Moving empirically supported practices to addiction treatment programs: recruiting supervisors to help in technology transfer.

Science.gov (United States)

Amodeo, Maryann; Storti, Susan A; Larson, Mary Jo

2010-05-01

Federal and state funding agencies are encouraging or mandating the use of empirically supported treatments in addiction programs, yet many programs have not moved in this direction (Forman, Bovasso, and Woody, 2001 ; Roman and Johnson, 2002 ; Willenbring et al., 2004 ). To improve the skills of counselors in community addiction programs, the authors developed an innovative Web-based course on Cognitive Behavioral Therapy (CBT), a widely accepted empirically-supported practice (ESP) for addiction. Federal funding supports this Web course and a randomized controlled trial to evaluate its effectiveness. Since supervisors often play a pivotal role in helping clinicians transfer learned skills from training courses to the workplace, the authors recruited supervisor-counselor teams, engaging 54 supervisors and 120 counselors. Lessons learned focus on supervisor recruitment and involvement, supervisors' perceptions of CBT, their own CBT skills and their roles in the study, and implications for technology transfer for the addiction field as a whole. Recruiting supervisors proved difficult because programs lacked clinical supervisors. Recruiting counselors was also difficult because programs were concerned about loss of third-party reimbursement. Across the addiction field, technology transfer will be severely hampered unless such infrastructure problems can be solved. Areas for further investigation are identified.

A Training Intervention for Supervisors to Support a Work-Life Policy Implementation

Science.gov (United States)

Laharnar, Naima; Glass, Nancy; Perrin, Nancy; Hanson, Ginger; Kent Anger, W.

2013-01-01

Background Effective policy implementation is essential for a healthy workplace. The Ryan-Kossek 2008 model for work-life policy adoption suggests that supervisors as gatekeepers between employer and employee need to know how to support and communicate benefit regulations. This article describes a workplace intervention on a national employee benefit, Family and Medical Leave Act (FMLA), and evaluates the effectiveness of the intervention on supervisor knowledge, awareness, and experience with FMLA. Methods The intervention consisted of computer-based training (CBT) and a survey measuring awareness and experience with FMLA. The training was administered to 793 county government supervisors in the state of Oregon, USA. Results More than 35% of supervisors reported no previous training on FMLA and the training pre-test revealed a lack of knowledge regarding benefit coverage and employer responsibilities. The CBT achieved: (1) a significant learning effect and large effect size of d = 2.0, (2) a positive reaction to the training and its design, and (3) evidence of increased knowledge and awareness regarding FMLA. Conclusion CBT is an effective strategy to increase supervisors' knowledge and awareness to support policy implementation. The lack of supervisor training and knowledge of an important but complex employee benefit exposes a serious impediment to effective policy implementation and may lead to negative outcomes for the organization and the employee, supporting the Ryan-Kossek model. The results further demonstrate that long-time employees need supplementary training on complex workplace policies such as FMLA. PMID:24106648

Significant Tasks in Training of Job-Shop Supervisors

Science.gov (United States)

Pederson, Leonard S.; Dresdow, Sally; Benson, Joy

2013-01-01

Purpose: The need for effective training of first-line supervisors is well established. Well-trained supervision is essential to our future as a country. A fundamental step in developing effective training is to develop a jobs needs assessment. In order to develop an effective needs assessment, it is necessary to know what the tasks are of…

The development of a TED-Ed online resident research training program.

Science.gov (United States)

Moreau, Katherine A; Pound, Catherine M; Peddle, Beth; Tokarewicz, Jaclyn; Eady, Kaylee

2014-01-01

Pediatric health research is important for improving the health and well-being of children and their families. To foster the development of physicians' research competencies, it is vital to integrate practical and context-specific research training into residency programs. To describe the development of a resident research training program at one tertiary care pediatric academic health sciences center in Ontario, Canada. We surveyed residents and pediatricians/research staff to establish the need and content for a resident research training program. Residents and resident research supervisors agreed or strongly agreed that research training is important for residents. However, few residents and supervisors believed that their academic health sciences center provided adequate training and resources to support resident research. As such, an online resident research training program was established. Residents and supervisors agreed that the program should focus on the following topics: 1) critically evaluating research literature, 2) writing a research proposal, 3) submitting an application for research funding, and 4) writing a manuscript. This highly accessible, context-specific, and inexpensive online program model may be of interest and benefit to other residency programs as a means to enhance residents' scholarly roles. A formal evaluation of the research training program is now underway.

The development of a TED-Ed online resident research training program

Directory of Open Access Journals (Sweden)

Katherine A. Moreau

2014-12-01

Full Text Available Background: Pediatric health research is important for improving the health and well-being of children and their families. To foster the development of physicians’ research competencies, it is vital to integrate practical and context-specific research training into residency programs. Purpose: To describe the development of a resident research training program at one tertiary care pediatric academic health sciences center in Ontario, Canada. Methods: We surveyed residents and pediatricians/research staff to establish the need and content for a resident research training program. Results: Residents and resident research supervisors agreed or strongly agreed that research training is important for residents. However, few residents and supervisors believed that their academic health sciences center provided adequate training and resources to support resident research. As such, an online resident research training program was established. Residents and supervisors agreed that the program should focus on the following topics: 1 critically evaluating research literature, 2 writing a research proposal, 3 submitting an application for research funding, and 4 writing a manuscript. Discussion: This highly accessible, context-specific, and inexpensive online program model may be of interest and benefit to other residency programs as a means to enhance residents’ scholarly roles. A formal evaluation of the research training program is now underway.

Model for behavior observation training programs

International Nuclear Information System (INIS)

Berghausen, P.E. Jr.

1987-01-01

Continued behavior observation is mandated by ANSI/ANS 3.3. This paper presents a model for behavior observation training that is in accordance with this standard and the recommendations contained in US NRC publications. The model includes seventeen major topics or activities. Ten of these are discussed: Pretesting of supervisor's knowledge of behavior observation requirements, explanation of the goals of behavior observation programs, why behavior observation training programs are needed (legal and psychological issues), early indicators of emotional instability, use of videotaped interviews to demonstrate significant psychopathology, practice recording behaviors, what to do when unusual behaviors are observed, supervisor rationalizations for noncompliance, when to be especially vigilant, and prevention of emotional instability

TRADE instructional materials for SARA/OSHA training. Volume 2, Managers and supervisors training

Energy Technology Data Exchange (ETDEWEB)

1989-03-01

This document provides instructional materials for an eight-hour training course for managers and supervisors of hazardous waste sites. It is one of three volumes of course materials TRADE is preparing to help DOE contractor training staff comply with 29 CFR 1910.120, the Occupational Health and Safety Administration (OSHA) rule that implements Title I of the Superfund Amendments and Reauthorization Act (SARA) of 1986. OSHA`s final rule for hazardous waste operators was published in the Federal Register of March 6, 1989 (54 FR 9294). Combined with the materials in Volumes I and III and with appropriate site-specific information, these materials will help DOE contractors to meet the requirements of 1910.120 (e) that ``on-site management and supervisors directly responsible for, or who supervise employees engaged in, hazardous waste operations`` receive the same initial training as that of the employees they supervise and at least eight additional hours of specialized training in managing hazardous waste operations.

A Training Intervention for Supervisors to Support a Work-Life Policy Implementation

Directory of Open Access Journals (Sweden)

Naima Laharnar

2013-09-01

Conclusion: CBT is an effective strategy to increase supervisors' knowledge and awareness to support policy implementation. The lack of supervisor training and knowledge of an important but complex employee benefit exposes a serious impediment to effective policy implementation and may lead to negative outcomes for the organization and the employee, supporting the Ryan-Kossek model. The results further demonstrate that long-time employees need supplementary training on complex workplace policies such as FMLA.

Directory of Instructional Programs in Supervision and Management Training.

Science.gov (United States)

Civil Service Commission, Washington, DC. Training Assistance Div.

This directory, which is designed for the use of training officers in the Washington, D.C. area in prescribing learning programs to meet employee training needs, describes available group and self instructional programs used for the training of supervisors and managers. Each of the 21 courses listed contains the pertinent information necessary to…

Training reactor operators and shift supervisors

International Nuclear Information System (INIS)

Schwarz, O.

1980-01-01

To establish a central institution run by power plant operators to harmonize the training of power plant operating personnel was raised, and put into practice, quite early in the Federal Republic of Germany. A committee devoted to training plant crews, which had been set up by the organizations of German electricity utilities responsible for operating power plants, was changed into a Kraftwerksschule e.V. (Power Plant School) in 1963. This school runs training courses, along standard lines, for operating personnel of thermal power plants, especially for operators and power plant supervisors, in close cooperation with power plant operators. As the peaceful utilization of nuclear energy expanded, also the training of nuclear power plant operators was included in 1969. Since September 1977, the center has had a simulator of a PWR nuclear power plant, since January 1978 also that of a BWR plant available for training purposes. Besides routine operation the trainees also learn to control those incidents which occur only very rarely in real nuclear power plants. (orig./UA) [de

Professional development of new rig supervisors a must

International Nuclear Information System (INIS)

Nordt, D.P.; Stone, M.S.

1992-01-01

This paper reports that because the number of drilling personnel has dropped dramatically over the last decade, many operators now face a shortage of competent rig supervisors. To be effective, the rig supervisor must develop a knowledge of drilling operations, apply optimization techniques to improve drilling performance, demand safe work practices, and protect the environment. Petroleum engineering degree programs and industry training programs can teach the rig supervisor specific technical and management skills; however, traditionally, the supervisor trainee shadows an experienced company man to learn how to direct a drilling operation. The success of this method depends not only on the skills and learning capabilities of the trainee but also on the trainer's time, motivation, knowledge, and ability to teach the skills necessary to direct drilling activities

Training organizational supervisors to detect and prevent cyber insider threats: two approaches

Directory of Open Access Journals (Sweden)

Dee H. Andrews

2013-05-01

Full Text Available Cyber insider threat is intentional theft from, or sabotage of, a cyber system by someone within the organization. This article explores the use of advanced cognitive and instructional principles to accelerate learning in organizational supervisors to mitigate the cyber threat. It examines the potential advantage of using serious games to engage supervisors. It also posits two systematic instructional approaches for this training challenge – optimal path modelling and a competency-based approach. The paper concludes by discussing challenges of evaluating training for seldom occurring real world phenomena, like detecting a cyber-insider threat.

Training Master's Thesis Supervisors within a Professional Learning Community

Science.gov (United States)

Fossøy, Ingrid; Haara, Frode Olav

2016-01-01

Completion of a master's degree has changed significantly from being the specific responsibility of the candidate and his/her supervisor to being the responsibility of the whole educational institution. As a consequence, we have initiated an internal training course for professional development related to the supervision of master's theses. In…

On-The-Job Training: A Practical Guide for Food Service Supervisors.

Science.gov (United States)

Hospital Research and Educational Trust, Chicago, IL.

The on-the-job training guide was developed to assist food service supervisors in preparing, presenting, and evaluating a Job Instruction Training (JIT) lesson, a method which employs step-by-step learning of job-related tasks. Part 1, preparing for a JIT lesson, discusses the checklist of duties, the job description, the skills inventory, the…

The influence of family-supportive supervisor training on employee job performance and attitudes: An organizational work-family intervention.

