approach to determine and examine the reasons behind the voluntary or involuntary turnover of Arizona school superintendents. Open-ended questions were used to interview five superintendents who had left their districts between 2008 and 2013 about their perceptions on…

  9. Internal hiring or external recruitment?

    OpenAIRE

    DeVaro, Jed

    2016-01-01

    Hiring is one of a firm’s most important decisions. When an employer fills a vacancy with one of its own workers (through promotion or lateral transfer), it forgoes the opportunity to fill the position with a new hire from outside the firm. Although both internal and external hiring methods are used, firms frequently have a bias favoring insiders. Internal and external hires differ in observable characteristics (such as skill levels), as do the employers making each type of hiring decision. U...

  10. Superintendents Describe Their Leadership Styles: Implications for Practice

    Science.gov (United States)

    Bird, James J.; Wang, Chuang

    2013-01-01

    Superintendents from eight southeastern United States school districts self-described their leadership styles across the choices of autocratic, laissez-faire, democratic, situational, servant, or transformational. When faced with this array of choices, the superintendents chose with arguable equitableness, indicating that successful leaders can…

  11. An Examination of Self-Perceived Transformational Leadership Behaviors of Texas Superintendents

    Science.gov (United States)

    Fenn, Walter Lloyd; Mixon, Jason

    2011-01-01

    This study examined self-perceived transformational leadership behaviors among Texas superintendents. The purpose of this study was to examine if relationships existed between superintendents' self-perceived transformational leadership style, district size, teaching, principal, and superintendent years of experience. A review of the literature…

  12. Exploring the Relevant Antecedents of Superintendent Leadership Skills

    Science.gov (United States)

    Hartley, Lloyd

    2012-01-01

    Understanding antecedents to superintendent leadership development is crucial for the continued improvement of schools. This qualitative study seeks to identify skills superintendents consider critical to their position, antecedents that developed those skills, and provide an increased understanding of the methods needed for developing current and…

  13. 48 CFR 36.506 - Superintendence by the contractor.

    Science.gov (United States)

    2010-10-01

    ... contractor. 36.506 Section 36.506 Federal Acquisition Regulations System FEDERAL ACQUISITION REGULATION... Superintendence by the contractor. The contracting officer shall insert the clause at 52.236-6, Superintendence by the Contractor, in solicitations and contracts when a fixed-price construction contract or a fixed...

  14. Technology Leadership Is Just Good Leadership: Dispositions of Tech Savvy Superintendents

    Science.gov (United States)

    Richardson, Jayson W.; McLeod, Scott; Sauers, Nick

    2015-01-01

    This study describes core dispositions of school district superintendents who have been identified as technology savvy leaders by a prominent educational technology newspaper. The superintendents in this study described how they accomplished their technology initiatives and offered suggestions for other superintendents who aspire to be more…

  15. Time-to-Hire Charts

    Data.gov (United States)

    Office of Personnel Management — Agencies report time-to-hire data for all hires made using USAJOBS and report on government-wide mission critical occupations and agency specific mission critical...

  16. The Relationship of Stress and the Physical Wellness of Illinois Superintendents

    Science.gov (United States)

    Simonson, Curtis R.

    2013-01-01

    The purpose of the study was to investigate the relationship of stress and the physical wellness of Illinois superintendents. Studies have shown that stress has one of the most debilitating impacts on an individual's health and job performance. This study focused on the stress levels, factors influencing the superintendency, and superintendents'…

  17. Agency-Hired Hotel Housekeepers

    Science.gov (United States)

    Sanon, Marie-Anne V.

    2014-01-01

    Hotel housekeepers experience unique workplace hazards and characteristics that increase their risks for poor health outcomes. Today’s agency-hiring practices may further marginalize hotel housekeepers and negatively impact their health. Yet the impact of such hiring practices on the health of this vulnerable worker group remains unexplored. This article presents the debate regarding agency-hiring practices and how these practices may influence the health and well-being of hotel housekeepers. Implications for occupational health nurses are also discussed. PMID:24512722

  18. A Qualitative Study of Female Superintendents: Leadership Behaviors in Context

    OpenAIRE

    Amedy, Lynn

    1999-01-01

    Remarkably few females hold the position of superintendent; although, there are capable women in the educational field who are qualified and interested. Researchers proposed many reasons for this disparity including the lack of studies regarding females in the superintendency. This void has made it difficult to determine a clear picture of what leadership behaviors female superintendents employ. Research questions included: (1) What leadership assumptions appear to form the basis for the lead...

  19. Women's Satisfaction in the Superintendency: A Mixed Methods Study

    Science.gov (United States)

    Bollinger, Alisha A.; Grady, Marilyn L.

    2018-01-01

    The purpose of this study was to examine the experiences of female superintendents as they relate to job satisfaction and retention. State department of education websites were consulted to obtain the number of women superintendents by state for 2015. From the list, 3,364 women superintendents were identified. The women represent 25% of U.S.…

  20. You're Hired!

    Science.gov (United States)

    Weinstein, Margery

    2011-01-01

    "You're hired!" Those two words are easy to say, but it's not always easy to find the right employee. Success hinges on hiring interviews--and they require quite a bit of training to get right. Much of the work in identifying the best people for open positions falls to line-of-business managers. In this article, Verizon Wireless, Umpqua Bank,…

  1. An Examination of Pennsylvania Superintendents' Approaches to Collaborative Leadership

    Science.gov (United States)

    Florio, Tammi L.

    2014-01-01

    This study investigated whether Pennsylvania school district superintendents acknowledge the importance of the 2008 ISLLC performance indicators that require collaboration to the same degree they practice them. Superintendents' ratings of importance and frequency were compared across demographic groups. A thirty-two question survey, derived from…

  2. 48 CFR 52.236-6 - Superintendence by the Contractor.

    Science.gov (United States)

    2010-10-01

    ... Contractor. 52.236-6 Section 52.236-6 Federal Acquisition Regulations System FEDERAL ACQUISITION REGULATION....236-6 Superintendence by the Contractor. As prescribed in 36.506, insert the following clause: Superintendence by the Contractor (APR 1984) At all times during performance of this contract and until the work...

  3. The Relationship of Organizational Commitment and Superintendent Job Satisfaction

    Science.gov (United States)

    Williams, Todd

    2012-01-01

    The purpose of this study was to examine the relationship between superintendent job satisfaction and organizational commitment. Surveys were sent electronically to superintendents (N = 470) of Texas mid-size schools to collect data to test for relationships of variables and constructs associated with job satisfaction and components of…

  4. Random or referral hiring: When social connections matter

    OpenAIRE

    Nicodemo, Catia; Nicolini, Rosella

    2012-01-01

    This study investigates the existence of hiring criteria associated with the degree of social connections between skill and low-skill workers. We provide evidence about to what extent managers rely on their social connections in recruiting low-skill workers rather than on random matching. As one unique feature we follow an approach for a posted wage setting that reflects the main features of the Spanish labor market. By working with sub-samples of high and low-skill workers we are able to ass...

  5. Seeking the Essential Superintendent.

    Science.gov (United States)

    Hawley, Willis D.

    1994-01-01

    Although typical school administration program deserves criticism, it would be impossible for a university-based preparation program to cover all topics identified in AASA's "Professional Standards for Superintendents." Universities understandably stress theory and cannot substitute for rich professional development program in school…

  6. 2016 AASA Superintendent Salary & Benefits Study: Non-Member Version

    Science.gov (United States)

    Finnan, Leslie A.; McCord, Robert S.

    2017-01-01

    The 2016 AASA Superintendent Salary & Benefits Study marks the fifth edition of this study. This survey tracks the demographics, salary, benefits, and other elements of the employment contracts of school superintendents throughout the country. This year's study is based on 1,392 responses (15 percent response rate). The survey was distributed…

  7. School superintendents' perceptions of schools assisting students in obtaining public health insurance.

    Science.gov (United States)

    Rickard, Megan L; Price, James H; Telljohann, Susan K; Dake, Joseph A; Fink, Brian N

    2011-12-01

    Superintendents' perceptions regarding the effect of health insurance status on academics, the role schools should play in the process of obtaining health insurance, and the benefits/barriers to assisting students in enrolling in health insurance were surveyed. Superintendents' basic knowledge of health insurance, the link between health and learning, and specific school system practices for assisting students were also examined. A 4-page questionnaire was sent to a national random sample of public school superintendents using a 4-wave postal mailing. Only 19% of school districts assessed the health insurance status of students. School districts' assistance in helping enroll students in health insurance was assessed using Stages of Change theory; 36% of superintendents' school districts were in the action or maintenance stages. The schools most often made health insurance materials available to parents (53%). The perceived benefits identified by more than 80% of superintendents were to keep students healthier, reduce the number of students with untreated health problems, reduce school absenteeism, and improvement of students' attention/concentration during school. The 2 most common perceived barriers identified by at least 50% of superintendents were not having enough staff or financial resources. Most superintendents believed schools should play a role in helping students obtain health insurance, but the specific role was unclear. Three fourths of superintendents indicated overwhelmingly positive beliefs regarding the effects of health insurance status on students' health and academic outcomes. School personnel and public policy makers can use the results to support collaboration in getting students enrolled in health insurance. © 2011, American School Health Association.

  8. Internal Accountability and District Achievement: How Superintendents Affect Student Learning

    Science.gov (United States)

    Hough, Kimberly L.

    2014-01-01

    This quantitative survey study was designed to determine whether superintendent accountability behaviors or agreement about accountability behaviors between superintendents and their subordinate central office administrators predicted district student achievement. Hierarchical multiple regression and analyses of covariance were employed,…

  9. North Carolina Superintendent Turnover

    Science.gov (United States)

    Wheeler, John J.

    2012-01-01

    In 1922, Ellwood Cubberley characterized the superintendency by stating, "No profession offers such large personal rewards for the opportunity of living one's life in molding other lives, and in helping to improve materially the intellectual tone and moral character of a community" (Public school administration: A statement of the…

  10. Building Budgets and Trust through the Alchemy of Superintendent Leadership

    Science.gov (United States)

    Bird, James J.

    2010-01-01

    Superintendents have the burden and the opportunity to exert leadership through the budget-building process. This article details a dozen tenets which can be implemented by practicing superintendents. Doing so increases the chances of building trust among the stakeholders of administrators, staff, community, and school board members. The district…

  11. Hiring the right employees.

    Science.gov (United States)

    Reigle, Dale A

    2014-01-01

    Current employees provide the best examples of the type of aptitude, attitude, motivation, and fit we are looking for, or not looking for, in new employees. All four of these attributes are present in star employees. Using what we know about our best and worst employees can assist us in developing questions and scoring templates that will help us categorize current applicants. Hiring managers should formulate questions in a way that elicits informative responses from candidates about past performance in situations similar to those they will face on the job. Nonverbal clues can help provide insight beyond the simple verbal answer given by candidates. Practice, critique, and critical review of the outcomes of our hiring decisions improve our ability to become good hiring managers.

  12. School Superintendents' Perceptions of Ethically Just Responses to a Teacher Sexting Vignette: Severity of Administrator Response, Superintendent Personality, and Offender Gender and Race

    Science.gov (United States)

    Adams, Michael W.

    2012-01-01

    This study focused on the perceived ethics of the decisions superintendents make in response to a situation with a teacher that was value-laden, potentially volatile, and potentially affected by the teachers' gender or ethnicity. Superintendents (N = 123) each read one of 12 versions of a vignette depicting a sexting incident between a…

  13. The New York State Public School Superintendency: The Effects of Personal, Career and District Factors on Perceptions of Job Satisfaction for Women in Superintendent Positions

    Science.gov (United States)

    Camasso, Eileen L.

    2010-01-01

    Women have entered the New York State public school district superintendency in increasing numbers over the past two decades. Traditionally a male dominated field, these women have successfully addressed various personal, career and district factors to obtain these positions. In this study, 121 actively employed women superintendents were surveyed…

  14. Superintendent Turnover in Kentucky. Issues & Answers. REL 2011-No. 113

    Science.gov (United States)

    Johnson, Jerry; Huffman, Tyler; Madden, Karen; Shope, Shane

    2011-01-01

    This study examines superintendent turnover in Kentucky public school districts for 1998/99-2007/08, looking at how turnover varies by rural status, Appalachian and non-Appalachian region, and 2007/08 school district characteristics. Key findings include: (1) Kentucky school districts averaged one superintendent turnover during 1998/99-2007/08;…

  15. Spring Research Festival Features Visit from FCPS Superintendent | Poster

    Science.gov (United States)

    One of the highlights of the 19th annual Spring Research Festival (SRF), held May 4–7, was a visit from Terry Alban, Ph.D., superintendent of Frederick County Public Schools (FCPS), and Mike Markoe, deputy superintendent, FCPS. They toured the event on May 7, talking to researchers and students about their posters. “Dr. Alban was very interested in hearing what the Werner H.

  16. Stress for Superintendents in the Midwest Viewed through the Lens of Person-Environment Fit

    Science.gov (United States)

    Trimble, Danielle K.

    2013-01-01

    Since its inception in 1837, the school superintendency has been the focus of significant attention from the educational research community. Superintendents face a wide spectrum of responsibilities that can challenge even the most prepared individuals. Fewer candidates are seeking the superintendency and the turnover rate for those already in the…

  17. An Examination of Ideology among Selected K12 Christian School Superintendents

    Science.gov (United States)

    Dolson, Jimmy L.

    2013-01-01

    This research project focused on explaining the decision making process of K12 Christian school superintendents whose schools belong to the Association of Christian Schools International (ACSI) organization. In spite of their similar religious and philosophical beliefs, ACSI K12 Christian school superintendents differed significantly in…

  18. Whom do new firms hire?

    DEFF Research Database (Denmark)

    Dahl, Michael S.; Klepper, Steven

    2015-01-01

    Using the matched employer-employee data set for Denmark and information on the founders of new firms, we analyze the hiring choices of all new firms that entered from 2003 to 2010. We develop a theoretical model in which the quality of a firm’s employees determines its average cost, a firm......, and firm size influence the wages firms pay to their early hires. We find that beginning with the time of entry, larger firms consistently pay higher wages to their new hires. These are firms with greater survival prospects at the time of entry based on the pre-entry backgrounds of their founders...

  19. Hiring, Churn, and the Business Cycle

    OpenAIRE

    Edward P. Lazear; James R. Spletzer

    2012-01-01

    Churn, defined as replacing departing workers with new ones as workers move to more productive uses, is an important feature of labor dynamics. The majority of hiring and separation reflects churn rather than hiring for expansion or separation for contraction. Using the JOLTS data, we show that churn decreased significantly during the most recent recession with almost four-fifths of the decline in hiring reflecting decreases in churn. Reductions in churn have costs because they reflect a redu...

  20. Superintendent Turnover in Kentucky. Summary. Issues & Answers. REL 2011-No. 113

    Science.gov (United States)

    Johnson, Jerry; Huffman, Tyler; Madden, Karen; Shope, Shane

    2011-01-01

    This study examines superintendent turnover in Kentucky public school districts for 1998/99-2007/08, looking at how turnover varies by rural status, Appalachian and non-Appalachian region, and 2007/08 school district characteristics. Key findings include: (1) Kentucky school districts averaged one superintendent turnover during 1998/99-2007/08;…

  1. Like the Mustard Seed: An Unfolding Leadership Role for Assistant Superintendents.

    Science.gov (United States)

    Boland, Dr. Margaret F.; Watkins, OSF, Mary Rose

    2000-01-01

    Focuses on the leadership role of the associate/assistant superintendent and their impact on Catholic education. Writes about the scarcity of educational research on this topic, the history of this role, its areas of responsibility and organizational structure, and the need to recognize assistant superintendents for their expertise, dedication,…

  2. The American School Superintendent: Leading in an Age of Pressure. The Jossey-Bass Education Series.

    Science.gov (United States)

    Carter, Gene R.; Cunningham, William G.

    The superintendency is often described as an unpleasant, even impossible, job. This book examines the changing conditions that affect the superintendency, presents strategies for easing the burden, and offers guidance from practitioners. The first part defines the superintendency and places it within its contemporary context. In the six chapters…

  3. Staying Power: The Relationship of Public School Superintendent Tenure to Leadership Frames

    Science.gov (United States)

    Elliff, Doyne Scott

    2012-01-01

    The study examined the types of leadership frames ("human resource," "structural," "political," and "symbolic") (Bolman & Deal, 1997) most often used by public school superintendents in Texas, the relationship of leadership frames to the length of superintendent tenure in a single school district, and…

  4. An Exploratory Study of the Ascendancy of Women to the Position of K-12 Superintendent

    Science.gov (United States)

    Hanson, Karen M.

    2011-01-01

    Despite earning over half of the doctoral degrees in education, women are underrepresented in the position of K-12 superintendent. In 2000, although 72% of all classroom teachers were female, only 14% of all superintendents in the United States were women. Research indicates that women experience barriers in their ascendancy to superintendent.…

  5. Lean in and Lift up: Female Superintendents Share Their Career Path Choices

    Science.gov (United States)

    Kelsey, Cheryl; Allen, Kathy; Coke, Kelly; Ballard, Glenda

    2014-01-01

    The purpose of the research was to inform professional practice pertaining to the preparation of female administrators as future school superintendents. Twenty female superintendents in Texas were interviewed using a qualitative research approach. Strategies, career experiences and perception of barriers were identified using open-ended questions.…

  6. School Superintendents' Perceptions of Schools Assisting Students in Obtaining Public Health Insurance

    Science.gov (United States)

    Rickard, Megan L.; Price, James H.; Telljohann, Susan K.; Dake, Joseph A.; Fink, Brian N.

    2011-01-01

    Background: Superintendents' perceptions regarding the effect of health insurance status on academics, the role schools should play in the process of obtaining health insurance, and the benefits/barriers to assisting students in enrolling in health insurance were surveyed. Superintendents' basic knowledge of health insurance, the link between…

  7. Decision-Making Quandaries that Superintendents Face in Their Work in Small School Districts Building Democratic Communities

    Science.gov (United States)

    Touchton, Debra; Acker-Hocevar, Michele

    2011-01-01

    Superintendents of small school districts describe how they give voice, involve and listen to others, and solicit various publics to build democratic communities. Superintendents make sense of leadership through their constructed role, leadership orientation, and district size. Findings suggest the following when superintendents involve, listen,…

  8. Moral Rudders and Superintendent Values

    Science.gov (United States)

    Kidder, Rushworth M.

    2008-01-01

    The core challenge is this--a difficult ethical decision, where values are in play and both sides have powerful moral arguments in their favor. One case presented in this article outlines a dilemma faced by one teacher who became a superintendent herself. The case exploded dramatically in a midsize metropolitan school district, where a principal…

  9. CLEMENTINE HIRES MOSAIC

    Data.gov (United States)

    National Aeronautics and Space Administration — This CD contains portions of the Clementine HiRes Lunar Mosaic, a geometrically controlled, calibrated mosaic compiled from non-uniformity corrected, 750 nanometer...

  10. The Urban Superintendency and the Depression: The Case of Thomas Warrington Gosling, Akron, Ohio: 1928-34.

    Science.gov (United States)

    Hinson, Gregory L.; Dye, Charles M.

    The case study of an Ohio school superintendent's experiences during the depression illustrates how political, social, and economic events can affect an educational system. Dr. Thomas Warrington Gosling was named superintendent of Akron schools in 1928, following resignation of the previous superintendent as a consequence of turmoil on the Board…

  11. The Hi-Ring DCN Architecture

    DEFF Research Database (Denmark)

    Galili, Michael; Kamchevska, Valerija; Ding, Yunhong

    2016-01-01

    We will review recent work on the proposed hierarchical ring-based architecture (HiRing) proposed for data center networks. We will discuss the architecture and initial demonstrations of optical switching performance and time-domain synchronization......We will review recent work on the proposed hierarchical ring-based architecture (HiRing) proposed for data center networks. We will discuss the architecture and initial demonstrations of optical switching performance and time-domain synchronization...

  12. Old and Unemployable? How Age-Based Stereotypes Affect Willingness to Hire Job Candidates.

    Science.gov (United States)

    Abrams, Dominic; Swift, Hannah J; Drury, Lisbeth

    2016-03-01

    Across the world, people are required, or want, to work until an increasingly old age. But how might prospective employers view job applicants who have skills and qualities that they associate with older adults? This article draws on social role theory, age stereotypes and research on hiring biases, and reports three studies using age-diverse North American participants. These studies reveal that: (1) positive older age stereotype characteristics are viewed less favorably as criteria for job hire, (2) even when the job role is low-status, a younger stereotype profile tends to be preferred, and (3) an older stereotype profile is only considered hirable when the role is explicitly cast as subordinate to that of a candidate with a younger age profile. Implications for age-positive selection procedures and ways to reduce the impact of implicit age biases are discussed.

  13. Old and Unemployable? How Age‐Based Stereotypes Affect Willingness to Hire Job Candidates

    Science.gov (United States)

    Swift, Hannah J.; Drury, Lisbeth

    2016-01-01

    Across the world, people are required, or want, to work until an increasingly old age. But how might prospective employers view job applicants who have skills and qualities that they associate with older adults? This article draws on social role theory, age stereotypes and research on hiring biases, and reports three studies using age‐diverse North American participants. These studies reveal that: (1) positive older age stereotype characteristics are viewed less favorably as criteria for job hire, (2) even when the job role is low‐status, a younger stereotype profile tends to be preferred, and (3) an older stereotype profile is only considered hirable when the role is explicitly cast as subordinate to that of a candidate with a younger age profile. Implications for age‐positive selection procedures and ways to reduce the impact of implicit age biases are discussed. PMID:27635102

  14. The Superintendent's Leadership Role in School Improvement: Relationships between Authenticity and Best Practices

    Science.gov (United States)

    Bird, James J.; Dunaway, David M.; Hancock, Dawson R.; Wang, Chuang

    2013-01-01

    The purpose of this study was to explore the relationship between superintendent leadership and the operational processes of school improvement. School district superintendents (N = 226) from six southeastern states were surveyed concerning their leadership authenticity and school improvement practices. Descriptive statistics, analyzes of…

  15. A Qualitative Study of Superintendent Leadership Experiences during a Top-Down Organizational Change

    Science.gov (United States)

    Bryant, Johane

    2014-01-01

    The purpose was to investigate common experiences of superintendents as they responded to realignment of leadership responsibilities during an organizational change initiated by mayoral control. To discover the shared essence of changes in leadership responsibilities experienced by superintendents, individuals "told their stories" to…

  16. Work for Hire for Nonacademic Creators.

    Science.gov (United States)

    Herrington, TyAnna K.

    1999-01-01

    Examines the Work for Hire Doctrine and its importance to technical communication instructors who prepare students to create intellectual products in workplace settings. Explains how the Doctrine operates in practice, charts the progressive legal treatment of work for hire through case law, and notes the developing trend in the courts to support a…

  17. A Comparison of Male and Female Assistant Superintendents and Their Descriptions of Internal Barriers, External Barriers, Motivators, Stressors, and Discriminatory Acts They Anticipate Encountering on the Route to the Superintendency

    Science.gov (United States)

    Hunter, Tanesha N.

    2013-01-01

    The purpose of this research study was to compare male and female assistant superintendents and their descriptions of Internal Barriers, External Barriers, Internal Motivators, External Motivators, Stressors, and Discriminatory Acts they anticipated encountering on the route to the superintendency in Suffolk and Nassau Counties on Long Island, New…

  18. Chancellors and Superintendents Employment Terms: Contracts, Policies, and Practices. Recommendations and Survey Results.

    Science.gov (United States)

    Smith, Cindra

    This document provides recommendations to Community College chancellors and superintendents based on survey responses from 11 multi-college district chancellors and 37 single college district superintendents and/or presidents of the Community College League of California. The report provides demographic information, such as gender, ethnicity,…

  19. Effective Communication and Creating Professional Learning Communities Is a Valuable Practice for Superintendents

    Science.gov (United States)

    Hilliard, Ann Toler; Newsome, Edward, Jr.

    2013-01-01

    As the chief executive officer, the superintendent must demonstrate high quality performance at every level in order to impact student achievement. In order to be an effective superintendent, the individual must have knowledge and skills in educational leadership and be able to articulate information clearly and precisely about the school…

  20. Cops for Hire

    DEFF Research Database (Denmark)

    Tepe, Markus; Vanhuysse, Pieter

    2013-01-01

    especially attractive for conservative parties. Testing these electioneering and partisanship hypotheses in the German states between 1992 and 2010, we find that socio-economic variables such as population density strongly determine police employment. But incumbents also hire more police officers before...

  1. Managing Food Allergies at School: School Superintendents

    Centers for Disease Control (CDC) Podcasts

    This podcast highlights the importance of ensuring that comprehensive school district plans are in place to manage food allergies. It also identifies some key actions school superintendents can take to support students with food allergies, and highlights CDC food allergy resources for schools.

  2. Hiring: take your time but not too much

    Science.gov (United States)

    Usher, Linda

    2010-08-01

    People are any company's greatest asset. Without a great team no company would be able to conceive of a product or service. It would not be able to design or develop a product or service. It could not possibly market or sell that product or service. How a company goes about hiring its talent is one of the most critical components to developing a great team, to having low attrition, and to having a high level of employee faith in management. Far too often I have seen companies when tasked with filling requisitions not take the time to consider, or layout and execute their priorities in hiring. It's a pretty safe assumption that if one doesn't feel they have enough time to be careful and thorough in their hiring approach in order to get the right person the first time - they probably won't have enough time to replace someone they would not have hired had they done it right in the first place! The flip side of this is the problem of letting too much time pass in the process and therefore losing opportunities to hire great people. This paper will point out many mistakes I have seen made in hiring approaches so that hopefully, different strategies can be adopted to avoid those mistakes in the future.

  3. Women's Journey to the School Superintendency

    Science.gov (United States)

    Connell, Peggy H.; Cobia, F. Jane; Hodge, Pat H.

    2015-01-01

    Eighty percent of public school teachers are females, but only 24% of school superintendents are females. This upward trend from a low of 1.3% in the early 1970s has not mirrored the increase of females in executive level positions in other professions. A mixed-methods design identified the barriers that contribute to the under-representation and…

  4. Enacting Social Justice Leadership through Teacher Hiring

    Science.gov (United States)

    Laura, Crystal T.

    2018-01-01

    Drawn from a compendium of multiple cases, this single-subject qualitative study offers a nuanced depiction of the ways school principals advocate for social justice through teacher hiring. The hiring experiences of one Hispanic female high school principal was used to explore: (a) the principal's approach to school personnel administration to…

  5. Health matters in hiring and retaining personnel

    NARCIS (Netherlands)

    Houtman, I.L.D.

    2014-01-01

    Health is the most important issue when an employer is deciding whether to hire a worker, according to a new study from the Netherlands. The research looked at the results of a ‘vignette’ study on employer preferences when hiring or retaining personnel. It also showed that when an employer is

  6. The Personnel Autopsy.

    Science.gov (United States)

    Effron, Roger C.

    2002-01-01

    Describes why school-board employment decisions, especially involving the hiring of a new superintendent, did not work out. Identifies and discusses several common mistakes boards make during the hiring process. For example, the board asked too many "tell me why you would do" and not enough "tell us what you did" questions. (PKP)

  7. Five African American Male Superintendents and Their Leadership in Diverse School Districts in Texas

    Science.gov (United States)

    Smothers, Aneil Chrisfor

    2012-01-01

    The focus of this research is in the area of African American male superintendents and their leadership in diverse settings. The research approach adopted in this dissertation used semi-structured interviews with five African American male superintendents that consisted of three main issues: (1) personal; (2) leadership quality/effectiveness and…

  8. New Superintendents: Trust, Networking, and Social Capital

    Science.gov (United States)

    Ripley, Joan; Mitchell, Roxanne M.; Richman, John A.

    2013-01-01

    This instrumental case study explored how five newly appointed superintendents identified key stakeholders and built trust and social capital with stakeholders in their districts. Stakeholder, trust, and social capital theory were the lenses that guided this study. We utilized a pragmatic research design and thematic data analysis to interpret our…

  9. Recruiting and Selecting a New Superintendent. Revised.

    Science.gov (United States)

    Lewis, Edmund L., Ed.

    The recruitment and selection of a new superintendent is a difficult and time-consuming task. It is the single most critical responsibility of a school board. The decision will ultimately affect the entire education program of the district. Careful and thoughtful preparation, definition of orderly and effective procedures, conformity with ethical…

  10. Protective Factors and Resiliency: A Case Study of How African American Women Overcome Barriers en Route to the Superintendency

    Science.gov (United States)

    Kingsberry, Francemise St. Pierre

    2015-01-01

    An underrepresentation of African American women in the superintendency exists in K-12 public schools. There is also a lack of research on their leadership and experiences in education. Although the number of women superintendents has increased over the years, the superintendency remains a male-dominated field and African American women remain in…

  11. The Civil Defense Acquisition Workforce: Enhancing Recruitment Through Hiring Flexibilities

    Science.gov (United States)

    2016-11-22

    20 Other Aspects of Acquisition Workforce Improvement ................................................................ 21 Pay Flexibilities...a subset of civilian acquisition hires (external hires) and may contain some counting discrepancies . These limitations might be partially...potential discrepancies with department-level guidance. DOD has taken steps to encourage better use of hiring flexibilities department-wide. The USD(AT&L

  12. Young Superintendents with School-Age Children: Gendered Expectations, Effectiveness, and Life Quality in Rural Communities

    Science.gov (United States)

    Klatt, Roger

    2014-01-01

    Empirical studies indicate family concerns as a primary reasons why promising principals and central office administrators do not aspire to the superintendency (O'Connell, Brown, Guptil, Stosberg, & O'Connell, 2001; Volp & Rogers, 2004). Hesitancy to apply for superintendent positions is further complicated by the fact that the…

  13. I Am a Chameleon in Pearls: How Three Select Female Superintendents Perceive Their Professional Lives

    Science.gov (United States)

    Ryan, Catherine Agnes

    2012-01-01

    The public school superintendent is the least progressive position in education at integrating women and balancing the scales of equitable representation. Statistical data indicates there are far fewer females than males serving as superintendents. Current statistics show women make up: 1) over 70 percent of all public school educators; 2) nearly…

  14. Perceptions of School Conflict by Nebraska Superintendents

    Science.gov (United States)

    DeTurk, Theodore J.

    2010-01-01

    Conflict is a natural and pervasive, but often misunderstood, force that thrives in all human societies. Conflict is an inherent part of the school environment because of the labor-intensive nature of the school setting. As district leaders, school superintendents are surrounded daily by diverse groups of people who have their own needs and…

  15. Female Hires and the Success of Start-up Firms

    OpenAIRE

    Weber, Andrea; Zulehner, Christine

    2009-01-01

    In this paper we investigate the relationship between females among the first hires of start-up companies and business success. Our results show that firms with female first hires have a higher share of female workers at the end of the first year after entry. Further, we find that firms with female first hires are more successful and stay longer in the market. We conclude that our results support the hypothesis that gender-diversity in leading positions is an advantage for start-up firms.

  16. Potential Fit to the Department Outweighs Professional Criteria in the Hiring Process in Academic Libraries. A Review of: Wang, Z. & Guarria, C. (2010. Unlocking the mystery: What academic library search committees look for in filling faculty positions. Technical Services Quarterly, 27, 66–86.

    Directory of Open Access Journals (Sweden)

    Yvonne Hultman Özek

    2010-12-01

    Full Text Available Objective – To identify key factors affecting the probability of obtaining an interview and being hired for an academic library position.Design – An online survey was distributed via the following electronic mail lists: ACRL, LITA, COLLIB, METRO, ACQNET, COLLDV, ULS, EQUILIBR, and ALF. The questionnaire was posted via StudentVoice, an assessment survey provider.Setting – Academic libraries in the United States.Subjects – The 242 academic library search committees that responded to the online survey.Methods – The authors reviewed the literature on the hiring process in academic libraries. A questionnaire for an online survey was developed. The instrument contained closed questions with the option to add comments. The survey was available for completion June 3 to June 15, 2008.Main Results – Skills and performance of job requirements were rated as the most important criteria by 90% of the 242 academic library search committees that responded to the survey. Previous academic library experience was rated as essential by 38%. The findings also showed that committees are positive towards hiring recent graduates, and over 90% check references. In addition, 75% of the respondents emphasized the importance of skills in bibliographic instruction (BI, particularly when choosing staff for public services.Furthermore, of the 242 respondents, 47.52%, answering the corresponding question indicated that a relevant cover letter, correct spelling, and declaration of the candidate’s activities over all time periods are crucial aspects.Those in favour of using a weighted scoring system, 37% of 218 respondents, felt that it served as a tool to level the playing field for gathering accurate information, and it also helped to improve the efficiency as well as speed of the hiring process. However, 62.84% of the respondents commented that a weighted scoring system is too prescribed, and some universities did not allow the use of this method. Of 218

  17. The Principle of Hiring the Best Available Academics

    Science.gov (United States)

    Dilger, Alexander

    2009-01-01

    Purpose: Higher education, including research, depends crucially on the people involved, their talents and human capital. Therefore, a university can improve or at least maintain its standing by hiring only the best available academics. Hiring the absolute best may be too expensive for most and is impossible for all. However, it is not too…

  18. "No-hire" clauses in healthcare sector contracts: their use and enforceability.

    Science.gov (United States)

    Basanta, W Eugene

    2006-01-01

    In today's healthcare industry, many hospitals utilize outside agencies for both business and clinical functions. This Article acknowledges the prevalence of outsourcing contract labor in the healthcare arena and focuses on the restrictive provisions included in these employment contracts, particularly "no-hire" clauses. No-hire clauses are often included in contracts between healthcare providers and professional groups that provide clinical service employees to the provider, such as a medical practice group providing physicians to a hospital or an agency providing nurses to a nursing home. These clauses usually provide that the healthcare provider may not directly hire an employee provided by the professional group, nor may it contract with another professional group that later hires the employee. The purpose of a no-hire clause is two-fold: to protect the professional group's investment of time and moneyfor recruiting, training, and establishing the employee's clinical practice, and to give the professional group leverage to retain its employees. While noncompete clauses in employment contracts have traditionally been the subject of litigation, no-hire clauses raise distinct legal issues. Case law provides conflicting views as to the enforceability of these provisions. Some courts find no-hire clauses to be per se illegal restrictions on trade, while others will permit them when they are reasonable within a specific context. The author proposes that a multifactor test be applied on a case-by-case basis to determine the reasonableness of the no-hire provision in a given employment contract and suggests drafting improvements to facilitate enforcement.

  19. Hires and Losses Tracking System

    Data.gov (United States)

    Social Security Administration — This database contains data about the hires and losses of employees for the Office of Systems-those who join or leave the Office of Systems and those who transfer...

  20. Best Practices in Hiring: Addressing Unconscious Bias

    Science.gov (United States)

    Simpson, Caroline E.

    2012-01-01

    Research has shown that implementing certain hiring practices will increase diversity in the workplace while enhancing academic quality. All of these practices rely on addressing the issue of 'unconscious bias.' A brief overview of unconscious bias--what it is, how it works, and simple measures to counter it--will be presented. Successful strategies, actions, and recommendations for implementing best recruiting and hiring practices, which have been proven to enhance academic excellence by ensuring a deep and diverse applicant pool, will also be presented.

  1. For-hire cost/ earnings survey

    Data.gov (United States)

    National Oceanic and Atmospheric Administration, Department of Commerce — Nearly 1.6 million passengers fished aboard for-hire recreational fishing vessels during 2011 in the Northeast United States (ME - NC). While the National Marine...

  2. Managing Food Allergies at School: School Superintendents

    Centers for Disease Control (CDC) Podcasts

    2015-01-13

    This podcast highlights the importance of ensuring that comprehensive school district plans are in place to manage food allergies. It also identifies some key actions school superintendents can take to support students with food allergies, and highlights CDC food allergy resources for schools.  Created: 1/13/2015 by National Center for Chronic Disease Prevention and Health Promotion (NCCDPHP).   Date Released: 1/20/2015.

  3. A Superintendent's Manifesto: School Wellness and Personal Health

    Science.gov (United States)

    Carr-Lambert, Marsha L.

    2010-01-01

    As superintendent, the author works diligently to meet the demands by the West Virginia legislature, catalyzed by the aggressive role of West Virginia's First Lady Gayle Manchin, to fight child obesity. Recently, the state department of education agreed to enter the fight to curb the serious obesity and health problems among the children in the…

  4. Inequalities, Preferences and Rankings in US Sports Coach Hiring Networks

    OpenAIRE

    Wei, Huanshen; Jason; Zhang; Lee, Dongwon

    2017-01-01

    Hiring a head coach of a college sports team is vital which will definitely have a great influence on the later development of the team. However, a lot of attention has been focused on each coach's individual features. A systematic and quantitative analysis of the whole coach hiring market is lacking. In a coach hiring network, the coaches are actually voting with their feet. It is interesting to analyze what factors are affecting the "footprint" left by those head coaches. In this paper, we ...

  5. Streamlining the Hiring Process

    Science.gov (United States)

    DePrater, Karen

    2011-01-01

    Historically, education employees have been hired after a process that consists of these steps: Determining the need for a position, posting the vacancy, paper-screening applications, an interview with a panel or committee, background check, reference calling, and finally the selection of a candidate. This is a very time-consuming and costly…

  6. 5 CFR 330.504 - Special restrictions after appointment under Part-time Direct Hire Program.

    Science.gov (United States)

    2010-01-01

    ... under Part-time Direct Hire Program. 330.504 Section 330.504 Administrative Personnel OFFICE OF... To Protect Competitive Principles § 330.504 Special restrictions after appointment under Part-time Direct Hire Program. (a) A person hired under the Part-time Direct Hire Program may not be changed to...

  7. The Role of Increased Accountability on the Use of Instructional Leadership Time by New York State Superintendents

    Science.gov (United States)

    Pustolka, Elizabeth Wood

    2012-01-01

    The role of the school superintendent has evolved as a result of increased accountability, specifically under the No Child Left Behind (NCLB) legislation. Prior to NCLB, superintendents spent time the majority of their time on the managerial and political domains of leadership; however, the NCLB accountability movement combined with research on…

  8. Women Superintendents Who Leave: Stress and Health Factors

    Science.gov (United States)

    Robinson, Kerry K.; Shakeshaft, Charol

    2015-01-01

    Previous research on stress in the workplace has demonstrated that it can have not only a current, but lasting effect on a worker's health. The superintendency is a stressful job due to all of the competing demands of running a school system, no matter the size. This exploratory study reexamined qualitative interview transcripts from Robinson's…

  9. Collective Learning from Success as Perceived by School Superintendents

    Science.gov (United States)

    Schechter, Chen

    2011-01-01

    School superintendents' role has shifted from the traditional emphasis on managerial aspects to one on instructional leadership (on teaching and learning issues) achieved by generating collaborative learning opportunities at the both school and district levels. Whereas collaborative learning processes in schools have generally been associated with…

  10. Sex Typing of Jobs in Hiring: Evidence from Japan

    Science.gov (United States)

    Mun, Eunmi

    2010-01-01

    Using unique data on employers' pre-hire preferences, this article examines the effect of sex typing on the gender gap in offered wages and training. Previous studies using post-hire data have not been able to focus directly on the effects of employer behavior, distinct from employee preferences. By analyzing gender-designated job requisitions for…

  11. Feminist Theory and the Media Representation of a Woman-of-Color Superintendent: Is the World Ready for Cyborgs?

    Science.gov (United States)

    Nozaki, Yoshiko

    2000-01-01

    Discusses recent feminist theory, in particular feminist theory related to "cyborg" identity and examines some media representations of a woman-of-color superintendent. Suggests that the cyborg image offers alternative ways to consider the issue of diversity and educational leadership, including the superintendency. (Author/SLD)

  12. The recruitment, selection, hiring and adaptation of employees

    OpenAIRE

    Rajdlová, Jana

    2010-01-01

    This master's thesis examines and assesses the process of recruitment, selection, hiring and adaptation of employees in the holding ROSS. The thesis is divided into two main parts - the theoretical part and the practical part. The theoretical part describes in general perspective the process of recruitment, selection, hiring and adaptation of employees. The practical part analyses these processes in the holding ROSS and based on the identified findings suggests appropriate changes to improve ...

  13. Longitudinal Pulmonary Function in Newly Hired, Non-World Trade Center-Exposed Fire Department City of New York Firefighters

    Science.gov (United States)

    Ye, Fen; Hall, Charles B.; Webber, Mayris P.; Cohen, Hillel W.; Dinkels, Michael; Cosenza, Kaitlyn; Weiden, Michael D.; Nolan, Anna; Christodoulou, Vasilios; Kelly, Kerry J.; Prezant, David J.

    2013-01-01

    Background: Few longitudinal studies characterize firefighters’ pulmonary function. We sought to determine whether firefighters have excessive FEV1 decline rates compared with control subjects. Methods: We examined serial measurements of FEV1 from about 6 months prehire to about 5 years posthire in newly hired male, never smoking, non-Hispanic black and white firefighters, hired between 2003 and 2006, without prior respiratory disease or World Trade Center exposure. Similarly defined Emergency Medical Service (EMS) workers served as control subjects. Results: Through June 30, 2011, 940 firefighters (82%) and 97 EMS workers (72%) who met study criteria had four or more acceptable posthire spirometries. Prehire FEV1% averaged higher for firefighters than EMS workers (99% vs 95%), reflecting more stringent job entry criteria. FEV1 (adjusted for baseline age and height) declined by an average of 45 mL/y both for firefighters and EMS workers, with Fire − EMS decline rate differences averaging 0.2 mL/y (CI, −9.2 to 9.6). Four percent of each group had FEV1 less than the lower limit of normal before hire, increasing to 7% for firefighters and 17.5% for EMS workers, but similar percentages of both groups had adjusted FEV1 decline rates ≥ 10%. Mixed effects modeling showed a significant influence of weight gain but not baseline weight: FEV1 declined by about 8 mL/kg gained for both groups. Adjusting for weight change, FEV1 decline averaged 38 mL/y for firefighters and 34 mL/y for EMS workers. Conclusions: During the first 5 years of duty, firefighters do not show greater longitudinal FEV1 decline than EMS control subjects, and fewer of them develop abnormal lung function. Weight gain is associated with a small loss of lung function, of questionable clinical relevance in this fit and active population. PMID:23188136

  14. Perspectives about living on the horns of dilemmas: An analysis of gender factors related to superintendent decision-making and problem-solving

    Directory of Open Access Journals (Sweden)

    Walter S. Polka

    2014-07-01

    Full Text Available The major focus of this paper is a gender-based analysis of school superintendent decision-making and problem-solving as well as an investigation of contemporary leadership dilemmas. The findings are based on responses from 258 superintendents of K-12 school districts in Delaware, Maryland, New Jersey, New York, and Pennsylvania collected over a period of three years (2009-2011. The researchers also conducted 18 comprehensive qualitative “face-to-face” interviews with self-selected superintendents who responded to the quantitative survey. The intended outcome of this article is for education policy makers, professors, and practitioners to comprehensively examine the extent and degree of various dilemmas confronting the Mid-Atlantic Region school superintendent sample and to evaluate the decision-making and problem-solving approaches used by them. The study results that are presented will serve as valuable references to not only individual superintendents but also to university administrator preparation professors and to state administrator licensure agencies because it is important for all aspiring superintendents to know the various issues associated with education leadership and the personal and professional dilemmas that they need to be prepared to face as they embark on a career to improve schooling in the United States.

  15. Last hired, first fired? Black-white unemployment and the business cycle.

    Science.gov (United States)

    Couch, Kenneth A; Fairlie, Robert

    2010-02-01

    Studies have tested the claim that blacks are the last hired during periods of economic growth and the first fired in recessions by examining the movement of relative unemployment rates over the business cycle. Any conclusion drawn from this type of analysis must be viewed as tentative because cyclical movements in the underlying transitions into and out of unemployment are not examined. Using Current Population Survey data matched across adjacent months from 1989-2004, this article provides the first detailed examination of labor market transitions for prime-age black and white men to test the last hired, first fired hypothesis. Considerable evidence is presented that blacks are the first fired as the business cycle weakens. However no evidence is found that blacks are the last hired. Instead, blacks appear to be initially hired from the ranks of the unemployed early in the business cycle and later are drawn from nonparticipation. The narrowing of the racial unemployment gap near the peak of the business cycle is driven by a reduction in the rate of job loss for blacks rather than increases in hiring.

  16. Angel for Hire

    OpenAIRE

    Flynn, Mary K

    2011-01-01

    Angel For Hire explores the implications of signing away one’s bodily rights to bear a stranger’s child. As Angel, a surrogate mother, nears the end of her pregnancy, a complication emerges. Angel faces the possibility of a contract-mandated c-section against her wishes. Also unfolding is the story of a pioneering Michigan-based attorney, Noel Keane. Keane wrote the first surrogacy contract in 1976, a time when the concept of a “surrogate mother” seemed outrageous. That contract lau...

  17. Revisiting the Rural Superintendency: Rethinking Guiding Theories for Contemporary Practice

    Science.gov (United States)

    McHenry-Sorber, Erin; Budge, Kathleen

    2018-01-01

    This conceptual article challenges researchers and practitioners to reconsider the utility of current constructs used to understand the rural school superintendency. We evaluate the rural leadership literature through two waves of scholarship: insider/outsider conceptions and place-conscious/critical place-conscious constructs. We assert critical…

  18. 46 CFR 25.45-2 - Cooking systems on vessels carrying passengers for hire.

    Science.gov (United States)

    2010-10-01

    ... 46 Shipping 1 2010-10-01 2010-10-01 false Cooking systems on vessels carrying passengers for hire... REQUIREMENTS Cooking, Heating, and Lighting Systems § 25.45-2 Cooking systems on vessels carrying passengers for hire. (a) No fuel may be used in any cooking system on any vessel carrying passengers for hire...

  19. School Superintendents' Use of Electronic Communication Technology and Its Impact on Their Efficacy as a School District Leader

    Science.gov (United States)

    Brock, Cecilia

    2017-01-01

    As apex leaders, school superintendents are impacted by the continuous demand to be effective while utilizing electronic communication technology. The purpose of this study is to investigate how the use of electronic communication technology impacts a school superintendent's efficacy. Public education, in the twenty-first century, finds itself in…

  20. Knocking Down Barriers: How California Superintendents Are Implementing Blended Learning

    Science.gov (United States)

    Horn, Michael B.; Gu, Anna; Evans, Meg

    2014-01-01

    School districts across the United States are implementing blended learning to boost student achievement. The authors convened several California school district superintendents to answer the questions: "What are the barriers, real or perceived, to implementing blended learning in your district?" and "Have you found solutions to or…

  1. Employers’ Perspectives on Hiring and Accommodating Workers With Mental Illness

    Directory of Open Access Journals (Sweden)

    Janki Shankar

    2014-08-01

    Full Text Available Many individuals with mental illness want to return to work and stay in employment. Yet, there is little research that has examined the perspectives of employers on hiring and accommodating these workers and the kinds of supports employers need to facilitate their reintegration into the workforce. The aim of the current research was to explore the challenges employers face and the support they need to hire and accommodate workers with mental illness (WWMI. A qualitative research design guided by a grounded theory approach was used. In-depth interviews were conducted with 28 employers selected from a wide range of industries in and around Edmonton, Canada. The employers were a mix of frontline managers, disability consultants, and human resource managers who had direct experience with hiring and supervising WWMI. Data were analyzed using the principles of grounded theory. The findings highlight several challenges that employers face when dealing with mental health issues of workers in the workplace. These challenges can act as barriers to hiring and accommodating WWMI.

  2. Just Do It: Women Superintendents Speak to Aspiring Women

    Science.gov (United States)

    Katz, Susan J.

    2006-01-01

    A mixed method study using surveys and in-depth interviews was conducted with women school superintendents in four Midwestern states during the 1999-2000 school year to understand how they perceive their leadership skills, their uses of power in their positions, and how they generally talk about the job. Results of how the women perceived their…

  3. Elements of Organizational Culture Superintendents Perceive as Important to Create and Maintain a Successful Organization in Times of Crisis

    Science.gov (United States)

    Wilson, Marylou K.

    2012-01-01

    Purpose: The purpose of this study was to identify and describe the elements of culture public school superintendents perceive to be most important in creating and sustaining successful organizations in times of crisis. In addition, it was the purpose of this study to identify and describe the leadership strategies superintendents use to create…

  4. Report: Improvements Needed by EPA to Reduce Risk in Employee Hiring Process

    Science.gov (United States)

    Report #15-P-0253, August 3, 2015. Without verification of prior employment or references, the potential exists that the EPA will not hire the best possible staff, or will hire an employee based on false statements.

  5. 41 CFR 102-33.130 - If we hire CAS, what are our management responsibilities?

    Science.gov (United States)

    2010-07-01

    ... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false If we hire CAS, what are our management responsibilities? 102-33.130 Section 102-33.130 Public Contracts and Property... § 102-33.130 If we hire CAS, what are our management responsibilities? If you hire CAS, you are...

  6. Why Are Black Employers More Likely Than White Employers To Hire Blacks? Discussion Paper.

    Science.gov (United States)

    Stoll, Michael A.; Raphael, Steven; Holzer, Harry J.

    This study investigated why black employers tend to hire blacks at higher rates than do white employers and examined individual steps in the hiring process, the role of the hiring agent's race, and the degree to which variation in black application rates related to differences in observable characteristics, such as an establishment's physical…

  7. A Qualitative Multi-Case Study of the Influence of Personal and Professional Ethics on the Leadership of Public School Superintendents

    Science.gov (United States)

    McDermott, Brian J.

    2010-01-01

    The purpose of this study is to examine the influence of personal and professional ethics on the leadership of public school superintendents. A multi-case, qualitative research design was used to gather data from four practicing public school superintendents. Transformational leadership theory and the three pillars of ethics of leadership…

  8. Blind Spots: Small Rural Communities and High Turnover in the Superintendency

    Science.gov (United States)

    Kamrath, Barry; Brunner, C. Cryss

    2014-01-01

    This article examines high superintendency turnover through rural community members' perceptions of such attrition in their districts. Findings indicate that community members perceived high turnover as negative and believed that turnover was created by financial pressures, rural community resistance to educational trends, and bias against…

  9. 5 CFR 5001.102 - Prohibited financial interests in for-hire transportation companies.

    Science.gov (United States)

    2010-01-01

    ...-hire transportation companies. 5001.102 Section 5001.102 Administrative Personnel INTERSTATE COMMERCE COMMISSION SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE INTERSTATE COMMERCE COMMISSION § 5001.102 Prohibited financial interests in for-hire transportation companies. (a) General prohibition...

  10. The History of Labour Hire in Namibia: A Lesson for South Africa ...

    African Journals Online (AJOL)

    Labour hire, the practice of hiring out employees to clients by a labour broker, ... of Namibia's history since the early 1900s in the form of the contract labour system. ... true employment relationship; job security; automatic termination; proposed ...

  11. A Study of Science Education Positions, Search Process, and Hiring Practices

    Science.gov (United States)

    Barrow, Lloyd H.; Germann, Paul J.

    2006-01-01

    The purpose of this study was to analyze science education searches and hiring practices for faculty positions listed in The Chronicle of Higher Education for an academic year. Chairs of searches completed a survey about successful and unsuccessful searches. Over 70% of searches were successful in hiring new science education faculty with 33%…

  12. Comment on ``Academic Specialties in U.S. Are Shifting: Hiring of Women Geoscientists Is Stagnating''

    Science.gov (United States)

    Steinmetz, John C.

    2004-02-01

    The analysis of hiring trends of women by Holmes et al. (Eos, 28 October 2003, p. 457) is a useful contribution to our understanding of employment practices in the geosciences. While their findings indicate that ``state geological surveys hired the lowest proportion of women with Ph.D.s in the geosciences; only 8% of hires in the last 10 years were female,'' some explanation for this observation is necessary lest state surveys be seen as less than anxious to hire women.

  13. Machiavelli's Political Realism: Its Implications for Today's Superintendent-School Board Interactions.

    Science.gov (United States)

    McCarty, Donald J.

    The relevance of Machiavellian theories of political leadership to school administration is examined in this paper, with a focus on the superintendent/school board relationship. As the first modern political theorist, Machiavelli used empirical observation and generalization to understand that perceptions are more real in their consequences than…

  14. African American Women Aspiring to the Superintendency: Lived Experiences and Barriers

    Science.gov (United States)

    Angel, Roma B.; Killacky, Jim; Johnson, Patricia R.

    2013-01-01

    Focused on the absence of a viable population of African American women in the superintendency, this study addressed barriers described by 10 credentialed, district-level Southern women who hold advanced education degrees coupled with years of leadership experience. This phenomenological study used interview methodology to uncover the lived…

  15. Technician Hiring in the Air National Guard: A Timeline Study

    Science.gov (United States)

    2017-06-01

    probability, convenience type. SECTION 2: CASE STUDY RESULTS AND DISCUSSION The research conducted for this paper identifies several major themes...hiring timelines. As with the Wings’ responses, some of the HQs indicated they do not track the re- quested data or provided qualitative data not...Wing and state leadership. The A1 sub-council of the MSG/CCs’ Council must form a group of subject matter experts in ANG hiring (with re- gional

  16. Interventions for hiring, retaining and training district health systems managers in low- and middle-income countries.

    Science.gov (United States)

    Rockers, Peter C; Bärnighausen, Till

    2013-04-30

    District managers are playing an increasingly important role in determining the performance of health systems in low- and middle-income countries as a result of decentralization. To assess the effectiveness of interventions to hire, retain and train district health systems managers in low- and middle-income countries. We searched a wide range of international databases, including the Cochrane Central Register of Controlled Trials (CENTRAL), MEDLINE and EMBASE. We also searched online resources of international agencies, including the World Bank, to find relevant grey literature. Searches were conducted in December 2011. District health systems managers are those persons who are responsible for overseeing the operations of the health system within a defined, subnational geographical area that is designated as a district. Hiring and retention interventions include those that aim to increase the attractiveness of district management positions, as well as those related to hiring and retention processes, such as private contracting. Training interventions include education programs to develop future managers and on-the-job training programs for current managers. To be included, studies needed to use one of the following study designs: randomized controlled trial, nonrandomized controlled trial, controlled before-and-after study, and interrupted time series analysis. We report measures of effect in the same way that the primary study authors have reported them. Due to the varied nature of interventions included in this review we could not pool data across studies. Two studies met our inclusion criteria. The findings of one study conducted in Cambodia provide low quality evidence that private contracts with international nongovernmental organizations (NGOs) for district health systems management ('contracting-in') may improve health care access and utilization. Contracting-in increased use of antenatal care by 28% and use of public facilities by 14%. However, contracting

  17. Competing for jobs: labor queues and gender sorting in the hiring process.

    Science.gov (United States)

    Fernandez, Roberto M; Mors, Marie Louise

    2008-12-01

    While much research has documented the pattern and extent of sex segregation of workers once they are employed, few studies have addressed the pre-hire mechanisms that are posited to produce sex segregation in employment. While the notion of a labor queue-the rank order of the set of people that employers choose among-plays a prominent role in pre-hire accounts of job sex sorting mechanisms, few studies have examined the ways in which job candidates are sorted into labor queues. In this paper, we explore the mechanisms by which labor queues contribute to the gendering of jobs by studying the hiring process for all jobs at a call center. Being placed in a queue has a clear gendering effect on the hiring process: the sex distribution of applicants who are matched to queues and those who are rejected at this phase diverge, and among those assigned to queues, women are prevalent in queues for low pay, low status jobs. The screening process also contributes to the gendering of the population of hires at this firm. Females are more prevalent among hires than they are among candidates at initial queue assignment. Among high status jobs, however, males are more prevalent than females. Moreover, there are important wage implications associated with matching to queues. While there are large between-queue sex differences in the paid wages associated with allocation to queues, once allocated to queues the wage differences between male and female candidates are nil. Consequently, the roots of gender wage inequality in this setting lie in the initial sorting of candidates to labor queues.

  18. A Competency-Based Approach to Hiring School Counselors, Psychologists and Social Workers

    Science.gov (United States)

    O'Hara, Dennis P.; Probst, Carolyn J.

    2016-01-01

    Hiring decisions offer an immense opportunity for school leaders to influence the trajectory of their organizations in the immediate and long-term. However, very few school administrators have appropriate training, if any at all, in how to select the best candidates. Effective hiring for school counselors, psychologists, and social workers…

  19. Perspectives about Living on the Horns of Dilemmas: An Analysis of Gender Factors Related to Superintendent Decision-Making and Problem-Solving

    Science.gov (United States)

    Polka, Walter S.; Litchka, Peter R.; Calzi, Frank F.; Denig, Stephen J.; Mete, Rosina E.

    2014-01-01

    The major focus of this paper is a gender-based analysis of school superintendent decision-making and problem-solving as well as an investigation of contemporary leadership dilemmas. The findings are based on responses from 258 superintendents of K-12 school districts in Delaware, Maryland, New Jersey, New York, and Pennsylvania collected over a…

  20. A new reality: Funding formula changes and property tax caps and their effects on the role of the school superintendent in the state of Indiana

    OpenAIRE

    Gentry, Patrick L

    2016-01-01

    The purpose of this qualitative study was to discover how school superintendents were using general fund referenda to meet their school district’s operational budgets. However, after interviews began it became clear that the superintendents wanted to tell a different story and that was how the current school funding mechanism and property tax caps has changed the job of the school superintendent. The research consisted of one-on-one guided interviews of a mixed qualitative methods framework c...

  1. An Assessment of Hiring Practices for Head Football Coaches at the "Power 5" NCAA Division I FBS Level

    Science.gov (United States)

    Saunders, Zachery S.

    2017-01-01

    This study examines the hiring practices for head football coaches at the NCAA Division I Football Bowl Subdivison (FBS) "Power 5" level. The research assesses the hiring practices used by athletic departments and evaluates various components of the hiring process that are utilized when hiring a head football coach. Additionally, this…

  2. The Hi-Ring architecture for datacentre networks

    DEFF Research Database (Denmark)

    Galili, Michael; Kamchevska, Valerija; Ding, Yunhong

    2016-01-01

    This paper summarizes recent work on a hierarchical ring-based network architecture (Hi-Ring) for datacentre and short-range applications. The architecture allows leveraging benefits of optical switching technologies while maintaining a high level of connection granularity. We discuss results...

  3. Hiring for smarts.

    Science.gov (United States)

    Menkes, Justin

    2005-11-01

    Yes, it's nice when a leader is charismatic and confident. And a great resume can tell you a lot about a person's knowledge and experience. But such assets are no substitute for sheer business intelligence, and they reveal very little about a leader's ability to consistently reach the "right" answer. How can hiring managers flag individuals with such smarts? Historically, the only reliable measure of brainpower has been the standard IQ test, which is rarely used in business settings because of the specific subjects it tests for-math, reading, and spatial reasoning-and because of its multiple-choice format. Despite its shortcomings, the standard IQ test is still a better predictor of managerial success than any other assessment tool companies currently use, Justin Menkes argues. It's true that there isn't a version of IQ testing that applies to the corporate world, but in rejecting IQ tests altogether, hiring managers have thwarted their own attempts to identify true business stars. The author defines the specific subjects that make up "executive intelligence"-namely, accomplishing tasks, working with people, and judging oneself. He describes how to formulate questions to test job candidates for their mastery of these subjects, offering several examples based on real situations. Knowledge questions, such as those used in standard behavioral interviews, require people to recite what they have learned or experienced; intelligence questions call for individuals to demonstrate their abilities. Therefore, the questions in an executive intelligence test shouldn't require specific industry expertise or experience; any knowledge they call for must be rudimentary and common to all executives. And the questions should not be designed to ask whether the candidate has a particular skill; they should be configured so that the candidate will have to demonstrate that skill in the course of answering them.

  4. Superintendent-Business Executive Collaboration in Intermediary Organizations: Moral Agency and Democratic Functioning

    Science.gov (United States)

    Bennett, Jeffrey V.; McKee, Tiffany; Martin, Staci

    2014-01-01

    This case study describes collaboration between business executives and superintendents to influence local/regional K-12 educational change. Specifically, we examine participant like-mindedness about the ethics and appropriate focus of K-12 intermediary collaboration, the extent of democratic functioning, and key individuals to involve. Data…

  5. The Case for Hiring “Outlier” Employees

    DEFF Research Database (Denmark)

    Austin, Robert D.; Sonne, Thorkil

    2014-01-01

    The article considers the case for hiring outlier employees, or people with autism, and the value they bring to companies and role in establishing workplace environments that enable individual value creation, in bringing out exceptional abilities, or in creating performance management systems....

  6. Stamina and Clout Define This Rare Breed.

    Science.gov (United States)

    Harrington-Lueker, Donna

    1991-01-01

    Takeover artists are a rare breed. Persons hired to put bankrupt school systems back on the road to academic solvency need stamina, clout, and plenty of experience. For all their state-given powers, takeover superintendents must identify key constituencies, build bridges, and promote belief in change from within. (MLH)

  7. Tornado from Texas.

    Science.gov (United States)

    Vail, Kathleen

    1996-01-01

    Santa Fe School Superintendent Yvonne Gonzales, the "Texas Tornado," was hired to fix a 40% student-dropout rate and a white/Hispanic gap in achievement test scores. Gonzales is an avid integrationist; relies on humor, appeasement, and persuasion tactics; and has alienated some school employees by increasing central office…

  8. Perceptions of Practicing Illinois Superintendents on the Relationship between Educational Leadership Administrative Preparation Programs and Their Perceived Job Performance Efficacy as Defined by the 2011 ELCC District Level Leadership Standards

    Science.gov (United States)

    Johnson, Bert Arthur

    2016-01-01

    This research study explored the perceptions of practicing Illinois superintendents regarding the efficacy of the work they do as a superintendent related to their experience in a superintendent preparation program. Although a multitude of research studies have been completed for both teacher and principal preparation programs, very little…

  9. Changing District Priorities for School-Business Collaboration: Superintendent Agency and Capacity for Institutionalization

    Science.gov (United States)

    Bennett, Jeffrey V.; Thompson, Hugh C.

    2011-01-01

    Background: School district superintendents continue to favor collaborative relationships with their local business communities amid concerns over free-market competition, maintaining public legitimacy, and scarce financial resources. Prior research is inadequate regarding the development, implementation, and institutionalization of school and…

  10. The newly hired hospital staff nurse's professionalism, satisfaction and alienation.

    Science.gov (United States)

    Ahmadi, K S; Speedling, E J; Kuhn-Weissman, G

    1987-01-01

    In a previously reported panel study [Speedling et al. (1981). Int. J. Nurs. Stud. 18, 217-225], 180 Registered Nurses, three-quarters new graduates, were given questionnaires at time of hire and a year later. Using the panel study data, relationships among bureaucratic-professional role conception, actual situation and role discrepancy, and importance of job factors, job satisfaction and alienation, as well as age and length of stay at termination for time of hire only, are explored in this follow-up report. Mean bureaucratic actual situation (t = -5.18, P less than 0.001), bureaucratic role discrepancy (t = -2.77, P less than 0.01) and alienation (t = -2.36, P less than 0.05) increased, while professional actual situation (t = 3.39, P less than 0.01) and importance of job factors (t = 2.33, P less than 0.05) decreased during this first year of employment. In correlational analysis, at the time of hiring relationships were found between numerous variables, including: bureaucratic role conception with alienation (r = 0.17, P less than 0.05); bureaucratic actual situation with alienation (r = 0.19, P less than 0.05); professional role conception with alienation (r = -0.20, P less than 0.05) and with job satisfaction (r = -0.35, P less than 0.001); professional actual situation with job satisfaction (r = -0.19, P less than 0.05); and professional role discrepancy with job satisfaction (r = 0.23, P less than 0.01). A year after hiring, many relationships were found, including professional actual situation with job satisfaction (r = 0.26, P less than 0.05) and alienation with job satisfaction (r = -0.33, P less than 0.01). In stepwise regression analysis, age accounted for 8% of the variance in the importance of job factors (P less than 0.05), professional role conception for 28% of the variance in job satisfaction (P less than 0.001) at time of hire. A year after hiring, alienation and job satisfaction accounted for 12% of the variance in each other (P less than 0

  11. The Examination of Four Illinois Female Superintendents and Their Transformational Leadership Practices

    Science.gov (United States)

    Burns-Redell, Susan M.

    2013-01-01

    The purpose of this study was to examine female school superintendents and their leadership practices. Particular attention is given to their leadership practices, professional development, mentoring, and barriers. The conceptual framework for this research study was based on the transformational leadership model. According to Bass and Avolio, the…

  12. California Women and the Strategies Utilized on the Path to the Superintendency

    Science.gov (United States)

    Guzman, Anna-Maria

    2012-01-01

    Purpose: The purpose of this study was to identify leadership strategies utilized and the barriers encountered by females in pursuit of the role of superintendent. This study also intended to identify the strategies women used to overcome these barriers. Methodology: This study utilized descriptive research. Descriptive research involves gathering…

  13. 5 CFR 9901.514 - Non-citizen hiring.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Non-citizen hiring. 9901.514 Section 9901.514 Administrative Personnel DEPARTMENT OF DEFENSE HUMAN RESOURCES MANAGEMENT AND LABOR RELATIONS... PERSONNEL SYSTEM (NSPS) Staffing and Employment External Recruitment and Internal Placement § 9901.514 Non...

  14. Hiring, Developing, and Organizing Individual Employees for New Product Development versus Product-related Service Innovation

    DEFF Research Database (Denmark)

    Knudsen, Mette Præst; Schleimer, Stephanie

    should be hired. For the latter case, these employees’ individual careers must be developed internally once hired. The paper therefore carries important implication for the innovation management literature and related human resource practices at different organizational levels.......This study examines how manufacturing firms should organize their human resources by maximizing the value of individual employees for different forms of innovations. In particular, it examines the hiring, developing, and structural organization of human resources for optimizing different innovation...... the value of human resource hiring and developing practices for new product development success; organizations will find it more beneficial to invest predominantly in employees with the highest possible educational level, whilst for product-related service innovations; employees with more general skills...

  15. Negative Attitudes toward Older Workers and Hiring Decisions: Testing the Moderating Role of Decision Makers' Core Self-Evaluations.

    Science.gov (United States)

    Fasbender, Ulrike; Wang, Mo

    2016-01-01

    Organizational hiring practices have been charged for unfair treatment on the grounds of age. Drawing on theories of planned behavior and core self-evaluations, this research investigated the impact of negative attitudes toward older workers on hiring decisions and examined the moderating role of decision-makers' core self-evaluations. We tested our hypotheses based on a structured online questionnaire and a vignette study using a sample of 102 participants working in human resource management across different industries. As predicted, negative attitudes toward older workers were positively related to avoidance of hiring older people, which in turn was negatively related to the likelihood to select the oldest candidate. Because hiring decisions are not only about the hiring subject but also about the decision-maker, we tested the moderating role of decision-makers' core self-evaluations. Results showed that core self-evaluations buffered the relationship between negative attitudes toward older workers and avoidance of hiring older people. Theoretical implications of the findings with regard to hiring decisions about older people and practical recommendations to improve diversity management strategies and age-balanced hiring practices in organizations are discussed.

  16. Special considerations for hiring an office manager.

    Science.gov (United States)

    Sachs Hills, Laura

    2004-01-01

    Medical practice office managers come in many varieties. They can be hired from the outside or promoted from within. They can have a great deal of experience working in medical practices or practically none. Which type of office manager is the best choice for your practice? This article will help you decide. It describes three types of office managers and considers the pros and cons of each. It explores the characteristics, advantages, and disadvantages of lay administrators hired from the outside, office managers promoted from the ranks, and "super-aides" who are asked to manage while doing their old jobs. This article also offers a list of 10 characteristics to look for in office manager candidates, as well as six areas of overall responsibility for your office manager. Finally, it includes a quick checklist of 20 required duties of typical medical practice office managers that can help you shape your office manager's job description.

  17. Social Media Illuminates: Some Truths about School Reform

    Science.gov (United States)

    Blumenreich, Megan; Jaffe-Walter, Reva

    2015-01-01

    Montclair Cares About Schools (MCAS) is a citizen-activist group in Montclair, New Jersey, that used Facebook, emails, and online petitions to inform and organize citizens on local educational policy issues. Emerging in response to a new superintendent's plans to reshape Montclair schools with new teacher evaluations, administrative hires, and…

  18. Linking Selective Hiring to Organizational Commitment: Evidence From the Hotel Industry of Malaysia

    OpenAIRE

    Nasurdin Aizzat Mohd.; Ahmad Noor Hazlina; Ling Tan Cheng

    2015-01-01

    This study investigates the relationship between selective hiring and organizational commitment. Analysis using Partial Least Squares technique of data from 290 frontline hotel employees in Peninsular Malaysia revealed that selective hiring has a significant positive effect on organizational commitment. Theoretical discussion, practical implications, limitations, and directions for future research are provided.

  19. Negligent Hiring and Retaining of Sexually Abusive Teachers.

    Science.gov (United States)

    Regotti, Terri L.

    1992-01-01

    Explores negligent hiring, supervision, and retention of teachers who sexually abuse students. Examines the issue of defamation and suggests school policy that will work toward eradication of sexual abuse of students by teachers. (33 references) (MLF)

  20. Experiences of postdocs and principal investigators in physics education research postdoc hiring

    Directory of Open Access Journals (Sweden)

    Alexis V. Knaub

    2018-06-01

    Full Text Available Postdoc positions, intended to be advanced or continued research training in a field, are a part of the physics education research (PER enterprise yet little is known about them. PER postdocs differ from their traditional physics counterparts in that they may have different education and research experiences. This study examined the types of postdoc positions available as well as what hiring is like. To determine the types of postdoc positions available, we used the advertisements posted in PERJobs blog. To learn more about hiring practices, interviews were conducted with both principal investigators (PIs and current and former postdocs. Results show that many PER postdoc positions have been available since 2008, with many of these advertisements indicating that the PI will consider hiring someone with a physics or a PER or science, technology, engineering, or mathematics education background. The interviews indicate that there is no typical way for hiring PER postdocs. Some aspects that PIs consider include the background of the candidates and how well the candidates fit in with the group. Postdocs likewise consider whether they like the research group when accepting offers. For both, having ties to the PER community is important for hiring. Overall, PIs and postdocs have been satisfied. Postdocs who were originally in traditional physics have felt that being a PER postdoc has allowed them to transition to PER. In giving advice, both PIs and postdocs reiterate the importance of connecting to the community, evaluating the postdoc position as a stepping stone in the career trajectory, and holistically considering candidates.

  1. Linking Selective Hiring to Organizational Commitment: Evidence From the Hotel Industry of Malaysia

    Directory of Open Access Journals (Sweden)

    Nasurdin Aizzat Mohd.

    2015-01-01

    Full Text Available This study investigates the relationship between selective hiring and organizational commitment. Analysis using Partial Least Squares technique of data from 290 frontline hotel employees in Peninsular Malaysia revealed that selective hiring has a significant positive effect on organizational commitment. Theoretical discussion, practical implications, limitations, and directions for future research are provided.

  2. Influences of Eagle Ford Shale Development on Superintendent Leadership Experiences: A Phenomenological Narrative

    Science.gov (United States)

    Moczygemba, Jeanette Winn

    2017-01-01

    This phenomenological narrative study examined the effects of the Eagle Ford Shale development upon public school superintendent leadership experiences during the boom phase of the energy industry expansion. The four research questions investigated the shale development's influence on experiences in the areas of instruction, finance and…

  3. Superintendents' Perceptions of the School Improvement Planning Process in the Southeastern USA

    Science.gov (United States)

    Dunaway, David M.; Bird, James J.; Wang, Chuang; Hancock, Dawson

    2014-01-01

    The purpose of this study of school improvement planning in the southeastern USA was to establish the current view of the process through the eyes of the district superintendents. The answers to the questions were consistently mixed. Generally, the presence of school improvement planning is prevalent in the large majority of districts. However,…

  4. Power Factors that Define Gender Inequity within the Missouri Public School Superintendency

    Science.gov (United States)

    Alexander, Kristina; Grispino, Frank D.; Messner, Phillip E.

    2004-01-01

    Although women have access to the superintendency power position, evidence has shown that women have not been able to consistently break the glass ceiling. A review of related literature failed to identify specific and practical employment factors that must be resolved or overcome if women are to reach power parity in Missouri. This study was…

  5. Hiring a Pest Management Professional for Bed Bugs

    Science.gov (United States)

    If you hire someone to treat your bed bug infestation, make sure they use Integrated Pest Management (IPM) techniques, check credentials, and know they may need multiple visits, to take apart furniture, and to use vacuums, heat, and pesticides.

  6. The Perceived Quality of Life among School District Superintendents in Illinois Public Schools

    Science.gov (United States)

    Heffernan, Debra J.

    2012-01-01

    The purpose of this study was to determine the perception of quality of life among Illinois male and female superintendents, and to determine demographic differences. Frisch's Quality of Life Inventory (QOLI) was used, which measured perceived levels of importance, satisfaction and weighted satisfaction (importance and satisfaction) in sixteen…

  7. District Superintendents and the School Improvement Problem of Addressing Barriers to Learning

    Science.gov (United States)

    Center for Mental Health in Schools at UCLA, 2011

    2011-01-01

    This report begins with conclusions drawn from a wide range of research, reports, and other sources that convey what superintendents say is driving their work. The focus first is on what they identify as the challenges and frustrations of the job and what they say are factors interfering with student progress. Then, discussion turns to the…

  8. THE HIDDEN ECONOMY OF SLAVERY: COMMERCIAL AND INDUSTRIAL HIRING IN PENNSYLVANIA, NEW JERSEY AND DELAWARE, 1728-1800

    Directory of Open Access Journals (Sweden)

    Michael V. Kennedy

    2003-01-01

    Full Text Available Industrial and commercial businesses in the Mid-Atlantic region depended on a controllable workforce of slaves during the eighteenth century. A significant percentage of these slaves were hired from private citizens who regularly profited from the exchange. Because of the almost continuous movement of slaves across township, county and colony borders due to hiring-out practices, slaves in tax and census lists were routinely under-reported. The use of business accounts listing hires and labor done by slaves reveals the extent and importance of slave hiring and additional numbers of slaves owned in the region that were otherwise invisible.

  9. The Role of New Hire Orientation Programs

    Science.gov (United States)

    Dunn, Steven; Jasinski, Dale

    2009-01-01

    A vital component of a firm's human resource management is its new hire orientation (NHO) program. The authors' review of extant literature suggests that NHO programs can be organized based on a reconceptualization of human capital. Using their typology, a firm can organize the role and scope of its NHO program, assign responsibility for the…

  10. Hi-Res scan mode in clinical MDCT systems: Experimental assessment of spatial resolution performance.

    Science.gov (United States)

    Cruz-Bastida, Juan P; Gomez-Cardona, Daniel; Li, Ke; Sun, Heyi; Hsieh, Jiang; Szczykutowicz, Timothy P; Chen, Guang-Hong

    2016-05-01

    The introduction of a High-Resolution (Hi-Res) scan mode and another associated option that combines Hi-Res mode with the so-called High Definition (HD) reconstruction kernels (referred to as a Hi-Res/HD mode in this paper) in some multi-detector CT (MDCT) systems offers new opportunities to increase spatial resolution for some clinical applications that demand high spatial resolution. The purpose of this work was to quantify the in-plane spatial resolution along both the radial direction and tangential direction for the Hi-Res and Hi-Res/HD scan modes at different off-center positions. A technique was introduced and validated to address the signal saturation problem encountered in the attempt to quantify spatial resolution for the Hi-Res and Hi-Res/HD scan modes. Using the proposed method, the modulation transfer functions (MTFs) of a 64-slice MDCT system (Discovery CT750 HD, GE Healthcare) equipped with both Hi-Res and Hi-Res/HD modes were measured using a metal bead at nine different off-centered positions (0-16 cm with a step size of 2 cm); at each position, both conventional scans and Hi-Res scans were performed. For each type of scan and position, 80 repeated acquisitions were performed to reduce noise induced uncertainties in the MTF measurements. A total of 15 reconstruction kernels, including eight conventional kernels and seven HD kernels, were used to reconstruct CT images of the bead. An ex vivo animal study consisting of a bone fracture model was performed to corroborate the MTF results, as the detection of this high-contrast and high frequency task is predominantly determined by spatial resolution. Images of this animal model generated by different scan modes and reconstruction kernels were qualitatively compared with the MTF results. At the centered position, the use of Hi-Res mode resulted in a slight improvement in the MTF; each HD kernel generated higher spatial resolution than its counterpart conventional kernel. However, the MTF along the

  11. The Art of Writing Op-Eds

    Science.gov (United States)

    Kenney, Linda Chion

    2006-01-01

    When John Whritner was hired for his first superintendency, the school system he soon would lead had recently approved a town budget for education. By the time Whritner showed up for work in East Lyme, Conn., the fickle electorate had changed its collective mindset and reversed its approval by referendum. This article discusses how superintendents…

  12. Superintendents' Views on Financial and Non-Financial Incentives on Teacher Recruitment and Retention

    Science.gov (United States)

    Kelly, Paul; Tejeda-Delgado, Carmen; Slate, John R.

    2008-01-01

    In this study, the researchers investigated the perceived relationships of financial and non-financial incentives on teacher recruitment and retention among public school teachers in the State of Texas from the perspective of 98 public school superintendents. Findings revealed that school districts tended to offer teachers' salaries over the state…

  13. Self Perceived Leadership Styles of Male and Female Superintendents in Wisconsin Public Schools

    Science.gov (United States)

    Rieckmann, Kelly Renée

    2016-01-01

    The number of female superintendents in Wisconsin public schools remains disproportionately low compared to males. With research supporting a connection between female leaders and transformational leadership, the question as to why more females do not enter the realm of leadership and how they see themselves as leaders remains unanswered. This…

  14. THE HISTORY OF LABOUR HIRE IN NAMIBIA: A LESSON FOR SOUTH AFRICA

    Directory of Open Access Journals (Sweden)

    Anri Botes

    2013-04-01

    Full Text Available Labour hire, the practice of hiring out employees to clients by a labour broker, has been a part of Namibia’s history since the early 1900s in the form of the contract labour system. This form of employment was characterized by inhumanity and unfair labour practices. These employees were subjected to harsh working conditions, inhumane living conditions and influx control. The contract labour system continued until 1977, when it was abolished by the General Law Amendment Proclamation of 1977. It was during the 1990s that the hiring out of employees returned in the form of labour hire. It continued in this form without being regulated until it was banned in the Namibian Labour Act of 2007. In 2009 Africa Personnel Services, Namibia’s largest labour broker, brought a case before the court against the Namibian Government in an attempt to have the ban nullified on grounds of unconstitutionality. It argued that the ban infringed on its right to carry on any trade or business of its choice as contained in section 21(1(j of the Constitution of the Republic of Namibia. APS triumphed. It was not until April 2012 that new legislation was promulgated in order to officially lift the ban and to regulate labour hire in its current form. This new legislation came into force in August 2012. Various very important provisions are contained in the Labour Amendment Act 2 of 2012 concerning labour brokers. Part IV of the Employment Services Act 8 of 2011, containing provisions for the regulation of labour brokers as juristic persons per se, was also introduced and came into force in September 2012. The aim of this note is to serve as a lesson to the South African government as to what could happen if labour brokers continue without legislation properly addressing the pitfalls associated with labour brokers. Also, it could serve as an example as to how the employees of a labour broker should be protected. In this regard the history of labour hire and the current

  15. Hazardous materials on golf courses: Experience and knowledge of golf course superintendents and grounds maintenance workers from seven states

    Science.gov (United States)

    Arcury-Quandt, Alice E.; Gentry, Amanda L.; Marín, Antonio J.

    2011-01-01

    Background The golf course industry has a growing Latino work force. Little occupational health research has addressed this work force. This paper examines golf course superintendents’ and Latino grounds maintenance workers’ pesticide knowledge, beliefs, and safety training. In particular, it focuses on knowledge of and adherence to OSHA Right-to-Know regulations. Methods In person, in-depth interviews were conducted with ten golf course superintendents in five states and with sixteen Latino grounds maintenance workers in four states. Results Few superintendents were in compliance with Right-to-Know regulations or did pesticide safety training with all of their workers. Few workers had any pesticide safety knowledge. Most safety training on golf courses was rudimentary and focused on machine safety, and was usually conducted in the off-season or on rainy days, not before workers were assigned tasks. Conclusions More Right-to-Know training is necessary for superintendents and grounds maintenance workers. Culturally and linguistically appropriate Spanish language materials need to be developed or made more widely available to train workers. Better enforcement of safety and training regulations is necessary. PMID:21360723

  16. The Glass Door: The Gender Composition of Newly-Hired Workers Across Hierarchical Job Levels

    NARCIS (Netherlands)

    Hassink, W.H.J.|info:eu-repo/dai/nl/090437411; Russo, G.|info:eu-repo/dai/nl/124883206

    This paper examines the gender composition of the flow of new hirees along the organizational hierarchy of jobs. We find that women have a reduced chance to be hired at higher hierarchical levels. We refer to this phenomenon as the “glass door”. The glass door consists of an absolute and a relative

  17. Salaries of New Superintendents: A Public Relations Concern for Many Public School Boards

    Science.gov (United States)

    Young, I. Phillip

    2007-01-01

    Salaries for new superintendents form a highly visible factor that has direct implications for school-community public relations. To provide a means for guiding school board members and to provide a format for justifying salaries, a model is presented that serves both purposes. Within this model, attention is afforded to specifying a relevant…

  18. Scientific Management: Professional Background in Sciences, Humanities, and the Effectiveness of School Superintendents.

    Science.gov (United States)

    Chand, Krishan

    Administrators who have been trained in the sciences may be more effective than those who have been trained in the humanities, according to a review of the literature. This paper asserts that the effectiveness of superintendents is a function both of their specific preparation for administration and of their educational backgrounds. The…

  19. CEO Appointments and the Loss of Firm-specific Knowledge - Putting Integrity Back into Hiring Decisions

    DEFF Research Database (Denmark)

    Rost, Katja; Salomo, Søren

    2008-01-01

    that over the past decades the dishonesty of the predecessor has become relatively more important for the appointment decisions of firms. We conclude that outside hires are a suboptimal trend because external candidates even step up the regression of integrity in firms: As nobody has an incentive to invest......A rarely studied trend in corporate governance is the increasing tendency to fill CEO openings through external hires rather than through internal promotions: Kevin J. Murphy and Ján Zábojník (2004) show that the proportion of outside hires has doubled and their pay premium almost quadrupled over...

  20. Principal Pressure in the Middle of Accountability

    Science.gov (United States)

    Derrington, Mary Lynne; Larsen, Donald E.

    2012-01-01

    When a new superintendent is hired, Tom Thompson, middle school principal, is squeezed between complying with the demands of the district and cultivating a positive culture in his school. He wrestles with the stress of facing tough leadership choices that take a toll on his physical and mental health. Tom realizes that a career-ending move might…

  1. The Effects of Authentic Vision Statement on Challenges Experienced by First Year Superintendents

    Science.gov (United States)

    Erdos, Monica

    2011-01-01

    A new superintendent in a new school district (NSND) can be a challenging position. The literature review asserts that many challenges faced by NSNDs are due to the absence of a shared vision. Challenges can be listed as work stoppage, personnel, financial, fighting ghosts, homecoming procession and many other aspects of running a district.…

  2. A Narrative Study on the Leadership Development of Female Superintendents in New Jersey

    Science.gov (United States)

    Morillo, Mitzi N.

    2017-01-01

    The purpose of this study was to explore, through the lived experiences of 8 women who achieved the superintendency in New Jersey, the intersectionality of gender, social norms, and race and how these women developed as leaders. The study was designed to identify perceived barriers to career ascension in education administration and the successful…

  3. Meta-analysis of field experiments shows no change in racial discrimination in hiring over time.

    Science.gov (United States)

    Quillian, Lincoln; Pager, Devah; Hexel, Ole; Midtbøen, Arnfinn H

    2017-10-10

    This study investigates change over time in the level of hiring discrimination in US labor markets. We perform a meta-analysis of every available field experiment of hiring discrimination against African Americans or Latinos ( n = 28). Together, these studies represent 55,842 applications submitted for 26,326 positions. We focus on trends since 1989 ( n = 24 studies), when field experiments became more common and improved methodologically. Since 1989, whites receive on average 36% more callbacks than African Americans, and 24% more callbacks than Latinos. We observe no change in the level of hiring discrimination against African Americans over the past 25 years, although we find modest evidence of a decline in discrimination against Latinos. Accounting for applicant education, applicant gender, study method, occupational groups, and local labor market conditions does little to alter this result. Contrary to claims of declining discrimination in American society, our estimates suggest that levels of discrimination remain largely unchanged, at least at the point of hire.

  4. Good-to-Great Superintendents: An Examination of Jim Collins' Good-to-Great Level Five Leadership Attributes as Demonstrated by the Leadership Behaviors of Superintendents of High-Performing California Public Single-School Districts

    Science.gov (United States)

    Brown, James D.

    2010-01-01

    Purpose: The purpose of this study was to examine Collins' good-to-great Level Five leadership attributes, as demonstrated by the leadership behaviors of superintendents of high-performing California public single-school districts. Methodology: The researcher used a case study design to conduct this study. Personal interviews were conducted in…

  5. School Communications 2.0: A Social Media Strategy for K-12 Principals and Superintendents

    Science.gov (United States)

    Cox, Daniel Dean

    2012-01-01

    The purpose of this qualitative, multiple-case study was two-fold: 1) to describe, analyze, and interpret the experiences of school principals and superintendents who use multiple social media tools such as blogs, microblogs, social networking sites, podcasts, and online videos with stakeholders as part of their comprehensive communications…

  6. Increasing Student Attendance: A Study Comparing Superintendents' Knowledge of Best Practices to Enacted Policies

    Science.gov (United States)

    Isom, Dena K.

    2014-01-01

    This report describes a problem-based learning project focused on the information available to superintendents related to improving student attendance. This information has the potential to assist school districts in improving the attendance of each student as is required by attendance standards such as those of the fifth version of the Missouri…

  7. Negligent Hiring and Employer Liability in the Selection of Employees.

    Science.gov (United States)

    Howard, Sharon Swenson

    1988-01-01

    Reviews some theories of employer liability: (1) negligent hiring; (2) negligent entrustment; and (3) respondent superior. Applicable cases focusing on the investigation of prospective employees and the emerging constitutional implications are discussed. (MLF)

  8. Male clients' behaviours with and perspectives about their last male escort encounter: comparing repeat versus first-time hires.

    Science.gov (United States)

    Wolff, Margaret M; Grov, Christian; Smith, Michael D; Koken, Juline A; Parsons, Jeffrey T

    2014-01-01

    Research on men who have sex with men suggests that condomless anal intercourse occurs more frequently in established sexual relationships. While comparable data regarding male-for-male escorting is unavailable, research implies that many clients seek emotional as well as physical connections with the men they hire. In 2012, 495 male clients, recruited via daddysreviews.com completed an online survey about their last hiring experience. Most participants were from the USA (85.7%), the UK and Canada (3.2% each). In total, 75% of encounters involved an escort hired for the first time; 25% were with a previously hired escort ('repeat encounter'). The client's age, lifetime number of escorts hired and number hired in the past year were positively associated with the last encounter being a repeat encounter. Cuddling, sharing a meal, drinking alcohol, taking a walk, watching a show and shopping were also positively associated with repeat encounters. Conversely, none of the sexual behaviours were significantly associated with repeat encounters. Repeat encounters were significantly more likely to include non-sexual behaviours alongside sexual activities, but no more likely to involve condomless anal intercourse. Moreover, clients' knowledge of escorts' HIV status was not significantly associated with engaging in condomless anal intercourse with repeat encounters.

  9. Use of ePortfolios in K-12 teacher hiring in North Carolina: Perspectives of School Principals

    Directory of Open Access Journals (Sweden)

    Abdou Ndoye

    2012-09-01

    Full Text Available This study explored the perceptions of principals involved in the hiring process of K–12 teachers in 11 counties in southeastern North Carolina. Forty-nine principals responded to a survey on ePortfolio use in the hiring process: the pros and cons, desirable artifacts, stage of use, preferred delivery method, and improvements that can increase their usage. We examined each of these questions and whether certain factors (prior use, technology skills, and years as a hiring agent predict principals’ ePortfolio use. Our findings suggest that ePortfolios provide improved and current information about teacher candidates that is easily accessible and organized. Collectively, this allows principals to assess teacher candidates’ suitability for employment. Although there are problems associated with ePortfolio use during hiring, which are detailed below, the results suggest that principals most frequently use ePortfolios during the interview process, prefer delivery via a website address, and that prior use is the best predictor of future ePortfolio use.

  10. Health Care Organizations and Policy Leadership: Perspectives on Nonsmoker-Only Hiring Policies.

    Science.gov (United States)

    McDaniel, Patricia A; Malone, Ruth E

    2018-02-01

    To explore employers' decisions to base hiring policies on tobacco or nicotine use and community perspectives on such policies, and analyze the implications for organizational identity, community engagement, and health promotion. From 2013 to 2016, 11 executives from six health care organizations and one non-health-care organization with nonsmoker-only hiring policies were interviewed about why and how their policies were created and implemented, concerns about the policies, and perceptions of employee and public reactions. Focus groups were conducted with community members (n = 51) who lived in or near cities where participating employers were based, exploring participants' opinions about why an employer would stop hiring smokers and their support (or not) for such a policy. Most employers excluded from employment those using all forms of nicotine. Several explained their adoption of the policy as a natural extension of a smoke-free campus and as consistent with their identity as health care organizations. They regarded the policy as promoting health. No employer mentioned engaging in a community dialogue before adopting the policy or reported efforts to track the policy's impact on rejected applicants. Community members understood the cost-saving appeal of such policies, but most opposed them. They made few exceptions for health care organizations. Policy decisions undertaken by health care organizations have influence beyond their immediate setting and may establish precedents that others follow. Nonsmoker-only hiring policies may fit with a health care organization's institutional identity but may not be congruent with community values or promote public health.