Science.gov (United States)

Odle-Dusseau, Heather N; Hammer, Leslie B; Crain, Tori L; Bodner, Todd E

2016-07-01

Training supervisors to increase their family-supportive supervisor behaviors (FSSB) has demonstrated significant benefits for employee physical health, job satisfaction, and turnover intentions among employees with high levels of family-to-work conflict in prior research in a grocery store context. We replicate and extend these results in a health care setting with additional important employee outcomes (i.e., employee engagement, organizational commitment, and supervisor ratings of job performance), and consider the role of the 4 dimensions underlying the FSSB. Using a quasi-experimental, pretest-posttest design, 143 health care employees completed surveys at 2 time periods approximately 10 months apart, along with their supervisors who provided ratings of employees' job performance. Between these surveys, we offered their supervisors FSSB training; 86 (71%) of these supervisors participated. Results demonstrated significant and beneficial indirect effects of FSSB training on changes in employee job performance, organizational commitment, engagement, job satisfaction, and turnover intentions through changes in employee perceptions of their supervisor's overall FSSBs. Further analyses suggest that these indirect effects are due primarily to changes in the creative work-family management dimension of FSSB. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

The training needs of supervisors of postgraduate students in the ...

African Journals Online (AJOL)

... some general or generic competencies cut through all the phases of research, such as management outcomes, relationship outcomes, and conceptual and professional outcomes. Some skills and knowledge are very important but are not susceptive to training, such as the personality traits of students and supervisors.

General Electric's training program for BWR chemists

International Nuclear Information System (INIS)

Osborn, R.N.; Lim, W.

1981-01-01

This paper describes the development and implementation of the General Electric boiling water reactor chemistry training program from 1959 to the present. The original intention of this program was to provide practical hands on type training in radiochemistry to BWR chemistry supervisors with fossil station experience. This emphasis on radiochemistry has not changed through the years, but the training has expanded to include the high purity water chemistry of the BWR and has been modified to include new commission requirements, engineering developments and advanced instrumentation. Student and instructor qualifications are discussed and a description of the spin off courses for chemistry technicians and refresher training is presented

How personality traits affect clinician-supervisors' work engagement and subsequently their teaching performance in residency training.

Science.gov (United States)

Scheepers, Renée A; Arah, Onyebuchi A; Heineman, Maas Jan; Lombarts, Kiki M J M H

2016-11-01

Clinician-supervisors often work simultaneously as doctors and teachers. Supervisors who are more engaged for their teacher work are evaluated as better supervisors. Work engagement is affected by the work environment, yet the role of supervisors' personality traits is unclear. This study examined (i) the impact of supervisors' personality traits on work engagement in their doctors' and teachers' roles and (ii) how work engagement in both roles affects their teaching performance. Residents evaluated supervisors' teaching performance, using the validated System for Evaluation of Teaching Qualities. Supervisors' reported work engagement in doctor and teacher roles separately using the validated Utrecht Work Engagement Scale. Supervisors' personality traits were measured using the Big Five Inventory's five factor model covering conscientiousness, agreeableness, extraversion, emotional stability and openness. Overall, 549 (68%) residents and 636 (78%) supervisors participated. Conscientiousness, extraversion and agreeableness were positively associated with supervisors' engagement in their teacher work, which was subsequently positively associated with teaching performance. Conscientious, extraverted, and agreeable supervisors showed more engagement with their teacher work, which made them more likely to deliver adequate residency training. In addition to optimizing the work environment, faculty development and career planning could be tailor-made to fit supervisors' personality traits.

A new career path in radiation protection training. Certified power plant shift supervisor. Radiation protection

International Nuclear Information System (INIS)

Terbeek, Christoph

2011-01-01

Apart from theoretical knowledge, effective day-to-day radiation protection operations also require a certain measure of practical experience. Therefore, the professional degree of 'Certified Radiation Worker', issued by the Chamber of Industry and Commerce (CIC) Aachen, Germany, established at an early stage. In order to provide experienced radiation protection specialists with an attractive career path, POWERTECH TRAINING CENTER e.V., in co-operation with VGB PowerTech. e.V., the Paul Scherrer Institute (Switzerland) and the Swiss Atomic Energy Agency (ENSI), has devised a new power plant shift supervisor training course specialising in radiation protection. The vocational training degree called 'Certified Power Plant Shift Supervisor - Radiation Protection' is awarded after successful completion of the advanced training examination conducted by the CIC in Essen, Germany. (orig.)

Fieldcrest Cannon Workplace Literacy Modules for Supervisors. Alabama Partnership for Training.

Science.gov (United States)

Alabama State Dept. of Education, Montgomery.

This packet contains eight learning modules developed for use in Fieldcrest Cannon workplace literacy classes for supervisors. The modules cover the following topics: (1) coaching/communication; (2) coaching/communication and motivation; (3) communication skills; (4) training/coaching; (5) time management; (6) policy and procedures; (7) safety;…

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

Science.gov (United States)

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

2012-01-01

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

Supervisor's experiments on radiation safety trainings in school of engineering

International Nuclear Information System (INIS)

Nomura, Kiyoshi

2005-01-01

Radiation safety training courses in School of Engineering, The University of Tokyo, were introduced. The number of radiation workers and the usage of radiation and radioisotopes have been surveyed for past 14 years. The number of radiation workers in School of Engineering has increased due to the treatment of X-ray analysis of materials, recently. It is important for workers to understand the present situation of School of Engineering before the treatment of radiation and radioisotopes. What the supervisor should tell to radiation workers were presented herewith. The basic questionnaires after the lecture are effective for radiation safety trainings. (author)

Clinical supervisors' perceived needs for teaching communication skills in clinical practice.

Science.gov (United States)

Perron, N Junod; Sommer, J; Hudelson, P; Demaurex, F; Luthy, C; Louis-Simonet, M; Nendaz, M; De Grave, W; Dolmans, D; van der Vleuten, C P M

2009-07-01

Lack of faculty training is often cited as the main obstacle to post-graduate teaching in communication skills. To explore clinical supervisors' needs and perceptions regarding their role as communication skills trainers. Four focus group discussions were conducted with clinical supervisors from two in-patient and one out-patient medical services from the Geneva University Hospitals. Focus groups were audio taped, transcribed verbatim and analyzed in a thematic way using Maxqda software for qualitative data analysis. Clinical supervisors said that they frequently addressed communication issues with residents but tended to intervene as rescuers, clinicians or coaches rather than as formal instructors. They felt their own training did not prepare them to teach communication skills. Other barriers to teach communication skills include lack of time, competing demands, lack of interest and experience on the part of residents, and lack of institutional priority given to communication issues. Respondents expressed a desire for experiential and reflective training in a work-based setting and emphasised the need for a non-judgmental learning atmosphere. Results suggest that organisational priorities, culture and climate strongly influence the degree to which clinical supervisors may feel comfortable to teach communication skills to residents. Attention must be given to these contextual factors in the development of an effective communication skills teaching program for clinical supervisors.

Promoting Early, Safe Return to Work in Injured Employees: A Randomized Trial of a Supervisor Training Intervention in a Healthcare Setting.

Science.gov (United States)

Spector, June T; Reul, Nicholas K

2017-03-01

Purpose Supervisors in the healthcare sector have the potential to contribute to disability prevention in injured employees. Published data on the evaluation of return to work (RTW) interventions aimed at direct supervisors are scarce. We sought to determine the effect of a brief audiovisual supervisor training module on supervisor RTW attitudes and knowledge. Methods A parallel-group study, using equal randomization, comparing the training module intervention to usual practice in healthcare supervisors at a quaternary care hospital was conducted. Differences between groups in changes in RTW attitude and knowledge survey question scores between baseline and 3 months were assessed using the Mann-Whitney U test. The Benjamini-Hochberg-Yekutieli procedure was used to control for false discovery rate and generate adjusted p values. Results Forty supervisors were allocated to the intervention group and 41 to the usual practice group. Attitude and knowledge scores for most questions improved between baseline and immediately after intervention administration. Comparing intervention (n = 33) and usual practice groups (n = 37), there was a trend toward greater increase between baseline and 3 months follow-up in agreement that the supervisor can manage the RTW process (U = 515, adjusted p value = 0.074) and in confidence that the supervisor can answer employees' questions (U = 514, adjusted p value = 0.074) in the intervention group, although these findings were not statistically significant. Conclusions The training intervention may have provided the initial tools for supervisors to navigate the RTW process in collaboration with others in the RTW community of practice. A larger study with longer follow-up is needed to confirm results.

Input-output supervisor

International Nuclear Information System (INIS)

Dupuy, R.

1970-01-01

The input-output supervisor is the program which monitors the flow of informations between core storage and peripheral equipments of a computer. This work is composed of three parts: 1 - Study of a generalized input-output supervisor. With sample modifications it looks like most of input-output supervisors which are running now on computers. 2 - Application of this theory on a magnetic drum. 3 - Hardware requirement for time-sharing. (author) [fr

Respirators: Supervisors Self-Study #43442

Energy Technology Data Exchange (ETDEWEB)

Chochoms, Michael [Los Alamos National Lab. (LANL), Los Alamos, NM (United States)

2016-04-20

This course, Respirators: Supervisors Self-Study (#43442), addresses training requirements for supervisors of respirator wearers as specified by the American National Standard Institute (ANSI) Standard for Respiratory Protection, ANSI Z88.2, and as incorporated by reference in the Department of Energy (DOE) Worker Health and Safety Rule, 10 Code of Federal Regulations (CFR) 851. This course also presents the responsibilities of supervisors of respirator wearers at Los Alamos National Laboratory (LANL).

Work-Integrated Learning Process in Tourism Training Programs in Vietnam: Voices of Education and Industry

Science.gov (United States)

Khuong, Cam Thi Hong

2016-01-01

This paper addresses the work-integrated learning (WIL) initiative embedded in selected tourism training programs in Vietnam. The research was grounded on the framework of stakeholder ethos. Drawing on tourism training curriculum analysis and interviews with lecturers, institutional leaders, industry managers and internship supervisors, this study…

Graduate-Assistant Athletic Trainers' Perceptions of the Supervisor's Role in Professional Socialization: Part II.

Science.gov (United States)

Thrasher, Ashley B; Walker, Stacy E; Hankemeier, Dorice A; Mulvihill, Thalia

2016-10-01

Many new athletic trainers (ATs) obtain graduate-assistant (GA) positions to gain more experience and professional development while being mentored by a veteran AT; however, GA ATs' perceptions of the supervisor's role in professional development are unknown. To explore the supervisor's role in the professional development of GAs in the collegiate setting. Qualitative study. Phone interviews. A total of 19 collegiate GAs (15 women, 4 men; average age = 23 ± 0.15 years; National Collegiate Athletic Association Division I = 13, II = 3, III = 2; National Association of Intercollegiate Athletics = 2; postprofessional athletic training program = 5). Data were collected via phone interviews and transcribed verbatim. Interviews were conducted until data saturation occurred. Data were analyzed through phenomenologic reduction. Trustworthiness was established via member checks and peer review. Three themes emerged: (1) GAs' expectations of supervisors, (2) professional development, and (3) mentoring and support. Participants expected their supervisors to provide mentorship, support, and feedback to help them improve their athletic training skills, but they also realized supervisors were busy with patient care responsibilities. Most participants felt their supervisors were available, but others believed their supervisors were too busy to provide support and feedback. Participants felt their supervisors provided professional development by teaching them new skills and socializing them into the profession. Furthermore, they thought their supervisors provided mentorship professionally, personally, and clinically. Supervisors supported the participants by standing behind them in clinical decisions and having open-door policies. The graduate assistantship allows new ATs to gain experience while pursuing professional development, mentorship, and support from a supervisor. The extent of development is highly dependent on the supervisor, but most supervisors mentor GAs. When

Restaurant supervisor safety training: evaluating a small business training intervention.