  11. Hiring a Gay Man, Taking a Risk?: A Lab Experiment on Employment Discrimination and Risk Aversion.

    Science.gov (United States)

    Baert, Stijn

    2018-01-01

    We investigate risk aversion as a driver of labor market discrimination against homosexual men. We show that more hiring discrimination by more risk-averse employers is consistent with taste-based and statistical discrimination. To test this hypothesis we conduct a scenario experiment in which experimental employers take a fictitious hiring decision concerning a heterosexual or homosexual male job candidate. In addition, participants are surveyed on their risk aversion and other characteristics that might correlate with this risk aversion. Analysis of the (post-)experimental data confirms our hypothesis. The likelihood of a beneficial hiring decision for homosexual male candidates decreases by 31.7% when employers are a standard deviation more risk-averse.

  12. Strategies Utilized by Superintendents and Mathematics District Personnel That Impact Minority Student Outcomes in Algebra

    Science.gov (United States)

    DuPree, Jared Bernard

    2013-01-01

    This study applies the constructs from effective instruction from the literature on teacher education to understand the impact of school district strategies on algebra outcomes for minority students. The purpose of this study was to examine the strategies utilized by superintendents and district personnel and the impact of these identified…

  13. Hiring Quality Teachers: The Devil Is in the Details

    Science.gov (United States)

    Whitworth, Jerry; Deering, Thomas; Jones, Steve; Hardy, Sam

    2016-01-01

    Persistent and consistent criticism of our nation's educational system has increased pressure on school districts and teacher education programs to improve the quality of teachers in our public schools. While there is research regarding the characteristics of effective teachers, the difficulty is often in identifying and hiring those teacher…

  14. Law School Faculty Hiring under Title VII: How a Judge Might Decide a Disparate Impact Case.

    Science.gov (United States)

    Redlich, Norman

    1991-01-01

    A judicial opinion concerning law school violations of Title VII of the Civil Rights Act of 1964 in faculty hiring is presented. The case concerns a black candidate rejected for an entry-level tenure-track position. Issues cited include the law school's mission and stated reasons for not hiring the candidate. (MSE)

  15. Implicit and explicit interethnic attitudes and ethnic discrimination in hiring

    NARCIS (Netherlands)

    Blommaert, E.C.C.A.; Tubergen, F.A. van; Coenders, M.T.A.

    2012-01-01

    We study effects of explicit and implicit interethnic attitudes on ethnic discrimination in hiring. Unlike explicit attitudes, implicit attitudes are characterised by reduced controllability, awareness or intention. Effects of implicit interethnic attitudes on ethnic discrimination in the labour

  16. Factors related to employers' intent to hire, retain and accommodate cancer survivors: the Singapore perspective.

    Science.gov (United States)

    Mak, Angela Ka Ying; Ho, Shirley S; Kim, Hyo Jung

    2014-12-01

    Despite the growing importance of cancer and return-to-work issues in occupational rehabilitation literature in the last decade, academic discussion is largely limited to survivors' perspectives and some exploratory studies from the employer side. This paper applies two classic theoretical models-Theory of Planned Behavior and Social Cognitive Theory-and key measures from previous studies to identify explicit relationships that explain employer factors to hire and retain cancer survivors. Data were collected from online surveys with senior management executives and senior human resource specialists from various organizations in Singapore, with a total of 145 responses. The 72-item survey instrument included a series of independent variables: (1) Attitudes toward cancer and cancer survivors; (2) Employers' efficacy; (3) Perceived moral obligation; (4) Employers' experience; (5) Outcome expectations; (6) Employment situation; (7) Social norms; and (8) Incentives, and dependent variables: (a) Employers' intention to hire cancer survivors; and (b) Employers' intention to retain cancer survivors. Regression analyses showed that the top three factors related to employers' intention to retain cancer survivors are perceived moral obligations (β = .39, p employment situation (β = .17, p Employers' efficacy was associated with intention to hire (β = .22, p employer and an employee when it comes to retaining cancer survivors and government incentives for hiring cancer survivors in the workforce. The present study provided an avenue to implement the proposed model-a potential study framework for the management of cancer survivors at work. Findings revealed that different messages should be tailored to employers toward hiring and retention issues and provided useful guidelines for employer education materials.

  17. Accountability Systems: A Comparative Analysis of Superintendent, Principal, and Teacher Perceptions

    Directory of Open Access Journals (Sweden)

    KERRYENGLERT,PH.D.

    2007-04-01

    Full Text Available A key assumption of NCLB appears to be that assessment data in and of itself can foster or promote change. Specifically, the supposition is that by requiring assessment data to be reported yearly, schools will be motivated - and will have the ability - to address those areas where student achievement is lagging. This assumption rests on the notion that educator competence in understanding and utilizing such data will result in academic success. Testing this assumption with empirical evidence is an important component of researching the efficacy of current accountability policies and practices in general. Over the past three years we have been involved in a series of empirical examinations of accountability. Each of these studies has been aimed at gathering varied perspectives on and about accountability, ranging from superintendents to principals to teachers. Our research examines education accountability at three interconnected layers: district administrators, principals, and teachers. This nested data set (superintendents were surveyed, as were their principals, and their principals’ teachers allows for not only an examination of the perceptions and reflections of the members of each group but also for an evaluation of the consistency of those beliefs across the members of the educational community. This study will present findings from research projects that speak to each of these levels, focusing on how each understands education accountability and how those meanings are consistent across groups and to what degree.

  18. Factors Supporting Implementation of Executive Coaching as Embedded Professional Learning for Superintendents in New York State

    Science.gov (United States)

    Nuciforo, Cheryl A.

    2015-01-01

    The role of school superintendent has become increasingly complex. As school district leaders deal with new curriculum standards, increased accountability, and limited financial resources, they are in need of quality professional development tailored to their needs. This qualitative study explores personal, cultural, and structural factors that…

  19. Obesity Discrimination in the workplace: "You're Hired"

    OpenAIRE

    Flint, Stuart W; Codreanu, Sonia C; Gomoiu, Amalia; Čadek, Martin; Ivić, Vanja; Zomer, Colene; Walton, Peter

    2015-01-01

    The purpose of this study is to first identify whether obese people are discriminated against when hiring employees. Employees of workforces that vary due to the physical demand of their job, will rate hypothetical applicants on their suitability for employment using Likert-type responses to a range of questions. Applicants’ curriculum vitae will be manipulated by weight status and gender. Implicit and explicit attitud...

  20. Astronauts For Hire The Emergence of a Commercial Astronaut Corps

    CERN Document Server

    Seedhouse, Erik

    2012-01-01

    The spaceflight industry is being revolutionized. It is no longer the sole preserve of professional astronauts working on government-funded manned spaceflight programs. As private companies are being encouraged to build and operate launch vehicles, and even spacecraft that can be hired on a contract basis, a new breed of astronauts is coming into being. Astronauts for Hire describes how this commercial astronaut corps will be selected and trained. It provides a unique insight into the kinds of missions and tasks that the astronauts will be involved in, from suborbital science missions to commercial trips to low Earth orbit. The book also describes the new fleet of commercial spaceships being developed - reusable rocket-propelled vehicles that will offer quick, routine, and affordable access to the edge of space. The author also explores the possibility of private enterprise establishing interplanetary spaceports, lunar bases, and outposts on the surface of Mars.

  1. Hiring and screening practices of agencies supplying paid caregivers to older adults.

    Science.gov (United States)

    Lindquist, Lee A; Cameron, Kenzie A; Messerges-Bernstein, Joanne; Friesema, Elisha; Zickuhr, Lisa; Baker, David W; Wolf, Michael

    2012-07-01

    To assess what screening practices agencies use in hiring caregivers and how caregiver competency is measured before assigning responsibilities in caring for older adults. One-to-one phone interviews in which interviewers posed as prospective clients seeking a caregiver for an older adult relative. Cross-sectional cohort of agencies supplying paid caregivers to older adults in Illinois, California, Florida, Colorado, Arizona, Wisconsin, and Indiana. Four hundred sixty-two home care agencies were contacted, of which 84 were no longer in service, 165 offered only nursing care, and 33 were excluded; 180 agencies completed interviews. Agencies were surveyed about their hiring methods, screening measures, training practices, skill competencies assessments, and supervision. Two coders qualitatively analyzed open-ended responses. To recruit caregivers, agencies primarily used print and Internet (e.g., Craigslist.com) advertising (n = 69, 39.2%) and word-of-mouth referrals (n = 49, 27.8%). In hiring, agencies required prior "life experiences" (n = 121, 68.8%) few of which (n = 33, 27.2%) were specific to caregiving. Screening measures included federal criminal background checks (n = 96, 55.8%) and drug testing (n = 56, 31.8%). Agencies stated that the paid caregiver could perform skills, such as medication reminding (n = 169, 96.0%). Skill competency was assessed according to caregiver self-report (n = 103, 58.5%), testing (n = 62, 35.2%), and client feedback (n = 62, 35.2%). General caregiver training length ranged from 0 to 7 days. Supervision ranged from none to weekly and included home visits, telephone calls, and caregivers visiting the central office. Using an agency to hire paid caregivers may give older adults and their families a false sense of security regarding the background and skill set of the caregiver. © 2012, Copyright the Authors Journal compilation © 2012, The American Geriatrics Society.

  2. Downside Seen in Rush to Hire School-Based Police

    Science.gov (United States)

    Shah, Nirvi

    2013-01-01

    With nightmare visions of a gunman stalking school halls, districts often rush to hire police officers to patrol their campuses after news of a school shooting. Critics of that impulsive response, which has been in high gear nationwide since the Sandy Hook Elementary School shootings in December, acknowledge the concern for student and staff…

  3. 75 FR 27157 - Improving the Federal Recruitment and Hiring Process

    Science.gov (United States)

    2010-05-14

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

  4. School Board Chairmen and School Superintendents: An Analysis of Perceptions Concerning Special Interest Groups and Educational Governance.

    Science.gov (United States)

    Feuerstein, Abe; Opfer, V. Darleen

    1998-01-01

    Surveyed all Virginia school board chairmen and superintendents on local governance issues. Discusses both groups' perceptions of board members' orientation to their role as elected representatives, their personal attitude toward the electoral process, their assessment of interest-group involvement in district decision making, their feelings…

  5. 2009 Decennial Socio-Economic Survey of the Gulf For-Hire Sector

    Data.gov (United States)

    National Oceanic and Atmospheric Administration, Department of Commerce — This survey collected data to generate a comprehensive review of the economic and policy status of the recreational for-hire sector in the U.S. Gulf of Mexico,...

  6. Gender and class housework inequalities in the era of outsourcing hiring domestic work in Spain.

    Science.gov (United States)

    Gonalons-Pons, Pilar

    2015-07-01

    Many households regularly outsource unpaid domestic labor by purchasing services and products to help with cleaning, cooking, ironing, and other chores. Despite the prevalence of this practice, scholars know little about how it affects inequalities in the time spent on housework. Drawing on data on 3540 dual-earner households in Spain, this article examines the relationship between hiring domestic work and both the within-household gender gap in housework and the class gap in housework among women. I find that women who hire do about 30min less housework per day than non-hiring women, but in relation to their partners these women continue to do the same share of housework. Using counterfactual analysis, I find that the absence of paid domestic work is associated with a 20% decline in the class gap in housework among Spanish women. Copyright © 2015 Elsevier Inc. All rights reserved.

  7. HIRING TRANSFORMATIONAL LEADERS IN EDUCATION: LESSONS LEARNED FROM STRUCTURED EMPLOYMENT INTERVIEWS

    Directory of Open Access Journals (Sweden)

    Denver Jade Fowler

    2016-09-01

    Full Text Available In the educational setting, hiring transformational leaders is essential to a schools’ success or failure. In this study, we examine Confucianism and country influence on structured employment interviews from both Western (United States and Eastern cultures (Taiwan. Eastern cultures have certain values not prevalent in Western cultures that may reduce the use of transformational leadership questions in job interviews. Eastern cultures have higher levels of uncertainty avoidance, collectivism, and power distance. We examined questions asked in actual job interviews in Taiwan and the United States (N = 178. Additionally, we examined the three dimensions of interview structure including evaluation standardization, question sophistication, and questioning consistency. We found that the number of questions about transformational leadership were less common in Taiwan, with its lower selection ratios, and when question sophistication and consistency were higher. In the United States, we found that the number of questions about transformational leadership increased with selection ratio, question sophistication, and question consistency, but not in Taiwan. The results of this study have important implications to all workplace settings around the globe where it may be argued that it is advantageous to hire transformational leaders to improve any organization. However, the results of this study may have particular importance to the educational setting, in both China and the United States, and globally, where the need to attract and hire transformational leaders can be vital to a schools’ success (or failure.

  8. Using Employer Hiring Behavior to Test the Educational Signaling Hypothesis

    NARCIS (Netherlands)

    Albrecht, J.W.; van Ours, J.C.

    2001-01-01

    This paper presents a test of the educational signaling hypothesis.If employers use education as a signal in the hiring process, they will rely more on education when less is otherwise known about applicants.We nd that employers are more likely to lower educational standards when an informal, more

  9. The cost of a "bad hire:" how search firms can help.

    Science.gov (United States)

    O'Connor, S J

    1991-10-01

    What's the key to competitive advantage and total quality management? O'Connor believes it's hiring top-quality people that are a "good fit" with your organization, and he tells how a search firm can help you do just that.

  10. Practices influenced by policy? An exploration of newly hired science teachers at sites in South Africa and the United States

    Science.gov (United States)

    Navy, S. L.; Luft, J. A.; Toerien, R.; Hewson, P. W.

    2018-05-01

    In many parts of the world, newly hired science teachers' practices are developing in a complex policy environment. However, little is known about how newly hired science teachers' practices are enacted throughout a cycle of instruction and how these practices can be influenced by macro-, meso-, and micro-policies. Knowing how policies impact practice can result in better policies or better support for certain policies in order to enhance the instruction of newly hired teachers. This comparative study investigated how 12 newly hired science teachers at sites in South Africa (SA) and the United States (US) progressed through an instructional cycle of planning, teaching, and reflection. The qualitative data were analysed through beginning teacher competency frameworks, the cycle of instruction, and institutional theory. Data analysis revealed prevailing areas of practice and connections to levels of policy within the instructional cycle phases. There were some differences between the SA and US teachers and among first-, second-, and third-year teachers. More importantly, this study indicates that newly hired teachers are susceptible to micro-policies and are progressively developing their practice. It also shows the importance of meso-level connectors. It suggests that teacher educators and policy makers must consider how to prepare and support newly hired science teachers to achieve the shared global visions of science teaching.

  11. the structure of labour market and demand for hired labour for oil

    African Journals Online (AJOL)

    DEPT OF AGRICULTURAL ENGINEERING

    Descriptive statistics and the ordinary least square regres- sion techniques have been ... Keywords: structure of labour, hired labour, oil palm production, demand elasticities ...... Migration and Envi- ... to the International Labour Organization,.

  12. Disability-Inclusive Employer Practices and Hiring of Individuals with Disabilities

    Science.gov (United States)

    Erickson, William A.; von Schrader, Sarah; Bruyère, M.; VanLooy, Sara A.; Matteson, S.

    2014-01-01

    Purpose: To determine what disability-inclusive policies and practices employers have in place and examine the relationship between these practices and the actual recruitment and hiring of persons with disabilities. Method: A survey 675 of human resources professionals who were members of the Society for Human Resource Management. Results: After…

  13. Hiring retirees: impact of age norms and stereotypes

    OpenAIRE

    Karspinska, K.; Henkens, K.; Schippers, J.

    2013-01-01

    Purpose – This study aims to investigate the role of managers in the re-employment of early retirees and focuses on the effect of managers' age norms and stereotypes on managers' employment decisions. Design/methodology/approach – A combination of a factorial study and a survey was conducted. First, information on the age norms and stereotypes was collected. Secondly, profiles of hypothetical retired job applicants were presented to the employers, who were asked to make a specific hiring deci...

  14. The Role of Automatic Obesity Stereotypes in Real Hiring Discrimination

    Science.gov (United States)

    Agerstrom, Jens; Rooth, Dan-Olof

    2011-01-01

    This study examined whether automatic stereotypes captured by the implicit association test (IAT) can predict real hiring discrimination against the obese. In an unobtrusive field experiment, job applications were sent to a large number of real job vacancies. The applications were matched on credentials but differed with respect to the applicant's…

  15. Is It Rational or Intuitive? Factors and Processes Affecting School Superintendents' Decisions When Facing Professional Dilemmas

    Science.gov (United States)

    Hart, Walter H.

    2018-01-01

    Given the critical impact of their decisions and of the community's perception of their performance, it is reasonable that school superintendents would seek to understand the factors that influence their decisions and the processes used to make them. The researcher in this study used a qualitative approach, interviewing 13 school superintendents…

  16. Impact of Texas Public School Board Members' Level of Training and Professional Development on Superintendent Tenure

    Science.gov (United States)

    Flores, Alexandro Miguel

    2017-01-01

    The role of the public school superintendent, with its increasing challenges and demands, can be considered one of the most daunting roles in American public education today. Consequently, frequent turnover in the top leadership position inhibits many public schools from reaching set academic, financial, and organizational goals. As a result, any…

  17. The risky business of hiring stars.

    Science.gov (United States)

    Groysberg, Boris; Nanda, Ashish; Nohria, Nitin

    2004-05-01

    With the battle for the best and brightest people heating up again, you're most likely out there looking for first-rate talent in the ranks of your competitors. Chances are, you're sold on the idea of recruiting from outside your organization, since developing people within the firm takes time and money. But the authors, who have tracked the careers of high-flying CEOs, researchers, software developers, and leading professionals, argue that top performers quickly fade after leaving one company for another. To study this phenomenon in greater detail, the authors analyzed the ups and downs of more than 1,000 star stock analysts, a well-defined group for which there are abundant data. The results were striking. After a star moves, not only does her performance plunge, but so does the effectiveness of the group she joins--and the market value of her new company. Moreover, transplanted stars don't stay with their new organizations for long, despite the astronomical salaries firms pay to lure them from rivals. Most companies that hire stars overlook the fact that an executive's performance is not entirely transferable because his personal competencies inevitably include company-specific skills. When the star leaves the old company for the new, he cannot take with him many of the resources that contributed to his achievements. As a result, he is unable to repeat his performance in another company--at least not until he learns to work the new system, which could take years. The authors conclude that companies cannot gain a competitive advantage or successfully grow by hiring stars from outside. Instead, they should focus on cultivating talent from within and do everything possible to retain the stars they create. Firms shouldn't fight the star wars, because winning could be the worst thing that happens to them.

  18. Figuring out whether they can be trusted: older widows' intentions relative to hired non-professional home-care helpers.

    Science.gov (United States)

    Porter, Eileen J; Lasiter, Sue; Poston, Emily

    2005-01-01

    The purpose of this phenomenological study was to describe the experience of older women relative to trusting hired non-professional home-care helpers. Open-ended interviews were done about the home-care experience with 25 women over three years, and 14 women (age 80-93) shared data about hiring and trusting helpers. The women perceived risks to personal safety that adversely influenced willingness to seek new helpers. After hiring a helper, the women were still trying to discern whether the helper could be trusted. Primary-care providers should enable older women to recognize and reduce the risk of having helpers and to monitor helpers' behavior, as well as assessing the psychosocial status of women who have such helpers.

  19. 2009 Decennial Socio-Economic Survey of the S. Atlantic For-Hire Sector

    Data.gov (United States)

    National Oceanic and Atmospheric Administration, Department of Commerce — This survey collected data to provide a current perspective on the for-hire fishing sectors of Florida (east coast), Georgia, South and North Carolina. One important...

  20. Training, Degrees, and Credentials in the Hiring of School Psychologists

    Science.gov (United States)

    O'donnell, Patrick S.; Dunlap, Linda L.

    2014-01-01

    A national sample of 246 Directors of Pupil Personnel Services and Directors of Special Education were surveyed to assess the importance they place on training, degrees, and credentials in the hiring of school psychologists. High, but varying, levels of importance were found for the content knowledge and skill areas in the National Association of…

  1. the structure of labour market and demand for hired labour for oil

    African Journals Online (AJOL)

    DEPT OF AGRICULTURAL ENGINEERING

    Keywords: structure of labour, hired labour, oil palm production, demand ... age and sex of labour or employment status (i.e. ..... Work which by its nature or circumstances in which it is carried out is likely to harm the health, safety or morals of.

  2. Analysis of Differences in the Motivation of the Owner-Managers and Hired Managers of Regional Enterprises

    Directory of Open Access Journals (Sweden)

    Anna Valentinovna Mukhacheva

    2017-06-01

    Full Text Available The article deals with the differences in the motivation of owner-managers and hired managers. The purpose of the article is to identify the signs of the differences and similarities in the motivation of hired managers and owner-managers on the basis of the analysis of the results of the study of these issues by other authors, as well as with the help of our research. The hypothesis of the study consists in the assumption that the motivational profile of owner-managers differs from the motivational profile of hired managers in greater riskiness and thrift. The research methodology involves conducting a sociological survey of 100 managers of small and medium-sized enterprises in Kemerovo, half of which are employed and the other half are business owners. Questioning was carried out by several methods: oral, by e-mail, in writing through the Center for Business Support and through other means. The data we processed in the SPSS Statistic program. The results of the study unexpectedly have rejected a basic hypothesis: the average data for the degree of risk and thrift of hired managers is highly competitive with the received indices of owner-managers. There is the only difference in the distribution of characteristics. The level of riskiness and thrift of the hired managers tends to the be average among them and has a slight variation in the estimates, while the owner-managers much differ from each other on these parameters, have a large variation in the values of indicators, show a lot of the diametrically opposed estimates. The study of the motives of of owner-managers activity allows to the authorities to develop recommendations on the improvement of the existing and new programmes for the support of small and medium-sized business; on the formation of executive candidate pool. It also can contribute to revealing the categories of population with expressed entrepreneurial and managerial motivational profiles at a stage of professional education

  3. A Sacrificial Lam: A Divided School Board, a Beleaguered Superintendent, and an Urgent Need to Improve Student Achievement

    Science.gov (United States)

    Fossey, Richard

    2011-01-01

    This case describes the confrontational relationship between four trustees on the San Antonio School Board and the San Antonio School District's superintendent Diana Lam, a nationally recognized school reformer, who came to San Antonio in 1994. The case includes a dramatic board meeting where a closely divided board meets to buy out Lam's…

  4. Citizen Perceptions of Procedural Fairness and the Moderating Roles of 'Belief in a Just World' and 'Public Service Motivation' in Public Hiring

    DEFF Research Database (Denmark)

    Pedersen, Mogens Jin; Stritch, Justin Michael; Taggart, Gabel

    2017-01-01

    rate the procedural fairness of a hiring situation much lower when the situation appears to be influenced by an applicant's social contacts. However, citizens who report stronger ‘belief in a just world’ have less concern with a hiring process marked by advocacy, whereas citizens with higher levels......This article expands our knowledge of how variation in public administrative processes affects citizen perceptions of procedural fairness (CPPF). Focusing on a specific administrative process—the selection and hiring process—we use a survey experimental design among 823 US citizens and examine...... the effect of a public hiring process involving the appearance of advocacy from an applicant's social contacts on CPPF. Moreover, we theoretically and empirically examine the moderating effects of two psychological constructs: ‘belief in a just world’ and ‘public service motivation’. We find that citizens...

  5. Design Criteria: School Food Service Facilities.

    Science.gov (United States)

    Florida State Dept. of Education, Tallahassee.

    This guide is intended for architects, district superintendents, and food service directors whose responsibility it is to plan food service facilities. It first discusses the factors to be considered in food service planning, presents cost studies, and lists the responsibilities of those involved in the planning. Other sections concern selection,…

  6. Conformity under uncertainty: reliance on gender stereotypes in online hiring decisions.

    Science.gov (United States)

    Uhlmann, Eric Luis; Silberzahn, Raphael

    2014-02-01

    We apply Bentley et al.'s theoretical framework to better understand gender discrimination in online labor markets. Although such settings are designed to encourage employer behavior in the northwest corner of Homo economicus, actual online hiring decisions tend to drift southeast into a "confirmation bias plus weak feedback loops" pattern of discrimination based on inaccurate social stereotypes.

  7. Social bias within the institution of hired domestic care: global interactions and migration

    Czech Academy of Sciences Publication Activity Database

    Uhde, Zuzana

    2016-01-01

    Roč. 16, č. 4 (2016), s. 684-709 ISSN 1519-6089 R&D Projects: GA ČR GA15-07898S Institutional support: RVO:68378025 Keywords : Hired domestic care * Recognition * Global interactions Subject RIV: AO - Sociology, Demography

  8. 20 Suggestions for Improving the Departmental Procedures for Hiring Teachers of Sociology.

    Science.gov (United States)

    Ewens, Bill

    Twenty suggestions are given to help university sociology departments develop procedures for hiring good teachers in the field. The first five ideas are about publicizing the position and initial screening of applications. Jobs should be announced in professional journals and at graduate departments with good reputations. Standardized forms should…

  9. IT OUTSOURCING: METHODOLOGY FOR SUPPLIER SELECTION CRITERIA FOR COMPETITIVE ADVANTAGE

    Directory of Open Access Journals (Sweden)

    Sergio Alexandre Simões

    2012-04-01

    Full Text Available Abstract: Two criteria are usually adopted to select the provider of IT: lower prices or better service qualification of the supplier. This article proposes a strategic approach: the company should hire the provider that best leverage their competitive advantages. This approach implied the need to develop a methodology. To support it, the authors analyzed four models, Porter, RBV (Resource-Based View, Balanced Scorecard and the Weapons and Field Competition. Preferred the latter to be the most complete, qualiquantitative technique and able to accurately align the goals of the IT service firm's to competitive contracting strategy. The methodology was developed and applied to an insurance company and in face of the excellent results, decided to write this article to disclose it.

  10. A Better Leveled Playing Field for Assessing Satisfactory Job Performance of Superintendents on the Basis of High-Stakes Testing Outcomes

    Science.gov (United States)

    Young, I. Phillip; Cox, Edward P.; Buckman, David G.

    2014-01-01

    To assess satisfactory job performance of superintendents on the basis of school districts' high-stakes testing outcomes, existing teacher models were reviewed and critiqued as potential options for retrofit. For these models, specific problems were identified relative to the choice of referent groups. An alternate referent group (statewide…

  11. Context Matters: Principals' Sensemaking of Teacher Hiring and On-the-Job Performance

    Science.gov (United States)

    Ingle, Kyle; Rutledge, Stacey; Bishop, Jennifer

    2011-01-01

    Purpose: School principals make sense of multiple messages, policies, and contexts within their school environments. The purpose of this paper is to examine specifically how school leaders make sense of hiring and subjective evaluation of on-the-job teacher performance. Design/methodology/approach: This qualitative study drew from 42 interviews…

  12. The Division of PA Teacher Certification and Its Impact on Teacher Hiring

    Science.gov (United States)

    Vaughn, Ann Marie G.

    2017-01-01

    In 2008, the Pennsylvania Department of Education enacted Chapter 49-2 which divided the certified grade spans of Elementary Teachers. This dissertation addresses the question of how the change of PA Teacher Certifications, known as Chapter 49-2, has affected the selecting, interviewing, and hiring process for administrators. A problem was…

  13. Employers' Perceptions, Attitudes, and Policies on Hiring of Graduates of Online Dietetic Education

    Science.gov (United States)

    Dehpahlavan, Jaleh

    2013-01-01

    This qualitative explorative study explored dietetic employers' perceptions, attitudes, and policies regarding hiring of online dietetic graduates; how their perceptions were formed; and factors contributing to their development. Higher educational institutions and learners have embraced online education, evidenced by increased online program…

  14. Trends in family labour, hired labour and contract work on french fieldcrop farms: the role of agricultural policies

    OpenAIRE

    Dupraz, Pierre; Latruffe, Laure

    2010-01-01

    This article analyses the factors driving the evolution of on-farm labour use, including own family labour, hired labour and contract work, in French fieldcrop farms during 1990-2007. Particular attention is given to the level and type of agricultural support. The increase in the farm labour force over the years is due to increases in hired labour and contract work which are complements for each other rather than substitutes, and complement for family labour. Crop area payments and Single Far...

  15. ". . . So Go the Days of Their Lives." A Descriptive Study of the Superintendency. OSSC Bulletin Vol. 22, No. 5.

    Science.gov (United States)

    Pitner, N. J.

    The study reported is a replication of Henry Mintzberg's study of five executives at work to determine the scope of their job-related activities. For this study superintendents in three suburbs contiguous to a large midwestern city were observed at work for one week, including evening meetings when they were scheduled. An attempt was made to…

  16. Superintendents and Principals Need Quality Public Information That Informs Decisions, Empowers Action. Don't Make Decisions in the Dark

    Science.gov (United States)

    Data Quality Campaign, 2014

    2014-01-01

    District superintendents or school principals need to be able to access and use high-quality data to make good decisions. Often this data is collected and stored locally, but information that is publicly reported by the state can provide additional value. Although public reporting in a few states is designed to serve information needs, states'…

  17. Do Targeted Hiring Subsidies and Profiling Techniques Reduce Unemployment?

    DEFF Research Database (Denmark)

    Jahn, Elke; Wagner, Thomas

    2008-01-01

    To reduce equilibrium unemployment targeted hiring subsidies and profiling techniques for long-term unemployed are often recommended. To analyze the effects of these two instruments, our model combines two search methods: the public employment service and random search, jobseekers choose between...... an active and a passive search strategy, while labour market policy has two options available. First, only the long-term unemployed placed by the public employment service are subsidized. Second, the subsidy is paid for each match with a long-term unemployed irrespective of the search method used. We show...

  18. Do Targeted Hiring Subsidies and Profiling Techniques Reduce Unemployment?

    DEFF Research Database (Denmark)

    Jahn, Elke; Wagner, Thomas

    To reduce equilibrium unemployment targeted hiring subsidies and profilin techniques for long-term unemployed are often recommended. To analyze the effects of these two instruments, our model combines two search methods: the public employment serviceand random search, jobseekers choose between...... an active and a passive search strategy, while labour market policy has two options available. First, only the long-term unemployed placed by the public employment service are subsidized. Second, the subsidy is paid for each match with a long-term unemployed irrespective of the search method used. We show...

  19. Characteristics valued by the pharmacy practice community when hiring a recently graduated pharmacist.

    Science.gov (United States)

    Thompson, David C; Nuffer, Wesley; Brown, Kristen

    2012-11-12

    To determine those characteristics that are most valued by members of the pharmacy practice community when hiring a new pharmacist. A survey instrument describing 20 characteristics that a pharmacy graduate may possess was created and sent to pharmacists licensed in Colorado. Respondents were asked to select and prioritize the top 5 characteristics considered most important in hiring a new graduate pharmacist. Responses were segregated by practice (retail vs. institutional) and/or by pharmacist role (manager vs. staff). Three hundred eighteen survey instruments were received. Having good/strong communication skills was the characteristic ranked highest by all groups. Professional behavior and being adaptable were also ranked highly. The characteristics of using the literature and punctuality ranked low overall. Differences were identified in how the groups valued some characteristics. Characteristics preferred in a new pharmacist varied depending on practice site and the managerial responsibilities of the potential employer. Some characteristics, such as communication skills and professional behavior, were considered of high value by all pharmacist groups.

  20. Swedish Collective Agreements and Employers’ Willingness to Hire and Retain Older Workers in Employment

    Directory of Open Access Journals (Sweden)

    Carin Ulander-Wänman

    2016-06-01

    Full Text Available Demographic change is transforming the EU population structure for the coming decades. One challenge that society faces is to preserve social welfare when elderly persons comprise a larger proportion of the total population. Allowing people to work beyond the current retirement age may help slow the growth of the maintenance burden for welfare costs, and creating situations where larger numbers of older employees can work longer and complete more working hours can improve conditions for preserving and developing welfare. However, a prolonged working life presupposes several conditions; one of these is that legal regulation of the labor market must support employers’ willingness to hire and retain older workers in employment. This article explores employers’ attitudes toward regulations in Swedish collective agreements—regulations which are of particular importance if employers are to increase hiring and retention of older workers in employment.

  1. Public Incentives for Hiring and Training Employees: An Employer's Guide. Workforce Brief #8.

    Science.gov (United States)

    Bergman, Terri

    The six sections of this brief provide the following information: (1) the types of public incentives available to employers for hiring and training of employees, including increasing economic activity and increasing labor market supply; (2) federally operated incentive programs (Welfare-to-Work Tax Credit, Work Opportunity Tax Credit, Employee…

  2. More Female Manager Hires through More Female Managers? Evidence from Germany

    OpenAIRE

    Bossler, Mario; Mosthaf, Alexander; Schank, Thorsten

    2016-01-01

    Women are heavily underrepresented in management positions. This paper investigates if there is state dependence in the share of female manager hires in German plants to assess if increased female representation in management positions is sustainable. Using administrative data from the Integrated Employment Biographies of the IAB, we apply dynamic tobit models and dynamic linear models taking unobserved heterogeneity and the endogeneity of lagged dependent variables into account. We find that...

  3. A Gender Bias Habit-Breaking Intervention Led to Increased Hiring of Female Faculty in STEMM Departments.

    Science.gov (United States)

    Devine, Patricia G; Forscher, Patrick S; Cox, William T L; Kaatz, Anna; Sheridan, Jennifer; Carnes, Molly

    2017-11-01

    Addressing the underrepresentation of women in science is a top priority for many institutions, but the majority of efforts to increase representation of women are neither evidence-based nor rigorously assessed. One exception is the gender bias habit-breaking intervention (Carnes et al., 2015), which, in a cluster-randomized trial involving all but two departmental clusters ( N = 92) in the 6 STEMM focused schools/colleges at the University of Wisconsin - Madison, led to increases in gender bias awareness and self-efficacy to promote gender equity in academic science departments. Following this initial success, the present study compares, in a preregistered analysis, hiring rates of new female faculty pre- and post-manipulation. Whereas the proportion of women hired by control departments remained stable over time, the proportion of women hired by intervention departments increased by an estimated 18 percentage points ( OR = 2.23, d OR = 0.34). Though the preregistered analysis did not achieve conventional levels of statistical significance ( p power, as the cluster-randomized trial has a maximum sample size of 92 departmental clusters. These patterns have undeniable practical significance for the advancement of women in science, and provide promising evidence that psychological interventions can facilitate gender equity and diversity.

  4. Do Targeted Hiring Subsidies and Profiling Techniques Reduce Unemployment?

    DEFF Research Database (Denmark)

    Jahn, Elke; Wagner, Thomas

    To reduce unemployment targeted hiring subsidies for long-term unemployed are often recommended. To explore their effect on employment and wages, we devise a model with two types of unemployed and two methods of search, a public employment service (PES) and random search. The eligibility of a new......, which ad­vance the search effectiveness of the PES, crowd out the active jobseekers and reduce overall employment as well as social welfare. Nevertheless, reforms are a visible success for the PES and its target group, as they significantly increase the service's placement rate and lower the duration...

  5. Hiring and keeping qualified personnel in a growing regulatory organisation

    International Nuclear Information System (INIS)

    Marchildon, P.

    1993-01-01

    Although no new nuclear stations are currently committed in Canada, the regulatory authority, the Atomic Energy Control Board (AECB), has started, in 1989, an expansion program which, when completed in 1994 will represent a 60 pc increase in its workforce. The new personnel resources are being used to improve the AECB effectiveness in a number of regulatory activities. This paper reviews some of the key factors which relate to the hiring and integration of the new AECB employees: selection process, timing, fees, scholarship program, subsequent training of qualified personnel, woman quotas. 2 figs

  6. An Investigation of Teacher, Principal, and Superintendent Perceptions on the Ability of the National Framework for Principal Evaluations to Measure Principals' Leadership Competencies

    Science.gov (United States)

    Lamb, Lori D.

    2014-01-01

    The purpose of this qualitative study was to investigate the perceptions of effective principals' leadership competencies; determine if the perceptions of teachers, principals, and superintendents aligned with the proposed National Framework for Principal Evaluations initiative. This study examined the six domains of leadership outlined by the…

  7. A Study of Superintendents' Power and Leadership Styles as Perceived by Local Teacher Association Representatives and Secondary School Principals in Alabama Public Schools.

    Science.gov (United States)

    Pounders, Barbara; And Others

    The situational leadership model identifies four leadership styles--telling, selling, participating, and delegating. This paper discusses the initial findings of a study that examined the role of superintendents in Alabama. The study sought to determine if secondary school principals and local teacher-association representatives differed in their…

  8. Within-subjects comparison of the HiRes and Fidelity120 speech processing strategies: speech perception and its relation to place-pitch sensitivity.

    Science.gov (United States)

    Donaldson, Gail S; Dawson, Patricia K; Borden, Lamar Z

    2011-01-01

    Previous studies have confirmed that current steering can increase the number of discriminable pitches available to many cochlear implant (CI) users; however, the ability to perceive additional pitches has not been linked to improved speech perception. The primary goals of this study were to determine (1) whether adult CI users can achieve higher levels of spectral cue transmission with a speech processing strategy that implements current steering (Fidelity120) than with a predecessor strategy (HiRes) and, if so, (2) whether the magnitude of improvement can be predicted from individual differences in place-pitch sensitivity. A secondary goal was to determine whether Fidelity120 supports higher levels of speech recognition in noise than HiRes. A within-subjects repeated measures design evaluated speech perception performance with Fidelity120 relative to HiRes in 10 adult CI users. Subjects used the novel strategy (either HiRes or Fidelity120) for 8 wks during the main study; a subset of five subjects used Fidelity120 for three additional months after the main study. Speech perception was assessed for the spectral cues related to vowel F1 frequency, vowel F2 frequency, and consonant place of articulation; overall transmitted information for vowels and consonants; and sentence recognition in noise. Place-pitch sensitivity was measured for electrode pairs in the apical, middle, and basal regions of the implanted array using a psychophysical pitch-ranking task. With one exception, there was no effect of strategy (HiRes versus Fidelity120) on the speech measures tested, either during the main study (N = 10) or after extended use of Fidelity120 (N = 5). The exception was a small but significant advantage for HiRes over Fidelity120 for consonant perception during the main study. Examination of individual subjects' data revealed that 3 of 10 subjects demonstrated improved perception of one or more spectral cues with Fidelity120 relative to HiRes after 8 wks or longer

  9. Alaskan Superintendent Turnover: Is There a Correlation between Anticipated Turnover and the Organizational Culture of School Boards in the State of Alaska

    Science.gov (United States)

    Herbert, David M. Q.

    2012-01-01

    The purpose of this study is to determine if a particular type of school board culture is predictive of Alaskan public school superintendents' intention to leave their positions. Cameron and Quinn's four types of organizational culture--hierarchy, market, clan, and adhocracy--serve as the model for the study, which surveyed Alaska's public school…

  10. Role of work overload toward turnover intention among newly hired public accountants

    OpenAIRE

    Pradana, Andika; Salehudin, Imam

    2013-01-01

    This paper aims to analyze how work overload influences turnover intentions of newly hired public accountants. Job satisfaction, work related stress and work life conflicts are used as mediating variable between work overload and turnover intention. This study employed 141 auditors from several accounting firms operating in the Greater Jakarta region. Six proposed hypotheses was tested using Structural Equation Modeling (SEM). Results showed that work overload has significant effect in increa...

  11. Managing a perilous stigma: Ex-offenders' use of reparative impression management tactics in hiring contexts.

    Science.gov (United States)

    Ali, Abdifatah A; Lyons, Brent J; Ryan, Ann Marie

    2017-09-01

    Individuals with a criminal record face employment challenges because of the nature of their stigma. In this study, we examined the efficacy of using reparative impression management tactics to mitigate integrity concerns associated with a perilous stigma. Drawing on affect control theory, we proposed that the use of 3 impression management tactics-apology, justification, excuse-would differentially affect hiring evaluations through their influence on perceived remorse and anticipated workplace deviance. Across 3 studies, we found support for our proposed model. Our results revealed the use of an apology or justification tactic when explaining a previous criminal offense had a positive indirect effect on hiring evaluations, whereas the use of an excuse tactic had a negative indirect effect. These findings suggest applicants may benefit from using impression management tactics that communicate remorse when discussing events or associations that violate integrity expectations. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

  12. Emergent structures in faculty hiring networks, and the effects of mobility on academic performance

    NARCIS (Netherlands)

    Cowan, Robin; Rossello, Giulia

    2017-01-01

    This paper is about the South African job market for PhDs. PhD to first job mobility involves the preferences of both the hiring institution and the candidate. Both want to make the best choice and here institutional prestige plays a crucial role. A university’s prestige is an emergent property of

  13. The Edmonton Public Schools Story: Internationally Renowned Superintendent Angus McBeath Chronicles His District's Successes and Failures. Policy Brief. No. S2007-13

    Science.gov (United States)

    McBeath, Angus

    2007-01-01

    This publication is a transcript of Superintendent Angus McBeath's presentation to legislators and media at an Issues and Ideas Forum hosted by the Mackinac Center for Public Policy in Lansing, Michigan. McBeath discusses education reform in Edmonton, Alberta, Canada, including: (1) Basic Elements of Reform; (2) School Employee Union Involvement;…

  14. The health of California's immigrant hired farmworkers.

    Science.gov (United States)

    Villarejo, Don; McCurdy, Stephen A; Bade, Bonnie; Samuels, Steve; Lighthall, David; Williams, Daniel

    2010-04-01

    Hispanic immigrant workers dominate California's hired farm workforce. Little is known about their health status; even less is known about those lacking employment authorization. The California Agricultural Workers Health Survey (CAWHS) was a statewide cross-sectional household survey conducted in 1999. Six hundred fifty-four workers completed in-person interviews, comprehensive physical examinations, and personal risk behavior interviews. The CAWHS PE Sample is comprised mostly of young Mexican men who lack health insurance and present elevated prevalence of indicators of chronic disease: overweight, obesity, high blood pressure, and high serum cholesterol. The self-reported, cumulative, farm work career incidence of paid claims for occupational injury under workers compensation was 27% for males and 11% for females. The survey finds elevated prevalence of indicators of chronic disease but lack of health care access. Participants without employment authorization reported a greater prevalence of high-risk behaviors, such as binge drinking, and were less knowledgeable about workplace protections. (c) 2010 Wiley-Liss, Inc.

  15. The Influnce of Metacognition on Managerial Hiring Decision Making: Implications for Management Development

    OpenAIRE

    Kumar, Angela Ewell

    1998-01-01

    THE INFLUENCE OF METACOGNITION ON MANAGERIAL HIRING DECISION MAKING: IMPLICATIONS FOR MANAGEMENT DEVELOPMENT by Angela Ewell Kumar (ABSTRACT) Cognitive processing has a primary role in decision making. In addition, metacognition, the regulation and knowledge of cognition, affects decision making in a consistent and predictable way. Novices explain situations in a simple way. Novices are more likely to make inappropriate decisions. Research suggests that train...

  16. Personel Seçiminde Çok Kriterli Karar Verme: Bulanık Topsis Uygulaması - Multi-Criteria Approach to Personnel Selection: Fuzzy Topsis Applications

    Directory of Open Access Journals (Sweden)

    Nalan Gülten AKIN

    2016-06-01

    Full Text Available Which are very important in terms of human resource management, personnel selection, it expressed as a process of determining the appropriate personnel hired to perform the work. Personnel selection, often occurs as a result of decisions made by a group decision based on the evaluation of candidates by various criteria and subjective judgment transmitter. Whereas the organization that they can gain competitive advantage and this advantage can continue, according to the right personnel for the right job it depends on the objective criteria chosen. Personnel selection problems, decision-making and be more than the number of candidates and the terms of a number of criteria involved in the decision to take effect on multi-criteria decision problems. Decisions based on personal jurisdiction includes the uncertainty. Therefore, one of the multiple-criteria decision analysis techniques in this study preferred method of fuzzy TOPSIS. In the process of recruiting a research assistant in a public university under study, which will be invited to the scientific examination of the candidates who apply, with proximity to the ranking made by calculating the coefficients for each candidate is determined based on objective criteria

  17. Faculty Hiring and Development at BYU: Perspectives of a Recent Hire and Department Chair

    Science.gov (United States)

    Turley, R. Steven

    2002-04-01

    I will present a personal perspective on the transition from an industrial to an academic physicist. For those planning on a similar transition, I will mention several things that were helpful in preparing myself, marketing myself, and adapting to an academic setting. For instance, a significant difference between academic and industrial physics is the responsibility of classroom teaching. Several things that proved particularly useful in improving my own teaching were mentoring teaching partnerships, student evaluations, help in the tenure and promotion process, and programs available from our Faculty Center. From my current perspective as a department chair, I will further discuss mentoring practices I have found helpful with other new faculty. These include such things as inviting mentors to participate with new faculty in development workshops and providing financial and other recognition for participation as a mentor. In addition to developing professional skills, I have found that good mentoring is particularly critical in encouraging new faculty to adapt to departmental culture. Finally, I will discuss ideas I have found helpful in successfully recruiting new faculty. This involves researching, identifying, and actively recruiting faculty we think will build our department. For us, it has not been sufficient to passively rely on responses from applicants to advertisements and word-of-mouth inquiries. Through careful hiring and effective mentoring, we have developed an excellent record of having our faculty being successful in the tenure process.

  18. The Impact of School Accountability Laws on Measures of Trust between Indiana Public School Superintendents and Teacher Union Leaders within the Forum of Mandatory Discussion

    Science.gov (United States)

    Downs, Philip G.

    2012-01-01

    This study examines the impact of the school accountability laws "No Child Left Behind" and Indiana's Public Law 221 on Superintendents' perception of their relationship with the Teachers' Union Leader in their mandatory discussion meetings. Both school accountability laws contain provisions for the Indiana's Department of Education to…

  19. Can Heterosexist Music Cause Hiring Discrimination Against Sexual Minority Men? Testing the Effects of Prejudicial Media Messages.

    Science.gov (United States)

    Binder, Kevin; Ward, L Monique

    2016-01-01

    Workplace heterosexism is a pervasive issue affecting lesbian, gay, bisexual, and transgender (LGBT) employees. This study investigated the influence of heterosexist media on hiring decisions by exposing 171 heterosexual undergraduate men to heterosexist rap music, nonheterosexist rap music, or no music and measuring their evaluations of a heterosexual and gay male professorial job applicant immediately afterward. As expected, participants exposed to the heterosexist music provided lower evaluations of the gay applicant than those exposed to no music, for two of the eight dimensions measured. Also, participants exposed to heterosexist messages were less willing to recommend and meet one-on-one with a gay candidate than a heterosexual one. Music condition effects remained, even with demographic factors controlled. These findings suggest that media heterosexism may affect hiring decisions for GBT men and may also influence the treatment of these men in a workplace environment.

  20. A Qualitative Study of Technology-Based Training in Organizations that Hire Agriculture and Life Sciences Students

    Science.gov (United States)

    Bedgood, Leslie; Murphrey, Theresa Pesl; Dooley, Kim E.

    2008-01-01

    Technological advances have created unlimited opportunities in education. Training and technology have merged to create new methods referred to as technology-based training. The purpose of this study was to identify organizations that hire agriculture and life sciences students for positions involving technology-based training and identify…

  1. Asymmetries in Experiential and Vicarious Feedback: Lessons from the Hiring and Firing of Baseball Managers

    Directory of Open Access Journals (Sweden)

    David Strang

    2014-05-01

    Full Text Available We examine experiential and vicarious feedback in the hiring and firing of baseball managers. Realized outcomes play a large role in both decisions; the probability that a manager will be fired is a function of the team’s win–loss record, and a manager is quicker to be rehired if his teams had won more in the past. There are substantial asymmetries, however, in the fine structure of the two feedback functions. The rate at which managers are fired is powerfully shaped by recent outcomes, falls with success and rises with failure, and adjusts for history-based expectations. By contrast, hiring reflects a longer-term perspective that emphasizes outcomes over the manager’s career as well as the most recent campaign, rewards success but does not penalize failure, and exhibits no adjustment for historical expectations. We explain these asymmetries in terms of the disparate displays of rationality that organizations enact in response to their own outcomes versus those of others. Experiential feedback is conditioned by a logic of accountability, vicarious feedback by a logic of emulation.

  2. Self-Directed Support: Impact of Hiring Practices on Adults with Intellectual and Developmental Disabilities and Families

    Science.gov (United States)

    Heller, Tamar; Arnold, Catherine K.; van Heumen, Lieke; McBride, Elizabeth L.; Factor, Alan

    2012-01-01

    The study examined the differential experiences and outcomes for people with intellectual and developmental disabilities and their families receiving self-directed services based on the type of personal support worker hired (parents, siblings, other relatives, friends, and agency staff). The sample consisted of 372 participants in a self-directed…

  3. Exploring recruitment strategies to hire occupational therapists.

    Science.gov (United States)

    Mulholland, Susan; Derdall, Michele

    2005-02-01

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

  4. Obesity Discrimination in the Workplace: “You’re Hired!”

    Directory of Open Access Journals (Sweden)

    Stuart W Flint

    2015-07-01

    Full Text Available The purpose of this study is to first identify whether obese people are discriminated against when hiring employees. Employees of workforces that vary due to the physical demand of their job, will rate hypothetical applicants on their suitability for employment using Likert-type responses to a range of questions. Applicants’ curriculum vitae will be manipulated by weight status and gender. Implicit and explicit attitudes towards obese people will also be examined using existing measures with strong psychometric properties as reported in extant research. Second, using focus group discussions with employees of either sedentary or physically active workforces, this study will explore why and in what ways obese people are discriminated against in the workplace.

  5. Characteristics that perinatal nurse managers desire in new nurse hires.

    Science.gov (United States)

    Falls, Emily; Hensel, Desiree

    2012-04-01

    Nursing leaders have proposed that nurses must have the Quality and Safety Education for Nurses (QSEN) competencies to work in complex health care systems. Using the QSEN framework, this study explored what characteristics perinatal nurse managers desired most in new nurses. This study used a survey design and a convenience sample of perinatal nurse managers working in Indiana hospitals (N = 46). Managers were more likely to hire nurses with experience, positive references, and excellent attendance. Of the QSEN competencies, managers looked most for teamwork and collaboration, followed by safety and patient-centered care. In addition to the traditional qualities desired in new nurses, the QSEN competencies are gaining importance among perinatal managers. Copyright 2012, SLACK Incorporated.

  6. Exposing Ideology within University Policies: A Critical Discourse Analysis of Faculty Hiring, Promotion and Remuneration Practices

    Science.gov (United States)

    Uzuner-Smith, Sedef; Englander, Karen

    2015-01-01

    Using critical discourse analysis (CDA), this paper exposes the neoliberal ideology of the knowledge-based economy embedded within university policies, specifically those that regulate faculty hiring, promotion, and remuneration in two national contexts: Turkey and Mexico. The paper follows four stages of CDA: (1) focus upon a social wrong in its…

  7. Employers' Attitudes on Hiring Workers with Intellectual Disabilities in Small and Medium Enterprises: An Italian Research

    Science.gov (United States)

    Zappella, Emanuela

    2015-01-01

    Employers play a significant role in the process of hiring workers with intellectual disability. Through an in-depth interview, this research aims to investigate the attitudes of 30 representatives of small and medium-sized Italian companies involved in a process of recruitment. The data were analyzed using a phenomenological approach. The results…

  8. Does Charter Status Determine Preferences? Comparing the Hiring Preferences of Charter and Traditional Public School Principals

    Science.gov (United States)

    Cannata, Marisa; Engel, Mimi

    2012-01-01

    The academic success of any school depends on its teachers. However, relatively little research exists on the qualities principals value in teacher hiring, and we know almost nothing about charter school principals' preferences. This article addresses this gap in the literature using survey results for a matched sample of charter and traditional…

  9. Academic specialties in U.S. are shifting; hiring of women geoscientists is stagnating

    Science.gov (United States)

    Holmes, Mary Anne; O'Connell, Suzanne; Frey, Connie; Ongley, Lois K.

    Women have been receiving a greater proportion of the bachelor's and master's degrees in the geosciences over the last 10 years, reaching near 40% in 2000 (latest data available), while receiving only 28% of the Ph.D.s that year. Women are now only 20% of assistant professors at Ph.D.-granting institutions, a proportion that has not changed in the last 4 years. As part of a larger study to find what key barriers continue to prevent larger numbers of women geoscientists from becoming academics, data have been compiled from the National Science Board [NSB, 2002] and the American Geological Institute's (AGI) Directory of Geoscience Departments [Claudy, 2001] on geoscience specialty by gender.The data are broken down by the specialty of the Ph.D., and compared to hiring rates at Ph.D.-granting institutions over the last 10 years. These institutions are the focus because they are the source of future Ph.D.s, and diversity of their faculty is critical to assuring diversity and consequent intellectual vigor and strength of our future academic workforce. The data reveal both a slight shift in the subdisciplines of all geoscientists employed in tenure-track positions at Ph.D.-granting institutions, and that hiring of women into tenure-track positions in specific subdisciplines has not kept pace with their Ph.D. production during that time.

  10. Nurse Educators' Perceptions of Quality in Online Graduate Education as a Credential for Hiring Nursing Faculty

    Science.gov (United States)

    Post, Jerri L.

    2013-01-01

    The problem explored in this study focused on the attitudes of nurse educators toward online degrees in relation to hiring practices. With the proliferation of online courses and degrees, research has shown that the acceptability of online degrees has become a concern for graduates of online programs seeking jobs and for potential employers. A…

  11. Provisional English Translation by the IAEA of Notification Faxes Sent by the Fukushima Daiichi NPP Site Superintendent to Off-Site Officials on 11 March 2011. Annex I of Technical Volume 3

    International Nuclear Information System (INIS)

    2015-01-01

    This annex contains a provisional English translation of the faxes sent by the Fukushima Daiichi NPP Site Superintendent to METI, the Governor of Fukushima Prefecture and the Mayors of Okuma and Futaba on 11 March 2011

  12. The Hiring Process Matters: The Role of Person-Job and Person-Organization Fit in Teacher Satisfaction

    Science.gov (United States)

    Ellis, Christina; Skidmore, Susan Troncoso; Combs, Julie P.

    2017-01-01

    Purpose: Teachers' satisfaction with their jobs has reached the lowest point in 25 years. One contributing factor is when teachers experience information-poor hiring processes and do not obtain an accurate preview of their positions, their person-organization (P-O) fit, and person-job (P-J) fit. Sparked by a renewed focus on the variables that can…

  13. The Relationship of HR Professionals' Online Experiences with Perceptions of Organizational Hiring and Promotion of Online Graduates

    Science.gov (United States)

    Kaupins, Gundars Egons; Wanek, James Edward; Coco, Malcolm Paulin

    2014-01-01

    Based on a survey of 264 human resources professionals from 10 Society for Human Resource Management chapters in Texas, the authors investigated how human resources professionals accept online degrees compared to degrees based on face-to-face coursework for hiring and promotion purposes. If respondents were satisfied with their own online course…

  14. Giving Christian Universities a Scarlet Letter: Examining the Canadian Association of University Teachers' Opposition to Faith-Based Hiring

    Science.gov (United States)

    Glanzer, Perry L.

    2013-01-01

    Since 2008 the Canadian Association of University Teachers (CAUT) has launched investigations into five Canadian faith-based universities to determine if they violate CAUT's particular understanding of academic freedom. The source of the violation concerns the universities' faith-based hiring requirements, which CAUT maintains violates the…

  15. The effect of voice quality on hiring decisions

    Directory of Open Access Journals (Sweden)

    Lea Tylečková

    2017-09-01

    Full Text Available This paper examines the effect of voice quality on hiring decisions. Considering voice quality an important tool in an individual’s self-presentation in the job market, it may very well enhance his/her job prospects, while some voice qualities may affect employers’ judgments in a negative way. Five men and five women were recorded reading four different utterances representing answers to job interviewers’ questions in four different phonation guises: modal, breathy, creaky and pressed. 38 professional employment interviewers recorded the speakers’ hireability and personality ratings (likeability, self-confidence and trustworthiness on 7-point semantic differential scales based on the speakers’ voice. The results revealed a significant effect of the phonation guises on the speakers’ ratings with the modal voice being superior to the cluster of non-modal voices. Interestingly, the non-modal guises were evaluated in a very similar way, except for the self-confidence category with the breathy voice getting the lowest scores on the one hand and the pressed voice correlating with high self-confidence ratings on the other.

  16. Who Hires Social Workers? Structural and Contextual Determinants of Social Service Staffing in Nursing Homes.

    Science.gov (United States)

    Roberts, Amy Restorick; Bowblis, John R

    2017-02-01

    Although nurse staffing has been extensively studied within nursing homes (NHs), social services has received less attention. The study describes how social service departments are organized in NHs and examines the structural characteristics of NHs and other macro-focused contextual factors that explain differences in social service staffing patterns using longitudinal national data (Certification and Survey Provider Enhanced Reports, 2009-2012). NHs have three patterns of staffing for social services, using qualified social workers (QSWs); paraprofessional social service staff; and interprofessional teams, consisting of both QSWs and paraprofessionals. Although most NHs employ a QSW (89 percent), nearly half provide social services through interprofessional teams, and 11 percent rely exclusively on paraprofessionals. Along with state and federal regulations that depend on facility size, other contextual and structural factors within NHs also influence staffing. NHs most likely to hire QSWs are large facilities in urban areas within a health care complex, owned by nonprofit organizations, with more payer mixes associated with more profitable reimbursement. QSWs are least likely to be hired in small facilities in rural areas. The influence of policy in supporting the professionalization of social service staff and the need for QSWs with expertise in gerontology, especially in rural NHs, are discussed. © 2016 National Association of Social Workers.

  17. If Not Now, When? Learning From One Organization’s Effort to Hire for Diversity and Excellence

    OpenAIRE

    Lopatin, Adina

    2017-01-01

    Many education organizations are committed to diversity, but few achieve it in their staffing. Organizations typically recruit from the professional networks of their existing staff. Selection processes can be influenced by evaluation bias, and interview experiences can be impacted by stereotype threat. Without focused attention to hiring practices, predominantly white organizations often maintain a predominantly white demographic profile despite a desire to diversify. TeachingWorks, an o...

  18. Assessing scientists for hiring, promotion, and tenure.

    Science.gov (United States)

    Moher, David; Naudet, Florian; Cristea, Ioana A; Miedema, Frank; Ioannidis, John P A; Goodman, Steven N

    2018-03-01

    Assessment of researchers is necessary for decisions of hiring, promotion, and tenure. A burgeoning number of scientific leaders believe the current system of faculty incentives and rewards is misaligned with the needs of society and disconnected from the evidence about the causes of the reproducibility crisis and suboptimal quality of the scientific publication record. To address this issue, particularly for the clinical and life sciences, we convened a 22-member expert panel workshop in Washington, DC, in January 2017. Twenty-two academic leaders, funders, and scientists participated in the meeting. As background for the meeting, we completed a selective literature review of 22 key documents critiquing the current incentive system. From each document, we extracted how the authors perceived the problems of assessing science and scientists, the unintended consequences of maintaining the status quo for assessing scientists, and details of their proposed solutions. The resulting table was used as a seed for participant discussion. This resulted in six principles for assessing scientists and associated research and policy implications. We hope the content of this paper will serve as a basis for establishing best practices and redesigning the current approaches to assessing scientists by the many players involved in that process.

  19. Assessing scientists for hiring, promotion, and tenure

    Science.gov (United States)

    Naudet, Florian; Cristea, Ioana A.; Miedema, Frank; Ioannidis, John P. A.; Goodman, Steven N.

    2018-01-01

    Assessment of researchers is necessary for decisions of hiring, promotion, and tenure. A burgeoning number of scientific leaders believe the current system of faculty incentives and rewards is misaligned with the needs of society and disconnected from the evidence about the causes of the reproducibility crisis and suboptimal quality of the scientific publication record. To address this issue, particularly for the clinical and life sciences, we convened a 22-member expert panel workshop in Washington, DC, in January 2017. Twenty-two academic leaders, funders, and scientists participated in the meeting. As background for the meeting, we completed a selective literature review of 22 key documents critiquing the current incentive system. From each document, we extracted how the authors perceived the problems of assessing science and scientists, the unintended consequences of maintaining the status quo for assessing scientists, and details of their proposed solutions. The resulting table was used as a seed for participant discussion. This resulted in six principles for assessing scientists and associated research and policy implications. We hope the content of this paper will serve as a basis for establishing best practices and redesigning the current approaches to assessing scientists by the many players involved in that process. PMID:29596415

  20. Decoupling of the minority PhD talent pool and assistant professor hiring in medical school basic science departments in the US

    Science.gov (United States)

    Gibbs, Kenneth D; Basson, Jacob; Xierali, Imam M; Broniatowski, David A

    2016-01-01

    Faculty diversity is a longstanding challenge in the US. However, we lack a quantitative and systemic understanding of how the career transitions into assistant professor positions of PhD scientists from underrepresented minority (URM) and well-represented (WR) racial/ethnic backgrounds compare. Between 1980 and 2013, the number of PhD graduates from URM backgrounds increased by a factor of 9.3, compared with a 2.6-fold increase in the number of PhD graduates from WR groups. However, the number of scientists from URM backgrounds hired as assistant professors in medical school basic science departments was not related to the number of potential candidates (R2=0.12, p>0.07), whereas there was a strong correlation between these two numbers for scientists from WR backgrounds (R2=0.48, pprofessors and posited no hiring discrimination. Simulations show that, given current transition rates of scientists from URM backgrounds to faculty positions, faculty diversity would not increase significantly through the year 2080 even in the context of an exponential growth in the population of PhD graduates from URM backgrounds, or significant increases in the number of faculty positions. Instead, the simulations showed that diversity increased as more postdoctoral candidates from URM backgrounds transitioned onto the market and were hired. DOI: http://dx.doi.org/10.7554/eLife.21393.001 PMID:27852433

  1. Prototypes and same-gender bias in perceptions of hiring discrimination.

    Science.gov (United States)

    Carlsson, Rickard; Sinclair, Samantha

    2018-01-01

    The present study investigated the relative importance of two explanations behind perceptions of gender discrimination in hiring: prototypes and same-gender bias. According to the prototype explanation, people perceive an event as discrimination to the extent that it fits their preconceptions of typical discrimination. In contrast, the same-gender bias explanation asserts that people more readily detect discrimination toward members of their own gender. In four experiments (n = 797), women and men made considerably stronger discrimination attributions, and were moderately more discouraged from seeking work, when the victim was female rather than male. Further, a series of regressions analyses showed beliefs in discrimination of women to be moderately correlated with discrimination attributions of female victims, but little added explanatory value of participant gender, stigma consciousness, or feminist identification. The results offer strong support for the prototype explanation.

  2. So you want to work? What employers say about job skills, recruitment and hiring employees who rely on AAC.

    Science.gov (United States)

    Bryen, Diane Nelson; Potts, Blyden B; Carey, Allison C

    2007-06-01

    In order to better understand employer perspectives with respect to hiring and working with people who use AAC and the kinds of employment barriers they believe exist for these individuals, a study into the job requirements, recruitment processes, and hiring processes of 27 employers in the United States was conducted. Interviews with the 27 employers focused on 48 jobs in 25 unique categories, many of which had previously been identified as desirable by 38 adults who used AAC (some of whom were employed and some of whom were seeking employment). Findings suggest that, while level of education is still important to employers, skills such as time management, problem solving, communication, use of an understandable and standard voice, and basic technology may be even more so. The study also found that having an effective job-related network is important, as is the ability to provide credible references and do well during in-person interviews with potential employers.

  3. How Newcomers Learn the Social Norms of an Organization: A Case Study of the Socialization of Newly Hired Engineers

    Science.gov (United States)

    Korte, Russell F.

    2009-01-01

    Current scholarship views organizational socialization as a learning process that is primarily the responsibility of the newcomer. Yet recent learning research recognizes the importance of the social interactions in the learning process. This study investigated how newly hired engineers at a large manufacturing company learned job-related tasks…

  4. HiRes camera and LIDAR ranging system for the Clementine mission

    Energy Technology Data Exchange (ETDEWEB)

    Ledebuhr, A.G.; Kordas, J.F.; Lewis, I.T. [and others

    1995-04-01

    Lawrence Livermore National Laboratory developed a space-qualified High Resolution (HiRes) imaging LIDAR (Light Detection And Ranging) system for use on the DoD Clementine mission. The Clementine mission provided more than 1.7 million images of the moon, earth, and stars, including the first ever complete systematic surface mapping of the moon from the ultra-violet to near-infrared spectral regions. This article describes the Clementine HiRes/LIDAR system, discusses design goals and preliminary estimates of on-orbit performance, and summarizes lessons learned in building and using the sensor. The LIDAR receiver system consists of a High Resolution (HiRes) imaging channel which incorporates an intensified multi-spectral visible camera combined with a Laser ranging channel which uses an avalanche photo-diode for laser pulse detection and timing. The receiver was bore sighted to a light-weight McDonnell-Douglas diode-pumped ND:YAG laser transmitter that emmitted 1.06 {micro}m wavelength pulses of 200 mJ/pulse and 10 ns pulse-width, The LIDAR receiver uses a common F/9.5 Cassegrain telescope assembly. The optical path of the telescope is split using a color-separating beamsplitter. The imaging channel incorporates a filter wheel assembly which spectrally selects the light which is imaged onto a custom 12 mm gated image intensifier fiber-optically-coupled into a 384 x 276 pixel frame transfer CCD FPA. The image intensifier was spectrally sensitive over the 0.4 to 0.8 {micro}m wavelength region. The six-position filter wheel contained 4 narrow spectral filters, one broadband and one blocking filter. At periselene (400 km) the HiRes/LIDAR imaged a 2.8 km swath width at 20-meter resolution. The LIDAR function detected differential signal return with a 40-meter range accuracy, with a maximum range capability of 640 km, limited by the bit counter in the range return counting clock.

  5. Alexander Falconer Sr Seamen's missionary in New Zealand, son Alexander Falconer medical superintendent for mentally ill, grandson Murray Falconer neurosurgeon.

    Science.gov (United States)

    Hawgood, Barbara J

    2016-08-01

    Alexander Falconer Sr (1843-1915) came from Scotland to New Zealand. A practical Christian, he set up places of relaxation for miners, sailors and soldiers; he became the Seamen's Missionary. Son, Dr Alexander Falconer (1874-1955) trained at Otago University Medical School. As medical superintendent for the mentally ill, he urged the early introduction of psychotherapy. His son, Murray Falconer (1910-1977) was the first Nuffield Dominions Clinical Fellow, training in neurosurgery in Oxford. He was the first director of the Guy's-Maudsley Neurosurgical Unit in London and was internationally known for the surgical management of temporal lobe epilepsy in adults and children. © The Author(s) 2016.

  6. Job satisfaction as a unified mechanism for agent behaviour on a labour market with referral hiring

    OpenAIRE

    Tarvid, Alexander

    2014-01-01

    Existing agent-based labour-market models include a very simplistic mechanism of choosing vacancies. This paper proposes to use job satisfaction as a unified mechanism for deciding on both starting to work on a particular job and quitting the current job. An enhanced job satisfaction mechanism consisting of monetary, social, content, and career components is proposed. As an illustrative context, a labour-market model with referral hiring and informal job search through own social networks is ...

  7. Revised regulation on the Hiring of Domestic Staff in Switzerland

    CERN Multimedia

    2006-01-01

    The Permanent Mission of Switzerland has informed CERN of the publication of the official translation of the 'Directive on the hiring of private servants by staff members of diplomatic missions, permanent missions, consular posts and international organisations in Switzerland', which came into effect on 1st May 2006. The members of the personnel concerned are reminded that they must comply with the provisions of the revised Directive, which replaces that of 1st May 1998, and present a copy to their domestic staff. The full text of the revised Directive is available on the Swiss Mission's website: http://www.dfae.admin.ch/geneva_miss/f/home/guide/dir.html (original French version); http://www.dfae.admin.ch/geneva_miss/e/home/guide/dir.html (English translation). This notification cancels the information published in document CERN/DSU-DO/RH/9304 on 19 October 1999. Relations with the Host States Service Tel.: 72848 relations.secretariat@cern.ch www.cern.ch/relations

  8. CEO Appointments and the Loss of Firm-specific Knowledge - Putting Integrity Back into Hiring Decisions

    DEFF Research Database (Denmark)

    Rost, Katja; Salomo, Søren

    2008-01-01

    the last thirty years. Assuming that general managerial skills are becoming more important relative to firm-specific skills, the authors conclude that competition in the managerial labor market establishes optimal contracts. In our model and our empirical analysis we question this explanation by assuming...... that over the past decades the dishonesty of the predecessor has become relatively more important for the appointment decisions of firms. We conclude that outside hires are a suboptimal trend because external candidates even step up the regression of integrity in firms: As nobody has an incentive to invest...

  9. CEO Appointments and the Loss of Firm-Specific Knowledge - Putting Integrity Back into Hiring Decisions

    DEFF Research Database (Denmark)

    Rost, Katja; Salomo, Søren; Osterloh, Margit

    2008-01-01

    the last thirty years. Assuming that general managerial skills are becoming more important relative to firm-specific skills, the authors conclude that competition in the managerial labor market establishes optimal contracts. In our model and our empirical analysis we question this explanation by assuming...... that over the past decades the dishonesty of the predecessor has become relatively more important for the appointment decisions of firms. We conclude that outside hires are a suboptimal trend because external candidates even step up the regression of integrity in firms: As nobody has an incentive to invest...

  10. Hiring and Retention: Key Factors in Increasing Gender Diversity in the Geosciences

    Science.gov (United States)

    Holmes, M.; O'Connell, S.; Frey, C.

    2004-12-01

    Graduation and hiring data of geoscientists over the last ten years indicate that the largest leak in the academic pipeline for women geoscientists is at hiring into tenure-track positions. Anecdotal explanations for this leak generally cite a lack of females in the applicant pool, but women in tenure-track positions anecdotally cite a lack of family-friendly practices by academic departments. Both ideas are currently being tested via surveys of geoscience departments. Is there a way to attract more women to the field to increase the applicant pool? Results of focus groups of geoscientists indicate that both men and women are attracted into the field of geosciences by the same types of events: over one-third became a geoscientist by randomly walking into an undergraduate class and finding themselves captivated by the topic and/or a dynamic instructor. The subject matter itself attracts another one-fourth, and family members encourage another one-fifth of geoscientists to initially enter the field. Slightly more women cite the first attractor of undergraduate class, but the principal draw for our future workforce, male and female, is good instruction of freshman courses. Retention of women in academia is another key issue. The proportion that considers leaving after working towards one or more degrees is highly skewed by gender: one-half of female and only one-third of male geoscientists considered leaving the field at some time in their career. The reasons for considering leaving also differ by gender. Males cite financial issues, including an uncertain job market. Females cite two principal reasons for considering leaving: family issues and difficulties with a graduate advisor. Strategies currently exist for "family issues", including stop-the-clock (of tenure for family needs), assignment shift, on-campus daycare facilities, and unflinching administrative support for such practices. Graduate advising is a learnable skill, and more attention needs to be paid to

  11. Health Information Research Platform (HIReP)--an architecture pattern.

    Science.gov (United States)

    Schreiweis, Björn; Schneider, Gerd; Eichner, Theresia; Bergh, Björn; Heinze, Oliver

    2014-01-01

    Secondary use or single source is still far from routine in healthcare, although lots of data are available either structured or unstructured. As data are stored in multiple systems, using them for biomedical research is difficult. Clinical data warehouses already help overcoming this issue, but currently they are only used for certain parts of biomedical research. A comprehensive research platform based on a generic architecture pattern could increase the benefits of existing data warehouses for both patient care and research by meeting two objectives: serving as a so called single point-of-truth and acting as a mediator between them strengthening interaction and close collaboration. Another effect is to reduce boundaries for the implementation of data warehouses. Taking further settings into account the architecture of a clinical data warehouse supporting patient care and biomedical research needs to be integrated with biomaterial banks and other sources. This work provides a solution conceptualizing a comprehensive architecture pattern of a Health Information Research Platform (HIReP) derived from use cases of the patient care and biomedical research domain. It serves as single IT infrastructure providing solutions for any type of use case.

  12. Selecting and Hiring Psychologically Fit Probation Officers: A Focused Examination of the PEPQ / PSR Plus

    Directory of Open Access Journals (Sweden)

    Don Scott Herrmann

    2014-06-01

    Full Text Available Selecting and hiring the most psychologically fit probation officers is of utmost importance to the judiciary, court administration and the public good.  This study examined the predictive validity of the PsychEval Personality Questionnaire / Protective Service Report Plus (PEPQ / PSR Plus in its ability to predict job performance in a combined cohort of preemployment and incumbent probation officer candidates.  Analyses revealed a statistically significant ability to predict performance problems, demonstrating that the PEPQ / PRS Plus is a valid and clinically useful psychological screening tool for the assessment and selection of probation officer candidates.

  13. Hiring appropriate providers for different populations: acute care nurse practitioners.

    Science.gov (United States)

    Haut, Cathy; Madden, Maureen

    2015-06-01

    Acute care nurse practitioners, prepared as providers for a variety of populations of patients, continue to make substantial contributions to health care. Evidence indicates shorter stays, higher satisfaction among patients, increased work efficiency, and higher quality outcomes when acute care nurse practitioners are part of unit- or service-based provider teams. The Consensus Model for APRN Regulation: Licensure, Accreditation, Certification, and Education outlines detailed guidelines for matching nurse practitioners' education with certification and practice by using a population-focused algorithm. Despite national support for the model, nurse practitioners and employers continue to struggle with finding the right fit. Nurse practitioners often use their interest and previous nursing experience to apply for an available position, and hospitals may not understand preparation or regulations related to matching the appropriate provider to the work environment. Evidence and regulatory guidelines indicate appropriate providers for population-focused positions. This article presents history and recommendations for hiring acute care nurse practitioners as providers for different populations of patients. ©2015 American Association of Critical-Care Nurses.

  14. Attitudes toward hiring applicants with mental illness and criminal justice involvement: the impact of education and experience.

    Science.gov (United States)

    Batastini, Ashley B; Bolanos, Angelea D; Morgan, Robert D

    2014-01-01

    Individuals with mental health diagnoses, as well as those involved in the criminal justice system, experience a number of barriers in the recovery and reintegration progress, including access to stable, prosocial employment opportunities. Employment for these populations is important for establishing financial security, reducing unstructured leisure time, increasing self-worth, and improving interpersonal skills. However, research has demonstrated that individuals with psychiatric and/or criminal backgrounds may experience stigmatizing attitudes from employers that impede their ability to find adequate work. This study aimed to evaluate stigmatizing beliefs toward hypothetical applicants who indicated a mental health history, a criminal history, or both, as well as the effectiveness of psychoeducation in reducing stigma. Participants consisted of 465 individuals recruited from a large university who completed a series of online questions about a given applicant. Results of this study varied somewhat across measures of employability, but were largely consistent with extant research suggesting that mental illness and criminal justice involvement serve as deterrents when making hiring decisions. Overall, psychoeducation appeared to reduce stigma for hiring decisions when the applicant presented with a criminal history. Unfortunately, similar findings were not revealed when applicants presented with a psychiatric or a psychiatric and criminal history. Implications and limitations of these findings are presented, along with suggestions for future research. Copyright © 2014 Elsevier Ltd. All rights reserved.

  15. The health worker recruitment and deployment process in Kenya: an emergency hiring program.

    Science.gov (United States)

    Adano, Ummuro

    2008-09-16

    Despite a pool of unemployed health staff available in Kenya, staffing levels at most facilities were only 50%, and maldistribution of staff left many people without access to antiretroviral therapy (ART). Because in the current system it takes one to two years to fill vacant positions, even when funding is available, an emergency approach was needed to fast-track the hiring and deployment process. A stakeholder group was formed to bring together leaders from several sectors to design and implement a fast-track hiring and deployment model that would mobilize 830 additional health workers. This model used the private sector to recruit and deploy new health workers and manage the payroll and employment contracts, with an agreement from the government to transfer these staff to the government payroll after three years. The recruitment process was shortened to less than three months. By providing job orientation and on-time pay checks, the program increased employee retention and satisfaction. Most of the active roadblocks to changes in the health workforce policies and systems are 'human' and not technical, stemming from a lack of leadership, a problem-solving mindset and the alignment of stakeholders from several sectors. It is essential to establish partnerships and foster commitment and collaboration to create needed change in human resource management (HRM). Strengthening appointment on merit is one of the most powerful, yet simplest ways in which the health sector and governments that seek to tackle the challenges of corruption and poor governance can improve their image and efficiency. The quality and integrity of the public health sector can be improved only through professionalizing HRM, reformulating and consolidating the currently fragmented HR functions, and bringing all the pieces together under the authority and influence of HR departments and units with expanded scopes. HR staff must be specialists with strategic HR functions and not generalists who are

  16. The health worker recruitment and deployment process in Kenya: an emergency hiring program

    Directory of Open Access Journals (Sweden)

    Adano Ummuro

    2008-09-01

    Full Text Available Abstract Despite a pool of unemployed health staff available in Kenya, staffing levels at most facilities were only 50%, and maldistribution of staff left many people without access to antiretroviral therapy (ART. Because in the current system it takes one to two years to fill vacant positions, even when funding is available, an emergency approach was needed to fast-track the hiring and deployment process. A stakeholder group was formed to bring together leaders from several sectors to design and implement a fast-track hiring and deployment model that would mobilize 830 additional health workers. This model used the private sector to recruit and deploy new health workers and manage the payroll and employment contracts, with an agreement from the government to transfer these staff to the government payroll after three years. The recruitment process was shortened to less than three months. By providing job orientation and on-time pay checks, the program increased employee retention and satisfaction. Most of the active roadblocks to changes in the health workforce policies and systems are 'human' and not technical, stemming from a lack of leadership, a problem-solving mindset and the alignment of stakeholders from several sectors. It is essential to establish partnerships and foster commitment and collaboration to create needed change in human resource management (HRM. Strengthening appointment on merit is one of the most powerful, yet simplest ways in which the health sector and governments that seek to tackle the challenges of corruption and poor governance can improve their image and efficiency. The quality and integrity of the public health sector can be improved only through professionalizing HRM, reformulating and consolidating the currently fragmented HR functions, and bringing all the pieces together under the authority and influence of HR departments and units with expanded scopes. HR staff must be specialists with strategic HR functions

  17. Tackling Complex Emergency Response Solutions Evaluation Problems in Sustainable Development by Fuzzy Group Decision Making Approaches with Considering Decision Hesitancy and Prioritization among Assessing Criteria

    Directory of Open Access Journals (Sweden)

    Xiao-Wen Qi

    2017-10-01

    Full Text Available In order to be prepared against potential balance-breaking risks affecting economic development, more and more countries have recognized emergency response solutions evaluation (ERSE as an indispensable activity in their governance of sustainable development. Traditional multiple criteria group decision making (MCGDM approaches to ERSE have been facing simultaneous challenging characteristics of decision hesitancy and prioritization relations among assessing criteria, due to the complexity in practical ERSE problems. Therefore, aiming at the special type of ERSE problems that hold the two characteristics, we investigate effective MCGDM approaches by hiring interval-valued dual hesitant fuzzy set (IVDHFS to comprehensively depict decision hesitancy. To exploit decision information embedded in prioritization relations among criteria, we firstly define an fuzzy entropy measure for IVDHFS so that its derivative decision models can avoid potential information distortion in models based on classic IVDHFS distance measures with subjective supplementing mechanism; further, based on defined entropy measure, we develop two fundamental prioritized operators for IVDHFS by extending Yager’s prioritized operators. Furthermore, on the strength of above methods, we construct two hesitant fuzzy MCGDM approaches to tackle complex scenarios with or without known weights for decision makers, respectively. Finally, case studies have been conducted to show effectiveness and practicality of our proposed approaches.

  18. Tackling Complex Emergency Response Solutions Evaluation Problems in Sustainable Development by Fuzzy Group Decision Making Approaches with Considering Decision Hesitancy and Prioritization among Assessing Criteria.

    Science.gov (United States)

    Qi, Xiao-Wen; Zhang, Jun-Ling; Zhao, Shu-Ping; Liang, Chang-Yong

    2017-10-02

    In order to be prepared against potential balance-breaking risks affecting economic development, more and more countries have recognized emergency response solutions evaluation (ERSE) as an indispensable activity in their governance of sustainable development. Traditional multiple criteria group decision making (MCGDM) approaches to ERSE have been facing simultaneous challenging characteristics of decision hesitancy and prioritization relations among assessing criteria, due to the complexity in practical ERSE problems. Therefore, aiming at the special type of ERSE problems that hold the two characteristics, we investigate effective MCGDM approaches by hiring interval-valued dual hesitant fuzzy set (IVDHFS) to comprehensively depict decision hesitancy. To exploit decision information embedded in prioritization relations among criteria, we firstly define an fuzzy entropy measure for IVDHFS so that its derivative decision models can avoid potential information distortion in models based on classic IVDHFS distance measures with subjective supplementing mechanism; further, based on defined entropy measure, we develop two fundamental prioritized operators for IVDHFS by extending Yager's prioritized operators. Furthermore, on the strength of above methods, we construct two hesitant fuzzy MCGDM approaches to tackle complex scenarios with or without known weights for decision makers, respectively. Finally, case studies have been conducted to show effectiveness and practicality of our proposed approaches.

  19. A fuzzy AHP approach for employee recruitment

    Directory of Open Access Journals (Sweden)

    Mohsen Varmazyar

    2014-01-01

    Full Text Available Human resource management plays an essential role on development of any business organization. Selection of employee normally depends on various criteria such as employee commitment, necessary skills, etc. Therefore, a good strategy to hire appropriate employee is a multi-criteria decision making (MCDM specially the ones, which could handle uncertainty, properly. In this paper, we present a method to use MCDM techniques for hiring employees. In fact, the present work proposes a Fuzzy Analytic Hierarchy Process (FAHP as one of the most popular multi-criteria decision making techniques. A computer application is developed where it receives the configuration of the employee selection problem, evaluates the candidates and ranks them using the appropriate voting system.

  20. Screening for Common Mental Disorders and Substance Abuse among Temporary Hired Cleaners in Egyptian Governmental Hospitals, Zagazig City, Sharqia Governorate

    OpenAIRE

    RA Abbas; RAM Hammam; SS El-Gohary; LME Sabik; MS Hunter

    2012-01-01

    Background: Informal employment is common in developing countries, including Egypt. This type of employment may have significant consequences on mental health. Objectives: To determine the prevalence and risk factors of common mental disorders and substance abuse among temporary hired hospital cleaners. Methods: A cross-sectional study was conducted on 242 adult temporary cleaners and 209 permanent cleaners working in 4 governmental hospitals in Zagazig City, Sharqia Governorate, Egyp...

  1. MANAGERS’ ATTITUDES TOWARDS GENDER HIRING STAFF FOR A CHILD-CARE ORGANIZATION

    Directory of Open Access Journals (Sweden)

    Raminta Bardauskienė

    2018-05-01

    Full Text Available The purpose of this article is to investigate the attitudes of the managers towards gender hiring staff for a chidl-care institution. The subject of the research is the attitude of the managers towards gender. The scientific problem is formulated on the question: What are the manager’s attitudes towards gender ghiring staff for a chidl-care institution? A qualitative research strategy was used. The data were collected through semi structured interview. The results are analysed using the content analysis method. The study was carried out in 2015-2016 at the 5 units of the child-care organization. By applying a criterion sampling 5 managers who have not less than 3 years of senior management experience were chosen to participate in the study. One participant in has acquired a social work qualification and the majority of participant has had considerable work experience in the field of social work (the average of the work at the child-care organization was 13 years. The age of the participants is from 35 to 55 years. The average length of the interview is 40 minutes. The results indicate that the high profile of gender-based attitudes of managers are manifested through the traditional approach to men and women and defines the criteria used to shape the workforce in a child care organization. Participants in the study confirm the stereotypical attitude towards the emerging traditions of gender roles as self-existent, distinguishing the nature of men and women, for which one or another gender “naturally” is better able to realize themselves in different spheres of professional activity. A female employee is still traditionally seen as a guardian of the children, so men in this area are treated as incapable, too weak to handle their duties. On the other hand, men who do not conform to the dominant masculine model in society are also not desirable in the child-care organization. Those men who work as social workers tend to take leadership

  2. The ethno-racial segmentation jobs: The impacts of the occupational stereotypes on hiring decisions.

    Science.gov (United States)

    Ndobo, André; Faure, Alice; Boisselier, Jeanne; Giannaki, Stella

    2017-10-12

    This paper considers both the division of the labor market and the occupational stereotyping as explanatory mechanisms of discrimination in hiring decisions. It hypothesized that recruiters would favor candidates applying for a position that is stereotypically identified with their ethnic category. We solicited 146 recruiters in order to evaluate the hireability of either a native-born or an immigrant candidate, either competent or not competent, for either a prestigious or a low-skill occupation, and to justify their decision in writing. As predicted, both the hireability ratings and the narrative comments produced by recruiters showed that native-born applicants were preferred for prestigious jobs while immigrants tended to be selected more often for low-skill positions.The discussion addresses various issues related to decision-making in recruitment settings.

  3. Trends in family, hired and contract labour use on French and Swiss crop farms: The role of agricultural policies

    OpenAIRE

    Dupraz, Pierre; Latruffe, Laure; Mann, Stefan

    2010-01-01

    The objective of this article is to analyse the trends in on-farm labour use, including own family labour, hired labour and contract work, and to assess the factors driving their evolution in France and in Switzerland during 1990-2007. A particular attention is given to agricultural policies, namely the level and type of support. Results indicate that crop area payments discourage the different labour demands in both countries. No other subsidies have a significant influence on labour use in ...

  4. The Impact of a Direct Care Training Program on the Self-Efficacy of Newly Hired Direct Care Employees at State Mental Health Facilities

    Science.gov (United States)

    Lewis, Marcus Wayne

    2012-01-01

    Self-efficacy has been shown to be an important element in the success of individuals in a variety of different settings. This research examined the impact of a two week new employee orientation training program on the general and social self-efficacy of newly hired direct care employees at state mental health facilities. The research showed that…

  5. Trends in family labour, hired labour and contract work on French and Swiss crop farms: The role of agricultural policies

    OpenAIRE

    Dupraz, Pierre; Latruffe, Laure; Mann, Stefan

    2010-01-01

    The objective of this article is to analyse the trends in on-farm labour use, including own family labour, hired labour and contract work, and to assess the factors driving their evolution in France and in Switzerland during 1990-2007. A particular attention is given to agricultural policies, namely the level and type of support. Results indicate that crop area payments discourage the different labour demands in both countries, while environment and investment payments favour contract and hir...

  6. KNOWLEDGE ENGINEERING TO AID THE RECRUITMENT PROCESS OF AN INDUSTRY BY IDENTIFYING SUPERIOR SELECTION CRITERIA

    Directory of Open Access Journals (Sweden)

    N. Sivaram

    2011-01-01

    Full Text Available Recruitment of the most appropriate employees and their retention are the immense challenges for the HR department of most of the industries. Every year IT companies recruit fresh graduates through their campus selection programs. Usually industries examine the skills of the candidate by conducting tests, group discussion and number of interviews. This process requires enormous amount of effort and investment. During each phase of the recruitment process, candidates are filtered based on some performance criteria. The problem domain is complex and the aspects of candidates that impact the recruitment process is not explicit. The intelligence of the recruitment process is spread among the domain experts and extracted through knowledge acquisition techniques. This research focuses on investigating the underlying criteria and tries to capitalize on the existing patterns, to minimize the effort made during the recruitment process. The approach here is to provide the insights through in-depth empirical characterization and evaluation of decision trees for the recruitment problem domain. Experiments were conducted with the data collected from an IT industry to support their hiring decisions. Pruned and unpruned trees were constructed using ID3, C4.5 and CART algorithms. It was observed that the performance of the C4.5 algorithm is high. The recruitment process differs for each industry based on the nature of the projects carried out. Experiments were conducted to determine the attributes that best fits the problem domain. Using the constructed decision trees discussions were made with the domain experts to deduce viable decision rules.

  7. Employers' Perspective on Childcare Services for Hired Farm Workers.

    Science.gov (United States)

    Lee, Barbara C; Salzwedel, Marsha A; Chyou, Po-Huang; Liebman, Amy K

    2017-01-01

    The goal of this project was to protect children while parents work in agriculture by improving off-farm services for children of migrant and seasonal farm workers. Large agricultural enterprises have policies forbidding children in the worksite. At the same time, their employees, who are trying to generate income, seek as many work hours as possible but often lack viable options for childcare services. As employers strive to increase their labor pool, and workers seek off-farm childcare, there is mutual interest in improving access to childcare services in agricultural regions dependent on large numbers of full-time and seasonal workers. This report describes the employers' perspectives on childcare needs of hired farm workers' families and their barriers and motivators to facilitating off-farm childcare services. Using descriptive survey research methodology, data were collected from a convenience sample of 102 agribusiness owners and Human Resource directors attending an agricultural conference regarding labor laws or personnel management. Results revealed significant differences for those companies employing more than 25 workers compared to their counterparts. Primary motivators for offering childcare as an employment benefit were improved employee morale, enhanced company reputation, and a more stable workforce. A major barrier was that half of large-scale enterprises lack guidance on how to provide childcare options for their workers. Survey results are being used to facilitate collaboration among employers, farm workers, and childcare providers to offer a safe, nurturing environment for children while their parents work in agriculture.