Science.gov (United States)

Bush, Diane; Paleo, Lyn; Baker, Robin; Dewey, Robin; Toktogonova, Nurgul; Cornelio, Deogracia

2009-01-01

We developed and assessed a program designed to help small business owners/managers conduct short training sessions with their employees, involve employees in identifying and addressing workplace hazards, and make workplace changes (including physical and work practice changes) to improve workplace safety. During 2006, in partnership with a major workers' compensation insurance carrier and a restaurant trade association, university-based trainers conducted workshops for more than 200 restaurant and food service owners/managers. Workshop participants completed posttests to assess their knowledge, attitudes, and intentions to implement health and safety changes. On-site follow-up interviews with 10 participants were conducted three to six months after the training to assess the extent to which program components were used and worksite changes were made. Post-training assessments demonstrated that attendees increased their understanding and commitment to health and safety, and felt prepared to provide health and safety training to their employees. Follow-up interviews indicated that participants incorporated core program concepts into their training and supervision practices. Participants conducted training, discussed workplace hazards and solutions with employees, and made changes in the workplace and work practices to improve workers' health and safety. This program demonstrated that owners of small businesses can adopt a philosophy of employee involvement in their health and safety programs if provided with simple, easy-to-use materials and a training demonstration. Attending a workshop where they can interact with other owners/ managers of small restaurants was also a key to the program's success.

The national portfolio of learning for postgraduate family medicine training in South Africa: experiences of registrars and supervisors in clinical practice.

Science.gov (United States)

Jenkins, Louis; Mash, Bob; Derese, Anselme

2013-11-08

In South Africa the submission of a portfolio of learning has become a national requirement for assessment of family medicine training. A national portfolio has been developed, validated and implemented. The aim of this study was to explore registrars' and supervisors' experience regarding the portfolio's educational impact, acceptability, and perceived usefulness for assessment of competence. Semi-structured interviews were conducted with 17 purposively selected registrars and supervisors from all eight South African training programmes. The portfolio primarily had an educational impact through making explicit the expectations of registrars and supervisors in the workplace. This impact was tempered by a lack of engagement in the process by registrars and supervisors who also lacked essential skills in reflection, feedback and assessment. The acceptability of the portfolio was limited by service delivery demands, incongruence between the clinical context and educational requirements, design of the logbook and easy availability of the associated tools. The use of the portfolio for formative assessment was strongly supported and appreciated, but was not always happening and in some cases registrars had even organised peer assessment. Respondents were unclear as to how the portfolio would be used for summative assessment. The learning portfolio had a significant educational impact in shaping work-place based supervision and training and providing formative assessment. Its acceptability and usefulness as a learning tool should increase over time as supervisors and registrars become more competent in its use. There is a need to clarify how it will be used in summative assessment.

Perceptions of medical graduates and their workplace supervisors towards a medical school clinical audit program.

Science.gov (United States)

Davis, Stephanie; O'Ferrall, Ilse; Hoare, Samuel; Caroline, Bulsara; Mak, Donna B

2017-07-07

This study explores how medical graduates and their workplace supervisors perceive the value of a structured clinical audit program (CAP) undertaken during medical school. Medical students at the University of Notre Dame Fremantle complete a structured clinical audit program in their final year of medical school.  Semi-structured interviews were conducted with 12 Notre Dame graduates (who had all completed the CAP), and seven workplace supervisors (quality and safety staff and clinical supervisors).  Purposeful sampling was used to recruit participants and data were analysed using thematic analysis. Both graduates and workplace supervisors perceived the CAP to be valuable. A major theme was that the CAP made a contribution to individual graduate's medical practice, including improved knowledge in some areas of patient care as well as awareness of healthcare systems issues and preparedness to undertake scientifically rigorous quality improvement activities. Graduates perceived that as a result of the CAP, they were confident in undertaking a clinical audit after graduation.  Workplace supervisors perceived the value of the CAP beyond an educational experience and felt that the audits undertaken by students improved quality and safety of patient care. It is vital that health professionals, including medical graduates, be able to carry out quality and safety activities in the workplace. This study provides evidence that completing a structured clinical audit during medical school prepares graduates to undertake quality and safety activities upon workplace entry. Other health professional faculties may be interested in incorporating a similar program in their curricula.

Abilities for radiological protection supervisor in the ionizing radiation for industrial applications

Energy Technology Data Exchange (ETDEWEB)

Sordi, G.M., E-mail: adelia@atomo.com.b [ATOMO Radioprotecao e Seguranca Nuclear S/C Ltda., Sao Paulo, SP (Brazil); Sahyun, A., E-mail: gian@atomo.b [ABENDI - Associacao Brasileira de Ensaios Nao Destrutivos e Inspecao, Sao Paulo, SP (Brazil); Andreucci, R., E-mail: zzricardo.zzandreucci@Voith.co [Voith Hydro Ltda., Sao Paulo, SP (Brazil); Oliveira, P.G. [Multiend Ltda., Sao Paulo, SP (Brazil)

2011-07-01

The authors of this paper, has introduced an industrial training program for the R.P.E - Radiation Protection Expert to comply with contents of CNEN Standard NN 3.01 'Basic Guideline of Radiation Protection'. The 'training program' has been divided in four steps, based on: professional R.P.E work, knowledge level to perform his activities, education program and detailed basic bibliography. In the last congress we have presented a paper about the content of radiation protection training program. In this paper we will discuss the abilities that the supervisor need to obtain to perform the radiation protection report. We discuss the number of abilities for each one of the disciplines mentioned in the last paper and we provide some particular abilities. (author)

"Don't Leave Us Out There Alone": A Framework for Supporting Supervisors

Science.gov (United States)

Dangel, Julie Rainer; Tanguay, Carla

2014-01-01

Professional development that scaffolds and supports supervisors is critical for quality field experiences and is our responsibility as teacher educators. The literature supports this statement and two ideas that conceptually frame our work: (1) quality field experiences are a critical component of preservice programs and (2) training and support…

Printing and Publishing Industry Training Board

Science.gov (United States)

Industrial Training International, 1974

1974-01-01

Accounted is the supervisory training program currently in operation in the printing and publishing industry. The purpose of the training program is to increase managerial efficiency and to better prepare new supervisors. (DS)

Genetic Counseling Supervisors' Self-Efficacy for Select Clinical Supervision Competencies.

Science.gov (United States)

Finley, Sabra Ledare; Veach, Pat McCarthy; MacFarlane, Ian M; LeRoy, Bonnie S; Callanan, Nancy

2016-04-01

Supervision is a primary instructional vehicle for genetic counseling student clinical training. Approximately two-thirds of genetic counselors report teaching and education roles, which include supervisory roles. Recently, Eubanks Higgins and colleagues published the first comprehensive list of empirically-derived genetic counseling supervisor competencies. Studies have yet to evaluate whether supervisors possess these competencies and whether their competencies differ as a function of experience. This study investigated three research questions: (1) What are genetic counselor supervisors' perceptions of their capabilities (self-efficacy) for a select group of supervisor competencies?, (2) Are there differences in self-efficacy as a function of their supervision experience or their genetic counseling experience, and 3) What training methods do they use and prefer to develop supervision skills? One-hundred thirty-one genetic counselor supervisors completed an anonymous online survey assessing demographics, self-efficacy (self-perceived capability) for 12 goal setting and 16 feedback competencies (Scale: 0-100), competencies that are personally challenging, and supervision training experiences and preferences (open-ended). A MANOVA revealed significant positive effects of supervision experience but not genetic counseling experience on participants' self-efficacy. Although mean self-efficacy ratings were high (>83.7), participant comments revealed several challenging competencies (e.g., incorporating student's report of feedback from previous supervisors into goal setting, and providing feedback about student behavior rather than personal traits). Commonly preferred supervision training methods included consultation with colleagues, peer discussion, and workshops/seminars.

Competency-Based Assessment for Clinical Supervisors: Design-Based Research on a Web-Delivered Program

Science.gov (United States)

Williams, Lauren Therese; Grealish, Laurie; Jamieson, Maggie

2015-01-01

Background Clinicians need to be supported by universities to use credible and defensible assessment practices during student placements. Web-based delivery of clinical education in student assessment offers professional development regardless of the geographical location of placement sites. Objective This paper explores the potential for a video-based constructivist Web-based program to support site supervisors in their assessments of student dietitians during clinical placements. Methods This project was undertaken as design-based research in two stages. Stage 1 describes the research consultation, development of the prototype, and formative feedback. In Stage 2, the program was pilot-tested and evaluated by a purposeful sample of nine clinical supervisors. Data generated as a result of user participation during the pilot test is reported. Users’ experiences with the program were also explored via interviews (six in a focus group and three individually). The interviews were transcribed verbatim and thematic analysis conducted from a pedagogical perspective using van Manen’s highlighting approach. Results This research succeeded in developing a Web-based program, “Feed our Future”, that increased supervisors’ confidence with their competency-based assessments of students on clinical placements. Three pedagogical themes emerged: constructivist design supports transformative Web-based learning; videos make abstract concepts tangible; and accessibility, usability, and pedagogy are interdependent. Conclusions Web-based programs, such as Feed our Future, offer a viable means for universities to support clinical supervisors in their assessment practices during clinical placements. A design-based research approach offers a practical process for such Web-based tool development, highlighting pedagogical barriers for planning purposes. PMID:25803172

Qualification requirements and training programs for nonreactor nuclear facility personnel in the Operations Division of the Oak Ridge National Laboratory

Energy Technology Data Exchange (ETDEWEB)

Preston, E.L.; Culbert, W.H.; Baldwin, M.E.; McCormack, K.E.; Rivera, A.L.; Setaro, J.A.

1985-11-01

This document describes the program for training, retraining, and qualification of nonreactor nuclear operators in the Operations Division of the Oak Ridge National Laboratory. The objective of the program is to provide the Operators and Supervisors of nuclear facilities the knowledge and skills needed to perform assigned duties in a safe and efficient manner and to comply with US Department of Energy Order 5480.1A Chapter V. This order requires DOE nuclear facilities to maintain formal training programs for their operating staff and documentation of that training.

Qualification requirements and training programs for nonreactor nuclear facility personnel in the Operations Division of the Oak Ridge National Laboratory

International Nuclear Information System (INIS)

Preston, E.L.; Culbert, W.H.; Baldwin, M.E.; McCormack, K.E.; Rivera, A.L.; Setaro, J.A.

1985-11-01

This document describes the program for training, retraining, and qualification of nonreactor nuclear operators in the Operations Division of the Oak Ridge National Laboratory. The objective of the program is to provide the Operators and Supervisors of nuclear facilities the knowledge and skills needed to perform assigned duties in a safe and efficient manner and to comply with US Department of Energy Order 5480.1A Chapter V. This order requires DOE nuclear facilities to maintain formal training programs for their operating staff and documentation of that training

Subjects and educational objectives of specialized training courses for shift supervisors in nuclear power plants. Vol. 4

International Nuclear Information System (INIS)

1983-01-01

Presentation of subjects taught, curricula, educational objectives of training courses for shift supervisors in nuclear power plants. The curricula for nuclear engineering fundamentals include subjects such as nuclear physics, reactor physics, reactor safety, radiation protection, legal provisions, job safety, reactor technology, applied thermohydraulics and thermodynamics, materials. (HAG) [de

Associations of Work Stress, Supervisor Unfairness, and Supervisor Inability to Speak Spanish with Occupational Injury among Latino Farmworkers.

Science.gov (United States)

Clouser, Jessica Miller; Bush, Ashley; Gan, Wenqi; Swanberg, Jennifer

2017-06-22

Little is known about how psychosocial work factors such as work stress, supervisor fairness, and language barriers affect risk of occupational injury among Latino farmworkers. This study attempts to address these questions. Surveys were administered via interviews to 225 Latino thoroughbred farmworkers. Multivariable logistic regression analyses were performed to calculate odds ratios (OR) and 95% confidence intervals (CI) of occupational injury in the past year in relation to occupational characteristics. Work stress (OR 6.70, 95% CI 1.84-24.31), supervisor unfairness (OR 3.34, 95% CI 1.14-9.73), longer tenure at farm (OR 2.67, 95% CI 1.13-6.34), and supervisor inability to speak Spanish (OR 2.29, 95% CI 1.05-5.00) were significantly associated with increased odds of occupational injury. Due to the associations between work stress, supervisor unfairness, supervisor inability to speak Spanish and injury, supervisor training to improve Spanish language ability and equitable management practices is merited. Future research is needed to understand the antecedents of work stress for Latino farmworkers.