  8. WAVELENGTH ACCURACY OF THE KECK HIRES SPECTROGRAPH AND MEASURING CHANGES IN THE FINE STRUCTURE CONSTANT

    International Nuclear Information System (INIS)

    Griest, Kim; Whitmore, Jonathan B.; Wolfe, Arthur M.; Prochaska, J. Xavier; Howk, J. Christopher; Marcy, Geoffrey W.

    2010-01-01

    We report on an attempt to accurately wavelength calibrate four nights of data taken with the Keck HIRES spectrograph on QSO PHL957, for the purpose of determining whether the fine structure constant was different in the past. Using new software and techniques, we measured the redshifts of various Ni II, Fe II, Si II, etc. lines in a damped Lyα system at z = 2.309. Roughly half the data were taken through the Keck iodine cell which contains thousands of well calibrated iodine lines. Using these iodine exposures to calibrate the normal Th-Ar Keck data pipeline output, we found absolute wavelength offsets of 500 m s -1 to 1000 m s -1 with drifts of more than 500 m s -1 over a single night, and drifts of nearly 2000 m s -1 over several nights. These offsets correspond to an absolute redshift of uncertainty of about Δz ∼ 10 -5 (Δλ ∼ 0.02 A), with daily drifts of around Δz ∼ 5 x 10 -6 (Δλ ∼ 0.01 A), and multiday drifts of nearly Δz ∼ 2 x 10 -5 (∼0.04 A). The causes of the wavelength offsets are not known, but since claimed shifts in the fine structure constant would result in velocity shifts of less than 100 m s -1 , this level of systematic uncertainty may make it difficult to use Keck HIRES data to constrain the change in the fine structure constant. Using our calibrated data, we applied both our own fitting software and standard fitting software to measure Δα/α, but discovered that we could obtain results ranging from significant detection of either sign, to strong null limits, depending upon which sets of lines and which fitting method were used. We thus speculate that the discrepant results on Δα/α reported in the literature may be due to random fluctuations coming from underestimated systematic errors in wavelength calibration and fitting procedure.

  9. Moving up or Moving out of the Company? Factors that Influence the Promoting or Firing of New College Hires. CERI Research Brief 1-2007

    Science.gov (United States)

    Gardner, Phil

    2010-01-01

    In the early 1990's faculty at Johnson and Wales University performed a quick study on the behaviors or shortcomings that were likely to get a new college hire fired. Their top five reasons which included failure to take the initiative, failure to follow instructions, being late to work or with assignments, poor communication abilities, and…

  10. Screening for common mental disorders and substance abuse among temporary hired cleaners in Egyptian Governmental Hospitals, Zagazig City, Sharqia Governorate.

    Science.gov (United States)

    Abbas, R A; Hammam, R A M; El-Gohary, S S; Sabik, L M E; Hunter, M S

    2013-01-01

    Informal employment is common in developing countries, including Egypt. This type of employment may have significant consequences on mental health. To determine the prevalence and risk factors of common mental disorders and substance abuse among temporary hired hospital cleaners. A cross-sectional study was conducted on 242 adult temporary cleaners and 209 permanent cleaners working in 4 governmental hospitals in Zagazig City, Sharqia Governorate, Egypt. All participants were invited to complete a structured questionnaire through a semi-structured interview which included the self-reporting questionnaire 20 items (SRQ-20) and the work stress scale. Assessment of drug use included urine-based screening tests for common substances abused. The prevalence of job stress, common mental disorders and substance abuse, particularly tramadol and cannabis (Bango), was significantly higher in the studied temporary cleaners compared to permanent cleaners. Risk factors associated with increased susceptibility of the temporary cleaners to common mental disorders were family history of substance abuse, high crowding index, history of physical illness, low educational level, and smoking; while being unmarried, male sex, family history of mental disorder, age ≥40 years, smoking, and length of service ≥8 years, were associated with substance abuse among the same group. Temporary hired hospital cleaners suffered from impaired mental health more than permanent cleaners. Therefore, expanding the coverage of current laws and occupational safety and health standards to cover workers in the informal sector especially in developing countries is recommended.

  11. Screening for Common Mental Disorders and Substance Abuse among Temporary Hired Cleaners in Egyptian Governmental Hospitals, Zagazig City, Sharqia Governorate

    Directory of Open Access Journals (Sweden)

    RA Abbas

    2012-12-01

    Full Text Available Background: Informal employment is common in developing countries, including Egypt. This type of employment may have significant consequences on mental health. Objectives: To determine the prevalence and risk factors of common mental disorders and substance abuse among temporary hired hospital cleaners. Methods: A cross-sectional study was conducted on 242 adult temporary cleaners and 209 permanent cleaners working in 4 governmental hospitals in Zagazig City, Sharqia Governorate, Egypt. All participants were invited to complete a structured questionnaire through a semi-structured interview which included the self-reporting questionnaire 20 items (SRQ-20 and the work stress scale. Assessment of drug use included urine-based screening tests for common substances abused. Results: The prevalence of job stress, common mental disorders and substance abuse, particularly tramadol and cannabis (Bango, was significantly higher in the studied temporary cleaners compared to permanent cleaners. Risk factors associated with increased susceptibility of the temporary cleaners to common mental disorders were family history of substance abuse, high crowding index, history of physical illness, low educational level, and smoking; while being unmarried, male sex, family history of mental disorder, age ≥40 years, smoking, and length of service ≥8 years, were associated with substance abuse among the same group. Conclusion: Temporary hired hospital cleaners suffered from impaired mental health more than permanent cleaners. Therefore, expanding the coverage of current laws and occupational safety and health standards to cover workers in the informal sector especially in developing countries is recommended.

  12. Obesity Discrimination in the Recruitment Process: "You're Not Hired!".

    Science.gov (United States)

    Flint, Stuart W; Čadek, Martin; Codreanu, Sonia C; Ivić, Vanja; Zomer, Colene; Gomoiu, Amalia

    2016-01-01

    Previous literature reports that obese persons are discriminated in the workplace. Evidence suggests that obese people are perceived as having less leadership potential, and in comparison to normal weight peers, are expected to be less successful. This study examined whether obese people are discriminated against when applying for employment. Three hypotheses were offered in line with previous research: (1) obese people are less likely to be assessed positively on personnel suitability than normal weight people; (2) obese people in active employment are more likely to be discriminated against than people in non-active employment; and (3) obese women are more likely to be discriminated against than obese men. 181 Participants were sampled from sedentary, standing, manual and heavy manual occupations. Participants rated hypothetical candidates on their suitability for employment. Employees also completed measures of implicit and explicit attitudes toward obesity. MANOVA was conducted to examine if obese candidates were discriminated against during the recruitment procedure. Results demonstrated that participants rated obese candidates as less suitable compared with normal weight candidates and when the weight status of the candidate was not revealed for work across the four workplace groups. Participant gender and weight status also impacted perceptions of candidates' suitability for work and discrimination toward obese candidates was higher in participants from more physically demanding occupations. The study findings contribute to evidence that obese people are discriminated against in the hiring process and support calls for policy development.

  13. Obesity discrimination in the recruitment process: You’re not Hired!

    Directory of Open Access Journals (Sweden)

    Stuart William Flint

    2016-05-01

    Full Text Available Previous literature reports that obese persons are discriminated in the workplace. Evidence suggests that obese people are perceived as having less leadership potential, and in comparison to normal weight peers, are expected to be less successful. This study examined whether obese people are discriminated against when applying for employment. Three hypotheses were offered in line with previous research: 1 obese people are less likely to be assessed positively on personnel suitability than normal weight people; 2 obese people in active employment are more likely to be discriminated against than people in non-active employment; and 3 obese women are more likely to be discriminated against than obese men. 181 Participants were sampled from sedentary, standing, manual and heavy manual occupations. Participants rated hypothetical candidates on their suitability for employment. Employees also completed measures of implicit and explicit attitudes towards obesity. MANOVA was conducted to examine if obese candidates were discriminated against during the recruitment procedure. Results demonstrated that participants rated obese candidates as less suitable compared with normal weight candidates and when the weight status of the candidate was not revealed for work across the four workplace groups. Participant gender and weight status also impacted perceptions of candidates’ suitability for work and discrimination towards obese candidates was higher in participants from more physically demanding occupations. The study findings contribute to evidence that obese people are discriminated against in the hiring process and support calls for policy development.

  14. Combining the IADPSG criteria with the WHO diagnostic criteria for ...

    African Journals Online (AJOL)

    Macrosomia or at least one adverse outcome were more likely in GDM patients who met the diagnostic criteria by both the IADPSG and WHO criteria (P = 0.001). Conclusion: A diagnosis of GDM that meets both the WHO and IADPSG criteria provides stronger prediction for adverse pregnancy outcome than a diagnosis that ...

  15. Validation of proposed diagnostic criteria (the "Budapest Criteria") for Complex Regional Pain Syndrome.

    Science.gov (United States)

    Harden, R Norman; Bruehl, Stephen; Perez, Roberto S G M; Birklein, Frank; Marinus, Johan; Maihofner, Christian; Lubenow, Timothy; Buvanendran, Asokumar; Mackey, Sean; Graciosa, Joseph; Mogilevski, Mila; Ramsden, Christopher; Chont, Melissa; Vatine, Jean-Jacques

    2010-08-01

    Current IASP diagnostic criteria for CRPS have low specificity, potentially leading to overdiagnosis. This validation study compared current IASP diagnostic criteria for CRPS to proposed new diagnostic criteria (the "Budapest Criteria") regarding diagnostic accuracy. Structured evaluations of CRPS-related signs and symptoms were conducted in 113 CRPS-I and 47 non-CRPS neuropathic pain patients. Discriminating between diagnostic groups based on presence of signs or symptoms meeting IASP criteria showed high diagnostic sensitivity (1.00), but poor specificity (0.41), replicating prior work. In comparison, the Budapest clinical criteria retained the exceptional sensitivity of the IASP criteria (0.99), but greatly improved upon the specificity (0.68). As designed, the Budapest research criteria resulted in the highest specificity (0.79), again replicating prior work. Analyses indicated that inclusion of four distinct CRPS components in the Budapest Criteria contributed to enhanced specificity. Overall, results corroborate the validity of the Budapest Criteria and suggest they improve upon existing IASP diagnostic criteria for CRPS. Copyright (c) 2010 International Association for the Study of Pain. Published by Elsevier B.V. All rights reserved.

  16. NWTS program criteria for mined geologic disposal of nuclear wasite: site performance criteria

    International Nuclear Information System (INIS)

    1981-02-01

    This report states ten criteria governing the suitability of sites for mined geologic disposal of high-level radioactive waste. The Department of Energy will use these criteria in its search for sites and will reevaluate their use when the Nuclear Regulatory Commission issues radioactive waste repository rules. These criteria encompass site geometry, geohydrology, geochemistry, geologic characteristics, tectonic environment, human intrusion, surface characteristics, environment, and potential socioeconomic impacts. The contents of this document include background discussion, site performance criteria, and appendices. The background section describes the waste disposal system, the application of the site criteria, and applicable criteria from NWTS-33(1) - Program Objectives, Functional Requirements and System Performance Criteria. Appendix A, entitled Comparison with Other Siting Criteria compares the NWTS criteria with those recommended by other agencies. Appendix B contains DOE responses to public comments received on the January 1980 draft of this document. Appendix C is a glossary

  17. Hired Hands: Casualised Technology and Labour in the Teaching of Cultural Studies

    Directory of Open Access Journals (Sweden)

    Kieryn McKay

    2011-09-01

    Full Text Available This article examines the uptake and application of podcasting in a particular higher education context, drawing on the the authors' experience in late 2008 when both were employed as casual tutors on large-scale first-year communications and cultural studies courses at the University of Western Sydney. The article maps out the limits of technological innovation within the teaching of cultural studies, as well as its limits in promoting the radical potential of a cultural studies approach. It also charts some of the effects and affects of an over-reliance on casualised labour, which we argue can have a profoundly destabilising and atomising impact on academic practice and student engagement. We argue there is a parallel between the appropriation of popular media technologies into the university and the current system of casual academic employment in Australia, in that both the podcast and the casual academic represent ‘new’ interfaces of outsourced academic labour. Stipulated from our positions as casual teachers in cultural studies, this article is written from an embedded perspective which conceptualises both the podcast and the casual academic in line with the most prevalent mode of their employment in the academy: as ‘hired hands’, appendages to traditional models of pedagogy.

  18. Building and Retaining Human Capital Through the Assignment Process

    National Research Council Canada - National Science Library

    Bruce, Prince

    2002-01-01

    ...). The active involvement of the HR department in partnership with the hiring unit in the decision process contributed to achieving broader organizational and individual focused criteria and other indices of decision effectiveness.

  19. Plutonium storage criteria

    Energy Technology Data Exchange (ETDEWEB)

    Chung, D. [Scientech, Inc., Germantown, MD (United States); Ascanio, X. [Dept. of Energy, Germantown, MD (United States)

    1996-05-01

    The Department of Energy has issued a technical standard for long-term (>50 years) storage and will soon issue a criteria document for interim (<20 years) storage of plutonium materials. The long-term technical standard, {open_quotes}Criteria for Safe Storage of Plutonium Metals and Oxides,{close_quotes} addresses the requirements for storing metals and oxides with greater than 50 wt % plutonium. It calls for a standardized package that meets both off-site transportation requirements, as well as remote handling requirements from future storage facilities. The interim criteria document, {open_quotes}Criteria for Interim Safe Storage of Plutonium-Bearing Solid Materials{close_quotes}, addresses requirements for storing materials with less than 50 wt% plutonium. The interim criteria document assumes the materials will be stored on existing sites, and existing facilities and equipment will be used for repackaging to improve the margin of safety.

  20. Caregiver Burden for Patients with Dementia with or Without Hiring Foreign Health Aides: A Cross-Sectional Study in a Northern Taiwan Memory Clinic

    Directory of Open Access Journals (Sweden)

    Nian-Sheng Tzeng

    2015-01-01

    Full Text Available Background: The aim of the present study was to determine the prevalence, profile, and severity of dementia and the relative impact of these factors on caregiver burden in a selected population of persons with dementia and their caregivers. Methods: A convenience sample of 100 outpatients and their family caregivers dyads who presented to a memory clinic in one medical center during one consecutive year were recruited. The diagnosis and severity of dementia were determined according to the Diagnostic and Statistical Manual of Mental Disorders, Version IV, Text Revision. The clinical dementia rating scale, mini-mental status examination, and Clinical Global Impression of severity were also administered. The caregiver strain index was used to assess caregiver burden. Results: Caregiver burden is related to the severity of dementia, impairment of cognitive function, and severity of neuropsychiatric symptoms. The caregivers who were younger, nonspousal family members, had a poor relationship with the dementia patient, and psychosomatic symptoms after caring for the patient, or provided longer hours of care-giving, experienced greater strains. Hiring foreign helpers was not associated with a lower caregiver burden. Conclusions: Greater caregiver burden is associated with several factors related to persons with dementia and their caregivers. A possible over-burden on caregivers should be of concern in Taiwan. Hiring foreign helpers was not associated with a lower caregiver burden.

  1. Repository operational criteria analysis

    International Nuclear Information System (INIS)

    Hageman, J.P.; Chowdhury, A.H.

    1992-08-01

    The objective of the ''Repository Operational Criteria (ROC) Feasibility Studies'' (or ROC task) was to conduct comprehensive and integrated analyses of repository design, construction, and operations criteria in 10 CFR Part 60 regulations, considering the interfaces and impacts of any potential changes to those regulations. The study addresses regulatory criteria related to the preclosure aspects of the geologic repository. The study task developed regulatory concepts or potential repository operational criteria (PROC) based on analysis of a repository's safety functions and other regulations for similar facilities. These regulatory concepts or PROC were used as a basis to assess the sufficiency and adequacy of the current criteria in 10 CFR Part 60. Where the regulatory concepts were same as current operational criteria, these criteria were referenced. The operations criteria referenced or the PROC developed are given in this report. Detailed analyses used to develop the regulatory concepts and any necessary PROC for those regulations that may require a minor change are also presented. The results of the ROC task showed a need for further analysis and possible major rule change related to the design bases of a geologic repository operations area, siting, and radiological emergency planning

  2. Criteria CSR

    OpenAIRE

    Vovk, V.; Zateyshikova, O.

    2014-01-01

    In the article the theoretical aspects regarding criteria for assessing CSR proposed by A. Carroll, including: economic, legal, ethical, philanthropic. Based on this, it is proposed to characterize these criteria with respect to the interested parties (stakeholders), including: investors, shareholders suppliers, customers, employees, society and the state. This will make a qualitative assessment of the presence and depth using social responsibility in the company, as well as determine the ext...

  3. Efectividad del Derecho de la Unión Europea vs. principio constitucional de imperio de la Ley // Effectiveness of European Union Law v. Constitutional principle of the rule of law

    Directory of Open Access Journals (Sweden)

    Francisco Moya Hurtado de Mendoza

    2017-07-01

    courts and gives rise in practice to the existence of different criteria of interpretation before identical factual premises, to the detriment of purported legal certainty that ensures the confidence of consumers in the hiring.

  4. Green Supplier Selection Criteria

    DEFF Research Database (Denmark)

    Nielsen, Izabela Ewa; Banaeian, Narges; Golinska, Paulina

    2014-01-01

    Green supplier selection (GSS) criteria arise from an organization inclination to respond to any existing trends in environmental issues related to business management and processes, so GSS is integrating environmental thinking into conventional supplier selection. This research is designed...... to determine prevalent general and environmental supplier selection criteria and develop a framework which can help decision makers to determine and prioritize suitable green supplier selection criteria (general and environmental). In this research we considered several parameters (evaluation objectives......) to establish suitable criteria for GSS such as their production type, requirements, policy and objectives instead of applying common criteria. At first a comprehensive and deep review on prevalent and green supplier selection literatures performed. Then several evaluation objectives defined to assess the green...

  5. Comparing selection criteria of residency directors and physicians' employers.

    Science.gov (United States)

    Villanueva, A M; Kaye, D; Abdelhak, S S; Morahan, P S

    1995-04-01

    In 1993, the Medical College of Pennsylvania (MCP), mindful of the rapidly changing environments of health care delivery, created three surveys to gather information from outside the school that would help the faculty plan how the curriculum and advising system could better prepare students and residents for the demands of twenty-first-century medicine. The first survey focused on the MCP seniors graduating that year and asked about their perceptions of their medical education and their specialty and residency choices. The second survey, directed to 40 medical residency program directors in family medicine, internal medicine, pediatrics, and surgery, sought to identify the characteristics of applicants that these directors valued when selecting entrants to their programs. The third survey, of 30 employers of physicians representing four practice environments (private practice, hospitals/other health systems, academic medical centers, and health maintenance organizations), sought information on hiring and recruitment practices and the skills, competencies, and attitudes these employers valued most when hiring recently graduated physicians. The responses showed several differences and/or misperceptions among the views held by the three groups surveyed and suggest that medical educators have not adapted as rapidly as have employers to changes in the health care environment. Academic health centers must broaden their missions and make changes in their own institutional cultures, both to maintain their own viability and to train physicians who have the balance between scientific and technical competency and essential personal characteristics (such as empathy) that the next century's practice will probably demand.

  6. Combining the IADPSG criteria with the WHO diagnostic criteria for ...

    African Journals Online (AJOL)

    The International Association of Diabetes in Pregnancy Study Group (IADPSG) and World Health ... Macrosomia or at least one adverse outcome were more likely in GDM patients who ... criteria for GDM in the ADA's more recent position statement.[18] .... at risk for postpartum type 2 DM;[27] the IADPSG criteria on the other ...

  7. Decision criteria in PSA applications

    International Nuclear Information System (INIS)

    Holmberg, J.E.; Pulkkinen, U.; Rosqvist, T.; Simola, K.

    2001-11-01

    Along with the adoption of risk informed decision making principles, the need for formal probabilistic decision rule or criteria has been risen. However, there are many practical and theoretical problems in the application of probabilistic criteria. One has to think what is the proper way to apply probabilistic rules together with deterministic ones and how the criteria are weighted with respect to each other. In this report, we approach the above questions from the decision theoretic point of view. We give a short review of the most well known probabilistic criteria, and discuss examples of their use. We present a decision analytic framework for evaluating the criteria, and we analyse how the different criteria behave under incompleteness or uncertainty of the PSA model. As the conclusion of our analysis we give recommendations on the application of the criteria in different decision situations. (au)

  8. Status and trends of general otolaryngology in academia.

    Science.gov (United States)

    Lin, Jiahui; Kacker, Ashutosh; Trujillo, Oscar; Stewart, Michael G

    2016-09-01

    This article focuses on the hiring trends of academic general otolaryngology practices to clarify the status of academic general otolaryngology in the face of today's changing medical landscape. Cross-sectional study. We conducted a survey to evaluate past, present, and projected hiring issues in academic otolaryngology, specifically related to general otolaryngology. Surveys were sent via e-mail to all academic chairpersons of accredited otolaryngology residency programs in the United States. Data included faculty appointments, work hours, clinical and research roles, academic productivity, patient load, promotions, and criteria for future hires. The response rate was 34.3%. On average, general otolaryngologists (generalists) represented 17% of otolaryngology faculty in academic practices. Whereas most generalists were employed as assistant professors (65%), nearly half of promotions in recent years were given to generalists (49%). Between 2009 and 2014, there was an average of six new hires per academic otolaryngology practice (range: 1-13); of these new hires, 21% were generalists. Chairpersons estimated that in the next 5 years they would hire an average of three new otolaryngologists per practice (range: 0-7), of whom 39% would be generalists. Although 82% of chairpersons reported an increase in subspecialty hires, 94% reported that they would also require the same or increasing numbers of generalists. Despite the increase in subspecialization in academic otolaryngology, the role of general otolaryngologists in academic practices will continue to be important and perhaps will increase. N/A. Laryngoscope, 126:1995-1998, 2016. © 2015 The American Laryngological, Rhinological and Otological Society, Inc.

  9. Obesity Discrimination in the Recruitment Process: “You’re Not Hired!”

    Science.gov (United States)

    Flint, Stuart W.; Čadek, Martin; Codreanu, Sonia C.; Ivić, Vanja; Zomer, Colene; Gomoiu, Amalia

    2016-01-01

    Previous literature reports that obese persons are discriminated in the workplace. Evidence suggests that obese people are perceived as having less leadership potential, and in comparison to normal weight peers, are expected to be less successful. This study examined whether obese people are discriminated against when applying for employment. Three hypotheses were offered in line with previous research: (1) obese people are less likely to be assessed positively on personnel suitability than normal weight people; (2) obese people in active employment are more likely to be discriminated against than people in non-active employment; and (3) obese women are more likely to be discriminated against than obese men. 181 Participants were sampled from sedentary, standing, manual and heavy manual occupations. Participants rated hypothetical candidates on their suitability for employment. Employees also completed measures of implicit and explicit attitudes toward obesity. MANOVA was conducted to examine if obese candidates were discriminated against during the recruitment procedure. Results demonstrated that participants rated obese candidates as less suitable compared with normal weight candidates and when the weight status of the candidate was not revealed for work across the four workplace groups. Participant gender and weight status also impacted perceptions of candidates’ suitability for work and discrimination toward obese candidates was higher in participants from more physically demanding occupations. The study findings contribute to evidence that obese people are discriminated against in the hiring process and support calls for policy development. PMID:27199869

  10. Continuity between DSM-5 Categorical Criteria and Traits Criteria for Borderline Personality Disorder.

    Science.gov (United States)

    Bach, Bo; Sellbom, Martin

    2016-08-01

    Borderline personality disorder (BPD) includes a heterogeneous constellation of symptoms operationalized with 9 categorical criteria. As the field of personality disorder (PD) research moves to emphasize dimensional traits in its operationalization, it is important to delineate continuity between the 9 DSM-IV/Diagnostic and Statistical Manual of Mental Disorders, Fifth Edition (DSM-5) categorical criteria for BPD and the trait dimensions in DSM-5 Section III. To date, no study has attempted such validation. We examined the associations between the 9 categorical DSM-IV/DSM-5 criteria for BPD and the trait dimensions of the alternative DSM-5 model for PDs in consecutively recruited psychiatric outpatients (N = 142; 68% female; age: mean 29.02, SD 8.38). This was investigated by means of bivariate correlations, followed by multiple logistic regression analysis. The categorical BPD criteria were associated with conceptually related DSM-5 Section III traits (P > 0.001), except for the criterion of chronic feelings of emptiness. Consistent with the proposed traits criteria for BPD in DSM-5 Section III, we found Emotional lability, Anxiousness, Separation insecurity, Depressivity, Impulsivity, Risk taking, and Hostility to capture conceptually coherent BPD categorical criteria, while Suspiciousness was also strongly associated with BPD criteria. At the domain level, this applied to Negative affectivity, Disinhibition, and Psychoticism. Notably, Emotional lability, Impulsivity, and Suspiciousness emerged as unique predictors of BPD (P > 0.05). In addition to the proposed BPD traits criteria, Suspiciousness and features of Psychoticism also augment BPD features. Provided that these findings are replicated in forthcoming research, a modified traits operationalization of BPD is warranted. © The Author(s) 2016.

  11. Rating of environmental criteria

    Energy Technology Data Exchange (ETDEWEB)

    Glueck, K; Krasser, G

    1980-01-01

    After a general theoretical discussion on the question of rating within a framework of cost-benefit studies, first trials as to the quantification and standardisation of twelve selected environmental criteria by means of an indicator system are worked out and compiled. The selection includes the criteria exhaust gas, dust, micro climate, water pollution, water regime, land requirement, vibrations, traffic noise, landscape scene, urban scene, effect of separation and safety risks. An insight is given of the rating practice using an evaluation of the available literature, of a household interview and of an interview of experts. The interviewing of 156 experts as to their rating conception of ten criteria in the second round has provided contributions to the general problem of the evaluation estimate based on multi criteria analysis as well as differentiation of the twelve or ten environmental criteria. The following criteria ratings given by the experts and which are averaged and smoothed are: traffic noise 20,0% +- 8,5; air pollution 15,0% +- 7,0; safety risk 13,0% +- 7,0; soil and water pollution 8,5% +- 5,0; landscape scene 8,0% +- 4,5; urban scene 8,0% +- 4,5; water regime 6,5% +- 3,5 and vibrations 4,5% +- 2,5.

  12. Cambios en la contratación de recursos humanos: el caso del Programa de Salud de la Familia en Brasil Changes in the hiring of health personnel: the family health program in Brazil

    Directory of Open Access Journals (Sweden)

    M.R. Dal Poz

    2002-02-01

    Full Text Available Este artículo analiza los procedimientos y los procesos de contratación de trabajadores de salud en el Programa de Salud de la Familia en el Brasil, discutiendo los méritos, problemas y resultados relativos de cada uno de los mecanismos utilizados para la contratación de médicos, enfermeras y agentes de salud comunitarios. Antes de iniciar propiamente el análisis de los mecanismos de contratación, el autor hace una breve descripción de la importancia y del papel del Programa de Salud de la Familia para el sistema de salud brasileño. Ahí, el artículo procura demostrar las características y el impacto sobre el desarrollo de los recursos humanos de este programa clave, que es considerado como la «reforma de la reforma» o la «contrarreforma» del sistema único de salud. Finalmente, después de presentar y analizar los datos disponibles sobre las formas de contratación y los sueldos para médicos y enfermeras en algunos estados y municipios del Brasil, el autor llama la atención sobre el nuevo contexto social, donde son los propios gobiernos, en los distintos niveles, quienes estimulan el incumplimiento de reglas y leyes laborales que es su responsabilidad mantener. Esto sólo refuerza la hipótesis de que una nueva etapa de reformas ya se ha puesto en marcha.This article analyzes the procedures involved in the hiring of health personnel in the Family Program in Brazil. We examine the values, problems and relative outcomes of each of the processes used in hiring doctors, nurses and health community workers. Before analyzing hiring procedures, the author briefly describes the importance and role of the Family Health Program of the Brazilian health care system. Based on these factors, this article aims to demonstrate the characteristics and effects of this key program, considered a pivotal reform in the Brazilian health system, on the development of human resources. Finally, after presenting and analyzing the data available on the

  13. Analysing and Comparing Encodability Criteria

    Directory of Open Access Journals (Sweden)

    Kirstin Peters

    2015-08-01

    Full Text Available Encodings or the proof of their absence are the main way to compare process calculi. To analyse the quality of encodings and to rule out trivial or meaningless encodings, they are augmented with quality criteria. There exists a bunch of different criteria and different variants of criteria in order to reason in different settings. This leads to incomparable results. Moreover it is not always clear whether the criteria used to obtain a result in a particular setting do indeed fit to this setting. We show how to formally reason about and compare encodability criteria by mapping them on requirements on a relation between source and target terms that is induced by the encoding function. In particular we analyse the common criteria full abstraction, operational correspondence, divergence reflection, success sensitiveness, and respect of barbs; e.g. we analyse the exact nature of the simulation relation (coupled simulation versus bisimulation that is induced by different variants of operational correspondence. This way we reduce the problem of analysing or comparing encodability criteria to the better understood problem of comparing relations on processes.

  14. Diagnostic Criteria for Pediatric MS

    Directory of Open Access Journals (Sweden)

    J Gordon Millichap

    2013-06-01

    Full Text Available Investigators at Northwestern University Feinberg School of Medicine and Ann & Robert H. Lurie Children’s Hospital of Chicago review the diagnostic criteria for pediatric multiple sclerosis, the differential diagnosis, the 2010 McDonald criteria, and Callen criteria.

  15. Proposed Diagnostic Criteria for Smartphone Addiction.

    Science.gov (United States)

    Lin, Yu-Hsuan; Chiang, Chih-Lin; Lin, Po-Hsien; Chang, Li-Ren; Ko, Chih-Hung; Lee, Yang-Han; Lin, Sheng-Hsuan

    2016-01-01

    Global smartphone penetration has led to unprecedented addictive behaviors. The aims of this study are to develop diagnostic criteria of smartphone addiction and to examine the discriminative ability and the validity of the diagnostic criteria. We developed twelve candidate criteria for characteristic symptoms of smartphone addiction and four criteria for functional impairment caused by excessive smartphone use. The participants consisted of 281 college students. Each participant was systematically assessed for smartphone-using behaviors by psychiatrist's structured diagnostic interview. The sensitivity, specificity, and diagnostic accuracy of the candidate symptom criteria were analyzed with reference to the psychiatrists' clinical global impression. The optimal model selection with its cutoff point of the diagnostic criteria differentiating the smartphone addicted subjects from non-addicted subjects was then determined by the best diagnostic accuracy. Six symptom criteria model with optimal cutoff point were determined based on the maximal diagnostic accuracy. The proposed smartphone addiction diagnostic criteria consisted of (1) six symptom criteria, (2) four functional impairment criteria and (3) exclusion criteria. Setting three symptom criteria as the cutoff point resulted in the highest diagnostic accuracy (84.3%), while the sensitivity and specificity were 79.4% and 87.5%, respectively. We suggested determining the functional impairment by two or more of the four domains considering the high accessibility and penetration of smartphone use. The diagnostic criteria of smartphone addiction demonstrated the core symptoms "impaired control" paralleled with substance related and addictive disorders. The functional impairment involved multiple domains provide a strict standard for clinical assessment.

  16. Proposed Diagnostic Criteria for Smartphone Addiction.

    Directory of Open Access Journals (Sweden)

    Yu-Hsuan Lin

    Full Text Available Global smartphone penetration has led to unprecedented addictive behaviors. The aims of this study are to develop diagnostic criteria of smartphone addiction and to examine the discriminative ability and the validity of the diagnostic criteria.We developed twelve candidate criteria for characteristic symptoms of smartphone addiction and four criteria for functional impairment caused by excessive smartphone use. The participants consisted of 281 college students. Each participant was systematically assessed for smartphone-using behaviors by psychiatrist's structured diagnostic interview. The sensitivity, specificity, and diagnostic accuracy of the candidate symptom criteria were analyzed with reference to the psychiatrists' clinical global impression. The optimal model selection with its cutoff point of the diagnostic criteria differentiating the smartphone addicted subjects from non-addicted subjects was then determined by the best diagnostic accuracy.Six symptom criteria model with optimal cutoff point were determined based on the maximal diagnostic accuracy. The proposed smartphone addiction diagnostic criteria consisted of (1 six symptom criteria, (2 four functional impairment criteria and (3 exclusion criteria. Setting three symptom criteria as the cutoff point resulted in the highest diagnostic accuracy (84.3%, while the sensitivity and specificity were 79.4% and 87.5%, respectively. We suggested determining the functional impairment by two or more of the four domains considering the high accessibility and penetration of smartphone use.The diagnostic criteria of smartphone addiction demonstrated the core symptoms "impaired control" paralleled with substance related and addictive disorders. The functional impairment involved multiple domains provide a strict standard for clinical assessment.

  17. Family First Considerations

    Science.gov (United States)

    LaFee, Scott

    2012-01-01

    The typical superintendent these days is male (though the percentage of female superintendents is steadily rising, now accounting for one in four, according to AASA's 2010 decennial study of the superintendency), in his 40s and almost always married with children. When educators become superintendents, the issues of family dynamics and related…

  18. THE OLD, SUPER-METAL-RICH OPEN CLUSTER, NGC 6791—ELEMENTAL ABUNDANCES IN TURN-OFF STARS FROM KECK/HIRES SPECTRA

    Energy Technology Data Exchange (ETDEWEB)

    Merchant Boesgaard, Ann; Lum, Michael G. [Institute for Astronomy, University of Hawai' i at Manoa, 2680 Woodlawn Drive, Honolulu, HI 96822 (United States); Deliyannis, Constantine P., E-mail: boes@ifa.hawaii.edu, E-mail: mikelum@ifa.hawaii.edu, E-mail: cdeliyan@indiana.edu [Department of Astronomy, Indiana University 727 East 3rd Street, Swain Hall West 319, Bloomington, IN 47405-7105 (United States)

    2015-02-01

    The study of star clusters has advanced our understanding of stellar evolution, Galactic chemical evolution, and nucleosynthesis. Here we investigate the composition of turn-off stars in the intriguing open cluster, NGC 6791, which is old, but super-metal-rich with high-resolution (R = 46,000) Keck/HIRES spectra. We find [Fe/H] = +0.30 ± 0.02 from measurements of some 40 unblended, unsaturated lines of both Fe I and Fe II in eight turn-off stars. Our O abundances come from the O I triplet near 7774 Å and we perform a differential analysis relative to the Sun from our Lunar spectrum also obtained with Keck/HIRES. The O results are corrected for small nLTE effects. We find consistent ratios of [O/Fe]{sub n} with a mean of –0.06 ± 0.02. This is low with respect to field stars that are also both old and metal-rich and continue the trend of decreasing [O/Fe] with increasing [Fe/H]. The small range in our oxygen abundances is consistent with a single population of stars. Our results for the alpha elements [Mg/Fe], [Si/Fe], [Ca/Fe], and [Ti/Fe] are near solar and compare well with those of the old, metal-rich field stars. The two Fe-peak elements, Cr and Ni, are consistent with Fe. These turn-off-star abundances provide benchmark abundances to investigate whether there are any observable abundance differences with the giants that might arise from nuclear-burning and dredge-up processes. Determinations of upper limits were found for Li by spectrum synthesis and are consistent with the upper limits in similar stars in the relatively old, super-metal-rich cluster NGC 6253. Our results support the prediction from standard theory that higher-metallicity stars deplete more Li. Probably no stars in NGC 6791 have retained their initial Li.

  19. Mentoring: Positively Influencing Job Satisfaction and Retention of New Hire Nurse Practitioners.

    Science.gov (United States)

    Horner, Diane Kostrey

    The purpose of study was to determine whether mentoring based on Watson's Caring Model positively influences nurse practitioner (NP) job satisfaction. This nonexperimental mixed-methods study utilized an online survey, administered through Qualtrics containing demographic and mentoring variables. Job satisfaction results were obtained from the Misener Nurse Practitioner Job Satisfaction Scale (MNPJSS). Also, open-ended questions regarding mentoring were reported. There was a 54% response rate in which 37 of the 69 participants responded (n = 37), with statistical significance set at p job satisfaction. Scores from the MNPJSS ranged from 141 to 246, with a mean of 195.26 (SD = 28.29) corresponding to "minimally satisfied" or a mean of 4.44 on the 6-point scale. These results are similar to the MNPJSS score with a mean of 4.39. A mentoring experience can provide a positive environment, which can lead to increased job satisfaction. In turn, a higher level of satisfaction in the work environment can be associated with reduced turnover and improved retention and patient outcomes. Ultimately, a safer health care system will evolve and improve patient care and outcomes. Through Watson's Caring Model, a reciprocal relationship between the mentor and the mentee can provide a new NP hire a sense of community and direct availability. By experiencing a mentor relationship, job satisfaction can improve, which is a key factor in retaining NPs. As E-mentoring is a newer topic in nursing literature, further research is needed. Further studies could also review and develop one-on-one mentoring programs.

  20. Identifying Young Kepler Planet Host Stars from Keck–HIRES Spectra of Lithium

    Science.gov (United States)

    Berger, Travis A.; Howard, Andrew W.; Boesgaard, Ann Merchant

    2018-03-01

    The lithium doublet at 6708 Å provides an age diagnostic for main sequence FGK dwarfs. We measured the abundance of lithium in 1305 stars with detected transiting planets from the Kepler mission using high-resolution spectroscopy. Our catalog of lithium measurements from this sample has a range of abundance from A(Li) = 3.11 ± 0.07 to an upper limit of ‑0.84 dex. For a magnitude-limited sample that comprises 960 of the 1305 stars, our Keck–HIRES spectra have a median signal-to-noise ratio of 45 per pixel at ∼6700 Å with spectral resolution \\tfrac{λ }{{{Δ }}λ } = R = 55,000. We identify 80 young stars that have A(Li) values greater than the Hyades at their respective effective temperatures; these stars are younger than ∼650 Myr, the approximate age of the Hyades. We then compare the distribution of A(Li) with planet size, multiplicity, orbital period, and insolation flux. We find larger planets preferentially in younger systems, with an A–D two-sided test p-value = 0.002, a > 3σ confidence that the older and younger planet samples do not come from the same parent distribution. This is consistent with planet inflation/photoevaporation at early ages. The other planet parameters (Kepler planet multiplicity, orbital period, and insolation flux) are uncorrelated with age. Based on observations obtained at the W. M. Keck Observatory, which is operated jointly by the University of California and the California Institute of Technology. Keck time has been granted by the University of Hawaii, the University of California, and Caltech.

  1. Dual Criteria Decisions

    DEFF Research Database (Denmark)

    Andersen, Steffen; Harrison, Glenn W.; Lau, Morten Igel

    2014-01-01

    The most popular models of decision making use a single criterion to evaluate projects or lotteries. However, decision makers may actually consider multiple criteria when evaluating projects. We consider a dual criteria model from psychology. This model integrates the familiar tradeoffs between...... to the clear role that income thresholds play in such decision making, but does not rule out a role for tradeoffs between risk and utility or probability weighting....

  2. Failure Criteria for Reinforced Materials

    DEFF Research Database (Denmark)

    Rathkjen, Arne

    Failure of materials is often characterized as ductile yielding, brittle fracture, creep rupture, etc., and different criteria given in terms of different parameters have been used to describe different types of failure. Only criteria expressing failure in terms of stress are considered in what...... place until the matrix, the continuous component of the composite, fails. When an isotropic matrix is reinforced as described above, the result is an anisotropic composite material. Even if the material is anisotropic, it usually exhibits a rather high degree of symmetry and such symmetries place...... certain restrictions on the form of the failure criteria for anisotropic materials. In section 2, some failure criteria for homogenous materials are reviewed. Both isotropic and anisotropic materials are described, and in particular the constraints imposed on the criteria from the symmetries orthotropy...

  3. Defining criteria related to wastes for use in multi-criteria decision tool for nuclear accidents

    Energy Technology Data Exchange (ETDEWEB)

    Silva, Diogo N.G.; Guimaraes, Jean R.D., E-mail: dneves@biof.ufrj.br, E-mail: jeanrdg@biof.ufrj.br [Universidade Federal do Rio de Janeiro (UFRJ), RJ (Brazil). Instituto de Biofisica Carlos Chagas Filho; Rochedo, Elaine R.R.; De Luca, Christiano, E-mail: elainerochedo@gmail.com, E-mail: christiano_luca@hotmail.com [Instituto Militar de Engenharia (IME), Rio de Janeiro, RJ (Brazil). Programa de Engenharia Nuclear; Rochedo, Pedro R.R., E-mail: rochedopedro@gmail.com [Universidade Federal do Rio de Janeiro (UFRJ), RJ (Brazil). Instituto Alberto Luiz Coimbra de Pos-Graduacao e Pesquisa de Engenharia

    2013-07-01

    The selection of protective measures and strategies for remediation of contaminated areas after a nuclear accident must be based on previously established criteria in order to prevent stress of the population and the unnecessary exposure of workers. After a nuclear accident resulting in environmental contamination, decisions on remediation of areas is complex due to the large numbers of factors involved in decontamination processes. This work is part of a project which aims to develop a multi-criteria tool to support a decision-making process in cases of a radiological or a nuclear accident in Brazil. First, a database of remediation strategies for contaminated areas was created. In this process, the most relevant aspects for the implementation of these strategies were considered, including technical criteria regarding aspects related to the generation of wastes in a reference urban area, which are discussed in this paper. The specific objective of this study is to define criteria for the aspects of radioactive wastes, resulted by the implementation of some urban measures, in order to be incorporated in a multi-criteria decision tool. Main aspects considered were the type, the amount and the type of treatment necessary for each procedure. The decontamination procedures are then classified according to the selected criteria in order to feed the multi-criteria decision tool. This paper describes the steps for the establishment of these criteria and evaluates the potential for future applications in order to improve predictions and to support the decisions to be made. (author)

  4. Defining criteria related to wastes for use in multi-criteria decision tool for nuclear accidents

    International Nuclear Information System (INIS)

    Silva, Diogo N.G.; Guimaraes, Jean R.D.; Rochedo, Elaine R.R.; De Luca, Christiano; Rochedo, Pedro R.R.

    2013-01-01

    The selection of protective measures and strategies for remediation of contaminated areas after a nuclear accident must be based on previously established criteria in order to prevent stress of the population and the unnecessary exposure of workers. After a nuclear accident resulting in environmental contamination, decisions on remediation of areas is complex due to the large numbers of factors involved in decontamination processes. This work is part of a project which aims to develop a multi-criteria tool to support a decision-making process in cases of a radiological or a nuclear accident in Brazil. First, a database of remediation strategies for contaminated areas was created. In this process, the most relevant aspects for the implementation of these strategies were considered, including technical criteria regarding aspects related to the generation of wastes in a reference urban area, which are discussed in this paper. The specific objective of this study is to define criteria for the aspects of radioactive wastes, resulted by the implementation of some urban measures, in order to be incorporated in a multi-criteria decision tool. Main aspects considered were the type, the amount and the type of treatment necessary for each procedure. The decontamination procedures are then classified according to the selected criteria in order to feed the multi-criteria decision tool. This paper describes the steps for the establishment of these criteria and evaluates the potential for future applications in order to improve predictions and to support the decisions to be made. (author)

  5. Comparing new diagnostic criteria of 2010 ACR/EULAR with 1987 ACR criteria in rheumatoid arthritis

    Directory of Open Access Journals (Sweden)

    Fatemeh Shirani

    2017-01-01

    Full Text Available Background: Rheumatoid Arthritis (RA is a chronic inflammatory disease presenting with inflammation, tenderness and destruction of the synovial joints, resulting in severe disability and early death due to complication of disease. Previous diagnostic criteria are not useful for identifying patients who need early treatment. Thus, new diagnostic criteria for faster diagnosis of disease are introduced in 2010. The aim of this study was to compared 1987 ACR (American College of Rheumatology criteria and 2010 ACR/EULAR (European League Against Rheumatism classification criteria for diagnosis of rheumatoid arthritis. Methods: In this Cohort prospective study, patients with early arthritis were evaluated   according to the old and new diagnostic criteria and followed-up every two monthly for one year (2012-2013 in Hazrat-e Rasool University Hospital, Tehran. Inclusion criteria of this study were age more than 18 year and indefinite diagnosis of arthritis. For all of patients physical examination by expert rheumatologist was done and lab data include erythrocyte sedimentation rate (ESR, C-reactive protein (CRP, anti-cyclic citrullinated peptide (Anti-CCP and rheumatoid factor was requested. The sensitivity, specificity, positive and negative predictive values were then determined for each diagnostic criteria. Results: In this study 104 patients including 28 males (26.9% and 76 females (73.1% with the mean age of 44.2±13.7 years were included. At the end of one year follow-up, 82 were diagnosed to have RA while other 22 patients were not categorized as RA. Sensitivity for ESR, CRP, Anti-CCP and rheumatoid factor in 2010 ACR/EULAR criteria was 52%, 19%, 48%, 28% and specificity for them was 45%, 71%, 27%, 79% respectively. Number of small and large joint arthritis were more in patients with Rheumatoid Arthritis (RA rather than other arthritis (P=0.0001. Sensitivity and specificity for small joints involvement was 87% and 54% and for large joints

  6. Espetáculo e ditadura civil-militar: o duplo caráter das superintendências de ordem política e social (1964-1974

    Directory of Open Access Journals (Sweden)

    Oliveira, Guilherme Moraes de

    2010-01-01

    Full Text Available Neste artigo, procuro evidenciar a relação entre forças repressivas e unidade ideológica na ditadura civil-militar brasileira (1964-1985, especialmente a partir da análise das Superintendências de Ordem Política e Social (SOPS-RS e dos slogans de comunicação social criados pelo governo até a administração de Emílio Médici. Em ambas subsiste um fenômeno que determina os novos modelos de desenvolvimento capitalista e cuja efetivação ocorreu durante a ditadura: trata-se do espetáculo moderno, inicialmente examinado e criticado pelo intelectual de “extrema-esquerda” Guy Debord (França, 1931-1994. A categoria de espetáculo permite a síntese dialética entre elementos aparentemente díspares, como censura e crescimento da mídia, repressão policial e otimismo – procedimentos comuns ao governo ou ao empresariado da época

  7. Organisational Career Management in Israel.

    Science.gov (United States)

    Tzabbar, Daniel; Vardi, Yoav; Baruch, Yehuda

    2003-01-01

    Responses from human resource managers in 136 Israeli companies revealed a paternalistic approach to career management. Promotion decisions depended on individual rather than universal criteria and internal human resource development. They were more likely to hire managers from external rather than internal sources. (Contains 44 references.) (SK)

  8. Toxic chemical risk acceptance criteria

    International Nuclear Information System (INIS)

    Craig, D.K.; Davis, J.; Lee, L.; Lein, P.; Omberg, S.

    1992-01-01

    This paper presents recommendations of a subcommittee of the Westinghouse M ampersand 0 Nuclear Facility Safety Committee concerning toxic chemical risk acceptance criteria. Two sets of criteria have been developed, one for use in the hazard classification of facilities, and the second for use in comparing risks in DOE non-reactor nuclear facility Safety Analysis Reports. The Emergency Response Planning Guideline (ERPG) values are intended to provide estimates of concentration ranges for specific chemicals above which exposure would be expected to lead to adverse heath effects of increasing severity for ERPG-1, -2, and -3s. The subcommittee recommends that criteria for hazard class or risk range be based on ERPGs for all chemicals. Probability-based Incremental Cancer Risk (ICR) criteria are recommended for additional analyses of risks from all known or suspected human carcinogens. Criteria are given for both on-site and off-site exposure. The subcommittee also recommends that the 5-minute peak concentration be compared with the relevant criterion with no adjustment for exposure time. Since ERPGs are available for only a limited number of chemicals, the subcommittee has developed a proposed hierarchy of concentration limit parameters for the different criteria

  9. Dynamic criteria for partitioning and transmutation

    International Nuclear Information System (INIS)

    Lu, A.H.

    1991-11-01

    This paper addresses dynamic criteria intended to optimize partitioning and transmutation (P-T) concept development supporting improved nuclear waste management. Six criteria are proposed initially and the rationale for each is briefly explained. Each criterion is used as a measure (or dimension) on which the developed concepts can be evaluated. The criteria allow the P-T concepts to be evaluated in an integral system including long-term energy needs, fuel cycle, and waste management. New criteria will be identified along with the P-T concept development, and each criterion will be realistically weighted so that it is comparable in an overall criteria evaluation. The weights are subject to change as a result of technical advancements and public perception on various issues. Incomplete criteria will result in a poor choice because important factors may not be considered when the decision is made. A successful decision on the optimal P-T system depends on the completeness of criteria (dimensions) as well as realistic weights assigned to each criterion

  10. Photovoltaic system criteria documents. Volume 3: Environmental issues and evaluation criteria for photovoltaic applications

    Science.gov (United States)

    Koenig, John C.; Billitti, Joseph W.; Tallon, John M.

    1979-01-01

    The environmental issues and evaluation criteria relating to the suitability of sites proposed for photovoltaic (PV) system deployment are identified. The important issues are defined, briefly discussed and then developed into evaluation criteria. System designers are provided with information on the environmental sensitivity of PV systems in realistic applications, background material which indicates the applicability of the siting issues identified, and evaluation criteria are defined to facilitate the selection of sites that maximize PV system operation.

  11. The successful implementation of STEM initiatives in lower income schools

    Science.gov (United States)

    Bakshi, Leena

    State Standards across the grade levels. It also emphasized the importance of establishing community partnerships as a primary resource. This study highlighted the criteria district and school leadership should include in implementing STEM initiatives and designing professional development models that result in meaningful instructional practices of STEM curriculum for secondary lower income students. Overall, this study provides insight for superintendents, district leaders and school administrators that can play an integral role in implementing STEM initiatives with access for socioeconomically disadvantaged students.

  12. Radiological design criteria

    International Nuclear Information System (INIS)

    Selby, J.M.; Andersen, B.V.; Carter, L.A.; Waite, D.A.

    1977-01-01

    Many new nuclear facilities are unsatisfactory from a radiation protection point of view, particularly when striving to maintain occupational exposure as low as practicable 'ALAP'. Radiation protection is achieved through physical protective features supplemented by administrative controls. Adequate physical protective feature should be achieved during construction so that supplemental administrative controls may be kept simple and workable. Many nuclear facilities fall short of adequate physical protective features, thus, remedial and sometimes awkward administrative procedures are required to safely conduct work. In reviewing the various handbooks, reports and regulations which deal with radiation protection, it may be noted that there is minimal radiological design guidance for application to nuclear facilities. A set of criteria or codes covering functional areas rather than specific nuclear facility types is badly needed. The following are suggested as functional areas to be considered: characterization of the Facility; siting and access; design exposure limits; layout (people and materials flow); ventilation and effluent control; radiation protection facilities and systems. The application of such radiological design criteria early in the design process would provide some assurance that nuclear facilities will be safe, flexible, and efficient with a minimum of costly retrofitting or administrative restrictions. Criteria which we have found helpful in these functional areas is discussed together with justification for adoption of such criteria and identification of problems which still require solution

  13. Sediment quality criteria: A review with recommendations for developing criteria for the Hanford Site

    Energy Technology Data Exchange (ETDEWEB)

    Driver, C.J.

    1994-05-01

    Criteria for determining the quality of liver sediment are necessary to ensure that concentrations of contaminants in aquatic systems are within acceptable limits for the protection of aquatic and human life. Such criteria should facilitate decision-making about remediation, handling, and disposal of contaminants. Several approaches to the development of sediment quality criteria (SQC) have been described and include both descriptive and numerical methods. However, no single method measures all impacts at all times to all organisms (U.S. EPA 1992b). The U.S. EPA`s interest is primarily in establishing chemically based, numerical SQC that are applicable nation-wide (Shea 1988). Of the approaches proposed for SQC development, only three are being considered for numerical SQC on a national level. These approaches include an Equilibrium Partitioning Approach, a site-specific method using bioassays (the Apparent Effects Threshold Approach), and an approach similar to EPA`s water quality criteria (Pavlou and Weston 1984). Although national (or even regional) criteria address a number of political, litigative, and engineering needs, some researchers feel that protection of benthic communities require site-specific, biologically based criteria (Baudo et al. 1990). This is particularly true for areas where complex mixtures of contaminants are present in sediments. Other scientifically valid and accepted procedures for freshwater SQC include a background concentration approach, methods using field or spiked bioassays, a screening level concentration approach, the Apparent Effects Threshold Approach, the Sediment Quality Triad, the International Joint Commission Sediment Assessment Strategy, and the National Status and Trends Program Approach. The various sediment assessment approaches are evaluated for application to the Hanford Reach and recommendations for Hanford Site sediment quality criteria are discussed.

  14. Criteria for Authorship in Bioethics

    OpenAIRE

    Resnik, David B.; Master, Zubin

    2011-01-01

    Multiple authorship is becoming increasingly common in bioethics research. There are well-established criteria for authorship in empirical bioethics research but not for conceptual research. It is important to develop criteria for authorship in conceptual publications to prevent undeserved authorship and uphold standards of fairness and accountability. This article explores the issue of multiple authorship in bioethics and develops criteria for determining who should be an author on a concept...

  15. National Recommended Water Quality Criteria

    Data.gov (United States)

    U.S. Environmental Protection Agency — The National Recommended Water Quality Criteria is a compilation of national recommended water quality criteria for the protection of aquatic life and human health...

  16. Water quality criteria for lead

    Energy Technology Data Exchange (ETDEWEB)

    Nagpal, N.K.

    1987-01-01

    This report is one in a series that establishes water quality criteria for British Columbia. The report sets criteria for lead to protect a number of water uses, including drinking water, freshwater and marine aquatic life, wildlife, livestock, irrigation, and recreation. The criteria are set as either maximum concentrations of total lead that should not be exceeded at any time, or average concentrations that should not be exceeded over a 30-day period. Actual values are summarized.

  17. 46 CFR 385.51 - Criteria: Projects.

    Science.gov (United States)

    2010-10-01

    ... results; (iii) The extent of the problems treated and whether the objectives sought by the undertaking are... MARITIME ADMINISTRATION, DEPARTMENT OF TRANSPORTATION MISCELLANEOUS RESEARCH AND DEVELOPMENT GRANT AND COOPERATIVE AGREEMENTS REGULATIONS Criteria for Award § 385.51 Criteria: Projects. The criteria to be used by...

  18. Criteria for saturated magnetization loop

    International Nuclear Information System (INIS)

    Harres, A.; Mikhov, M.; Skumryev, V.; Andrade, A.M.H. de; Schmidt, J.E.; Geshev, J.

    2016-01-01

    Proper estimation of magnetization curve parameters is vital in studying magnetic systems. In the present article, criteria for discrimination non-saturated (minor) from saturated (major) hysteresis loops are proposed. These employ the analysis of (i) derivatives of both ascending and descending branches of the loop, (ii) remanent magnetization curves, and (iii) thermomagnetic curves. Computational simulations are used in order to demonstrate their validity. Examples illustrating the applicability of these criteria to well-known real systems, namely Fe_3O_4 and Ni fine particles, are provided. We demonstrate that the anisotropy-field value estimated from a visual examination of an only apparently major hysteresis loop could be more than two times lower than the real one. - Highlights: • Proper estimation of hysteresis-loop parameters is vital in magnetic studies. • We propose criteria for discrimination minor from major hysteresis loops. • The criteria analyze magnetization, remanence and ZFC/FC curves and/or their derivatives. • Examples of their application on real nanoparticles systems are given. • Using the criteria could avoid twofold or bigger saturation-field underestimation errors.

  19. Criteria for saturated magnetization loop

    Energy Technology Data Exchange (ETDEWEB)

    Harres, A. [Departamento de Física, UFSM, Santa Maria, 97105-900 Rio Grande do Sul (Brazil); Mikhov, M. [Faculty of Physics, University of Sofia, 1164 Sofia (Bulgaria); Skumryev, V. [Institució Catalana de Recerca i Estudis Avançats, 08010 Barcelona (Spain); Departament de Física, Universitat Autònoma de Barcelona, 08193 Barcelona (Spain); Andrade, A.M.H. de; Schmidt, J.E. [Instituto de Física, UFRGS, Porto Alegre, 91501-970 Rio Grande do Sul (Brazil); Geshev, J., E-mail: julian@if.ufrgs.br [Departament de Física, Universitat Autònoma de Barcelona, 08193 Barcelona (Spain); Instituto de Física, UFRGS, Porto Alegre, 91501-970 Rio Grande do Sul (Brazil)

    2016-03-15

    Proper estimation of magnetization curve parameters is vital in studying magnetic systems. In the present article, criteria for discrimination non-saturated (minor) from saturated (major) hysteresis loops are proposed. These employ the analysis of (i) derivatives of both ascending and descending branches of the loop, (ii) remanent magnetization curves, and (iii) thermomagnetic curves. Computational simulations are used in order to demonstrate their validity. Examples illustrating the applicability of these criteria to well-known real systems, namely Fe{sub 3}O{sub 4} and Ni fine particles, are provided. We demonstrate that the anisotropy-field value estimated from a visual examination of an only apparently major hysteresis loop could be more than two times lower than the real one. - Highlights: • Proper estimation of hysteresis-loop parameters is vital in magnetic studies. • We propose criteria for discrimination minor from major hysteresis loops. • The criteria analyze magnetization, remanence and ZFC/FC curves and/or their derivatives. • Examples of their application on real nanoparticles systems are given. • Using the criteria could avoid twofold or bigger saturation-field underestimation errors.

  20. 45 CFR 1176.3 - Criteria.

    Science.gov (United States)

    2010-10-01

    ... ENDOWMENT FOR THE HUMANITIES PART-TIME CAREER EMPLOYMENT § 1176.3 Criteria. Positions becoming vacant... to part-time. Among the criteria which may be used when conducting this review are: (a) Mission...

  1. 10 CFR 905.36 - Marketing criteria.

    Science.gov (United States)

    2010-01-01

    ... 10 Energy 4 2010-01-01 2010-01-01 false Marketing criteria. 905.36 Section 905.36 Energy DEPARTMENT OF ENERGY ENERGY PLANNING AND MANAGEMENT PROGRAM Power Marketing Initiative § 905.36 Marketing criteria. Western shall retain applicable provisions of existing marketing criteria for projects where...

  2. User-Centric Multi-Criteria Information Retrieval

    Science.gov (United States)

    Wolfe, Shawn R.; Zhang, Yi

    2009-01-01

    Information retrieval models usually represent content only, and not other considerations, such as authority, cost, and recency. How could multiple criteria be utilized in information retrieval, and how would it affect the results? In our experiments, using multiple user-centric criteria always produced better results than a single criteria.

  3. Assessment of USAF’s Civilian Hiring Process and the Potential Impact It Has on Our Ability to Recruit and Retain a Millennial Workforce in an Effort to Replenish an Aging Civilian Workforce

    Science.gov (United States)

    2017-04-06

    University in Human Resources Management . He joined the United States Air Force in 1994 as a Materiel Management Apprentice and held several management ...as: resource constraints, talent shortages in the job market, shortage of human resource professionals to serve as recruiters, as well as...Civil Service Process of hiring and recruiting employees In 2008, the Office of Personnel Management and the Chief Human Capital Officers Council

  4. Criteria for operator review of workplace changes

    International Nuclear Information System (INIS)

    Davey, E.

    2000-01-01

    A set of criteria for reviewing workplace changes has been developed for use by plant Operations staff. The criteria were developed to provide Operations staff with a practical framework for structuring assessments and subsequent review comments with regard to control room modifications and innovations that impact their work environment. The criteria were assembled from design, operations and human factors engineering principles, and system review experiences with plant Operations staff over the past ten years. Operations staff at several CANDU stations helped shape the emphasis for initial criteria definition and have assisted with criteria refinement through trial applications. Use of the criteria is expected to lead to more effective and task relevant equipment evaluations by Operations staff, and ultimately lead to system modifications and innovations that better serve plant operation needs. The paper begins with a discussion of the rationale for criteria development and the attributes of 'good' design. The balance of the paper outlines the project objectives, describes the approach applied in assembling, structuring, and refining the review criteria, and illustrates the application of the criteria in the review of a proposed control room innovation. (author)

  5. Quality criteria for chest X-ray image

    International Nuclear Information System (INIS)

    Krieg, R.

    1985-01-01

    A distinction has to be made between invariable and variable criteria in the determination of chest X-ray picture quality criteria. The invariable criteria are defined by the properties of the object and the psychophysiological laws of perception and cognition, and the variable criteria are determined by the prevailing state of the art of technology. An agreement on these criteria is based on the knowledge of the nature and the technical conditions of X-ray picture production and reproduction. The slogan 'the best picture at the lowest dose' dominates, too, the discussion centering around the X-ray picture of the chest, its quality and criteria. (orig./MG) [de

  6. CCS site characterisation criteria

    Energy Technology Data Exchange (ETDEWEB)

    Bachu, S.; Hawkes, C.; Lawton, D.; Pooladi-Darvish, M.; Perkins, E.

    2009-12-15

    IEA GHG recently commissioned the Alberta Research Counil in Canada to conduct a review of storage site selection criteria and site characterisation methods in order to produce a synthesis report. This report reviews the literature on the subject on the site seleciton and characterisation since the publication of the IPCC Special Report on CCS, and provides a synthesis and classification of criteria. 161 refs.

  7. Risk assessment of soil contamination criteria

    International Nuclear Information System (INIS)

    King, C.M.; Marter, W.L.; Montaque, D.F.; Holton, G.A.

    1987-06-01

    Criteria have been developed to select radioactive and nonradioactive contaminants at waste sites detailed analysis and risk assessment. These criteria were based on soil and water quality guidelines developed by various government agencies to determine if the criteria were appropriate. We performed a risk assessment of a hypothetical site which contained radioactive and nonradioactive contaminants at levels equal to the criteria values. Risks to the public from atmospheric, surface water, and groundwater exposure pathways were examined. Health risks to the public from atmospheric releases of radioactive and nonradioactive materials from a waste at soil criteria contamination levels are low. Health risks to the maximally exposed individual to chemical carcinogens are considerably below traditional EPA action levels. And health risks to the maximally exposed individual to atmospherically released radioactive contaminants is 1.88 x 10 -7 , more than a factor of 5 less than 10 -6 . Based on our atmospheric exposure pathways analysis and risk assessment, the applied soil criteria are appropriate for screening out unimportant risk contributors to human health from atmospheric exposure pathways. 13 refs., 3 figs., 7 tabs

  8. NSSS supplier's response to differing safety criteria

    Energy Technology Data Exchange (ETDEWEB)

    Cremades, J; Filkin, R; Franke, T [Westinghouse Electric Nuclear Energy Systems Europe (WENESE), Brussels (Belgium)

    1980-11-01

    The limited progress achieved to date in harmonizing national criteria has led to the development of designs which include the most common national requirements. Progress towards harmonization of safety criteria can be accelerated by expanding the IAEA leadership and co-ordination activities, and implementing an integrated approach to criteria development. National and International safety criteria are examined.

  9. Proposed diagnostic criteria for internet addiction.

    Science.gov (United States)

    Tao, Ran; Huang, Xiuqin; Wang, Jinan; Zhang, Huimin; Zhang, Ying; Li, Mengchen

    2010-03-01

    The objective of this study was to develop diagnostic criteria for internet addiction disorder (IAD) and to evaluate the validity of our proposed diagnostic criteria for discriminating non-dependent from dependent internet use in the general population. This study was conducted in three stages: the developmental stage (110 subjects in the survey group; 408 subjects in the training group), where items of the proposed diagnostic criteria were developed and tested; the validation stage (n = 405), where the proposed criteria were evaluated for criterion-related validity; and the clinical stage (n = 150), where the criteria and the global clinical impression of IAD were evaluated by more than one psychiatrist to determine inter-rater reliability. The proposed internet addiction diagnostic criteria consisted of symptom criterion (seven clinical symptoms of IAD), clinically significant impairment criterion (functional and psychosocial impairments), course criterion (duration of addiction lasting at least 3 months, with at least 6 hours of non-essential internet usage per day) and exclusion criterion (exclusion of dependency attributed to psychotic disorders). A diagnostic score of 2 + 1, where the first two symptoms (preoccupation and withdrawal symptoms) and at least one of the five other symptoms (tolerance, lack of control, continued excessive use despite knowledge of negative effects/affects, loss of interests excluding internet, and use of the internet to escape or relieve a dysphoric mood) was established. Inter-rater reliability was 98%. Our findings suggest that the proposed diagnostic criteria may be useful for the standardization of diagnostic criteria for IAD.

  10. Potentially inappropriate prescribing in institutionalised older patients in Spain: the STOPP-START criteria compared with the Beers criteria

    Directory of Open Access Journals (Sweden)

    Bonet M

    2012-06-01

    Full Text Available Objective: The aims of this study were to identify potentially inappropriate prescribing using the Beers and STOPP criteria. The START criteria were applied to detect prescription omission in the geriatric population. We compared the utility of these criteria in institutionalised older people.Methods: Descriptive study reviewing the medication and clinical records of 81 residents (aged 65 years and more by pharmacists in a nursing home in the Lleida region (Spain.Results: The mean patients’ age was 84 (SD=8 years, with an average of 5 drugs per resident (total prescriptions: 416 medicines. The Beers criteria identified potentially inappropriate medication use in 25% of patients and 48% of patients used at least 1 inappropriate medication according to STOPP criteria. The most frequent potentially inappropriate medications for both criteria were long-acting benzodiazepines and NSAIDs. START detected 58 potential prescribing omissions in 44% of patients. Calcium-vitamin D supplementation in osteoporosis was the most frequent rule (15%, but omissions corresponding to the cardiovascular system implied 23% of patients.Conclusion: The STOPP-START criteria reveal that potentially inappropriate prescribing (PIP is a highly prevalent problem among Spanish nursing home residents, and a statistically significant positive correlation was found between the number of medicines prescribed and the number of PIP detected in this study. The STOPP criteria detect a larger number of PI medications in this geriatric population than the Beers criteria. The prescribing omissions detected by the START criteria are relevant and require intervention. Pharmacists’ review of medications may help identify potentially inappropriate prescribing and, through an interdisciplinary approach, working with physicians may improve prescribing practices among geriatric residents of nursing homes.

  11. Clashing Conventions? Exploring Human Resource Management in the Cleavage Between Academic Field Traditions and New Institutional Rules. Quantitative and Qualitative Insights from the Field of Communication and Media Studies in Switzerland

    Energy Technology Data Exchange (ETDEWEB)

    Buhmann, A.; Lepori, B.; Ingenhoff, D.

    2016-07-01

    Contemporary developments in the academic profession, such as increasing financial constraints, processes of differentiation, marketization, and rising international co-operation and competition, have a bearing on human resource management in higher education and research institutions (Enders & Musselin, 2008; Enders & Teichler, 1997). One aspect of these trends is the introduction of university-level rules on hiring and career development, which largely follow new public management approaches and focus on competition, mobility and performance as key criteria for hiring and internal promotions (Kehm & Teichler, 2013; Goastellec, Park, Ates & Toffel, 2013). At the same time universities remain largely decentralized organizations and much of the personnel selection takes place at the level of departments (Bleiklie, Enders & Lepori, 2015). (Author)

  12. Fuel safety criteria technical review - Results of OECD/CSNI/PWG2 Task Force on Fuel Safety Criteria

    International Nuclear Information System (INIS)

    Hollasky, N.; Valtonen, K.; Hache, G.; Gross, H.; Bakker, K.; Recio, M.; Bart, G.; Zimmermann, M.; Van Doesburg, W.; Killeen, J.; Meyer, R.O.; Speis, T.

    2000-01-01

    With the advent of advanced fuel and core designs, the adoption of more aggressive operational modes and the implementation of more accurate (best estimate or statistical) design and analysis methods, there is a concern if safety margins have remained adequate. Most - if not all - of the currently existing safety criteria were established during the 60's and early 70's, and verified against experiments with fuel that was available at that time, mostly with unirradiated specimens. Verification was of course performed as designs progressed in later years, however mostly with the aim to be able to prove that these designs adequately complied with existing criteria, and not to establish new limits. The OECD/CSNI/PWG2 Task Force on Fuel Safety Criteria (TFFSC) was therefore given the mandate to technically review the existing fuel safety criteria, focusing on the 'new design' elements (new fuel and core design, cladding materials, manufacturing processes, high burnup, MOX, etc.) introduced by the industry. It should also identify if additional efforts may be required (experimental, analytical) to ensure that the basis for fuel safety criteria is adequate to address the relevant safety issues. In this report, fuel-related criteria are discussed without attempting to categorize them according to event type or risk significance. For each of these 20 criteria, we present a brief description of the criterion as it is used in several applications along with the rationale for having such a criterion. New design elements, such as different cladding materials, higher burnup, and the use of MOX fuels, can affect fuel-related margins and, in some cases, the criteria themselves. Some of the more important effects are mentioned in order to indicate whether the criteria need to be re-evaluated. The discussion may not cover all possible effects, but should be sufficient to identify those criteria that need to be addressed. A summary of these discussions is given in Section 7. As part

  13. Arrhythmogenic Right Ventricular Dysplasia/Cardiomyopathy Diagnostic Task Force Criteria Impact of New Task Force Criteria

    NARCIS (Netherlands)

    Cox, Moniek G. P. J.; van der Smagt, Jasper J.; Noorman, Maartje; Wiesfeld, Ans C.; Volders, Paul G. A.; van Langen, Irene M.; Atsma, Douwe E.; Dooijes, Dennis; Houweling, Arjan C.; Loh, Peter; Jordaens, Luc; Arens, Yvonne; Cramer, Maarten J.; Doevendans, Pieter A.; van Tintelen, Peter; Wilde, Arthur A. M.; Hauer, Richard N. W.

    Background-Arrhythmogenic Right Ventricular Dysplasia/Cardiomyopathy (ARVD/C) Diagnostic Task Force Criteria (TFC) proposed in 1994 are highly specific but lack sensitivity. A new international task force modified criteria to improve diagnostic yield. A comparison of diagnosis by 1994 TFC versus

  14. OSCILLATION CRITERIA FOR FORCED SUPERLINEAR DIFFERENCE EQUATIONS

    Institute of Scientific and Technical Information of China (English)

    2008-01-01

    Using Riccati transformation techniques,some oscillation criteria for the forced second-order superlinear difference equations are established.These criteria are dis- crete analogues of the criteria for differential equations proposed by Yan.

  15. Principles and Criteria for Design

    DEFF Research Database (Denmark)

    Beghin, D.; Cervetto, D.; Hansen, Peter Friis

    1997-01-01

    The mandate of ISSC Committee IV.1 on principles and Criteria for Design is to report on the following:The ongoing concern for quantification of general economic and safety criteria for marine structures and for the development of appropriate principles for rational life cycle design using...

  16. Diagnostic criteria for vascular dementia

    NARCIS (Netherlands)

    Scheltens, P.; Hijdra, A. H.

    1998-01-01

    The term vascular dementia implies the presence of a clinical syndrome (dementia) caused by, or at least assumed to be caused by, a specific disorder (cerebrovascular disease). In this review, the various sets of criteria used to define vascular dementia are outlined. The various sets of criteria

  17. Recommended criteria for the evaluation of on-site nuclear power plant emergency plans, volume II: criteria

    International Nuclear Information System (INIS)

    1997-01-01

    A critical review of existing Canadian and international nuclear power plant (NPP) emergency plans, evaluation criteria, and approaches has been conducted to provide AECB staff with information which can be used to assess the adequacy of NPP on-site emergency response plans. The results of this work are published in two volumes. Volume I, Basis Document, provides the reasons why certain requirements are in place. It also gives comprehensive references to various standards.Volume II, Criteria, contains the criteria which relate to on-site actions and their integration with control room activities and the roles of off-site responsible organizations. The recommended criteria provide information on what is required, and not on how to accomplish the requirements. The licensees are given the latitude to decide on the methods and processes needed to meet the requirements. The documents do not address NPP off-site plans and response capability, or the control room emergency operating procedures and response capability. This report contains only Volume II: Criteria. 55 refs., 2 tabs., 1 fig

  18. Social Advertising Quality: Assessment Criteria

    Directory of Open Access Journals (Sweden)

    S. B. Kalmykov

    2017-01-01

    Full Text Available Purpose: the The purpose of the publication is development of existing criterial assessment in social advertising sphere. The next objectives are provided for its achievement: to establish research methodology, to develop the author’s version of necessary notional apparatus and conceptual generalization, to determine the elements of social advertising quality, to establish the factors of its quality, to conduct the systematization of existing criteria and measuring instruments of quality assessment, to form new criteria of social advertising quality, to apply received results for development of criterial assessment to determine the further research perspectives. Methods: the methodology of research of management of social advertising interaction with target audience, which has dynamic procedural character with use of sociological knowledge multivariate paradigmatic status, has been proposed. Results: the primary received results: the multivariate paradigmatic research basis with use of works of famous domestic and foreign scientists in sociology, qualimetry and management spheres; the definitions of social advertising, its quality, sociological quality provision system, target audience behavior model during social advertising interaction are offered; the quality factors with three groups by level of effect on consumer are established; the systematization of existing quality and its measure instruments assessment criteria by detected social advertising quality elements are conducted; the two new criteria and its management quality assessment measuring instruments in social advertising sphere are developed; the one of the common groups of production quality criteria – adaptability with considering of new management quality criteria and conducted systematization of existing social advertising creative quality assessment criteria development; the perspective of further perfection of quality criterial assessment based on social advertising

  19. Evolving fuzzy rules for relaxed-criteria negotiation.

    Science.gov (United States)

    Sim, Kwang Mong

    2008-12-01

    In the literature on automated negotiation, very few negotiation agents are designed with the flexibility to slightly relax their negotiation criteria to reach a consensus more rapidly and with more certainty. Furthermore, these relaxed-criteria negotiation agents were not equipped with the ability to enhance their performance by learning and evolving their relaxed-criteria negotiation rules. The impetus of this work is designing market-driven negotiation agents (MDAs) that not only have the flexibility of relaxing bargaining criteria using fuzzy rules, but can also evolve their structures by learning new relaxed-criteria fuzzy rules to improve their negotiation outcomes as they participate in negotiations in more e-markets. To this end, an evolutionary algorithm for adapting and evolving relaxed-criteria fuzzy rules was developed. Implementing the idea in a testbed, two kinds of experiments for evaluating and comparing EvEMDAs (MDAs with relaxed-criteria rules that are evolved using the evolutionary algorithm) and EMDAs (MDAs with relaxed-criteria rules that are manually constructed) were carried out through stochastic simulations. Empirical results show that: 1) EvEMDAs generally outperformed EMDAs in different types of e-markets and 2) the negotiation outcomes of EvEMDAs generally improved as they negotiated in more e-markets.

  20. Summarized water quality criteria

    International Nuclear Information System (INIS)

    Kempster, P.L.; Hattingh, W.H.J.; Van Vliet, H.R.

    1980-08-01

    The available world literature from 27 sources on existing water quality criteria are summarized for the 15 main uses of water. The minimum, median and maximum specified values for 96 different determinands are included. Under each water use the criteria are grouped according to the functional significance of the determinands e.g. aesthetic/physical effects, high toxic potential, low toxic potential etc. A synopsis is included summarizing salient facts for each determinand such as the conditions under which it is toxic and its relationship to other determinands. The significance of the criteria is briefly discussed and the importance of considering functional interactions between determinands emphasized in evaluating the potential for toxic or beneficial effects. From the source literature it appears that the toxic potential, in addition to being determined by concentration, is also affected by the origin of the substance concerned, i.e. whether from natural sources or from anthropogenic pollution

  1. Empty Offices.

    Science.gov (United States)

    Cunningham, William G.; Burdick, Glenn R.

    1999-01-01

    Survey responses from 175 public school superintendents blamed school boards for the dwindling supply of qualified applicants for the superintendency. The top problem is micromanagement by the school board. The time and stress of the superintendency ranks second, cited by more than 53 percent of respondents. Diminishing financial resources were…

  2. NWTS program criteria for mined geologic disposal of nuclear waste: program objectives, functional requirements, and system performance criteria

    International Nuclear Information System (INIS)

    1982-03-01

    The NWTS-33 series, of which this document is a part, provides guidance for the National Waste Terminal Storage (NWTS) program in the development and implementation of licensed mined geologic disposal systems for solidified high-level and TRU wastes. Program objectives, functional requirements, and system performance criteria are found in this document. At the present time final criteria have not been issued by the Nuclear Regulatory Commission (NRC) and Environmental Protection Agency (EPA). The criteria in these documents have been developed on the basis of DOE's judgment of what is required to protect the health and safety of the public and the quality of the environment. It is expected that these criteria will be consistent with regulatory standards. The criteria will be re-evaluated on a periodic basis to ensure that they remain consistent with national waste management policy and regulatory requirements. A re-evaluation will be made when final criteria are promulgated by the NRC and EPA. A background section that briefly describes the mined geologic disposal system and explains the hierarchy and application of the NWTS criteria is included in Section 2.0. Secton 3.0 presents the program objectives, Section 4.0 functional requirements, Secton 5.0 the system performance criteria, and Section 6.0 quality assurance and standards. A draft of this document was issued for public comment in April 1981. Appendix A contains the DOE responses to the comments received. Appendix B is a glossary

  3. Criteria for onsite transfers of radioactive material

    International Nuclear Information System (INIS)

    Opperman, E.K.; Jackson, E.J.; Eggers, A.G.

    1992-01-01

    A general description of the requirements for making onsite transfers of radioactive material is provided in Chapter 2, along with the required sequencey of activities. Various criteria for package use are identified in Chapters 3-13. These criteria provide protection against undue radiation exposure. Package shielding, containment, and surface contamination requirements are established. Criteria for providing criticality safety are enumerated in Chapter 6. Criteria for providing hazards information are established in Chapter 13. A glossary is provided

  4. 40 CFR 258.24 - Air criteria.

    Science.gov (United States)

    2010-07-01

    ... SOLID WASTE LANDFILLS Operating Criteria § 258.24 Air criteria. (a) Owners or operators of all MSWLFs... wastes, silvicultural wastes, landclearing debris, diseased trees, or debris from emergency cleanup...

  5. Criteria voor het beoordelen van tentamenuitwerkingen in het vak Programmeren [Assessment Criteria in Computer Programming Courses

    NARCIS (Netherlands)

    van den Berg, Klaas; van Diepen, N.M.; van Dijk, H.W.; Koppelman, Hermannus; Moerkerke, G.; Roossink, H.J.

    Bij het beoordelen is het belangrijk te weten welke criteria gehanteerd moeten worden. Met behulp van een vragenlijstonderzoek onder de docenten is een beperkt aantal criteria geselecteerd die gehanteerd moeten worden bij de cursus Inleiding in het Programmeren.

  6. State-wide performance criteria for international safeguards

    International Nuclear Information System (INIS)

    Budlong-Sylvester, K.W.; Pilat, Joseph F.; Stanbro, W.D.

    2001-01-01

    Traditionally, the International Atomic Energy Agency (IAEA) has relied upon prescriptive criteria to guide safeguards implementation. The prospect of replacing prescriptive safeguards criteria with more flexible performance criteria would constitute a structural change in safeguards and raises several important questions. Performance criteria imply that while safeguards goals will be fixed, the means of attaining those goals will not be explicitly prescribed. What would the performance objectives be under such a system? How would they be formulated? How would performance be linked to higher level safeguards objectives? How would safeguards performance be measured State-wide? The implementation of safeguards under performance criteria would also signal a dramatic change in the manner the Agency does business. A higher degree of flexibility could, in principle, produce greater effectiveness and efficiency, but would come with a need for increased Agency responsibility in practice. To the extent that reliance on prescriptive criteria decreases, the burden of justifying actions and ensuring their transparency will rise. Would there need to be limits to safeguards implementation? What would be the basis for setting such limits? This paper addresses these and other issues and questions relating to both the formulation and the implementation of performance-based criteria.

  7. Accident analysis and DOE criteria

    International Nuclear Information System (INIS)

    Graf, J.M.; Elder, J.C.

    1982-01-01

    In analyzing the radiological consequences of major accidents at DOE facilities one finds that many facilities fall so far below the limits of DOE Order 6430 that compliance is easily demonstrated by simple analysis. For those cases where the amount of radioactive material and the dispersive energy available are enough for accident consequences to approach the limits, the models and assumptions used become critical. In some cases the models themselves are the difference between meeting the criteria or not meeting them. Further, in one case, we found that not only did the selection of models determine compliance but the selection of applicable criteria from different chapters of Order 6430 also made the difference. DOE has recognized the problem of different criteria in different chapters applying to one facility, and has proceeded to make changes for the sake of consistency. We have proposed to outline the specific steps needed in an accident analysis and suggest appropriate models, parameters, and assumptions. As a result we feed DOE siting and design criteria will be more fairly and consistently applied

  8. Radiological protection criteria for waste management

    International Nuclear Information System (INIS)

    Hill, M.D.; Webb, G.A.M.

    1985-01-01

    In this paper the progress being made by international organisations towards the development of a consensus on the radiological protection criteria to be applied to waste management, and in particular waste disposal, is reviewed. Against this background, work on the development of criteria for use in the UK is described. It is concluded that an international consensus is emerging and that the criteria being recommended for use in the UK are consistent with current international views. (author)

  9. Radiological protection criteria for waste management

    International Nuclear Information System (INIS)

    Hill, M.D.; Webb, G.A.M.

    1985-01-01

    In this Paper the progress being made by international organizations towards the development of a consensus on the radiological protection criteria to be applied to waste management, and in particular waste disposal, is reviewed. Against this background, work on the development of criteria for use in the UK is described. It is concluded that an international consensus is emerging and that the criteria being recommended for use in the UK are consistent with current international views. (author)

  10. Making the most of on-line recruiting.

    Science.gov (United States)

    Cappelli, P

    2001-03-01

    Ninety percent of large U.S. companies are already recruiting via the Internet. By simply logging on to the Web, company recruiters can locate vast numbers of qualified candidates for jobs at every level, screen them in minutes, and contact the most promising ones immediately. The payoffs can be enormous: it costs substantially less to hire someone on-line, and the time saved is equally great. In this article, Peter Cappelli examines some of the emerging service providers and technologies--matchmakers, job boards, hiring management systems software, and applicant-screening mechanisms that test skills and record interests. He also looks at some of the strategies companies are adopting as they enter on-line labor markets. Recruiting needs to be refashioned to resemble marketing, he stresses. Accordingly, smart companies are designing Web pages, and even product ads, with potential recruits in mind. They're giving line managers authority to hire so that candidates in cyberspace aren't lost. They're building internal on-line job networks to retain talent. Integrating recruiting efforts with overall marketing campaigns, especially through coordination and identification with the company's brand, is the most important thing companies can do to ensure success in on-line hiring. Along the way, Cappelli sounds two cautionary notes. First, a human touch, not electronic contact, is vital in the last steps of a successful hiring process. Second, companies must make sure that on-line testing and hiring criteria do not discriminate against women, disabled people, workers over 40, or members of minority groups. When competition for talent is fierce, companies that master the art and science of on-line recruiting will be the ones that attract and keep the best people.

  11. Development of small reactor safety criteria in Canada

    International Nuclear Information System (INIS)

    Ernst, P.C.; French, P.M.; Axford, D.J.; Snell, V.G.

    1990-01-01

    A number of new small reactor designs have been proposed in Canada over the last several years and some have reached the stage where licensing discussions have been initiated with the Atomic Energy Control Board (AECB). An inter-organizational Small Reactor Criteria (SRC) working group was formed in 1988 to propose safety and licensing criteria for these small reactors. Two levels of criteria are proposed. The first level forms a safety philosophy and the second is a set of criteria for specific reactor applications. The safety philosophy consists of three basic safety objectives together with evaluation criteria, and fourteen fundamental principles measured by specific criteria, which must be implemented to meet the safety objectives. Two of the fourteen principles are prime: defence in depth, and safety culture; the other twelve principles can be seen as deriving from them. A benefit of this approach is that the concepts of defence in depth and safety culture become well-defined. The objectives and principles are presented in the paper and their criteria are summarized. The second level of criteria, under development, will form a safety application set and will provide small reactor criteria in a number of general areas, such as regulatory process and safety assessment, as well as for specific reactor life-cycle activities, from siting through to decommissioning. The criteria are largely deterministic. However, the frequencies and consequences of postulated accidents are assessed against numerical criteria to assist in judging the acceptability of plant design, operation, and proposed siting. All criteria proposed are designed to be testable in some evidentiary fashion, readily enabling an assessment of compliance for a given proposal

  12. Fatores de satisfação com o uso de autônomos no transporte rodoviário de cargas Satisfaction factors with the use of for-hire trucking in road transportation

    Directory of Open Access Journals (Sweden)

    Peter Fernandes Wanke

    2012-08-01

    Full Text Available No Brasil, o transporte de cargas é predominantemente rodoviário e depende fortemente da subcontratação de motoristas autônomos. Este artigo apresenta resultados de survey conduzido com 105 embarcadores - listados no Ranking Exame Melhores e Maiores - para avaliar os principais fatores relacionados à satisfação com os serviços prestados pelos autônomos, agrupando-se as empresas contratantes (embarcadores em termos de necessidades comuns de serviço. Os resultados apontam para três grandes grupos de embarcadores, nos quais a qualidade de serviço percebida depende do uso intensivo de autônomos, do volume de carga transportado anualmente e do nível de exigência quanto à segurança dos carregamentos.In Brazil, cargo transportation services are predominantly based on truckloads and are dependent mostly on for-hire trucking. This paper reports on a survey conducted with 105 carriers - listed at "Exame - Melhores e Maiores" magazine ranking - to evaluate the major factors related to the satisfaction with the services provided, and also to cluster carriers in terms of common requirements of transportation services. Results indicate three major groups of carriers, in which the service quality perceptions depend on the intensive use of for-hire trucking, the aggregate volume transported per year, and the shipments required safety levels.

  13. Towards a Risk-based Decision Support for Offshore Wind Turbine Installation and Operation & Maintenance

    DEFF Research Database (Denmark)

    Gintautas, Tomas; Sørensen, John Dalsgaard; Vatne, Sigrid Ringdalen

    2016-01-01

    Costs of operation & maintenance, assembly, transport and installation of offshore wind turbines contribute significantly to the total cost of offshore wind farm. These operations are mostly carried out by specific ships that have to be hired for the operational phase and for duration of installa......Costs of operation & maintenance, assembly, transport and installation of offshore wind turbines contribute significantly to the total cost of offshore wind farm. These operations are mostly carried out by specific ships that have to be hired for the operational phase and for duration...... of installation process, respectively. Duration, and therefore ship hiring costs is, among others, driven by waiting time for weather windows for weather-sensitive operations. Today, state of the art decision making criteria for weather-sensitive operations are restrictions to the significant wave height...... and the average wind velocity at reference height. However, actual limitations are physical, related to response of equipment used e.g. crane wire tension, rotor assembly motions while lifting, etc. Transition from weather condition limits to limits on physical equipment response in decision making would improve...

  14. MDS clinical diagnostic criteria for Parkinson's disease in China.

    Science.gov (United States)

    Li, Jun; Jin, Miao; Wang, Li; Qin, Bin; Wang, Kang

    2017-03-01

    The Movement Disorder Society Clinical Diagnostic Criteria for Parkinson's disease (MDS-PD Criteria) was introduced by the Movement Disorder Society in 2015 for research purposes. However, its use for clinical diagnosis of Parkinson disease still needs further revision. This study compares the UK-Criteria versus MDS-PD Criteria in the clinical diagnosis of Parkinson disease referred to the China-Japan Friendship Hospital of Beijing, China. To compare the MDS-PD Criteria with the UK-Criteria and discuss the feasibility of the clinical application of MDS-PD Criteria as a general guide to clinical diagnosis of PD in Chinese PD patients. 150 patients of neurology clinic of China-Japan Friendship Hospital of Beijing were recruited in our research. They were divided into three groups: UK-Criteria group, MDS-PD Criteria group and a combined group of UK and MDS-PD Criteria. Clinical history was collected while physical and auxiliary examinations were done by a trained neurologist according to the corresponding criteria. An interrater reliability analysis using the Kappa statistic claimed substantial agreement (κ = 0.626) between the MDS-PD Criteria and the UK-Criteria. The differences between the diagnostic results of these two criteria were statistically significant by paired Chi-square test (p = 0.000). It was found that levodopa-induced dyskinesia had a good positive predictive value, while early bulbar impairment and inspiratory dysfunction presented a negative predictive value. The MDS-PD Criteria emphasize the importance of non-motor symptoms, keeping the motor symptoms as the core for the clinical diagnosis of PD, and establish categories of diagnosis features and levels of certainty which are more complete and organized to be used and replicated by non specialized physicians to evaluated patients with Parkinsonism. The higher sensitivity of MDS-PD Criteria compared with UK-Criteria is worth being widely used in clinical work.

  15. Carotid Consensus Panel duplex criteria can replace modified University of Washington criteria without affecting accuracy.