[The Internet:an alternative to face-to-face training for teachers in remote locations?].

Science.gov (United States)

Gagnon, Suzanne; Minguet, Cassian

2008-08-01

For some family medicine supervisors working in rural and remote areas, access to face-to-face training is problematic. They need distance training programs designed specifically for them. To study the advantages, disadvantages, and feasibility of a training program for these supervisors that is delivered over the Internet. This was a pilot project for international on-line training consisting of a platform of courses and a collaborative type of Web conferencing that ran for 2 hours each week for 5 weeks. The training focused on the acquisition of teaching skills and the use of information and communications technology, and included discussions on topics related to practising and teaching in rural areas. Such a program is feasible and economical. The main difficulties are recruiting participants, keeping them in the program, and the amount of time spent on development and supervision. Participants who persevered reported high levels of satisfaction. The content of this type of training, barriers to participation, and the role of distance education in rural supervisor training programs remain to be explored.

Clarifying Work-Family Intervention Processes: The Roles of Work-Family Conflict and Family-Supportive Supervisor Behaviors

Science.gov (United States)

Hammer, Leslie B.; Kossek, Ellen Ernst; Anger, W. Kent; Bodner, Todd; Zimmerman, Kristi L.

2011-01-01

Drawing on a conceptual model integrating research on training, work-family interventions, and social support, we conducted a quasi-experimental field study to assess the impact of a supervisor training and self-monitoring intervention designed to increase supervisors' use of family-supportive supervisor behaviors. Pre- and postintervention…

How does culture affect experiential training feedback in exported Canadian health professional curricula?

Science.gov (United States)

Wilbur, Kerry; Mousa Bacha, Rasha; Abdelaziz, Somaia

2017-03-17

To explore feedback processes of Western-based health professional student training curricula conducted in an Arab clinical teaching setting. This qualitative study employed document analysis of in-training evaluation reports (ITERs) used by Canadian nursing, pharmacy, respiratory therapy, paramedic, dental hygiene, and pharmacy technician programs established in Qatar. Six experiential training program coordinators were interviewed between February and May 2016 to explore how national cultural differences are perceived to affect feedback processes between students and clinical supervisors. Interviews were recorded, transcribed, and coded according to a priori cultural themes. Document analysis found all programs' ITERs outlined competency items for students to achieve. Clinical supervisors choose a response option corresponding to their judgment of student performance and may provide additional written feedback in spaces provided. Only one program required formal face-to-face feedback exchange between students and clinical supervisors. Experiential training program coordinators identified that no ITER was expressly culturally adapted, although in some instances, modifications were made for differences in scopes of practice between Canada and Qatar.  Power distance was recognized by all coordinators who also identified both student and supervisor reluctance to document potentially negative feedback in ITERs. Instances of collectivism were described as more lenient student assessment by clinical supervisors of the same cultural background. Uncertainty avoidance did not appear to impact feedback processes. Our findings suggest that differences in specific cultural dimensions between Qatar and Canada have implications on the feedback process in experiential training which may be addressed through simple measures to accommodate communication preferences.

Leadership in the clinical workplace: what residents report to observe and supervisors report to display: an exploratory questionnaire study.

Science.gov (United States)

van der Wal, Martha A; Scheele, Fedde; Schönrock-Adema, Johanna; Jaarsma, A Debbie C; Cohen-Schotanus, Janke

2015-11-02

Within the current health care system, leadership is considered important for physicians. leadership is mostly self-taught, through observing and practicing. Does the practice environment offer residents enough opportunities to observe the supervisor leadership behaviours they have to learn? In the current study we investigate which leadership behaviours residents observe throughout their training, which behaviours supervisors report to display and whether residents and supervisors have a need for more formal training. We performed two questionnaire studies. Study 1: Residents (n = 117) answered questions about the extent to which they observed four basic and observable Situational Leadership behaviours in their supervisors. Study 2: Supervisors (n = 201) answered questions about the extent to which they perceived to display these Situational Leadership behaviours in medical practice. We asked both groups of participants whether they experienced a need for formal leadership training. One-third of the residents did not observe the four basic Situational Leadership behaviours. The same pattern was found among starting, intermediate and experienced residents. Moreover, not all supervisors showed these 4 leadership behaviours. Both supervisors and residents expressed a need for formal leadership training. Both findings together suggest that current practice does not offer residents enough opportunities to acquire these leadership behaviours by solely observing their supervisors. Moreover, residents and supervisors both express a need for more formal leadership training. More explicit attention should be paid to leadership development, for example by providing formal leadership training for supervisors and residents.

Principal forensic physicians as educational supervisors.

Science.gov (United States)

Stark, Margaret M

2009-10-01

This research project was performed to assist the Faculty of Forensic and Legal Medicine (FFLM) with the development of a training programme for Principal Forensic Physicians (PFPs) (Since this research was performed the Metropolitan Police Service have dispensed with the services of the Principal Forensic Physicians so currently (as of January 2009) there is no supervision of newly appointed FMEs or the development training of doctors working in London nor any audit or appraisal reviews.) to fulfil their role as educational supervisors. PFPs working in London were surveyed by questionnaire to identify the extent of their knowledge with regard to their role in the development training of all forensic physicians (FPs) in their group, the induction of assistant FPs and their perceptions of their own training needs with regard to their educational role. A focus group was held at the FFLM annual conference to discuss areas of interest that arose from the preliminary results of the questionnaire. There is a clear need for the FFLM to set up a training programme for educational supervisors in clinical forensic medicine, especially with regard to appraisal. 2009 Elsevier Ltd and Faculty of Forensic and Legal Medicine.

Good Undergraduate Dissertation Supervision: Perspectives of Supervisors and Dissertation Coordinators

Science.gov (United States)

Roberts, Lynne D.; Seaman, Kristen

2018-01-01

There is a paucity of research, training, and material available to support supervisors of undergraduate dissertation students. This article explores what "good" supervision might look like at this level. Interviews were conducted with eight new supervisors and six dissertation coordinators using a critical incident methodology. Thematic…

Supervisor's accident investigation handbook

International Nuclear Information System (INIS)

1980-02-01

This pamphlet was prepared by the Environmental Health and Safety Department (EH and S) of Lawrence Berkeley Laboratory (LBL) to provide LBL supervisors with a handy reference to LBL's accident investigation program. The publication supplements the Accident and Emergencies section of LBL's Regulations and Procedures Manual, Pub. 201. The present guide discusses only accidents that are to be investigated by the supervisor. These accidents are classified as Type C by the Department of Energy (DOE) and include most occupational injuries and illnesses, government motor-vehicle accidents, and property damages of less than $50,000

GP supervisors--an investigation into their motivations and teaching activities.

Science.gov (United States)

Ingham, Gerard; O'Meara, Peter; Fry, Jennifer; Crothers, Natalie

2014-11-01

There is little empirical information on how general practitioner (GP) supervisors teach and the reasons for the variation in their teaching methods. Could the variation be due to differing motivations to teach? Supervisors from one regional training provider who attended educational workshops in 2013 were surveyed, seeking infor-mation on their motivation to become and remain a supervisor, and the frequency of use of selected teaching activities. The majority of respondents cited intrinsic motivators, including enjoying teaching (84%), contribution to the profession and community (82%), adding variety (78%) and workforce/succession planning (69%), as reasons for becoming GP supervisors. The expected relationships between motivations and teaching activities were not found. Variation in teaching activities used by supervisors does not appear to be associated with differing motivations. Measuring the use of teaching activities is not a mechanism to determine a supervisor's commitment to teaching.

Supervisors in ergonomic change of meat cutting work.

Science.gov (United States)

Vogel, K

2012-01-01

Being a supervisor is an important and lonely occupation. The aim of this study was to identify barriers and opportunities in working conditions for supervisors, being facilitators and implementers of change for meat cutters. Nine supervisors of meat cutters in one large company were interviewed. The semi-structured interviews covered their roles as supervisors, performance of the change process and their own working conditions. Notes were taken and structured in themes. Similarities, differences, plus and minus were identified. There was a nuanced view on the change processes and their effects. The change processes and the decisions were anchored in a democratic process with groups of employees and the union. All were clear on what demands the company had on them. They were secure in a functioning network of peers and their immediate superior. On their own education, most were as a whole satisfied, but in need of more training and talked of lifelong learning. They considered their work demanding and lonely, with a need both to be manager and leader. A shared leadership could mean doing a better job. There is a need for education and training as a manager and leader as well as the opportunity to discuss with peers.

Ergonomics Risk Assessment with Participation of Supervisors in Production Line: a Successful Experience in Pars Khodro Company

Directory of Open Access Journals (Sweden)

Adel Mazloumi

2014-04-01

Full Text Available Background & Objectives: According to previous researches, workers' participation in issues affecting their working condition is the key to success in ergonomics interventions in working environments. Therefore, the present study was performed to increase active particapitation of supervisors in production line and also to identify and assess ergonomics risks and presenting modification actions (Kaizen by themselves in Pars Khodro automobile manufacturing company. Methods: A manual regarding lifting objects and body postures, according to the Finish evaluation method, was provided for supervisors in production line and related trainings were presented to them. Then, they were asked to insert the results of their assessments and suggestions in special forms during one year. The presented assessments and suggestions were examined by ergonomics experts. Results: According to the assessments conducted by supervisors, 26 work stations had high ergonomics risks, 51 had ergonomics risks with an average level, and 45 had low ergonomics risks. Moreover, the number of required Kaizens presented by supervisors was increased from 18 cases in the first year to 42 cases in the second year, after implementation of ergonomics training and identifying and assessing ergonomic risks by supervisors. Conclusion: Empowering and training supervisors increased workers' participation. In case of adequate training, supervisors can present practical solutions to reduce ergonomics risks in their workstations.

Core Competencies in Advanced Training: What Supervisors Say about Graduate Training

Science.gov (United States)

Nelson, Thorana S.; Graves, Todd

2011-01-01

In an attempt to identify needed mental health skills, many professional organizations have or are in the process of establishing core competency standards for their professions. The AAMFT identified 128 core competencies for the independent practice of MFT. The aim of this study was to learn the opinions of AAMFT Approved Supervisors as to how…

Usefulness of a virtual community of practice and web 2.0 tools for general practice training: experiences and expectations of general practitioner registrars and supervisors.

Science.gov (United States)

Barnett, Stephen; Jones, Sandra C; Bennett, Sue; Iverson, Don; Bonney, Andrew

2013-01-01

General practice training is a community of practice in which novices and experts share knowledge. However, there are barriers to knowledge sharing for general practioner (GP) registrars, including geographic and workplace isolation. Virtual communities of practice (VCoP) can be effective in overcoming these barriers using social media tools. The present study examined the perceived usefulness, features and barriers to implementing a VCoP for GP training. Following a survey study of GP registrars and supervisors on VCoP feasibility, a qualitative telephone interview study was undertaken within a regional training provider. Participants with the highest Internet usage in the survey study were selected. Two researchers worked independently conducting thematic analysis using manual coding of transcriptions, later discussing themes until agreement was reached. Seven GP registrars and three GP supervisors participated in the study (average age 38.2 years). Themes emerged regarding professional isolation, potential of social media tools to provide peer support and improve knowledge sharing, and barriers to usage, including time, access and skills. Frequent Internet-using GP registrars and supervisors perceive a VCoP for GP training as a useful tool to overcome professional isolation through improved knowledge sharing. Given that professional isolation can lead to decreased rural work and reduced hours, a successful VCoP may have a positive outcome on the rural medical workforce.