    Science.gov (United States)

    Kim, Ann H; Augustin, Gener; Shevitz, Andrew; Kim, Hannah; Trivonovich, Michael R; Powell, Alexis R; Kumins, Norman; Tarr, Robert; Kashyap, Vikram S

    2018-04-01

    The decision to intervene for internal carotid stenosis often depends on the degree of stenosis seen on duplex ultrasound (US). The aim of this study is to compare the diagnostic accuracy of two criteria: modified University of Washington (UW) and 2003 Carotid Consensus Panel (CCP). All patients undergoing US in an accredited (IAC) vascular laboratory from January 2010 to June 2015 were reviewed ( n=18,772 US exams). Patients receiving a neck computed tomography angiography (CTA) within 6 months of the US were included in the study ( n=254). The degree of stenosis was determined by UW/CCP criteria and confirmed on CTA images using North American Symptomatic Carotid Endarterectomy Trial (NASCET)/European Carotid Surgery Trial (ECST) schema. Kappa analysis with 95% confidence intervals (CIs) were utilized to determine duplex-CTA agreement. A total of 417 carotid arteries from 221 patients were assessed in this study. The modified UW criteria accurately classified 266 (63.9%, kappa = 0.321, 95% CI 0.255 to 0.386) cases according to NASCET-derived measurements. The sensitivity, specificity, and accuracy at ≥ 60% stenosis were 65.7%, 81.3%, and 81.9%. The CCP criteria resulted in 296 (70.9%) accurate diagnoses (kappa = 0.359, 95% CI 0.280 to 0.437). At ≥ 70% stenosis, the sensitivity, specificity and accuracy were 38.8%, 91.6%, and 87.1% for NASCET. Comparison of the duplex results to ECST-derived CTA measurements revealed a similar trend (UW 53.1%, κ = 0.301 vs CCP 62.1%, κ = 0.315). The CCP criteria demonstrate a higher concordance rate with measurements taken from CTAs. The CCP criteria may be more sensitive in classifying clinically significant degrees of stenosis without a loss in diagnostic accuracy.

  16. 24 CFR 1003.400 - Criteria for funding.

    Science.gov (United States)

    2010-04-01

    ... tribal or Federal funding sources cannot be made available to alleviate the threat. (c) HUD will... 24 Housing and Urban Development 4 2010-04-01 2010-04-01 false Criteria for funding. 1003.400... Grants § 1003.400 Criteria for funding. The following criteria apply to requests for assistance under...

  17. Design Criteria for Achieving Acceptable Indoor Radon Concentration

    DEFF Research Database (Denmark)

    Rasmussen, Torben Valdbjørn

    2016-01-01

    Design criteria for achieving an acceptable indoor radon concentration are presented in this paper. The paper suggests three design criteria. These criteria have to be considered at the early stage of the building design phase to meet the latest recommendations from the World Health Organization...... in most countries. The three design criteria are; first, establishing a radon barrier facing the ground; second, lowering the air pressure in the lower zone of the slab on ground facing downwards; third, diluting the indoor air with outdoor air. The first two criteria can prevent radon from infiltrating...... from the ground, and the third criteria can dilute the indoor air. By combining these three criteria, the indoor radon concentration can be lowered achieving an acceptable level. In addition, a cheap and reliable method for measuring the radon concentration in the indoor air is described. The provision...

  18. Ebook Evaluation Criteria: A Proposed Checklist

    Directory of Open Access Journals (Sweden)

    Amir Ghaebi

    2010-09-01

    Full Text Available E-books embody diverse features, each of which could contribute towards increasing their user-agreeability and attracting more users. In order to select an Ebook best suited to their needs, both users and librarians consider a set of criteria. The present study aims at providing the evaluation criteria from the standpoint of both the users and librarys by employing two approaches, i.e. through considering the characteristics of the electronic environment, and also maintaining the desired features of the printed media in E-books. By reviewing the resources published in the field of E-books, 15 criteria along with 101 components have been collectively discussed for evaluation of the suitable E-book for users and libraries. Four criteria with 24 components have been solely devised for libraries and librarians.

  19. Water Quality Criteria

    Science.gov (United States)

    EPA develops water quality criteria based on the latest scientific knowledge to protect human health and aquatic life. This information serves as guidance to states and tribes in adopting water quality standards.

  20. Criteria for controlled atmosphere chambers

    International Nuclear Information System (INIS)

    Robinson, J.N.

    1980-03-01

    The criteria for design, construction, and operation of controlled atmosphere chambers intended for service at ORNL are presented. Classification of chambers, materials for construction, design criteria, design, controlled atmosphere chamber systems, and operating procedures are presented. ORNL Safety Manual Procedure 2.1; ORNL Health Physics Procedure Manual Appendix A-7; and Design of Viewing Windows are included in 3 appendices

  1. Quality criteria for cardiac images: An update

    International Nuclear Information System (INIS)

    Bernardi, G.; Bar, O.; Jezewski, T.; Vano, E.; Maccia, C.; Trianni, A.; Padovani, R.

    2008-01-01

    The DIMOND II and III Cardiology Groups have agreed on quality criteria for cardiac images and developed a scoring system, to provide a tool to test quality of coronary angiograms, which was demonstrated to be of value in clinical practice. In the last years, digital flat panel technology has been introduced in cardiac angiographic systems and the radiological technique may have been influenced by the better performance of these new detectors. This advance in digital imaging, together with the lesson learned from previous studies, warranted the revision of the quality criteria for cardiac angiographic images as formerly defined. DIMOND criteria were reassessed to allow a simpler evaluation of angiograms. Clinical criteria were simplified and separated from technical criteria. Furthermore, the characteristics of an optimised angiographic technique have been outlined. (authors)

  2. User perspectives on relevance criteria

    DEFF Research Database (Denmark)

    Maglaughlin, Kelly L.; Sonnenwald, Diane H.

    2002-01-01

    , partially relevant, or not relevant to their information need; and explained their decisions in an interview. Analysis revealed 29 criteria, discussed positively and negatively, that were used by the participants when selecting passages that contributed or detracted from a document's relevance......This study investigates the use of criteria to assess relevant, partially relevant, and not-relevant documents. Study participants identified passages within 20 document representations that they used to make relevance judgments; judged each document representation as a whole to be relevant...... matter, thought catalyst), full text (e.g., audience, novelty, type, possible content, utility), journal/publisher (e.g., novelty, main focus, perceived quality), and personal (e.g., competition, time requirements). Results further indicate that multiple criteria are used when making relevant, partially...

  3. A NSSS supplier's response to differing safety criteria

    International Nuclear Information System (INIS)

    Cremades, J.; Filkin, R.; Franke, Th.

    1980-01-01

    The limited progress achieved to date in harmonizing national criteria has led to the development of designs which include the most common national requirements. Progress towards harmonization of safety criteria can be accelerated by expanding the IAEA leadership and co-ordination activities, and implementing an integrated approach to criteria development. National and International safety criteria are examined. (author)

  4. DOE Standard: Fire protection design criteria

    International Nuclear Information System (INIS)

    1999-07-01

    The development of this Standard reflects the fact that national consensus standards and other design criteria do not comprehensively or, in some cases, adequately address fire protection issues at DOE facilities. This Standard provides supplemental fire protection guidance applicable to the design and construction of DOE facilities and site features (such as water distribution systems) that are also provided for fire protection. It is intended to be used in conjunction with the applicable building code, National Fire Protection Association (NFPA) Codes and Standards, and any other applicable DOE construction criteria. This Standard replaces certain mandatory fire protection requirements that were formerly in DOE 5480.7A, ''Fire Protection'', and DOE 6430.1A, ''General Design Criteria''. It also contains the fire protection guidelines from two (now canceled) draft standards: ''Glove Box Fire Protection'' and ''Filter Plenum Fire Protection''. (Note: This Standard does not supersede the requirements of DOE 5480.7A and DOE 6430.1A where these DOE Orders are currently applicable under existing contracts.) This Standard, along with the criteria delineated in Section 3, constitutes the basic criteria for satisfying DOE fire and life safety objectives for the design and construction or renovation of DOE facilities

  5. On melting criteria for complex plasma

    International Nuclear Information System (INIS)

    Klumov, Boris A

    2011-01-01

    The present paper considers melting criteria for a plasma crystal discovered in dust plasma in 1994. Separate discussions are devoted to three-dimensional (3D) and two-dimensional (2D) systems. In the 3D case, melting criteria are derived based on the properties of local order in a system of microparticles. The order parameters are constructed from the cumulative distributions of the microparticle probability distributions as functions of various rotational invariants. The melting criteria proposed are constructed using static information on microparticle positions: a few snapshots of the system that allow for the determination of particle coordinates are enough to determine the phase state of the system. It is shown that criteria obtained in this way describe well the melting and premelting of 3D complex plasmas. In 2D systems, a system of microparticles interacting via a screened Coulomb (i.e., Debye-Hueckel or Yukawa) potential is considered as an example, using molecular dynamics simulations. A number of new order parameters characterizing the melting of 2D complex plasmas are proposed. The order parameters and melting criteria proposed for 2D and 3D complex plasmas can be applied to other systems as well. (methodological notes)

  6. Modern dimensioning criteria for pressure vessels

    International Nuclear Information System (INIS)

    Roche, Roland.

    1975-01-01

    Some ideas on modern dimensioning criteria are given and their advantages with regard to both safety and economy are shown. In general these criteria result from considerations on possible damage to the apparatus in service and the modes of breakdown liable to follow. They are general enough to allow for a variety of dimensioning methods both experimental and theoretical, with special reference to modern computerized digital analysis techniques. As a practical example however some notions are given on the simplest means of computing dimensions in accordance with these criteria [fr

  7. Separability criteria for genuine multiparticle entanglement

    NARCIS (Netherlands)

    Guhne, O.; Seevinck, M.P.|info:eu-repo/dai/nl/304847399

    2010-01-01

    We present a method to derive separability criteria for different classes of multiparticle entanglement, especially genuine multiparticle entanglement. The resulting criteria are necessary and sufficient for certain families of states. This, for example, completely solves the problem of classifying

  8. Separability Criteria for Genuine Multiparticle Entanglement

    NARCIS (Netherlands)

    Guehne, O.; Seevinck, M.P.

    2010-01-01

    We present a method to derive separability criteria for different classes of multiparticle entanglement, especially genuine multiparticle entanglement. The resulting criteria are necessary and sufficient for certain families of states. This, for example, completely solves the problem of classifying

  9. Evaluating Dependence Criteria for Caffeine.

    Science.gov (United States)

    Striley, Catherine L W; Griffiths, Roland R; Cottler, Linda B

    2011-12-01

    Background: Although caffeine is the most widely used mood-altering drug in the world, few studies have operationalized and characterized Diagnostic and Statistical Manual IV (DSM-IV) substance dependence criteria applied to caffeine. Methods: As a part of a nosological study of substance use disorders funded by the National Institute on Drug Abuse, we assessed caffeine use and dependence symptoms among high school and college students, drug treatment patients, and pain clinic patients who reported caffeine use in the last 7 days and also reported use of alcohol, nicotine, or illicit drugs within the past year ( n =167). Results: Thirty-five percent met the criteria for dependence when all seven of the adopted DSM dependence criteria were used. Rates of endorsement of several of the most applicable diagnostic criteria were as follows: 26% withdrawal, 23% desire to cut down or control use, and 44% continued use despite harm. In addition, 34% endorsed craving, 26% said they needed caffeine to function, and 10% indicated that they talked to a physician or counselor about problems experienced with caffeine. There was a trend towards increased caffeine dependence among those dependent on nicotine or alcohol. Within a subgroup that had used caffeine, alcohol, and nicotine in the past year, 28% fulfilled criteria for caffeine dependence compared to 50% for alcohol and 80% for nicotine. Conclusion: The present study adds to a growing literature suggesting the reliability, validity, and clinical utility of the caffeine dependence diagnosis. Recognition of caffeine dependence in the DSM-V may be clinically useful.

  10. Reliability criteria for voltage stability

    Energy Technology Data Exchange (ETDEWEB)

    Taylor, Carson W; Silverstein, Brian L [Bonneville Power Administration, Portland, OR (United States)

    1994-12-31

    In face of costs pressures, there is need to allocate scare resources more effectively in order to achieve voltage stability. This naturally leads to development of probabilistic criteria and notions of rick management. In this paper it is presented a discussion about criteria for long term voltage stability limited to the case in which the time frames are topically several minutes. (author) 14 refs., 1 fig.

  11. Dismissal: Important criteria in managerial decision-making

    Directory of Open Access Journals (Sweden)

    Fabricio Stocker

    2018-04-01

    Full Text Available Knowledge about dismissal decision-making, particularly concerning the criteria used by managers in choosing who will be dismissed and why, is scarce. Considering the implications of such decisions for organizations and society, in this paper, we identify the seven most frequently used criteria in dismissal decisions and examine their importance for managers. We collected data through a survey among 385 managers and used the rational ranking and the multicriteria Analytic Hierarchy Process (AHP to analyze them. The results show that commitment, performance records, and trust have the greatest impact on the dismissal decision, whereas interpersonal relationship, growth potential, and professional experience are considered secondary criteria. These results contribute to extending our knowledge about dismissal decisions and showing the most relevant criteria in these choices and the relevance assigned to each of the criteria so that greater transparency can be achieved.

  12. An objective approach to determining criteria weights

    Directory of Open Access Journals (Sweden)

    Milić R. Milićević

    2012-01-01

    Full Text Available This paper presents an objective approach to determining criteria weights that can be successfully used in multiple criteria models. The methods of entropy, CRITIC and FANMA are presented in this paper as well as a possible combination of the methods of objective and subjective approaches. Although based on different theoretical settings, and therefore with different algorithms of realization, all methods have a decision matrix as a starting point. An objective approach to determining the weight of criteria eliminates the negative impacts of a decision maker on criteria weights as well as on the final solution of multicriteria problems. The main aim of this paper is to systematize description procedures as a kind of help when encountering a problem of determining the criteria weights for solving multicriteria tasks. A possibility of the method application is shown in a numerical example.

  13. Qualitative vs. quantitative atopic dermatitis criteria

    DEFF Research Database (Denmark)

    Andersen, R M; Thyssen, J P; Maibach, H I

    2016-01-01

    This review summarizes historical aspects, clinical expression and pathophysiology leading to coining of the terms atopy and atopic dermatitis, current diagnostic criteria and further explore the possibility of developing quantitative diagnostic criteria of atopic dermatitis (AD) based on the imp...

  14. 29 CFR 1904.4 - Recording criteria.

    Science.gov (United States)

    2010-07-01

    ... criteria. (Needlestick and sharps injury cases, tuberculosis cases, hearing loss cases, medical removal... Relating to Labor (Continued) OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR RECORDING AND REPORTING OCCUPATIONAL INJURIES AND ILLNESSES Recordkeeping Forms and Recording Criteria § 1904.4...

  15. Technical and Soft Skills Expectations During the Transition from Recent Graduate to New Hire

    Science.gov (United States)

    Keane, C. M.

    2001-12-01

    Employer-applicant skill compatibility represents a major component of the career development process, particularly for new entrants to the job market. Newly minted geoscientists largely bring a distinct set of skills learned during their formal education and training, which combined with a broader view of the person are evaluated for career potential in today's major employers. University departments possess a strong view of their role in educating future geoscientists, including the skill sets imparted, the basis of education provided, and the expectation for how their students will evolve into colleagues in the profession. Regretfully, based on numerous surveys by both the American Geological Institute's Human Resources program and other independent studies, the formally transferred skills and expectations do not necessarily match those of many geoscience employers. While academia has increased its focus on increasing technical skills and greater specialization, most geoscience employers have further increased the technology gap between themselves and academia, leading most employers to seek broadly trained and well-educated graduates. Additionally, soft skills represent an area of major disagreement between what is considered important and what is considered feasible in a formal education. While debate continues both within industry and academia over the ideal set of soft skills, the great variance in soft skill demands lead to better opportunities for matching of graduate to employer. This debate further enhances the ongoing discussion of the role of the university, the importance of employer needs, and the health of the geoscience discipline within society. Fundamentally, the hiring and career development process remains as sequence of compromises for both the employer and the recent graduate.

  16. SCUBA and HIRES Results for Protostellar Cores in the MON OB1 Dark Cloud

    Science.gov (United States)

    Wolf-Chase, G.; Moriarty-Schieven, G.; Fich, M.; Barsony, M.

    1999-05-01

    We have used HIRES-processing of IRAS data and point-source modelling techniques (Hurt & Barsony 1996; O'Linger 1997; Barsony et al. 1998), together with submillimeter continuum imaging using the Submillimeter Common-User Bolometer Array (SCUBA) on the 15-meter James Clerk Maxwell Telescope (JCMT), to search CS cores in the Mon OB1 dark cloud (Wolf-Chase, Walker, & Lada 1995; Wolf-Chase & Walker 1995) for deeply embedded sources. These observations, as well as follow-up millimeter photometry at the National Radio Astronomy Observatory (NRAO) 12-meter telescope on Kitt Peak, have lead to the identification of two Class 0 protostellar candidates, which were previously unresolved from two brighter IRAS point sources (IRAS 06382+0939 & IRAS 06381+1039) in this cloud. Until now, only one Class 0 object had been confirmed in Mon OB1; the driving source of the highly-collimated outflow NGC 2264 G (Ward-Thompson, Eiroa, & Casali 1995; Margulis et al. 1990; Lada & Fich 1996), which lies well outside the extended CS cores. One of the new Class 0 candidates may be an intermediate-mass source associated with an H_2O maser, and the other object is a low-mass source which may be associated with a near-infrared jet, and possibly with a molecular outflow. We report accurate positions for the new Class 0 candidates, based on the SCUBA images, and present new SEDs for these sources, as well as for the brighter IRAS point sources. A portion of this work was performed while GWC held a President's Fellowship from the University of California. MB and GWC gratefully acknowledge financial support from MB's NSF CAREER Grant, AST97-9753229.

  17. Primary progressive multiple sclerosis diagnostic criteria: a reappraisal.

    Science.gov (United States)

    Montalban, X; Sastre-Garriga, J; Filippi, M; Khaleeli, Z; Téllez, N; Vellinga, M M; Tur, C; Brochet, B; Barkhof, F; Rovaris, M; Miller, D H; Polman, C H; Rovira, A; Thompson, A J

    2009-12-01

    The diagnostic criteria used in primary progressive (PP) and relapsing-remitting (RR) multiple sclerosis (MS) show substantial differences. This introduces complexity in the diagnosis of MS which could be resolved if these criteria could be unified in terms of the requirements for dissemination in space (DIS). The aim of this study was to assess whether a single algorithm may be used to demonstrate DIS in all forms of MS. Five sets of RRMS criteria for DIS were applied to a cohort of 145 patients with established PPMS (mean disease duration: 11 years - PPMS-1): C1: Barkhof-Tintoré (as in 2005 McDonald's criteria); C2: Swanton et al. (as in JNNP 2006); C3: presence of oligoclonal bands plus two lesions (as in McDonald's criteria); C4 and C5: a two-step approach was also followed (patients not fulfilling C1 or C2 were then assessed for C3). Two sets of PPMS criteria for DIS were applied: C6: Thompson et al. (as in 2001 McDonald's criteria); C7: 2005 McDonald criteria. A second sample of 55 patients with less than 5 years of disease duration (PPMS-2) was also analysed using an identical approach. For PPMS-1/PPMS-2, fulfilment was: C1:73.8%/66.7%; C2:72.1%/59.3%; C3:89%/79.2%; C4:96%/92.3%; C5:96%/85.7%; C6:85.8%/78.7%; C7:91%/80.4%. Levels of fulfilment suggest that the use of a single set of criteria for DIS in RRMS and PPMS might be feasible, and reinforce the added value of cerebrospinal fluid (CSF) findings to increase fulfilment in PPMS. Unification of the DIS criteria for both RRMS and PPMS could be considered in further revisions of the MS diagnostic criteria.

  18. Examining those Meeting IOM Criteria Versus IOM Plus Fibromyalgia.

    Science.gov (United States)

    Jason, Leonard A; McManimen, Stephanie; Sunnquist, Madison; Newton, Julia L; Strand, Elin Bolle

    2017-01-01

    The Institute of Medicine (IOM) recently developed clinical criteria for chronic fatigue syndrome (CFS). There might be additional criteria that could select a more homogenous and impaired group of patients, particularly those with pain. The current study focused on criteria which involved meeting the four IOM criteria, excluding medical and psychiatric co-morbidities, along with having fibromyalgia (FM). Findings indicated that those meeting the IOM clinical criteria plus FM were more impaired on a wide variety of symptoms and functional areas than those meeting on the IOM criteria or those with just 6 months of fatigue. The implications of using such research criteria are discussed.

  19. NWTS program criteria for mined geologic disposal of nuclear waste: repository performance and development criteria. Public draft

    Energy Technology Data Exchange (ETDEWEB)

    None

    1982-07-01

    This document, DOE/NWTS-33(3) is one of a series of documents to establish the National Waste Terminal Storage (NWTS) program criteria for mined geologic disposal of high-level radioactive waste. For both repository performance and repository development it delineates the criteria for design performance, radiological safety, mining safety, long-term containment and isolation, operations, and decommissioning. The US Department of Energy will use these criteria to guide the development of repositories to assist in achieving performance and will reevaluate their use when the US Nuclear Regulatory Commission issues radioactive waste repository rules.

  20. NWTS program criteria for mined geologic disposal of nuclear waste: repository performance and development criteria. Public draft

    International Nuclear Information System (INIS)

    1982-07-01

    This document, DOE/NWTS-33(3) is one of a series of documents to establish the National Waste Terminal Storage (NWTS) program criteria for mined geologic disposal of high-level radioactive waste. For both repository performance and repository development it delineates the criteria for design performance, radiological safety, mining safety, long-term containment and isolation, operations, and decommissioning. The US Department of Energy will use these criteria to guide the development of repositories to assist in achieving performance and will reevaluate their use when the US Nuclear Regulatory Commission issues radioactive waste repository rules

  1. Hybrid multiple criteria decision-making methods

    DEFF Research Database (Denmark)

    Zavadskas, Edmundas Kazimieras; Govindan, K.; Antucheviciene, Jurgita

    2016-01-01

    Formal decision-making methods can be used to help improve the overall sustainability of industries and organisations. Recently, there has been a great proliferation of works aggregating sustainability criteria by using diverse multiple criteria decision-making (MCDM) techniques. A number of revi...

  2. Radiation protection criteria in the long-range view

    International Nuclear Information System (INIS)

    Snihs, J.O.; Bergman, C.

    1989-01-01

    The report presents by way of introduction radiation protection criteria applied to radiological activities and to disposal of low-level and intermediate-level radioactive waste. In these cases it is primarily short-range views that are relevant, up to a few thousand years as a maximum. In the case of high-level wastes where the views may extend to more than hundreds of thousands years, there are not for the present any equally well stablished criteria. Based upon preliminary results from a Nordic team for criteria for high-level radioactive wastes, dose estimates in the long-range view and alternative assessment criteria are discussed. Proposals are also presented for 12 criteria that may be applicable. As the work is not yet finshed, the criteria are however merely preliminary

  3. Containment penetration design criteria and implementation

    International Nuclear Information System (INIS)

    Perry, R.F.; Rigamonti, G.; Dainora, J.

    1975-01-01

    A rational design criteria is presented which serves as a basis for the design and analysis of containment piping penetrations. The criteria includes the effect of temperature as well as mechanical loads for the full range of plant conditions. With this criteria various penetration flued head designs have been compared and optimization achieved. Sleeve wall dimensions and containment loads have been determined without reference to piping configuration. An interaction theory which allows the implementation of the criteria for the determination of design loads and minimum sleeve wall thickness. The interaction theory developed applies to elastic-perfectly plastic cylinders (pipes and sleeves) and accounts for the simultaneous load resultants of transverse shear force, bending moment, torsional moment, and axial force in addition to internal pipe pressure. Application of the theory developed to the determination of sleeve thickness and containment design loads is presented in detail. (Auth.)

  4. Floorball game skills (evaluation criteria)

    OpenAIRE

    Chlumský, Marek

    2013-01-01

    Title: Playing skills in floorball (evaluation criteria). Target: To create a list of playing skills which an ideal player should demonstrate. Find and verify the evaluation criteria of these skills and inspire trainers to develop these skills in the best way. Methods: Informal interviews, individually structured interviews, analysis and verification of data, pilot testing. Results: Defined playing skills in floorball, developed scale of values of floorball playing skills, creation of exercis...

  5. 42 CFR 456.5 - Evaluation criteria.

    Science.gov (United States)

    2010-10-01

    ...) MEDICAL ASSISTANCE PROGRAMS UTILIZATION CONTROL General Provisions § 456.5 Evaluation criteria. The agency must establish and use written criteria for evaluating the appropriateness and quality of Medicaid services. This section does not apply to services in hospitals and mental hospitals. For these facilities...

  6. [Primary childhood vasculitis new classification criteria

    DEFF Research Database (Denmark)

    Herlin, T.; Nielsen, Susan

    2008-01-01

    Primary vasculitis is seen in both adults and children, but some of the diseases like Kawasaki disease occur primarily in children. The Chapel Hill Classification Criteria for primary vasculitis refers to the size of vessels but has not been validated in children. Recently, new criteria...

  7. Diagnostic criteria for headache attributed to temporomandibular disorders.

    Science.gov (United States)

    Schiffman, Eric; Ohrbach, Richard; List, Thomas; Anderson, Gary; Jensen, Rigmor; John, Mike T; Nixdorf, Donald; Goulet, Jean-Paul; Kang, Wenjun; Truelove, Ed; Clavel, Al; Fricton, James; Look, John

    2012-07-01

    We assessed and compared the diagnostic accuracy of two sets of diagnostic criteria for headache secondary to temporomandibular disorders (TMD). In 373 headache subjects with TMD, a TMD headache reference standard was defined as: self-reported temple headache, consensus diagnosis of painful TMD and replication of the temple headache using TMD-based provocation tests. Revised diagnostic criteria for Headache attributed to TMD were selected using the RPART (recursive partitioning and regression trees) procedure, and refined in half of the data set. Using the remaining half of the data, the diagnostic accuracy of the revised criteria was compared to that of the International Headache Society's International Classification of Headache Diseases (ICHD)-II criteria A to C for Headache or facial pain attributed to temporomandibular joint (TMJ) disorder. Relative to the TMD headache reference standard, ICHD-II criteria showed sensitivity of 84% and specificity of 33%. The revised criteria for Headache attributed to TMD had sensitivity of 89% with improved specificity of 87% (p headache that is changed with jaw movement, function or parafunction and (2) provocation of that headache by temporalis muscle palpation or jaw movement. Having significantly better specificity than the ICHD-II criteria A to C, the revised criteria are recommended to diagnose headache secondary to TMD.

  8. Redefining design criteria for Pu-238 gloveboxes

    International Nuclear Information System (INIS)

    Acosta, S.V.

    1998-01-01

    Enclosures for confinement of special nuclear materials (SNM) have evolved into the design of gloveboxes. During the early stages of glovebox technology, established practices and process operation requirements defined design criteria. Proven boxes that performed and met or exceeded process requirements in one group or area, often could not be duplicated in other areas or processes, and till achieve the same success. Changes in materials, fabrication and installation methods often only met immediate design criteria. Standardization of design criteria took a big step during creation of ''Special-Nuclear Materials R and D Laboratory Project, Glovebox standards''. The standards defined design criteria for every type of process equipment in its most general form. Los Alamos National Laboratory (LANL) then and now has had great success with Pu-238 processing. However with ever changing Environment Safety and Health (ES and H) requirements and Ta-55 Facility Configuration Management, current design criteria are forced to explore alternative methods of glovebox design fabrication and installation. Pu-238 fuel processing operations in the Power Source Technologies Group have pushed the limitations of current design criteria. More than half of Pu-238 gloveboxes are being retrofitted or replaced to perform the specific fuel process operations. Pu-238 glovebox design criteria are headed toward process designed single use glovebox and supporting line gloveboxes. Gloveboxes that will house equipment and processes will support TA-55 Pu-238 fuel processing needs into the next century and extend glovebox expected design life

  9. Risk based seismic design criteria

    International Nuclear Information System (INIS)

    Kennedy, R.P.

    1999-01-01

    In order to develop a risk based seismic design criteria the following four issues must be addressed: (1) What target annual probability of seismic induced unacceptable performance is acceptable? (2) What minimum seismic margin is acceptable? (3) Given the decisions made under Issues 1 and 2, at what annual frequency of exceedance should the safe-shutdown-earthquake (SSE) ground motion be defined? (4) What seismic design criteria should be established to reasonably achieve the seismic margin defined under Issue 2? The first issue is purely a policy decision and is not addressed in this paper. Each of the other three issues are addressed. Issues 2 and 3 are integrally tied together so that a very large number of possible combinations of responses to these two issues can be used to achieve the target goal defined under Issue 1. Section 2 lays out a combined approach to these two issues and presents three potentially attractive combined resolutions of these two issues which reasonably achieves the target goal. The remainder of the paper discusses an approach which can be used to develop seismic design criteria aimed at achieving the desired seismic margin defined in resolution of Issue 2. Suggestions for revising existing seismic design criteria to more consistently achieve the desired seismic margin are presented. (orig.)

  10. Education Criteria for Performance Excellence, 2002.

    Science.gov (United States)

    National Inst. of Standards and Technology, Gaithersburg, MD.

    The education criteria presented in this guide are designed to help organizations use an integrated approach to organizational performance management that results in delivery of ever-improving value to students and stakeholders. Implementation of the criteria will contribute to improvement of education quality, improvement of overall…

  11. Who and Racist criteria on CT

    International Nuclear Information System (INIS)

    Servente, L.

    2012-01-01

    This presentation is about Who and Recist criteria on CT.These are rules to the evaluation of the solid tumors treatment response as well as different concepts of measurability criteria of blastic changes, target /non target lesions, adenopathies, lytic, cystic , non-measurable disease and progressive lesions

  12. Safety criteria for nuclear chemical plants

    International Nuclear Information System (INIS)

    Ball, P.W.; Curtis, L.M.

    1983-01-01

    Safety measures have always been required to limit the hazards due to accidental release of radioactive substances from nuclear power plants and chemical plants. The risk associated with the discharge of radioactive substances during normal operation has also to be kept acceptably low. BNFL (British Nuclear Fuels Ltd.) are developing risk criteria as targets for safe plant design and operation. The numerical values derived are compared with these criteria to see if plants are 'acceptably safe'. However, the criteria are not mandatory and may be exceeded if this can be justified. The risk assessments are subject to independent review and audit. The Nuclear Installations Inspectorate also has to pass the plants as safe. The assessment principles it uses are stated. The development of risk criteria for a multiplant site (nuclear chemical plants tend to be sited with many others which are related functionally) is discussed. This covers individual members of the general public, societal risks, risks to the workforce and external hazards. (U.K.)

  13. [Criteria of scientific validity in research].

    Science.gov (United States)

    Pelletier, Céline; Pagé, Ginette

    2002-03-01

    The purpose of this article is to present the evaluative criteria of qualitative and quantitative research. Philosophical foundations of positivism, postpositivism and constructivism are explored. Triangulation and crystallization expose the controversies about them. Finally, Lincoln and Guba criteria are retained for the evaluation of qualitative and quantitative research.

  14. Aspirational Model Teaching Criteria for Psychology

    Science.gov (United States)

    Richmond, Aaron S.; Boysen, Guy A.; Gurung, Regan A. R.; Tazeau, Yvette N.; Meyers, Steven A.; Sciutto, Mark J.

    2014-01-01

    In 2011, the Society for the Teaching of Psychology commissioned a presidential task force to document teaching criteria for model psychology teachers in undergraduate education. The resulting list of criteria reflects activities related to face-to-face course interaction and online teaching, training, and education; course design; implementation…

  15. Nuclear Fuel Safety Criteria Technical Review - Second edition

    International Nuclear Information System (INIS)

    Beck, Winfried; Blanpain, Patrick; Fuketa, Toyoshi; Gorzel, Andreas; Hozer, Zoltan; Kamimura, Katsuichiro; Koo, Yang-Hyun; Maertens, Dietmar; Nechaeva, Olga; Petit, Marc; Rehacek, Radomir; Rey-Gayo, Jose Maria; Sairanen, Risto; Sonnenburg, Heinz-Guenther; Valach, Mojmir; Waeckel, Nicolas; Yueh, Ken; Zhang, Jinzhao; Voglewede, John

    2012-01-01

    Most of the current nuclear fuel safety criteria were established during the 1960's and early 1970's. Although these criteria were validated against experiments with fuel designs available at that time, a number of tests were based on unirradiated fuels. Additional verification was performed as these designs evolved, but mostly with the aim of showing that the new designs adequately complied with existing criteria, and not to establish new limits. In 1996, the OECD Nuclear Energy Agency (NEA) reviewed existing fuel safety criteria, focusing on new fuel and core designs, new cladding materials and industry manufacturing processes. The results were published in the Nuclear Fuel Safety Criteria Technical Review of 2001. The NEA has since re-examined the criteria. A brief description of each criterion and its rationale are presented in this second edition, which will be of interest to both regulators and industry (fuel vendors, utilities)

  16. Risk acceptance criteria of the Nuclear Regulatory Authority

    International Nuclear Information System (INIS)

    Felizia, Eduardo R.

    2005-01-01

    This report describes some of the regulatory and control functions legally conferred upon the Argentine Nuclear Regulatory Authority concerning radiological risks, as well as a critical analysis of the radiological risk acceptance criteria contained in the Argentine regulatory system. A summary of the application of regulatory standards AR 3.1.3. - 'Radiological criteria related to accidents in nuclear power reactors' and AR 4.1.3. - 'Radiological criteria related to accidents in research reactors' to concrete cases is made, while the favourable and unfavourable aspects of the risk acceptance criteria are discussed. The conclusion is that the Argentine regulatory system contains adequate radiological risk acceptance criteria, that the latter are consistent with the radiological protection principles applicable to man and that, for the moment, there is no need to perform any modifications that would broaden the conceptual framework on which such criteria are based. (author) [es

  17. Multi criteria analysis in the renewable energy industry

    CERN Document Server

    San Cristóbal Mateo, José Ramón

    2012-01-01

    Decision makers in the Renewable Energy sector face an increasingly complex social, economic, technological, and environmental scenario in their decision process. Different groups of decision-makers become involved in the process, each group bringing along different criteria therefore, policy formulation for fossil fuel substitution by Renewable Energies must be addressed in a multi-criteria context. Multi Criteria Analysis in the Renewable Energy Industry is a direct response to the increasing interest in the Renewable Energy industry which can be seen as an important remedy to many environmental problems that the world faces today. The multiplicity of criteria and the increasingly complex social, economic, technological, and environmental scenario makes multi-criteria analysis a valuable tool in the decision-making process for fossil fuel substitution. The detailed chapters explore the use of the Multi-criteria decision-making methods and how they provide valuable assistance in reaching equitable and accept...

  18. Conversion to dementia in mild cognitive impairment diagnosed with DSM-5 criteria and with Petersen's criteria.

    Science.gov (United States)

    Marcos, G; Santabárbara, J; Lopez-Anton, R; De-la-Cámara, C; Gracia-García, P; Lobo, E; Pírez, G; Menchón, J M; Palomo, T; Stephan, B C M; Brayne, C; Lobo, A

    2016-05-01

    In a background of revision of criteria for states of increased risk for progression to dementia, we compare the conversion rate to dementia and Alzheimer's disease (AD) of mild cognitive impairment (MCI) as diagnosed using DSM-5 (DSM-5-MCI) and Petersen's (P-MCI) criteria. A population representative cohort of 4057 dementia-free individuals 55+ years of age was followed up at 2.5 and 4.5 years in Zaragoza, Spain (ZARADEMP). Using the Geriatric Mental State- AGECAT for assessment, research psychiatrists diagnosed DSM-5-MCI and P-MCI following operationalized criteria. 'Conversion rate' (CR), 'annual conversion rate' (ACR), and incidence rate (IR) were calculated along with incidence rate ratio (IRR) to compare the performance of the intermediate cognitive definitions. At 4.5-year follow-up, in individuals aged 65+ years, ACRs for non-cases, P-MCI, and DSM-5-MCI were 0.8, 1.9 and 3.4, respectively, for global dementia. The IRRs were 2.9 and 5.3 for P-MCI and DSM5-MCI, respectively, being the non-cases the reference category. The corresponding values were slightly lower for AD. Conversion rate to dementia and AD was higher using DSM-5-MCI criteria than using Petersen's criteria. However, prediction of the construct still has some way to go, as most MCI individuals did not convert at 4.5-year follow-up. © 2015 John Wiley & Sons A/S. Published by John Wiley & Sons Ltd.

  19. Hanford Site solid waste acceptance criteria

    International Nuclear Information System (INIS)

    Ellefson, M.D.

    1998-01-01

    Order 5820.2A requires that each treatment, storage, and/or disposal facility (referred to in this document as TSD unit) that manages low-level or transuranic waste (including mixed waste and TSCA PCB waste) maintain waste acceptance criteria. These criteria must address the various requirements to operate the TSD unit in compliance with applicable safety and environmental requirements. This document sets forth the baseline criteria for acceptance of radioactive waste at TSD units operated by WMH. The criteria for each TSD unit have been established to ensure that waste accepted can be managed in a manner that is within the operating requirements of the unit, including environmental regulations, DOE Orders, permits, technical safety requirements, waste analysis plans, performance assessments, and other applicable requirements. Acceptance criteria apply to the following TSD units: the Low-Level Burial Grounds (LLBG) including both the nonregulated portions of the LLBG and trenches 31 and 34 of the 218-W-5 Burial Ground for mixed waste disposal; Central Waste Complex (CWC); Waste Receiving and Processing Facility (WRAP); and T Plant Complex. Waste from all generators, both from the Hanford Site and from offsite facilities, must comply with these criteria. Exceptions can be granted as provided in Section 1.6. Specific waste streams could have additional requirements based on the 1901 identified TSD pathway. These requirements are communicated in the Waste Specification Records (WSRds). The Hanford Site manages nonradioactive waste through direct shipments to offsite contractors. The waste acceptance requirements of the offsite TSD facility must be met for these nonradioactive wastes. This document does not address the acceptance requirements of these offsite facilities

  20. Examining those Meeting IOM Criteria Versus IOM Plus Fibromyalgia

    OpenAIRE

    Jason, Leonard A; McManimen, Stephanie; Sunnquist, Madison; Newton, Julia L; Strand, Elin Bolle

    2017-01-01

    The Institute of Medicine (IOM) recently developed clinical criteria for chronic fatigue syndrome (CFS). There might be additional criteria that could select a more homogenous and impaired group of patients, particularly those with pain. The current study focused on criteria which involved meeting the four IOM criteria, excluding medical and psychiatric co-morbidities, along with having fibromyalgia (FM). Findings indicated that those meeting the IOM clinical criteria plus FM were more impair...

  1. Development of threshold action criteria for light water reactors

    International Nuclear Information System (INIS)

    Okrent, D.; Baldewicz, W.L.

    1982-06-01

    A survey of recently threshold criteria for regulatory action on LWRs is presented together with some commentary. This is followed by a new proposal for threshold action criteria which includes some different risk attributes than are found in previous criteria. Some preliminary risk values are suggested for the criteria and then evaluated in terms of a few hypothetical accident scenarios. Finally, several licensing issues are examined in terms of various threshold action criteria

  2. A KECK HIRES DOPPLER SEARCH FOR PLANETS ORBITING METAL-POOR DWARFS. II. ON THE FREQUENCY OF GIANT PLANETS IN THE METAL-POOR REGIME

    International Nuclear Information System (INIS)

    Sozzetti, Alessandro; Torres, Guillermo; Latham, David W.; Stefanik, Robert P.; Korzennik, Sylvain G.; Boss, Alan P.; Carney, Bruce W.; Laird, John B.

    2009-01-01

    We present an analysis of three years of precision radial velocity (RV) measurements of 160 metal-poor stars observed with HIRES on the Keck 1 telescope. We report on variability and long-term velocity trends for each star in our sample. We identify several long-term, low-amplitude RV variables worthy of followup with direct imaging techniques. We place lower limits on the detectable companion mass as a function of orbital period. Our survey would have detected, with a 99.5% confidence level, over 95% of all companions on low-eccentricity orbits with velocity semiamplitude K ∼> 100 m s -1 , or M p sin i ∼> 3.0 M J (P/yr) (1/3) , for orbital periods P ∼ p p ≅ 1%. Our results can usefully inform theoretical studies of the process of giant-planet formation across two orders of magnitude in metallicity.

  3. 40 CFR 227.31 - Applicable marine water quality criteria.

    Science.gov (United States)

    2010-07-01

    ... 40 Protection of Environment 24 2010-07-01 2010-07-01 false Applicable marine water quality... § 227.31 Applicable marine water quality criteria. Applicable marine water quality criteria means the criteria given for marine waters in the EPA publication “Quality Criteria for Water” as published in 1976...

  4. Criteria for authorship in bioethics.

    Science.gov (United States)

    Resnik, David B; Master, Zubin

    2011-10-01

    Multiple authorship is becoming increasingly common in bioethics research. There are well-established criteria for authorship in empirical bioethics research but not for conceptual research. It is important to develop criteria for authorship in conceptual publications to prevent undeserved authorship and uphold standards of fairness and accountability. This article explores the issue of multiple authorship in bioethics and develops criteria for determining who should be an author on a conceptual publication in bioethics. Authorship in conceptual research should be based on contributing substantially to: (1) identifying a topic, problem, or issue to study; (2) reviewing and interpreting the relevant literature; (3) formulating, analyzing, and evaluating arguments that support one or more theses; (4) responding to objections and counterarguments; and (5) drafting the manuscript. Authors of conceptual publications should participate substantially in at least two of areas (1)-(5) and also approve the final version. [corrected].

  5. Validation of the 2010 ACR/EULAR classification criteria for rheumatoid arthritis: slight improvement over the 1987 ACR criteria.

    NARCIS (Netherlands)

    Britsemmer, K.; Ursum, J.; Gerritsen, M.; Tuyl, L. van; Schaardenburg, D. van

    2011-01-01

    Abstract: Background Recently, an American College of Rheumatology (ACR)/European League Against Rheumatism (EULAR) collaboration developed new classification criteria for rheumatoid arthritis (RA). Objective:To evaluate the diagnostic and discriminative ability of these new criteria compared with

  6. Evaluation Criteria for the Educational Web-Information System

    Science.gov (United States)

    Seok, Soonhwa; Meyen, Edward; Poggio, John C.; Semon, Sarah; Tillberg-Webb, Heather

    2008-01-01

    This article addresses how evaluation criteria improve educational Web-information system design, and the tangible and intangible benefits of using evaluation criteria, when implemented in an educational Web-information system design. The evaluation criteria were developed by the authors through a content validation study applicable to…

  7. 7 CFR 1948.80 - Planning grant selection criteria.

    Science.gov (United States)

    2010-01-01

    ... financial resources available for such planning; (d) The planning priorities and recommended funding level... 7 Agriculture 13 2010-01-01 2009-01-01 true Planning grant selection criteria. 1948.80 Section... Development Assistance Program § 1948.80 Planning grant selection criteria. The following criteria will be...

  8. Top-level regulatory criteria for the standard MHTGR

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1986-10-15

    The Licensing Plan for the Standard MHTGR (Ref. 1) describes a program to support a U.S. Nuclear Regulatory Commission (NRC) design review and approval. The Plan calls for the submittal of Top-Level Regulatory Criteria to the NRC for concurrence with their completeness and acceptability for the MHTGR program. The Top-Level Regulatory Criteria are defined as the standards for judging licensability that directly specify acceptable limits for protection of the public health and safety and the environment. The criteria proposed herein are for normal plant operation and a broad spectrum of anticipated events, including accidents. The approach taken is to define a set of criteria which are general as opposed to being design specific. Specifically, it is recommended that criteria be met which: 1. Are less prescriptive than current regulation, thereby encouraging maximum flexibility in design approaches. 2. Are measurable. 3. Are not more strict than the criteria for current power plants.

  9. 16 CFR 1031.15 - Communication criteria.

    Science.gov (United States)

    2010-01-01

    ... nature and a report of each oral communication of a substantive nature between a Commission official or... 16 Commercial Practices 2 2010-01-01 2010-01-01 false Communication criteria. 1031.15 Section 1031... Communication criteria. (a) Commission officials and employees, who are not in the positions listed in § 1031.12...

  10. Rett syndrome diagnostic criteria: lessons from the Natural History Study.

    Science.gov (United States)

    Percy, Alan K; Neul, Jeffrey L; Glaze, Daniel G; Motil, Kathleen J; Skinner, Steven A; Khwaja, Omar; Lee, Hye-Seung; Lane, Jane B; Barrish, Judy O; Annese, Fran; McNair, Lauren; Graham, Joy; Barnes, Katherine

    2010-12-01

    Analysis of 819 participants enrolled in the Rett syndrome (RTT) Natural History Study validates recently revised diagnostic criteria. 765 females fulfilled 2002 consensus criteria for classic (653/85.4%) or variant (112/14.6%) RTT. All participants classified as classic RTT fulfilled each revised main criterion; supportive criteria were not uniformly present. All variant RTT participants met at least 3 of 6 main criteria in the 2002, 2 of 4 main criteria in the current format, and 5 of 11 supportive criteria in both. This analysis underscores the critical role of main criteria for classic RTT; variant RTT requires both main and supportive criteria.

  11. 47 CFR 68.608 - Publication of technical criteria.

    Science.gov (United States)

    2010-10-01

    ... 47 Telecommunication 3 2010-10-01 2010-10-01 false Publication of technical criteria. 68.608... Attachments § 68.608 Publication of technical criteria. The Administrative Council for Terminal Attachments shall place technical criteria proposed for publication on public notice for 30 days. At the end of the...