Clarifying Work-Family Intervention Processes: The Roles of Work-Family Conflict and Family Supportive Supervisor Behaviors

Science.gov (United States)

Hammer, Leslie B.; Kossek, Ellen E.; Anger, W. Kent; Bodner, Todd; Zimmerman, Kristi L.

2010-01-01

Drawing on a conceptual model integrating research on training, work-family interventions, and social support, we conducted a quasi-experimental field study to assess the impact of a supervisory training and self-monitoring intervention designed to increase supervisors' use of family supportive supervisor behaviors. Pre- and post-intervention surveys were completed, nine months apart, by 239 employees at six intervention (N = 117) and six control (N = 122) grocery store sites. Thirty-nine supervisors in the six intervention sites received the training consisting of one hour of self-paced computer-based training, one hour of face-to-face group training, followed by instructions for behavioral self-monitoring (recording the frequency of supportive behaviors) to support on-the-job transfer. Results demonstrated a disordinal interaction for the effect of training and family-to-work conflict on employee job satisfaction, turnover intentions and physical health. In particular, for these outcomes, positive training effects were observed for employees with high family-to-work conflict, while negative training effects were observed for employees with low family-to-work conflict. These moderation effects were mediated by the interactive effect of training and family-to-work conflict on employee perceptions of family-supportive supervisor behaviors. Implications of our findings for future work-family intervention development and evaluation are discussed. PMID:20853943

Training at Kodak

Science.gov (United States)

Training in Business and Industry, 1971

1971-01-01

Article discusses the vast number of educational programs which the Kodak company offers to employees, supervisors, workers in related fields and to the community by way of educational training programs for inner city and underprivileged youth. Discussed are the ways in which Kodak enhances its own position in the industry by keeping its employees…

Continuing training program in radiation protection in biological research centers

International Nuclear Information System (INIS)

Escudero, R.; Hidalgo, R.M.; Usera, F.; Macias, M.T.; Mirpuri, E.; Perez, J.; Sanchez, A.

2008-01-01

The use of ionizing radiation in biological research has many specific characteristics. A great variety of radioisotopic techniques involve unsealed radioactive sources, and their use not only carries a risk of irradiation, but also a significant risk of contamination. Moreover, a high proportion of researchers are in training and the labor mobility rate is therefore high. Furthermore, most newly incorporated personnel have little or no previous training in radiological protection, since most academic qualifications do not include training in this discipline. In a biological research center, in addition to personnel whose work is directly associated with the radioactive facility (scientific-technical personnel, operators, supervisors), there are also groups of support personnel The use of ionizing radiation in biological research has many specific characteristics. A great variety of radioisotopic techniques involve unsealed radioactive sources, and their use not only carries a risk of irradiation, but also a significant risk of contamination. Moreover, a high proportion of researchers are in training and the labor mobility rate is therefore high. Furthermore, most newly incorporated personnel have little or no previous training in radiological protection, since most academic qualifications do not include training in this discipline. In a biological research center, in addition to personnel whose work is directly associated with the radioactive facility (scientific-technical personnel, operators, supervisors), there are also groups of support personnel maintenance and instrumentation workers, cleaners, administrative personnel, etc. who are associated with the radioactive facility indirectly. These workers are affected by the work in the radioactive facility to varying degrees, and they therefore also require information and training in radiological protection tailored to their level of interaction with the installation. The aim of this study was to design a

A Comparison of Selected Supervisory Skills of Content Specialist and Non-Content Specialist University Supervisors

Science.gov (United States)

Hunt, Kevin; Mitchell, Murray; Maina, Michael; Griffin, Lisa

2015-01-01

The purpose of this study was to describe and contrast selected approaches to the supervision of student teachers between Content Specialist and Non-Content Specialist university supervisors. Content Specialist supervisors were identified as trained university supervisors with a background in physical education. Non-Content Specialist supervisors…

How personality traits affect clinician-supervisors' work engagement and subsequently their teaching performance in residency training

NARCIS (Netherlands)

Scheepers, Renée A.; Arah, Onyebuchi A.; Heineman, Maas Jan; Lombarts, Kiki M. J. M. H.

2016-01-01

Clinician-supervisors often work simultaneously as doctors and teachers. Supervisors who are more engaged for their teacher work are evaluated as better supervisors. Work engagement is affected by the work environment, yet the role of supervisors' personality traits is unclear. This study examined

Radiation Oncology Training Program Curriculum developments in Australia and New Zealand: Design, implementation and evaluation--What next?

Science.gov (United States)

Turner, Sandra; Seel, Matthew; Berry, Martin

2015-12-01

The Australian and New Zealand Radiation Oncology Training Program has undergone major changes to align with pedagogical principles and best-evidence practice. The curriculum was designed around the Canadian Medical Education Directives for Specialists framework and involved structural programme changes and new in-training assessment. This paper summarises the work of programme design and implementation and presents key findings from an evaluation of the revised programme. An independent team conducted the evaluation during the last year of the first 5-year curriculum cycle. Opinions were sought from trainees, supervisors and directors of training (DoTs) through online surveys, focused interviews and group consultations. One hundred nineteen participated in surveys; 211 participated in consultations. All training networks were represented. The new curriculum was viewed favourably by most participants with over 90% responding that it 'provided direction in attaining competencies'. Most (87/107; 81%) said it 'promotes regular, productive interaction between trainees and supervisors'. Adequacy of feedback to trainees was rated as only 'average' by trainees/trainers in one-third of cases. Consultations revealed this was more common where trainers were less familiar with curriculum tools. Half of DoTs/supervisors felt better supported. Nearly two-third of all responders (58/92; 63%) stated that clinical service requirements could be met during training; 17/92 (18.5%) felt otherwise. When asked about 'work-readiness', 59/90 (66%) respondents, including trainees, felt this was improved. Findings suggest that the 'new' curriculum has achieved many of its aims, and implementation has largely been successful. Outcomes focus future work on better supporting trainers in using curriculum tools and providing useful feedback to trainees. © 2015 The Royal Australian and New Zealand College of Radiologists.

Assertive Communication and Teamwork: Results of an Intervention Program to the Supervisors of a Company

Science.gov (United States)

Montes de Oca, Jesús H.

2014-01-01

The study aimed to determine the effect of the implementation of the program "Manage your Talent" on assertive communication and teamwork competences. A quasi-experimental research design was used with pretest - intervention - post-test with control group. The sample included 28 supervisors from a private company, 13 in the experimental…

Employee experience of workplace supervisor contact and support during long-term sickness absence.

Science.gov (United States)

Buys, Nicholas J; Selander, John; Sun, Jing

2017-12-07

Workplace support is an important factor in promoting successful return to work. The purpose of this article is to examine relationships between supervisor contact, perceived workplace support and demographic variables among employees on long-term sickness absence. Data were collected from 204 public employees at a municipality in Sweden who had been on long term sickness absence (60 days or more) using a 23 question survey instrument that collected information on demographic variables, supervisor contact and perceived workplace support. Most injured employees (97%) reported having contact with their supervisors during their sickness absence, with a majority (56%) reporting high levels of support, including early (58.6%) and multiple (70.7%) contacts. Most were pleased with amount of contact (68.9%) and the majority had discussed workplace accommodations (68.1%). Employees who self-initiated contact, felt the amount of contact was appropriate, had a personal meeting with their supervisors and discussed workplace adjustments reported experiencing higher levels of support from supervisors. Employees on long-term sickness absence appreciate contact from their supervisors and this is associated with perceived workplace support. However, the amount and employee experience of this contact is important. It needs to be perceived by employees as supportive, which includes a focus on strategies (e.g., work adjustment) to facilitate a return to work. Supervisor training is required in this area to support the return to work process. Implications for Rehabilitation Contact and support from workplace supervisors is important to workers on long-term sickness absence. Employees appreciate frequent contact from supervisors during long-terms sickness absence. Employees appreciate a personal meeting with supervisors and the opportunity to discuss issues related to return to work such as work adjustment. Employers should provide training to supervisors on how to communicate and

Linking supervisor’s role in training programs to motivation to learn as an antecedent of job performance

Directory of Open Access Journals (Sweden)

Azman Bin Ismail

2010-02-01

Full Text Available According to the literature pertaining to human resource development (HRD, a supervisor’s role in training programs has two major characteristics: support and communication. The ability of supervisors to play effective roles in training programs may increase employees’ job performance. More importantly, extant research in this field reveals that the effect of the supervisor’s role in training programs on job performance is indirectly affected by the motivation to learn. The nature of this relationship is less emphasized in training management literature. Therefore, this study was conducted to measure the effect of the supervisor’s role in training programs and the motivation to learn on job performance using 91 usable questionnaires gathered from employees who have worked in a state library in East Malaysia, Malaysia. The outcomes of stepwise regression analysis displayed that the inclusion of motivation to learn in the analysis had increased the effects of the two supervisor’s role elements of support and communication on job performance. This result demonstrates that the motivation to learn acts as a mediating variable in the training model of the organizational sample. The implications of this study to the theory and practice of training programs, methodological and conceptual limitations as well as future directions are elaborated.

Supervisors' Perspective on Electronic Logbook System for Postgraduate Medical Residents of CPSP.

Science.gov (United States)

Gondal, Khalid Masood; Iqbal, Uzma; Ahmed, Arslan; Khan, Junaid Sarfraz

2017-09-01

To find out the perspective of the supervisors about the role of electronic logbook (E-Logbook) of College of Physicians and Surgeons, Pakistan (CPSP) in monitoring the training of postgraduate medical residents of CPSP. Descriptive cross-sectional study. College of Physicians and Surgeons Pakistan (CPSP), Karachi, from May to October 2015. An electronic computer-based questionnaire designed in Hypertext Preprocessor (PHP) language was distributed to the registered CPSPsupervisors through the e-log system. The questionnaire comprised of seven close ended questions. The data were entered and analyzed by SPSS version 20. Descriptive statistics were determined. Atotal of 1,825 supervisors responded to the questionnaire. Fifteen hundred and ninety-eight (87.6%) supervisors gave regular feedback for their trainees, 88.2% considered it a better monitoring tool than conventional logbook, 92.5% responded that e-logbook helped in the regular assessment of the trainees, 87.8% believe that quality of training will improve after introduction of e-logbook, 89.2% found e-logbook useful in implementation of outcome-based learning and 88.4% considered e-logbook user-friendly. The main reasons for not providing regular feedback included the supervisors not familiar to e-logbook interface, internet access problems, and busy schedules of supervisors. There was a wide acceptability of the e-log system among the supervisors with positive perception about its usefulness. The common reasons that hinder the provision of regular feedback include not being familiar to e-log interface, internet access problem, busy schedule and some consider using e-logbook a cumbersome task. These reasons can be alleviated to provide a better training monitoring system for the residents.

Preparing supervisors to provide safeguarding supervision for healthcare staff.

Science.gov (United States)

Smikle, Marcia

2017-11-28

This paper outlines why experienced supervisors at a London healthcare provider received skills training so they could offer safeguarding supervision to front-line colleagues with case management responsibilities for vulnerable children and young people. It examines how supervisors use the main functions of supervision and a cycle of reflection in clinical practice with supervisees. As well as the professional issues encountered by supervisors in relation to the benefits, the challenges of providing supervision and the action required to make safeguarding supervision a part of the organisational culture are also explored. ©2017 RCN Publishing Company Ltd. All rights reserved. Not to be copied, transmitted or recorded in any way, in whole or part, without prior permission of the publishers.

Learner, Patient, and Supervisor Features Are Associated With Different Types of Cognitive Load During Procedural Skills Training: Implications for Teaching and Instructional Design.

Science.gov (United States)

Sewell, Justin L; Boscardin, Christy K; Young, John Q; Ten Cate, Olle; O'Sullivan, Patricia S

2017-11-01

Cognitive load theory, focusing on limits of the working memory, is relevant to medical education; however, factors associated with cognitive load during procedural skills training are not well characterized. The authors sought to determine how features of learners, patients/tasks, settings, and supervisors were associated with three types of cognitive load among learners performing a specific procedure, colonoscopy, to identify implications for procedural teaching. Data were collected through an electronically administered survey sent to 1,061 U.S. gastroenterology fellows during the 2014-2015 academic year; 477 (45.0%) participated. Participants completed the survey immediately following a colonoscopy. Using multivariable linear regression analyses, the authors identified sets of features associated with intrinsic, extraneous, and germane loads. Features associated with intrinsic load included learners (prior experience and year in training negatively associated, fatigue positively associated) and patient/tasks (procedural complexity positively associated, better patient tolerance negatively associated). Features associated with extraneous load included learners (fatigue positively associated), setting (queue order positively associated), and supervisors (supervisor engagement and confidence negatively associated). Only one feature, supervisor engagement, was (positively) associated with germane load. These data support practical recommendations for teaching procedural skills through the lens of cognitive load theory. To optimize intrinsic load, level of experience and competence of learners should be balanced with procedural complexity; part-task approaches and scaffolding may be beneficial. To reduce extraneous load, teachers should remain engaged, and factors within the procedural setting that may interfere with learning should be minimized. To optimize germane load, teachers should remain engaged.

Nuclear medicine installations supervisors interactive course (CD-ROM)

International Nuclear Information System (INIS)

Williart, A.; Shaw, M.; Tellez, M.

2000-01-01

The professionals who work as Nuclear Medicine Installations Supervisors need a suitable training. This training must be based on the guidelines of the C.S.N. (the Spanish Agency for Nuclear Safety). The traditional training courses must comply with a set of requirements, that not always is possible to get: They are given in a settled place. They are developed during a time, more or less lengthy. This time is pre-established. However, the persons willing to follow these courses have some difficulties with the place and the time. Many of them do not live near the places where the courses are given, in general in big cities, while there are Nuclear Medicine Installations scattered through all Spain. Moreover in some occasions they have not available time to attend the courses. Many times, faced with so many obstacles, the option is not to do the suitable training course. In order to solve this kind of problems we offer an Interactive Training Course (supported by CD-ROM). The course contents are based on Spanish Regulations and on the Safety Guide, established by C.S.N., for approval Radioactive Installations Supervisors Training Courses. This guide includes General Topics for Radioactive Installations and Specific Subjects for Nuclear Medicine. (General topics) Basic knowledge on the fundamental concepts on the action and nature of Ionizing Radiations, their risks and preventions. The ionizing radiations. Biological effects of ionizing radiations. Radiological protection. Legislation on radioactive installations. (Specific Subjects) Knowledge on the radiological risks associated to the proper techniques in the specific field of application. In our case the specific field is Nuclear Medicine Installations, where the radioactive sources are used for diagnostic or for therapy. Specific legal and administrative aspects. Non-encapsulated radioactive sources. Associated radiological risks to the use of non-encapsulated sources. Installations design. Operative procedures

A framework for understanding international medical graduate challenges during transition into fellowship programs.

Science.gov (United States)

Sockalingam, Sanjeev; Khan, Attia; Tan, Adrienne; Hawa, Raed; Abbey, Susan; Jackson, Timothy; Zaretsky, Ari; Okrainec, Allan

2014-01-01

Previous studies have highlighted unique needs of international medical graduates (IMG) during their transition into medical training programs; however, limited data exist on IMG needs specific to fellowship training. We conducted the following mixed-method study to determine IMG fellow training needs during the transition into fellowship training programs in psychiatry and surgery. The authors conducted a mixed-methods study consisting of an online survey of IMG fellows and their supervisors in psychiatry or surgery fellowship training programs and individual interviews of IMG fellows. The survey assessed (a) fellows' and supervisors' perceptions on IMG challenges in clinical communication, health systems, and education domains and (b) past orientation initiatives. In the second phase of the study, IMG fellows were interviewed during the latter half of their fellowship training, and perceptions regarding orientation and adaptation to fellowship in Canada were assessed. Survey data were analyzed using descriptive and Mann-Whitney U statistics. Qualitative interviews were analyzed using grounded theory methodology. The survey response rate was 76% (35/46) and 69% (35/51) for IMG fellows and supervisors, respectively. Fellows reported the greatest difficulty with adapting to the hospital system, medical documentation, and balancing one's professional and personal life. Supervisors believed that fellows had the greatest difficulty with managing language and slang in Canada, the healthcare system, and an interprofessional team. In Phase 2, fellows generated themes of disorientation, disconnection, interprofessional team challenges, a need for IMG fellow resources, and a benefit from training in a multicultural setting. Our study results highlight the need for IMG specific orientation resources for fellows and supervisors. Maslow's Hierarchy of Needs may be a useful framework for understanding IMG training needs.

Management competencies required in the transition from a technician to a supervisor

Directory of Open Access Journals (Sweden)

Sibongile R. Mahlangu (Kubheka

2015-05-01

Full Text Available Orientation: Technicians are frequently promoted to supervisory positions based on their technical abilities, with scant attention focused on developing management competencies. This oversight often poses significant challenges. The effective transition from technician to supervisor is important in any organisation. Research objective: The primary objective is to identify and verify the competencies that are required for a technician and a supervisory position; the secondary objective is to identify the gap that must be filled with relevant training interventions to enable technicians to make an effective transition to a supervisory position. Motivation for this study: The identification of the management competencies required for a technician who makes a career change to a supervisor position. Research method: The sequential mixed method approach was used to enable the twophase data collection process: phase one was the quantitative phase and phase two was the qualitative phase. Main findings: The overall findings confirm that there are indeed management competencies that technicians require training and development on before being promoted to a supervisory position. Implication: Organisations need to identify the key competencies for a technician and a supervisor and implement development or training interventions that are essential to successfully transition an employee from the level of a technician to the level of a supervisor. Contribution: Organisations need to implement essential development or training interventions focused on developing management competencies and put in place support interventions such as coaching, job shadowing, mentoring and networking.

Superstorm Sandy: How the New York University Psychiatry Residency Training Program Weathered the Storm.

Science.gov (United States)

Capasso, Rebecca; Adler, Laura

2016-10-01

The teaching hospitals of the New York University psychiatry residency program were evacuated and then closed for a minimum of 3 months in the aftermath of Superstorm Sandy. Faculty and residents were deployed to alternate clinical sites. The authors examine the consequences of Superstorm Sandy and its implications for the New York University psychiatry residency training program. A survey was administered to faculty and residents. The authors tabulated 98 surveys, for which 24 % of faculty and 84 % of residents responded. Among respondents, 61 % believed that being involved in the evacuation of the hospitals was a positive experience. During deployment, most (85 %) found being placed with peers and supervisors to be beneficial, but there were significant disruptions. Despite facing multiple challenges including closed facilities, deployment to nonaffiliated hospitals, and exhausted personal resources, the training program continued to provide accredited clinical experiences, a core curriculum, and supervision for psychiatry residents during and after Superstorm Sandy.

Radiation protection supervisors certification in Brazil

International Nuclear Information System (INIS)

Mendonca Costa, Eduardo; Arraes Monteiro, Iara

2008-01-01

In order to accomplish its legal assignments CNEN certifies the qualification of radiation protection supervisors. The current certification process is presented and discussed in this paper. This paper discusses the main points of the certification process including: knowledge tests, stake holder's communication, standards, supervisor responsibilities and profiles. The importance of safety certification of nuclear facilities and radiation protection of public individuals and workers are also discussed. Taking into account the characteristics of the Brazilian Nuclear program, the future improvements and goals in the certification process is also presented. (author)

The Statistical Knowledge Gap in Higher Degree by Research Students: The Supervisors' Perspective

Science.gov (United States)

Baglin, James; Hart, Claire; Stow, Sarah

2017-01-01

This study sought to gain an understanding of the current statistical training and support needs for Australian Higher Degree by Research (HDR) students and their supervisors. The data reported herein are based on the survey responses of 191 (18.7%) eligible supervisors from a single Australian institution. The survey was composed of both…

Supervisor leadership in relation to resident job satisfaction.

Science.gov (United States)

van der Wal, Martha A; Schönrock-Adema, Johanna; Scheele, Fedde; Schripsema, Nienke R; Jaarsma, A Debbie C; Cohen-Schotanus, Janke

2016-08-01

Research from outside the medical field shows that leadership behaviours influence job satisfaction. Whether the same is true for the medical training setting needs to be explored. The aim of this study was to investigate the influence of residents' overall appreciation of their supervisor's leadership and observation of specific supervisor leadership behaviours on job satisfaction. We invited residents (N = 117) to rate how often they observed certain task and relation-oriented leadership behaviours in their supervisor and overall appreciation of their supervisor's leadership. Furthermore, they rated their satisfaction with 13 different aspects of their jobs on a 10-point scale. Using exploratory factor analysis we identified four factors covering different types of job satisfaction aspects: personal growth, autonomy, affective, and instrumental job satisfaction aspects. Influence of overall appreciation for supervisor leadership and observation of certain leadership behaviours on these job satisfaction factors were analysed using multiple regression analyses. The affective aspects of job satisfaction were positively influenced by overall appreciation of leadership (B = 0.792, p = 0.017), observation of specific instructions (B = 0.972, p = 0.008) and two-way communication (B = 1.376, p = 0.008) and negatively by mutual decision-making (B = -1.285, p = 0.007). No effects were found for the other three factors of job satisfaction. We recommend that supervisors become more aware of whether and how their behaviours influence residents' job satisfaction. Especially providing specific instructions and using two-way communication seem important to help residents deal with their insecurities and to offer them support.

Supervisory training: From self awareness to leadership skills

International Nuclear Information System (INIS)

Kelly, M.

1991-01-01

This presentation will trace the development of the New York Power Authority's three-phase first line supervisory training curriculum. In twenty-two days of classroom training, this program follows our new supervisors though their first two years on the job. The objectives of this presentation are to: share the ups and downs experienced during the three years it took to design and fully implement the program; describe the rationale for, and content of, each of the program's three phases; and describe the corporate impact of the training, including the unexpected demand by higher level staff for similar comprehensive management development programs. Topics covered will include management support, needs assessment, program design and evolution, and training impact

Supervisors' pedagogical role at a clinical education ward - an ethnographic study.

Science.gov (United States)

Manninen, Katri; Henriksson, Elisabet Welin; Scheja, Max; Silén, Charlotte

2015-01-01

Clinical practice is essential for health care students. The supervisor's role and how supervision should be organized are challenging issues for educators and clinicians. Clinical education wards have been established to meet these challenges and they are units with a pedagogical framework facilitating students' training in real clinical settings. Supervisors support students to link together theoretical and practical knowledge and skills. From students' perspectives, clinical education wards have shown potential to enhance students' learning. Thus there is a need for deeper understanding of supervisors' pedagogical role in this context. We explored supervisors' approaches to students' learning at a clinical education ward where students are encouraged to independently take care of patients. An ethnographic approach was used to study encounters between patients, students and supervisors. The setting was a clinical education ward for nursing students at a university hospital. Ten observations with ten patients, 11 students and five supervisors were included in the study. After each observation, individual follow-up interviews with all participants and a group interview with supervisors were conducted. Data were analysed using an ethnographic approach. Supervisors' pedagogical role has to do with balancing patient care and student learning. The students were given independence, which created pedagogical challenges for the supervisors. They handled these challenges by collaborating as a supervisory team and taking different acts of supervision such as allowing students their independence, being there for students and by applying patient-centredness. The supervisors' pedagogical role was perceived as to facilitate students' learning as a team. Supervisors were both patient- and student-centred by making a nursing care plan for the patients and a learning plan for the students. The plans were guided by clinical and pedagogical guidelines, individually adjusted and

Role of Headmasters, Teachers, and Supervisors in Knowledge Transfer about Occupational Health and Safety to Pupils in Vocational Education

Directory of Open Access Journals (Sweden)

Ing-Marie Andersson

2015-12-01

Conclusion: Teachers and supervisors did not plan the training in OHS in accordance with the provisions of systematic work environment management. Instead, the teachers based the training on their own experiences. Most of the supervisors did not receive information from the schools as to what should be included when introducing OHS issues in WPL.