  12. Derivative criteria of plasticity anddurability of metal materials

    Directory of Open Access Journals (Sweden)

    Gustov Yuriy Ivanovich

    Full Text Available Criteria of plasticity and durability derivative of standard indicators of plasticity (δ, ψ and durability (σ , σ are offered. Criteria К and К follow from the equation of relative indicators of durability and plasticity. The purpose of the researches is the establishment of interrelation of derivative criteria with the Page indicator. The values of derivative criteria were defined for steels 50X and 50XH after processing by cold, and also for steels 50G2 and 38HGN after sorbitizing. It was established that the sum of the offered derivative criteria of plasticity and durability С considered for the steels is almost equal to unit and corresponds to a square root of relative durability and plasticity criterion C . Both criteria testify to two-unity opposite processes of deformation and resistance to deformation. By means of the equations for S and С it is possible to calculate an indicator of uniform plastic deformation of σ and through it to estimate synergetic criteria - true tension and specific energy of deformation and destruction of metal materials. On the basis of the received results the expressions for assessing the uniform and concentrated components of plastic deformation are established. The preference of the dependence of uniform relative lengthening from a cubic root of criterion К , and also to work of the criteria of relative lengthening and relative durability is given. The advantage of the formulas consists in simplicity and efficiency of calculation, in ensuring necessary accuracy of calculation of the size δ for the subsequent calculation of structural and power (synergetic criteria of reliability of metals.

  13. Geriatric-specific triage criteria are more sensitive than standard adult criteria in identifying need for trauma center care in injured older adults.

    Science.gov (United States)

    Ichwan, Brian; Darbha, Subrahmanyam; Shah, Manish N; Thompson, Laura; Evans, David C; Boulger, Creagh T; Caterino, Jeffrey M

    2015-01-01

    We evaluate the sensitivity of Ohio's 2009 emergency medical services (EMS) geriatric trauma triage criteria compared with the previous adult triage criteria in identifying need for trauma center care among older adults. We studied a retrospective cohort of injured patients aged 16 years or older in the 2006 to 2011 Ohio Trauma Registry. Patients aged 70 years or older were considered geriatric. We identified whether each patient met the geriatric and the adult triage criteria. The outcome measure was need for trauma center care, defined by surrogate markers: Injury Severity Score greater than 15, operating room in fewer than 48 hours, any ICU stay, and inhospital mortality. We calculated sensitivity and specificity of both triage criteria for both age groups. We included 101,577 patients; 33,379 (33%) were geriatric. Overall, 57% of patients met adult criteria and 68% met geriatric criteria. Using Injury Severity Score, for older adults geriatric criteria were more sensitive for need for trauma center care (93%; 95% confidence interval [CI] 92% to 93%) than adult criteria (61%; 95% CI 60% to 62%). Geriatric criteria decreased specificity in older adults from 61% (95% CI 61% to 62%) to 49% (95% CI 48% to 49%). Geriatric criteria in older adults (93% sensitivity, 49% specificity) performed similarly to the adult criteria in younger adults (sensitivity 87% and specificity 44%). Similar patterns were observed for other outcomes. Standard adult EMS triage guidelines provide poor sensitivity in older adults. Ohio's geriatric trauma triage guidelines significantly improve sensitivity in identifying Injury Severity Score and other surrogate markers of the need for trauma center care, with modest decreases in specificity for older adults. Copyright © 2014 American College of Emergency Physicians. Published by Elsevier Inc. All rights reserved.

  14. Rationales for the Lightning Launch Commit Criteria

    Science.gov (United States)

    Willett, John C. (Editor); Merceret, Francis J. (Editor); Krider, E. Philip; O'Brien, T. Paul; Dye, James E.; Walterscheid, Richard L.; Stolzenburg, Maribeth; Cummins, Kenneth; Christian, Hugh J.; Madura, John T.

    2016-01-01

    Since natural and triggered lightning are demonstrated hazards to launch vehicles, payloads, and spacecraft, NASA and the Department of Defense (DoD) follow the Lightning Launch Commit Criteria (LLCC) for launches from Federal Ranges. The LLCC were developed to prevent future instances of a rocket intercepting natural lightning or triggering a lightning flash during launch from a Federal Range. NASA and DoD utilize the Lightning Advisory Panel (LAP) to establish and develop robust rationale from which the criteria originate. The rationale document also contains appendices that provide additional scientific background, including detailed descriptions of the theory and observations behind the rationales. The LLCC in whole or part are used across the globe due to the rigor of the documented criteria and associated rationale. The Federal Aviation Administration (FAA) adopted the LLCC in 2006 for commercial space transportation and the criteria were codified in the FAA's Code of Federal Regulations (CFR) for Safety of an Expendable Launch Vehicle (Appendix G to 14 CFR Part 417, (G417)) and renamed Lightning Flight Commit Criteria in G417.

  15. Biological Water Quality Criteria

    Science.gov (United States)

    Page contains links to Technical Documents pertaining to Biological Water Quality Criteria, including, technical assistance documents for states, tribes and territories, program overviews, and case studies.

  16. Cleanup criteria for the West Valley demonstration project

    International Nuclear Information System (INIS)

    Parrott, J.D.

    1999-01-01

    The US Nuclear Regulatory Commission (NRC) is prescribing decontamination and decommissioning (cleanup) criteria for the West Valley Demonstration Project and the West Valley, New York, site. The site is contaminated with various forms of residual radioactive contamination and contains a wide variety of radioactive waste. The NRC is planning to issue cleanup criteria for public comment in Fall 1999. Due to the complexity of the site, and the newness of NRC's cleanup criteria policy, applying NRC's cleanup criteria to this site will be an original regulatory undertaking. (author)

  17. Repository operational criteria comparative analysis

    International Nuclear Information System (INIS)

    Hageman, J.P.; Chowdhury, A.H.

    1994-06-01

    The objective of the ''Repository Operational Criteria (ROC) Feasibility Studies'' (or ROC task) was to conduct comprehensive and integrated analyses of repository design, construction, and operations criteria in 10 CFR Part 60 regulations considering the interfaces among the components of the regulations and impacts of any potential changes to those regulations. The ROC task addresses regulatory criteria and uncertainties related to the preclosure aspects of the geologic repository. Those parts of 10 CFR Part 60 that require routine guidance or minor changes to the rule were addressed in Hageman and Chowdhury, 1992. The ROC task shows a possible need for further regulatory clarity, by major changes to the rule, related to the design bases and siting of a geologic repository operations area and radiological emergency planning in order to assure defense-in-depth. The analyses, presented in this report, resulted in the development and refinement of regulatory concepts and their supporting rationale for recommendations for potential major changes to 10 CFR Pan 0 regulations

  18. FFTF criteria for run to cladding breach experiments

    International Nuclear Information System (INIS)

    Van Keuren, J.C.; Heard, F.J.; Stepnewski, D.D.

    1985-12-01

    The review of experiments proposed for irradiation in FFTF resulted in the development of new criteria for run-to-cladding breach experiments. These criteria have allowed irradiation of aggressive experiments without compromising the safety bases for FFTF. This paper consisting of a set of narrated slides, discusses these criteria and related bases

  19. CT diagnostic criteria of branchial cysts

    Energy Technology Data Exchange (ETDEWEB)

    Jend, H.H.; Jend-Rossmann, I.; Techentin, E.C.

    1984-09-01

    Although well known, the morphology of branchial cysts has not been sufficiently presented in CT literature. In the present case report, diagnostic criteria are given, such as typical site of occurrence, ductal extension towards the supratonsillar fossa, and cystic, but occasionally soft tissue density. Differential diagnosis is given for cases which cannot be classified according to these criteria.

  20. A Meta-Analysis of the Relations among Training Criteria

    National Research Council Canada - National Science Library

    Alliger, George

    1998-01-01

    .... Meta-analysis results among criteria using this framework include the finding of substantial reliabilities across training criteria and reasonable convergence among subdivisions of criteria within a larger level...

  1. NWTS program criteria for mined geologic disposal of nuclear waste: program objectives, functional requirements, and system performance criteria

    International Nuclear Information System (INIS)

    1981-04-01

    At the present time, final repository criteria have not been issued by the responsible agencies. This document describes general objectives, requirements, and criteria that the DOE intends to apply in the interim to the National Waste Terminal Storage (NWTS) Program. These objectives, requirements, and criteria have been developed on the basis of DOE's analysis of what is needed to achieve the National objective of safe waste disposal in an environmentally acceptable and economic manner and are expected to be consistent with anticipated regulatory standards. The qualitative statements in this document address the broad issues of public and occupational health and safety, institutional acceptability, engineering feasibility, and economic considerations. A comprehensive set of criteria, general and project specific, of which these are a part, will constitute a portion of the technical basis for preparation and submittal by the DOE of formal documents to support future license applications for nuclear waste repositories

  2. NWTS program criteria for mined geologic disposal of nuclear waste: program objectives, functional requirements, and system performance criteria

    Energy Technology Data Exchange (ETDEWEB)

    None

    1981-04-01

    At the present time, final repository criteria have not been issued by the responsible agencies. This document describes general objectives, requirements, and criteria that the DOE intends to apply in the interim to the National Waste Terminal Storage (NWTS) Program. These objectives, requirements, and criteria have been developed on the basis of DOE's analysis of what is needed to achieve the National objective of safe waste disposal in an environmentally acceptable and economic manner and are expected to be consistent with anticipated regulatory standards. The qualitative statements in this document address the broad issues of public and occupational health and safety, institutional acceptability, engineering feasibility, and economic considerations. A comprehensive set of criteria, general and project specific, of which these are a part, will constitute a portion of the technical basis for preparation and submittal by the DOE of formal documents to support future license applications for nuclear waste repositories.

  3. Investigation of effective decision criteria for multiobjective optimization in IMRT.

    Science.gov (United States)

    Holdsworth, Clay; Stewart, Robert D; Kim, Minsun; Liao, Jay; Phillips, Mark H

    2011-06-01

    To investigate how using different sets of decision criteria impacts the quality of intensity modulated radiation therapy (IMRT) plans obtained by multiobjective optimization. A multiobjective optimization evolutionary algorithm (MOEA) was used to produce sets of IMRT plans. The MOEA consisted of two interacting algorithms: (i) a deterministic inverse planning optimization of beamlet intensities that minimizes a weighted sum of quadratic penalty objectives to generate IMRT plans and (ii) an evolutionary algorithm that selects the superior IMRT plans using decision criteria and uses those plans to determine the new weights and penalty objectives of each new plan. Plans resulting from the deterministic algorithm were evaluated by the evolutionary algorithm using a set of decision criteria for both targets and organs at risk (OARs). Decision criteria used included variation in the target dose distribution, mean dose, maximum dose, generalized equivalent uniform dose (gEUD), an equivalent uniform dose (EUD(alpha,beta) formula derived from the linear-quadratic survival model, and points on dose volume histograms (DVHs). In order to quantatively compare results from trials using different decision criteria, a neutral set of comparison metrics was used. For each set of decision criteria investigated, IMRT plans were calculated for four different cases: two simple prostate cases, one complex prostate Case, and one complex head and neck Case. When smaller numbers of decision criteria, more descriptive decision criteria, or less anti-correlated decision criteria were used to characterize plan quality during multiobjective optimization, dose to OARs and target dose variation were reduced in the final population of plans. Mean OAR dose and gEUD (a = 4) decision criteria were comparable. Using maximum dose decision criteria for OARs near targets resulted in inferior populations that focused solely on low target variance at the expense of high OAR dose. Target dose range, (D

  4. Talent beyond Earth and space, careers that are out of this world

    Science.gov (United States)

    Cooper, Paul

    2011-09-01

    If you are looking for a job or looking to hire, the AGU Career Center will save you time, money, and effort. The job listings showcase fulfilling opportunities across many employment areas and many disciplines. The resumé database is brimming with highly skilled people. Browse the listings or set up search terms so that you will be notified as soon as new jobs that meet your criteria get posted. Likewise, if you're looking to fill a position, you can create criteria that will let you know when a suitable resumé gets deposited in the database.

  5. CT diagnostic criteria of branchial cysts

    International Nuclear Information System (INIS)

    Jend, H.H.; Jend-Rossmann, I.; Techentin, E.C.

    1984-01-01

    Although well known, the morphology of branchial cysts has not been sufficiently presented in CT literature. In the present case report, diagnostic criteria are given, such as typical site of occurrence, ductal extension towards the supratonsillar fossa, and cystic, but occasionally soft tissue density. Differential diagnosis is given for cases which cannot be classified according to these criteria. (orig.) [de

  6. Inelastic analysis acceptance criteria for radioactive material transportation containers

    International Nuclear Information System (INIS)

    Ammerman, D.J.; Ludwigsen, J.S.

    1993-01-01

    The design criteria currently used in the design of radioactive material (RAM) transportation containers are taken from the ASME Boiler and Pressure Vessel Code (ASME, 1992). These load-based criteria are ideally suited for pressure vessels where the loading is quasistatic and all stresses are in equilibrium with externally applied loads. For impact events, the use of load-based criteria is less supportable. Impact events tend to be energy controlled, and thus, energy-based acceptance criteria would appear to be more appropriate. Determination of an ideal design criteria depends on what behavior is desired. Currently there is not a design criteria for inelastic analysis for RAM nation packages that is accepted by the regulatory agencies. This lack of acceptance criteria is one of the major factors in limiting the use of inelastic analysis. In this paper inelastic analysis acceptance criteria based on stress and strain-energy density will be compared for two stainless steel test units subjected to impacts onto an unyielding target. Two different material models are considered for the inelastic analysis, a bilinear fit of the stress-strain curve and a power law hardening model that very closely follows the stress-strain curve. It is the purpose of this paper to stimulate discussion and research into the area of strain-energy density based inelastic analysis acceptance criteria

  7. Plugging criteria for WWER SG tubes

    Energy Technology Data Exchange (ETDEWEB)

    Papp, L.; Wilam, M. [Vitkovice NPP Services (Switzerland); Herman, M. [Vuje, Trnava (Slovakia)

    1997-12-31

    At operated Czech and Slovak nuclear power plants the 80 % criteria for crack or other bulk defect depth is used for steam generator heat exchanging tubes plugging. This criteria was accepted as the recommendation of designer of WWER steam generators. Verification of this criteria was the objective of experimental program performed by Vitkovice, J.S.C., UJV Rez, J.S.C. and Vuje Trnava, J.S.C .. Within this program the following factors were studied: (1) Influence of secondary water chemistry on defects initiation and propagation, (2) Statistical evaluation of corrosion defects progression at operated SG, and (3) Determination of critical pressure for tube rupture as a function of eddy current indications. In this presentation items (2) and (3) are considered.

  8. Plugging criteria for WWER SG tubes

    Energy Technology Data Exchange (ETDEWEB)

    Papp, L; Wilam, M [Vitkovice NPP Services (Switzerland); Herman, M [Vuje, Trnava (Slovakia)

    1998-12-31

    At operated Czech and Slovak nuclear power plants the 80 % criteria for crack or other bulk defect depth is used for steam generator heat exchanging tubes plugging. This criteria was accepted as the recommendation of designer of WWER steam generators. Verification of this criteria was the objective of experimental program performed by Vitkovice, J.S.C., UJV Rez, J.S.C. and Vuje Trnava, J.S.C .. Within this program the following factors were studied: (1) Influence of secondary water chemistry on defects initiation and propagation, (2) Statistical evaluation of corrosion defects progression at operated SG, and (3) Determination of critical pressure for tube rupture as a function of eddy current indications. In this presentation items (2) and (3) are considered.

  9. Department of Defense Financial Management Education and Training Programs: A Survey of Quality Assurance Methods

    Science.gov (United States)

    1992-06-01

    CRITERIA TO HIRE CIVILIANS 10 21. PROFESSIONAL QUALIFICATION STANDARDS 18 22. CLASSROOM OBSERVATION 19 23. OTHER METHODS TO EVALUATE 18 INSTRUCTION 24. OTHER...other methods used to evaluate classroom instruction? (Note: Question 23 asks whether respondents use classroom observation to evaluate instruction] (15...number of affirmative responses are as follows: "* Question 22: Do you use classroom observation to evaluate instruction? (17 responses) "* Question

  10. The Criteria for Determining the Business Failure

    Directory of Open Access Journals (Sweden)

    Luminiţa TULEAŞCĂ

    2012-03-01

    Full Text Available The business failure represents a current problem in any economic and social context and, for this reason, the legislator has been concerned with the regulation of the criteria based on which to accurately determine the failure of a business man when the case. The liquidity test and the balance sheet test, or the insolvency and insolvability are the criteria for determining the business failure usually materialized by undergoing the bankruptcy procedure. The legislator’s option for one or another of these criteria represents a structural option depending on the legal culture of each state however, considering the economic causes and effects of the insolvability and insolvency, that tends to remove the unilateral, exclusivist options. This paper illustrates significant option differences between the criteria for determining the business failure in the member states of the European Union which is the most used criterion and, if these criteria can be equally used in the banking and insurance sector. Last but not least, the paper illustrates the meanings of insolvency and insolvability in different matters and different laws and the need to eliminate the reserve that the Romanian doctrine manifests towards the insolvability concept as a cause for bankruptcy.

  11. Design Criteria for Achieving Low Radon Concentration Indoors

    DEFF Research Database (Denmark)

    Rasmussen, Torben Valdbjørn

    2016-01-01

    Design criteria for achieving low radon concentration indoors are presented in this paper. The paper suggests three design criteria. These criteria have to be considered at the early stage of the building design phase to meet the latest recommendations from the World Health Organization in most...... countries. The three design criteria are; first, establishing a radon barrier facing the ground; second, lowering the air pressure in the lower zone of the slab on ground facing downwards; third, diluting the indoor air with outdoor air. Three criteria when used can prevent radon infiltration and lower...... the radon concentration in the indoor air. In addition, a cheap and reliable method for measuring the radon concentration in the air indoors is described. The provision on radon in the Danish Building Regulations complies with the latest recommendations from the World Health Organization. Radon can cause...

  12. Seismic re-evaluation criteria for Bohunice V1 reconstruction

    International Nuclear Information System (INIS)

    Campbell, R.; Schlund, H.; Warnken, L.

    2001-01-01

    Bohunice V1 in Slovakia is a Russian designed two unit WWER 440, Model 230 Pressurized Water Reactor. The plant was not originally designed for earthquake. Subsequent and ongoing reassessments now confirm that the seismic hazard at the site is significant. EBO, the plant owner has contracted with a consortium lead by Siemens AG (REKON) to do major reconstruction of the plant to significantly enhance its safety systems by the addition of new systems and the upgrading of existing systems. As part of the reconstruction, a complete seismic assessment and upgrading is required for existing safety relevant structures, systems and components. It is not practical to conduct this reassessment and upgrading using criteria applied to new design of nuclear power plants. Alternate criteria may be used to achieve adequate safety goals. Utilities in the U.S. have faced several seismic issues with operating NPPs and to resolve these issues, alternate criteria have been developed which are much more cost effective than use of criteria for new design. These alternate criteria incorporate the knowledge obtained from investigation of the performance of equipment in major earthquakes and include provisions for structures and passive equipment to deform beyond the yield point, yet still provide their essential function. IAEA has incorporated features of these alternate criteria into draft Technical Guidelines for application to Bohunice V1 and V2. REKON has developed plant specific criteria and procedures for the Bohunice V1 reconstruction that incorporate major features of the U.S. developed alternate criteria, comply to local codes and which envelop the draft IAEA Technical Guidelines. Included in these criteria and procedures are comprehensive walkdown screening criteria for equipment, piping, HVAC and cable raceways, analytical criteria which include inelastic energy absorption factors defined on an element basis and testing criteria which include specific guidance on interpretation

  13. Design criteria for advanced reactors

    International Nuclear Information System (INIS)

    Dennielou, Y.

    1991-01-01

    Design criteria for advanced reactors are discussed, including safety aspects, site selection, problems related to maintenance and possibility of repairing or replacing structures or components of a nuclear power plant, the human factor considerations. Bearing in mind that some of these criteria are the subject of consensus at international level, the author suggests to establish a table of different operator requirements, to prepare a dossier on the comparison of input data for probabilistic risk analysis, to take into consideration the means to control a severe accident from the very start of the design

  14. Investigation on vibrational evaluation criteria for small-bore pipe

    International Nuclear Information System (INIS)

    Tsuji, Takashi; Maekawa, Akira; Takahashi, Tsuneo; Kato, Minoru; Torigoe, Yuichi

    2013-01-01

    The well-known organization such as API and SwRI in USA developed criteria for piping vibrational evaluation. These criteria are targeted for main pipes, but not branch pipes with small bore. In this study, applicability of criteria of API and SwRI to branch pipes was investigated. Vibration test using piping system with small bore branch pipe was conducted and amplitudes of vibrational stress and displacement were measured for various exciting force. In comparison of the measurements with the two criteria, though the criteria of API and SwRI were applicable to small bore branch pipe, they made too conservative evaluation. (author)

  15. Simplified Stability Criteria for Delayed Neutral Systems

    Directory of Open Access Journals (Sweden)

    Xinghua Zhang

    2014-01-01

    Full Text Available For a class of linear time-invariant neutral systems with neutral and discrete constant delays, several existing asymptotic stability criteria in the form of linear matrix inequalities (LMIs are simplified by using matrix analysis techniques. Compared with the original stability criteria, the simplified ones include fewer LMI variables, which can obviously reduce computational complexity. Simultaneously, it is theoretically shown that the simplified stability criteria and original ones are equivalent; that is, they have the same conservativeness. Finally, a numerical example is employed to verify the theoretic results investigated in this paper.

  16. Improved separability criteria via some classes of measurements

    Science.gov (United States)

    Shen, Shu-Qian; Li, Ming; Li-Jost, Xianqing; Fei, Shao-Ming

    2018-05-01

    The entanglement detection via local measurements can be experimentally implemented. Based on mutually unbiased measurements and general symmetric informationally complete positive-operator-valued measures, we present separability criteria for bipartite quantum states, which, by theoretical analysis, are stronger than the related existing criteria via these measurements. Two detailed examples are supplemented to show the efficiency of the presented separability criteria.

  17. Identification of multi-criteria for supplier selection in IT project outsourcing

    Science.gov (United States)

    Fusiripong, Prashaya; Baharom, Fauziah; Yusof, Yuhanis

    2017-10-01

    In the increasing global business competitiveness, most organizations have attempted to determine the suitable external parties to support their core and non-core competency, particularly, in IT project outsourcing. The IT supplier selection is required to apply multi-criteria which comprised tangible criteria and intangible criteria in consider optimal IT supplier. Most researches attempted to identify optimal criteria for selecting IT supplier, however, the criteria cannot be the considered common criteria support the variety of IT outsourcing. Therefore, the study aimed to identify a common set of criteria being used in the various types of IT outsourcing. The common criteria are constructed by multi-criteria and success criteria, which were collected by literature review with comprehensive and comparative approach. Consequently, the researchers are able to identify a common set of criteria adopted in the variety of selection problem IT outsourcing supplier.

  18. Evaluation of Urban Planning Projects Criteria Using Fuzzy AHP Technique

    Directory of Open Access Journals (Sweden)

    Walid Mustafa Kamas

    2017-05-01

    Full Text Available In this research, Fuzzy Analytic Hierarchy Process technique is applied (Fuzzy AHP which is one of multi-criteria decision making techniques to evaluate the criteria for urban planning projects, the project of developing master plan of Al-Muqdadiyah city to 2035 has been chosen as a case study. The researcher prepared a list of criteria in addition to the authorized departments criteria and previous researches in order to choose optimized master plan according to these criteria. This research aims at employing the foundations of (Fuzzy AHP technique in evaluating urban planning criteria precisely and flexible. The results of the data analysis to the individuals of the sample who are specialists, in this aspect. The land use criteria are more important than the rest of the criteria in these projects, where it received the relative importance with percentile (42.1 %.

  19. Ventilator-Associated Pneumonia in Trauma Patients: Different Criteria, Different Rates.

    Science.gov (United States)

    Leonard, Kenji L; Borst, Gregory M; Davies, Stephen W; Coogan, Michael; Waibel, Brett H; Poulin, Nathaniel R; Bard, Michael R; Goettler, Claudia E; Rinehart, Shane M; Toschlog, Eric A

    2016-06-01

    No consensus exists regarding the definition of ventilator-associated pneumonia (VAP). Even within a single institution, inconsistent diagnostic criteria result in conflicting rates of VAP. As a Level 1 trauma center participating in the Trauma Quality Improvement Project (TQIP) and the National Healthcare Safety Network (NHSN), our institution showed inconsistencies in VAP rates depending on which criteria was applied. The purpose of this study was to compare VAP definitions, defined by culture-based criteria, National Trauma Data Bank (NTDB) and NHSN, using incidence in trauma patients. A retrospective chart review of consecutive trauma patients who were diagnosed with VAP and met pre-determined inclusion and exclusion criteria admitted to our rural, 861-bed, Level 1 trauma and tertiary care center between January 2008 and December 2011 was performed. These patients were identified from the National Trauma Registry of the American College of Surgeons (NTRACS) database and an in-house infection control database. Ventilator-associated pneumonia diagnosis criteria defined by the U.S. Center for Disease Control and Prevention (used by the NHSN), the NTDB, and our institutional, culture-based criteria gold standard were compared among patients. Two hundred seventy-nine patients were diagnosed with VAP (25.4% met NHSN criteria, 88.2% met NTDB, and 76.3% met culture-based criteria). Only 58 (20.1%) patients met all three criteria. When NHSN criteria were compared with culture-based criteria, NHSN showed a high specificity (92.5%) and low sensitivity (28.2%). The positive predictive value (PPV) was 84.5%, but the negative predictive value (NPV) was 47.1%. The agreement between the NHSN and the culture-based criteria was poor (κ = 0.18). Conversely, the NTDB showed a lower specificity (57.8%), but greater sensitivity (86.4%) compared with culture-based criteria. The PPV and NPV were both 74% and the two criteria showed fair agreement (κ = 0.41). The lack of

  20. Reality check on girth weld defect acceptance criteria

    Energy Technology Data Exchange (ETDEWEB)

    Brust, Bud; Kalyanam, Suresh; Shim, Do-Jun; Wilkowski, Gery [Engineering Mechanics Corporation of Columbus, Columbus, OH, (United States)

    2010-07-01

    Girth weld defect tolerance criteria for pipeline construction has evolved with time. Recently, ERPG recommended a new Tier 2 girth weld defect acceptance criterion. This paper described the new development on girth weld defect acceptance criteria. The inherent conservatisms of alternative girth weld defect acceptance criteria from the 2007 API 1104 Appendix A, CSA Z662 Appendix K, are compared to those from the proposed EPRG Tier 2 criteria. It is found that the API and CSA codes have the same empirical limit-load criteria. As well, there are conservatisms in the proposed EPRG Tier 2. The results showed that there are various reasons why large amounts of conservatism in the allowable flaw lengths in the CSA Appendix K,2007 API 1104 Appendix A, and proposed EPRG Tier 2 girth weld defect criterion exist. Small conservatisms on failure stress can result in large conservatisms in flaw size.

  1. Criteria for maintenance and repair - LMFBR steam generators

    International Nuclear Information System (INIS)

    Essebaggers, J.

    1975-01-01

    The maintenance and repair criteria will be reviewed with respect to the designs presently under construction for the SNR-300 plant. This criteria shall be based upon the philosophy that safety and reliability are of the highest importance at all operating modes, while availability shall be maximized. To maximize the safety of the steam generator, measures have been taken to reduce the possibilities of failure by simplicity in design, choice of material, methods of fabrication and high quality assurance of critical parts of the pressure boundaries. The maintenance and repair program shall meet the same criteria or the intent of these criteria as applied for the original product. (author)

  2. Deterministic algorithms for multi-criteria Max-TSP

    NARCIS (Netherlands)

    Manthey, Bodo

    2012-01-01

    We present deterministic approximation algorithms for the multi-criteria maximum traveling salesman problem (Max-TSP). Our algorithms are faster and simpler than the existing randomized algorithms. We devise algorithms for the symmetric and asymmetric multi-criteria Max-TSP that achieve ratios of

  3. Common Risk Criteria Standards for National Test Ranges

    Science.gov (United States)

    2016-08-01

    supplemental) document to RCC Document 321. a. Modified aircraft vulnerability criteria for business class jets. b. Modified the aircraft vulnerability... successful , the logical relationships among criteria used at the test ranges and across different hazards are often difficult to comprehend. The...provides a common set of range safety policies, risk criteria, and guidelines for managing risk to people and assets during manned and unmanned

  4. Squale: evaluation criteria of functioning safety

    International Nuclear Information System (INIS)

    Deswarte, Y.; Kaaniche, M.; Benoit, P.

    1998-05-01

    The SQUALE (security, safety and quality evaluation for dependable systems) project is part of the ACTS (advanced communications, technologies and services) European program. Its aim is to develop confidence evaluation criteria to test the functioning safety of systems. All industrial sectors that use critical applications (nuclear, railway, aerospace..) are concerned. SQUALE evaluation criteria differ from the classical evaluation methods: they are independent of the application domains and industrial sectors, they take into account the overall functioning safety attributes, and they can progressively change according to the level of severity required. In order to validate the approach and to refine the criteria, a first experiment is in progress with the METEOR automatic underground railway and another will be carried out on a telecommunication system developed by Bouygues company. (J.S.)

  5. Development of statewide geriatric patients trauma triage criteria.

    Science.gov (United States)

    Werman, Howard A; Erskine, Timothy; Caterino, Jeffrey; Riebe, Jane F; Valasek, Tricia

    2011-06-01

    The geriatric population is unique in the type of traumatic injuries sustained, physiological responses to those injuries, and an overall higher mortality when compared to younger adults. No published, evidence-based, geriatric-specific field destination criteria exist as part of a statewide trauma system. The Trauma Committee of the Ohio Emergency Medical Services (EMS) Board sought to develop specific criteria for geriatric trauma victims. A literature search was conducted for all relevant literature to determine potential, geriatric-specific, field-destination criteria. Data from the Ohio Trauma Registry were used to compare elderly patients, defined as age >70 years, to all patients between the ages of 16 to 69 years with regards to mortality risk in the following areas: (1) Glasgow Coma Scale (GCS) score; (2) systolic blood pressure (SBP); (3) falls associated with head, chest, abdominal or spinal injury; (4) mechanism of injury; (5) involvement of more than one body system as defined in the Barell matrix; and (6) co-morbidities and motor vehicle collision with one or more long bone fracture. For GCS score and SBP, those cut-off points with equal or greater risk of mortality as compared to current values were chosen as proposed triage criteria. For other measures, any criterion demonstrating a statistically significant increase in mortality risk was included in the proposed criteria. The following criteria were identified as geriatric-specific criteria: (1) GCS score trauma; (2) SBP trauma. In addition, these data suggested that elderly patients with specific co-morbidities be given strong consideration for evaluation in a trauma center. The state of Ohio is the first state to develop evidence-based geriatric-specific field-destination criteria using data from its state-mandated trauma registry. Further analysis of these criteria will help determine their effects on over-triage and under-triage of geriatric victims of traumatic injuries and the impact on the

  6. Clinical Criteria for Physician Aid in Dying.

    Science.gov (United States)

    Orentlicher, David; Pope, Thaddeus Mason; Rich, Ben A

    2016-03-01

    More than 20 years ago, even before voters in Oregon had enacted the first aid in dying (AID) statute in the United States, Timothy Quill and colleagues proposed clinical criteria AID. Their proposal was carefully considered and temperate, but there were little data on the practice of AID at the time. (With AID, a physician writes a prescription for life-ending medication for a terminally ill, mentally capacitated adult.) With the passage of time, a substantial body of data on AID has developed from the states of Oregon and Washington. For more than 17 years, physicians in Oregon have been authorized to provide a prescription for AID. Accordingly, we have updated the clinical criteria of Quill, et al., based on the many years of experience with AID. With more jurisdictions authorizing AID, it is critical that physicians can turn to reliable clinical criteria. As with any medical practice, AID must be provided in a safe and effective manner. Physicians need to know (1) how to respond to a patient's inquiry about AID, (2) how to assess patient decision making capacity, and (3) how to address a range of other issues that may arise. To ensure that physicians have the guidance they need, Compassion & Choices convened the Physician Aid-in-Dying Clinical Criteria Committee, in July 2012, to create clinical criteria for physicians who are willing to provide AID to patients who request it. The committee includes experts in medicine, law, bioethics, hospice, nursing, social work, and pharmacy. Using an iterative consensus process, the Committee drafted the criteria over a one-year period.

  7. Aquatic Life Criteria - Copper

    Science.gov (United States)

    Documents pertain to Aquatic Life Ambient Water Quality criteria for Copper (2007 Freshwater, 2016 Estuarine/marine). These documents contain the safe levels of Copper in water that should protect to the majority of species.

  8. Aquatic Life Criteria - Ammonia

    Science.gov (United States)

    Documents related to EPA's final 2013 Aquatic Life Ambient Water Quality Criteria for Ammonia (Freshwater). These documents pertain to the safe levels of Ammonia in water that should protect to the majority of species.

  9. Integrated Criteria Document Chromium

    NARCIS (Netherlands)

    Slooff W; Cleven RFMJ; Janus JA; van der Poel P; van Beelen P; Boumans LJM; Canton JH; Eerens HC; Krajnc EI; de Leeuw FAAM; Matthijsen AJCM; van de Meent D; van der Meulen A; Mohn GR; Wijland GC; de Bruijn PJ; van Keulen A; Verburgh JJ; van der Woerd KF

    1990-01-01

    Betreft de engelse versie van rapport 758701001
    Bij dit rapport behoort een appendix onder hetzelfde nummer getiteld: "Integrated Criteria Document Chromium: Effects" Auteurs: Janus JA; Krajnc EI
    (appendix: see 710401002A)

  10. 2012 Provisional classification criteria for polymyalgia rheumatica

    DEFF Research Database (Denmark)

    Dasgupta, Bhaskar; Cimmino, Marco A; Kremers, Hilal Maradit

    2012-01-01

    The objective of this study was to develop European League Against Rheumatism/American College of Rheumatology classification criteria for polymyalgia rheumatica (PMR). Candidate criteria were evaluated in a 6-month prospective cohort study of 125 patients with new-onset PMR and 169 non-PMR compa...

  11. Multiple criteria facility location probems : a survey

    NARCIS (Netherlands)

    Farahani, R.Z.; Steadie Seifi, M.; Asgari, N.

    2010-01-01

    This paper provides a review on recent efforts and development in multi-criteria location problems in three categories including bi-objective, multi-objective and multi-attribute problems and their solution methods. Also, it provides an overview on various criteria used. While there are a few

  12. Ecological criteria for evaluating candidate sites for marine reserves

    Science.gov (United States)

    Roberts, Callum M.; Andelman, Sandy; Branch, George; Bustamante, Rodrigo H.; Castilla, Juan Carlos; Dugan, Jenifer; Halpern, Benjamin S.; Lafferty, Kevin D.; Leslie, Heather; Lubchenco, Jane; McArdle, Deborah; Possingham, Hugh P.; Ruckelshaus, Mary; Warner, Robert R.

    2003-01-01

    Several schemes have been developed to help select the locations of marine reserves. All of them combine social, economic, and biological criteria, and few offer any guidance as to how to prioritize among the criteria identified. This can imply that the relative weights given to different criteria are unimportant. Where two sites are of equal value ecologically, then socioeconomic criteria should dominate the choice of which should be protected. However, in many cases, socioeconomic criteria are given equal or greater weight than ecological considerations in the choice of sites. This can lead to selection of reserves with little biological value that fail to meet many of the desired objectives. To avoid such a possibility, we develop a series of criteria that allow preliminary evaluation of candidate sites according to their relative biological values in advance of the application of socioeconomic criteria. We include criteria that, while not strictly biological, have a strong influence on the species present or ecological processes. Our scheme enables sites to be assessed according to their biodiversity, the processes which underpin that diversity, and the processes that support fisheries and provide a spectrum of other services important to people. Criteria that capture biodiversity values include biogeographic representation, habitat representation and heterogeneity, and presence of species or populations of special interest (e.g., threatened species). Criteria that capture sustainability of biodiversity and fishery values include the size of reserves necessary to protect viable habitats, presence of exploitable species, vulnerable life stages, connectivity among reserves, links among ecosystems, and provision of ecosystem services to people. Criteria measuring human and natural threats enable candidate sites to be eliminated from consideration if risks are too great, but also help prioritize among sites where threats can be mitigated by protection. While our

  13. A multi-criteria model for maintenance job scheduling

    Directory of Open Access Journals (Sweden)

    Sunday A. Oke

    2007-12-01

    Full Text Available This paper presents a multi-criteria maintenance job scheduling model, which is formulated using a weighted multi-criteria integer linear programming maintenance scheduling framework. Three criteria, which have direct relationship with the primary objectives of a typical production setting, were used. These criteria are namely minimization of equipment idle time, manpower idle time and lateness of job with unit parity. The mathematical model constrained by available equipment, manpower and job available time within planning horizon was tested with a 10-job, 8-hour time horizon problem with declared equipment and manpower available as against the required. The results, analysis and illustrations justify multi-criteria consideration. Thus, maintenance managers are equipped with a tool for adequate decision making that guides against error in the accumulated data which may lead to wrong decision making. The idea presented is new since it provides an approach that has not been documented previously in the literature.

  14. An Investigation Into Design Criteria for Affordable Housing Supply

    Directory of Open Access Journals (Sweden)

    Olanrewaju Abdul Lateef

    2017-01-01

    Full Text Available Affordable housing provision constitutes a very large scheme in any countries due to income distribution and national development. The supply of housing depends on many activities and processes. The purpose of the houses is to meet the requirement of the householders therefore design criteria must address the users’ requirements. The establishment of the design criteria constitutes an important activity at the initial phase of the housing development. The design criteria are prepared by the design team in collaboration with many stakeholders especially the householders. Housinsg design criteria are the requirements that must be considered prior to construction of the housing. Lack of adequate information on the design criteria would lead to poor householders’ satisfactions, increase in maintenance cost, abandonments and completed but not occupy housing. In Malaysia, many of these consequences are prevalent. However, while information on the house owners’ requirements is inconclusive, this current research set out to investigate the design criteria of affordable housing. The increase in the affordable housing gap in Malaysia can be reduced if the designers have a comprehensive understanding of users’ requirements and the design criteria. Through a cross sectional survey questionnaire, comprising 25 criteria, 7 criteria were found to be extremely critical. The Kaiser-Meyer-Olkin measure of sampling adequacy indicated that the strength of the relationships among variables was strong (KMO =0.716. Bartlett’s test of sphericity, which tests the overall significance of all the correlations within the correlation matrix, was significant χ2 (325 = 1825.075, p<0.001, indicating the data were drawn from the same population and that the criteria were related.Sustainability considerations are now being considered by the providers of affordable housing. Deductively, the results lead to the conclusion that a major factor responsible for the poor

  15. Multimodal freight investment criteria.

    Science.gov (United States)

    2010-07-01

    Literature was reviewed on multi-modal investment criteria for freight projects, examining measures and techniques for quantifying project benefits and costs, as well as ways to describe the economic importance of freight transportation. : A limited ...

  16. 2012 provisional classification criteria for polymyalgia rheumatica

    DEFF Research Database (Denmark)

    Dasgupta, Bhaskar; Cimmino, Marco A; Maradit-Kremers, Hilal

    2012-01-01

    The objective of this study was to develop EULAR/ACR classification criteria for polymyalgia rheumatica (PMR). Candidate criteria were evaluated in a 6-month prospective cohort study of 125 patients with new onset PMR and 169 non-PMR comparison subjects with conditions mimicking PMR. A scoring al...

  17. [Revision of McDonald's new diagnostic criteria for multiple sclerosis].

    Science.gov (United States)

    Wiendl, H; Kieseier, B C; Gold, R; Hohlfeld, R; Bendszus, M; Hartung, H-P

    2006-10-01

    In 2001, an international panel suggested new diagnostic criteria for multiple sclerosis (MS). These criteria integrate clinical, imaging (MRI), and paraclinical results in order to facilitate diagnosis. Since then, these so-called McDonald criteria have been broadly accepted and widely propagated. In the meantime a number of publications have dealt with the sensitivity and specificity for MS diagnosis and with implementing these new criteria in clinical practice. Based on these empirical values and newer data on MS, an international expert group recently proposed a revision of the criteria. Substantial changes affect (1) MRI criteria for the dissemination of lesions over time, (2) the role of spinal cord lesions in the MRI and (3) diagnosis of primary progressive MS. In this article we present recent experiences with the McDonald and revised criteria.

  18. Generalized Lawson Criteria for Inertial Confinement Fusion

    Energy Technology Data Exchange (ETDEWEB)

    Tipton, Robert E. [Lawrence Livermore National Lab. (LLNL), Livermore, CA (United States)

    2015-08-27

    The Lawson Criterion was proposed by John D. Lawson in 1955 as a general measure of the conditions necessary for a magnetic fusion device to reach thermonuclear ignition. Over the years, similar ignition criteria have been proposed which would be suitable for Inertial Confinement Fusion (ICF) designs. This paper will compare and contrast several ICF ignition criteria based on Lawson’s original ideas. Both analytical and numerical results will be presented which will demonstrate that although the various criteria differ in some details, they are closely related and perform similarly as ignition criteria. A simple approximation will also be presented which allows the inference of each ignition parameter directly from the measured data taken on most shots fired at the National Ignition Facility (NIF) with a minimum reliance on computer simulations. Evidence will be presented which indicates that the experimentally inferred ignition parameters on the best NIF shots are very close to the ignition threshold.

  19. Developing 2 C-compatible investment criteria

    Energy Technology Data Exchange (ETDEWEB)

    Roeser, Frauke [NewClimate - Institute for Climate Policy and Global Sustainability gGmbH, Bonn (Germany); Weischer, Lutz [Germanwatch e.V., Koeln (Germany); Thomae, Jakob [2degrees Investing Initiative, New York, NY (United States); Hoehne, Niklas; Hagemann, Markus; El Alaoui, Alexander; Bals, Christoph; Eckstein, David; Kreft, Soenke; Rosse, Morten

    2015-11-30

    This report studies the development of criteria for assessing the compatibility of financial investments with the international goal to limit global temperature increase to below 2 C above pre-industrial levels. The findings are intended as a starting point and a key input for a longer term process to develop consensus-based 2 C investing criteria. The focus here is placed on investments in projects and physical assets, in particular of development and climate finance organisations. In order to limit global temperature increase to 2 C, global greenhouse gas (GHG) emissions will have to be reduced significantly, eventually to zero, during the course of this century. This requires shifting capital from high to low carbon investments as well as significant capital mobilisation for investments in 2 C-compatible infrastructure. Given the long lifetime of physical assets, and the urgency of decarbonisation over the coming decades, this needs to begin today. Public financial institutions can play a prominent role in contributing to aligning investment flows with the 2 C limit, as well as in closing the current infrastructure investment gap, responding to their explicit or implicit climate mandates and leadership role in the finance sector. The majority of international financial institutions integrate climate considerations into their finance decisions to some degree, and are familiar with different types of criteria, including positive and negative lists, qualitative and quantitative benchmarks, and the use of shadow carbon pricing. However, current approaches do not link to the 2 C limit. 2 C investment criteria are therefore needed to guide investors in this regard. Such criteria may also support other purposes, including an understanding of climate risks and improved reporting and accountability.

  20. Developing 2 C-compatible investment criteria

    International Nuclear Information System (INIS)

    Roeser, Frauke; Weischer, Lutz; Thomae, Jakob; Hoehne, Niklas; Hagemann, Markus; El Alaoui, Alexander; Bals, Christoph; Eckstein, David; Kreft, Soenke; Rosse, Morten

    2015-01-01

    This report studies the development of criteria for assessing the compatibility of financial investments with the international goal to limit global temperature increase to below 2 C above pre-industrial levels. The findings are intended as a starting point and a key input for a longer term process to develop consensus-based 2 C investing criteria. The focus here is placed on investments in projects and physical assets, in particular of development and climate finance organisations. In order to limit global temperature increase to 2 C, global greenhouse gas (GHG) emissions will have to be reduced significantly, eventually to zero, during the course of this century. This requires shifting capital from high to low carbon investments as well as significant capital mobilisation for investments in 2 C-compatible infrastructure. Given the long lifetime of physical assets, and the urgency of decarbonisation over the coming decades, this needs to begin today. Public financial institutions can play a prominent role in contributing to aligning investment flows with the 2 C limit, as well as in closing the current infrastructure investment gap, responding to their explicit or implicit climate mandates and leadership role in the finance sector. The majority of international financial institutions integrate climate considerations into their finance decisions to some degree, and are familiar with different types of criteria, including positive and negative lists, qualitative and quantitative benchmarks, and the use of shadow carbon pricing. However, current approaches do not link to the 2 C limit. 2 C investment criteria are therefore needed to guide investors in this regard. Such criteria may also support other purposes, including an understanding of climate risks and improved reporting and accountability.