The application of utility analysis processes to estimate the impact of training for nuclear maintenance personnel

International Nuclear Information System (INIS)

Groppel, C.F.

1991-01-01

The primary objectives of this study were to test two utility analysis models, the Cascio-Ramos Estimate of Performance in Dollars (CREPID) model and Godkewitsch financial utility analysis model and to determine their appropriateness as tools for evaluating training. This study was conducted in conjunction with Philadelphia Electric Company's Nuclear Training Group. Job performance of nuclear maintenance workers was assessed to document the impact of the training program. Assessment of job performance covered six job performance themes. Additionally, front-line nuclear maintenance supervisors were interviewed to determine their perceptions of the nuclear maintenance training. A comparison of supervisor's perceptions and outcomes of the utility analysis models was made to determine the appropriateness of utility analysis as quantitative tools for evaluating the nuclear maintenance training program. Application of the CREPID utility analysis model indicated the dollar value of the benefits of training through utility analysis was $5,843,750 which represented only four of the job performance themes. Application of the Godkewitsch utility analysis model indicated the dollar value of the benefits of training was $3,083,845 which represented all six performance themes. A comparison of the outcomes indicated a sizeable difference between the dollar values produced by the models. Supervisors indicated training resulted in improved productivity, i.e., improved efficiency and effectiveness. Additionally, supervisors believed training was valuable because it provided nonmonetary benefits, e.g., improved self-esteem and confidence. The application of utility analysis addressed only monetary benefits of training. The variation evidenced by the difference in the outcome of the two models suggests that utility analysis open-quotes estimatesclose quotes may not accurately reflect the impact of training

Role of commitment to the supervisor, leader-member exchange, and supervisor-based self-esteem in employee-supervisor conflicts.

Science.gov (United States)

Landry, Guylaine; Vandenberghe, Christian

2009-02-01

Using survey data from 240 employees working in a variety of organizations, the authors examined the relations among commitment to the supervisor, leader-member exchange, supervisor-based self-esteem (SBSE), and relationship and substantive supervisor-subordinate conflicts. They found affective commitment was negatively related to both types of conflicts; perceived lack of alternatives commitment was positively related to relationship conflicts; and leader-member exchange was negatively related to substantive conflicts. SBSE was negatively associated with both types of conflicts. In addition, when SBSE was low, affective commitment was more strongly related to both types of conflicts, and normative commitment more strongly and positively related to substantive conflicts. The authors discuss the implications of these findings for the understanding of employee-supervisor conflicts.

Music therapy internship supervisors and preinternship students: a comparative analysis of questionnaires.

Science.gov (United States)

Knight, Andrew J

2008-01-01

The purpose of this study was to compare perceptions of professional competency between preinternship music therapy students and internship supervisors. Preinternship music therapy students and internship supervisors were asked to fill out the Internship Concerns Questionnaire (ICQ-ST, student; ICQ-SU, supervisor). Participants (N = 106) included 85 students at 16 AMTA-approved universities (n = 85), and 21 internship supervisors at active AMTA national roster internship sites (n = 21). Twenty items on the ICQ were rated on a Likert-type scale, and 1 item (Part B) asked the participant to indicate any other concerns not addressed in the ICQ. Music therapy interns and supervisors differed significantly in their mean ratings on 2 of the 20 items: "Communicating with facility staff" (p = .025) and "Maintaining client confidence" (p = .016). In both cases the student interns reported a significantly lower mean level of concern about getting assistance in these areas than did their supervisors. The present study suggests that music therapy educators may better prepare music therapy students for a successful internship by evaluating the perceptual gaps in professional training expectations between students and supervisors prior to the internship. Internship supervisors may also benefit from student's own perceptions of their knowledge and skills upon beginning the internship. Ultimately, the student is responsible for being prepared to begin the process from intern to beginning professional at the start of the internship, and to commit to gaining as much as possible from the combination of academic and clinical experiences available to them.

Selection, training, qualification and licensing of Three Mile Island reactor operating personnel

International Nuclear Information System (INIS)

Eytchison, R.M.

1980-01-01

The various programs which were intended to staff Three Mile Island with competent, trained operators and supervisors are reviewed. The analysis includes a review of the regulations concerning operator training and licensing, and describes how the requirements were implemented by the NRC, Metropolitan Edison Company, and Babcock and Wilcox Company. Finally the programs conducted by these three organisations are evaluated. (U.K.)

Training programme for direct operating functions

International Nuclear Information System (INIS)

Reuhl, R.

1986-01-01

In the lecture the initial and retraining programs for licensed and non-licensed nuclear power plant shift personnel will be commented. The programs were developed by Biblis Nuclear Power Plant Operations Management (RWE-Betriebsverwaltung) with regard to one decade of operational experience in Biblis nuclear power plants (2 PWR, 1300/1204 MW) and on the basis of the existing guidelines issued by the German Federal Ministry of the Interior. During the application and the constant development of the training programs emphasis was put on the connection of theory and practice following a special training strategy using different training facilities. In this context the role and qualification of the licensed instructors with shift supervisor experience get high importance. (orig./GL)

Peer Helping Programs: Helper Role, Supervisor Training, and Suicidal Behavior.

Science.gov (United States)

Lewis, Max W.; Lewis, Arleen C.

1996-01-01

Presents results of a survey of Washington State school counselors concerning peer helper programs. Descriptive analyses indicate that peer helper counseling programs are widely used and that they are often supervised by noncounseling professionals. The analysis also revealed greater numbers of completed suicides at those schools with the…

How Entrustment Is Informed by Holistic Judgments Across Time in a Family Medicine Residency Program: An Ethnographic Nonparticipant Observational Study.

Science.gov (United States)

Sagasser, Margaretha H; Fluit, Cornelia R M G; van Weel, Chris; van der Vleuten, Cees P M; Kramer, Anneke W M

2017-06-01

Entrustment has mainly been conceptualized as delegating discrete professional tasks. Because residents provide most of their patient care independently, not all resident performance is visible to supervisors; the entrustment process involves more than granting discrete tasks. This study explored how supervisors made entrustment decisions based on residents' performance in a long-term family medicine training program. A qualitative nonparticipant observational study was conducted in 2014-2015 at competency-based family medicine residency programs in the Netherlands. Seven supervisor-resident pairs participated. During two days, one researcher observed first-year residents' patient encounters, debriefing sessions, and supervisor-resident educational meetings and interviewed them separately afterwards. Data were collected and analyzed using iterative, phenomenological inductive research methodology. The entrustment process developed over three phases. Supervisors based their initial entrustment on prior knowledge about the resident. In the ensuing two weeks, entrustment decisions regarding independent patient care were derived from residents' observed general competencies necessary for a range of health problems (clinical reasoning, decision making, relating to patients); medical knowledge and skills; and supervisors' intuition. Supervisors provided supervision during and after encounters. Once residents performed independently, supervisors kept reevaluating their decisions, informed by residents' overall growth in competencies rather than by adhering to a predefined set of tasks. Supervisors in family medicine residency training took a holistic approach to trust, based on general competencies, knowledge, skills, and intuition. Entrustment started before training and developed over time. Building trust is a mutual process between supervisor and resident, requiring a good working relationship.

The role of supervisor emotional support on individual job satisfaction: A multilevel analysis.

Science.gov (United States)

Pohl, Sabine; Galletta, Maura

2017-02-01

Supervisor emotional support is a strong determinant of job satisfaction. There is no study examining the effect of supervisor emotional support at the group level on job satisfaction. Multilevel statistical techniques can help disentangle the effects of subjective assessments from those of group factors. The study's aim was to examine the moderating role of supervisor emotional support (group-level variable) on the relationship between work engagement and job satisfaction (individual-level variables). A cross-sectional study was performed in 39units from three Belgian hospitals. A total of 323 nurses completed a self-reported questionnaire. We carried out a multilevel analysis by using Hierarchical Linear Modeling. The results showed that the cross-level interaction was significant. Hence, at individual-level, the nurses with high levels of work engagement showed high levels of job satisfaction and this relationship was stronger when supervisor emotional support at group-level was high. Contextual differences among groups had an impact on the form of the work engagement-job satisfaction relationship. This relationship between work engagement and job satisfaction is an individual and group level phenomenon. Ways to enhance emotional supervisor support include training supervisors in providing support and enhancing communication between nurses and supervisors. Copyright © 2016 Elsevier Inc. All rights reserved.

Job analysis of the maintenance supervisor and instrument and control supervisor positions for the nuclear power plant maintenance personnel reliability model

International Nuclear Information System (INIS)

Bartter, W.D.; Siegel, A.I.; Federman, P.J.

1982-11-01

The present report presents the results of an analysis of the jobs of maintenance mechanic supervisors and instrument and control technician supervisors in nuclear power plants. Such an analysis was considered to be a necessary step in defining the scope and focus of a model for predicting and analyzing nuclear power maintenance reliability. The model will focus upon tasks and subtasks performed by various job positions. The results of this job analysis, along with the results of a survey of user needs vis-a-vis such a model and the results of parallel analyses of the job of maintenance mechanics and of instrument and control technicians provide the sound foundation on which such a model may be built. Job analysis possesses implications for a number of purposes. It provides insight into selection standards, job structuring and organization, performance analysis, training objective establishment, and training content derivation. Accordingly, the results of the present work possess implications for a variety of interest areas relative to safe and efficient operation of nuclear power plants

Survey and analysis of radiation safety management systems at medical institutions. Initial report. Radiation protection supervisor, radiation safety organization, and education and training

International Nuclear Information System (INIS)

Ohba, Hisateru; Ogasawara, Katsuhiko; Aburano, Tamio

2005-01-01

In this study, a questionnaire survey was carried out to determine the actual situation of radiation safety management systems in Japanese medical institutions with nuclear medicine facilities. The questionnaire consisted of questions concerning the Radiation Protection Supervisor license, safety management organizations, and problems related to education and training in safety management. Analysis was conducted according to region, type of establishment, and number of beds. The overall response rate was 60%, and no significant difference in response rate was found among regions. Medical institutions that performed nuclear medicine practices without a radiologist participating accounted for 10% of the total. Medical institutions where nurses gave patients intravenous injections of radiopharmaceuticals as part of the nuclear medicine practices accounted for 28% of the total. Of these medical institutions, 59% provided education and training in safety management for nurses. The rate of acquisition of Radiation Protection Supervisor licenses was approximately 70% for radiological technologists and approximately 20% for physicians (regional difference, p=0.02). The rate of medical institutions with safety management organizations was 71% of the total. Among the medical institutions (n=208) without safety management organizations, approximately 56% had 300 beds or fewer. In addition, it became clear that 35% of quasi-public organizations and 44% of private organizations did not provide education and training in safety management (p<0.001, according to establishment). (author)

PhD students’ expectations from their supervisors: A qualitative content analysis

Directory of Open Access Journals (Sweden)

SH Rimaz

2015-03-01

Full Text Available Introduction: Quality of research in PhD programs increases if supervisors become aware of students' expectations from them. This qualitative study aimed to explore expectations of PhD students from their supervisors was done.   Methods: This qualitative content analysis study was conducted on 22 graduated PhD students of Iran University of Medical Sciences, in 2014. The samples were purposefully selected and interviewed. All interviews were recorded and transcribed verbatim.   Results: After analyzing and coding data, it was found that PhD students have four main expectations from their supervisors. These expectations consist of scientific support including help with selection of subject, preparation and registration of proposal, data collection and support for writing and examination of the thesis. Developing scientific skills and help with preparing manuscripts were other expectations. Emotional-social support with five categories including relationship between supervisor-student, general expectations of supervisor, supervisor personality characteristics, needed emotional skills and social activities related to thesis and finally providing adequate resources including financial support and access to facilities inside and outside the university were among the other expectations.   Conclusion: PhD students need to scientific, emotional, social and material supports from their supervisors in the process of performing thesis. These expectations should be told to supervisors.

Operator refresher training and requalification at Cernavoda NPP

International Nuclear Information System (INIS)

Timoftei, D.

2002-01-01

The paper presents the Operator's training program for refresher and requalification purposes, which were developed using the CANDU training full-scope simulator at Cernavoda NPP. First the purpose of both programs is described, and then more details on how these programs are delivered are given. The Refresher Training Program, part of the Operator Continuing Training Program, and the Requalification Training Program are periodically training given to the previously authorised operating personnel. The training and the evaluation are conducted both on an individual and on the team basis. Both programs are tailored according with Systematic Approach to Training concept. In addition to that the importance of the training on simulator arises from the fact that the training is mostly related to plant transients/accidents that in real life may never happens, but the operators should be always prepared for the worst. Continuing Training Program (CTP) applies to the authorized positions of Shift Supervisor (SS) and Control Room Operator (CRO) at CNE-PROD Cernavoda. Also, the program is establishing the criteria and the process, which will allow the authorised SS and CRO to maintain their authorised status. (author)

77 FR 39194 - Combined Drug and Alcohol Testing Programs

Science.gov (United States)

2012-07-02

.... Revise paragraph (c)(5) and redesignate it as (c)(6); Sec. 120.115 Employee Assistance Program (EAP... assistance program (EAP). Finally, this rulemaking would make it clear that the agency's practice of... of the training given to both supervisors and employees in their employee assistance programs...

78 FR 41999 - Combined Drug and Alcohol Testing Programs

Science.gov (United States)

2013-07-15

...)(5) and (c)(6). The revisions read as follows: Sec. 120.115 Employee Assistance Program (EAP... of employees, must be documented as part of each employer's employee assistance program. 4. It makes... documentation of the training given to both supervisors and employees in their employee assistance programs...

Leadership in the clinical workplace: what residents report to observe and supervisors report to display: an exploratory questionnaire study

OpenAIRE

van der Wal, Martha A.; Scheele, Fedde; Sch?nrock-Adema, Johanna; Jaarsma, A. Debbie C.; Cohen-Schotanus, Janke

2015-01-01

Background: Within the current health care system, leadership is considered important for physicians. leadership is mostly self-taught, through observing and practicing. Does the practice environment offer residents enough opportunities to observe the supervisor leadership behaviours they have to learn? In the current study we investigate which leadership behaviours residents observe throughout their training, which behaviours supervisors report to display and whether residents and supervisor...

Training model to institutionalize population education in the in-service education programme for elementary school teachers.

Science.gov (United States)

Dugenia, M E

1982-12-01

The goal of the Philippine Population Education Program (PEP) since its inception in 1972 is to institutionalize population education in the formal educational system. The PEP Training Section views institutionalization of population education in the inservice education program for elementary school teachers as part of the process of making it an integral part of that program. In practice elementary school teachers periodically attend training programs organized by division or district supervisors and school principals. This is the usual modality through which teachers are updated on or informed about new thrusts and recent developments in teaching content, strategies, and methodologies. In this context, the PEP Training Section convened a seminar workshop in December 1981 for 10 subject area supervisors from the 3 large geographic island groups of Luzon, Visayas, and Mindanao. They represented 10 school divisions and subject areas where population education is integrated. The specific objectives of the 5 day activity were to: discuss existing inservice training programs in the school divisions; prepare a training model incorporating population education in the overall division inservice training program; and develop a content chart or a listing of topical areas on population education for the training model. 1 of the outputs of the seminar workshop was a training model incorporating population education in the regular inservice training programs using 3 delivery schemes, i.e., seminar workship on the teaching of specific subject areas; district staff meeting and/or echo seminars organized by district supervisors following division seminars; and regular teachers' meeting at the school level organized by school principals. Another output was a content chart listing suggested topics in population education classified according to subject areas into which they will be incorporated. The semninar workshop concluded with a plan to try out the model using the identified

How do supervisors perceive and manage employee mental health issues in their workplaces?

Science.gov (United States)

Kirsh, Bonnie; Krupa, Terry; Luong, Dorothy

2018-01-01

Organizations have become increasingly concerned about mental health issues in the workplace as the economic and social costs of the problem continue to grow. Addressing employees' mental health problems and the stigma that accompanies them often falls to supervisors, key people in influencing employment pathways and the social climate of the workplace. This study examines how supervisors experience and perceive mental illness and stigma in their workplaces. It was conducted under the mandate of the Mental Health Commission of Canada's Opening Minds initiative. The study was informed by a theoretical framework of stigma in the workplace and employed a qualitative approach. Eleven supervisors were interviewed and data were analyzed for major themes using established procedures for conventional content analysis. Themes relate to: perceptions of the supervisory role relative to managing mental health problems at the workplace; supervisors' perceptions of mental health issues at the workplace; and supervisors' experiences of managing mental health issues at work. The research reveals the tensions supervisors experience as they carry out responsibilities that are meant to benefit both the individual and workplace, and protect their own well-being as well. This study emphasizes the salience of stigma and mental health issues for the supervisor's role and illustrates the ways in which these issues intersect with the work of supervisors. It points to the need for future research and training in areas such as balancing privacy and supports, tailoring disclosure processes to suit individuals and workplaces, and managing self-care in the workplace.

Job Instruction Training.

Science.gov (United States)

Pfau, Richard H.

Job Instruction Training (JIT) is a step-by-step, relatively simple technique used to train employees on the job. It is especially suitable for teaching manual skills or procedures; the trainer is usually an employee's supervisor but can be a co-worker. The JIT technique consists of a series of steps that a supervisor or other instructor follows…

Occupational Survey Report on Automotive Mechanics: Task Data from Workers and Supervisors Indicating Job Relevance and Training Criticalness. [Interim Report]. Research and Development Series No. 110.

Science.gov (United States)

Ammerman, Harry L.; Pratzner, Frank C.

The study was conducted to develop methods for using timely, firsthand occupational task information on automotive mechanics in order to identify critical performance requirements that warrant formal training. The methodology used is described in detail. A Task Inventory Questionnaire was completed by 18 auto mechanics and 12 supervisors in each…

How Does Supervisor Support Influence Turnover Intent Among Frontline Hospital Workers? The Mediating Role of Affective Commitment.

Science.gov (United States)

Nichols, Helen M; Swanberg, Jennifer E; Bright, Charlotte Lyn

2016-01-01

Turnover among frontline hospital service workers can disrupt organizational effectiveness, reduce profitability, and limit the ability to provide high-quality, patient-centered care. This concern is compounded by the increasing reliance on frontline supervisors to manage this workforce, often without necessary training and support. However, research addressing the relationship between frontline supervisor support and intent to turnover among service workers and the process by which these variables are related is limited. By surveying 270 housekeeping and dietary service workers employed at 2 US hospitals, this study examined the relationship between supervisor support and turnover intent and assessed the mediating role of affective commitment between supervisor support and intent to turnover. Turnover intentions were lower for workers who reported greater levels of supervisor support and affective commitment; both supervisor support and affective commitment were significant predictors of turnover intent when tested individually. However, when controlling for affective commitment, supervisor support no longer predicted turnover intent, indicating that affective commitment fully mediated the relationship between supervisor support and intent to turnover. Implications for further research and organizational practice are discussed.

Radiation Oncology Training Program Curriculum developments in Australia and New Zealand: Design, implementation and evaluation - what next?

International Nuclear Information System (INIS)

Turner, Sandra; Seel, Matthew; Berry, Martin

2015-01-01

The Australian and New Zealand Radiation Oncology Training Program has undergone major changes to align with pedagogical principles and best-evidence practice. The curriculum was designed around the Canadian Medical Education Directives for Specialists framework and involved structural programme changes and new in-training assessment. This paper summarises the work of programme design and implementation and presents key findings from an evaluation of the revised programme. An independent team conducted the evaluation during the last year of the first 5-year curriculum cycle. Opinions were sought from trainees, supervisors and directors of training (DoTs) through online surveys, focused interviews and group consultations. One hundred nineteen participated in surveys; 211 participated in consultations. All training networks were represented. The new curriculum was viewed favourably by most participants with over 90% responding that it ‘provided direction in attaining competencies’. Most (87/107; 81%) said it ‘promotes regular, productive interaction between trainees and supervisors’. Adequacy of feedback to trainees was rated as only ‘average’ by trainees/trainers in one-third of cases. Consultations revealed this was more common where trainers were less familiar with curriculum tools. Half of DoTs/supervisors felt better supported. Nearly two-third of all responders (58/92; 63%) stated that clinical service requirements could be met during training; 17/92 (18.5%) felt otherwise. When asked about ‘work-readiness’, 59/90 (66%) respondents, including trainees, felt this was improved. Findings suggest that the ‘new’ curriculum has achieved many of its aims, and implementation has largely been successful. Outcomes focus future work on better supporting trainers in using curriculum tools and providing useful feedback to trainees.

Training Accreditation Program

International Nuclear Information System (INIS)

1989-01-01

The Training Accreditation Program establishes the objectives and criteria against which DOE nuclear facility training is evaluated to determine its readiness for accreditation. Training programs are evaluated against the accreditation objectives and criteria by facility personnel during the initial self-evaluation process. From this self-evaluation, action plans are made by the contractor to address the scope of work necessary in order to upgrade any deficiencies noted. This scope of work must be formally documented in the Training Program Accreditation Plan. When reviewed and approved by the responsible Head of the Field Organization and cognizant Program Secretarial Office, EH-1 concurrence is obtained. This plan then becomes the document which guides accreditation efforts for the contractor

Accelerated Training of Skilled Birth Attendants in a Marginalized Population on the Thai-Myanmar Border: A Multiple Methods Program Evaluation.

Science.gov (United States)

White, Adrienne Lynne; Min, Thaw Htwe; Gross, Mechthild M; Kajeechiwa, Ladda; Thwin, May Myo; Hanboonkunupakarn, Borimas; Than, Hla Hla; Zin, Thet Wai; Rijken, Marcus J; Hoogenboom, Gabie; McGready, Rose

2016-01-01

To evaluate a skilled birth attendant (SBA) training program in a neglected population on the Thai-Myanmar border, we used multiple methods to show that refugee and migrant health workers can be given effective training in their own environment to become SBAs and teachers of SBAs. The loss of SBAs through resettlement to third countries necessitated urgent training of available workers to meet local needs. All results were obtained from student records of theory grades and clinical log books. Qualitative evaluation of both the SBA and teacher programs was obtained using semi-structured interviews with supervisors and teachers. We also reviewed perinatal indicators over an eight-year period, starting prior to the first training program until after the graduation of the fourth cohort of SBAs. Four SBA training programs scheduled between 2009 and 2015 resulted in 79/88 (90%) of students successfully completing a training program of 250 theory hours and 625 supervised clinical hours. All 79 students were able to: achieve pass grades on theory examination (median 80%, range [70-89]); obtain the required clinical experience within twelve months; achieve clinical competence to provide safe care during childbirth. In 2010-2011, five experienced SBAs completed a train-the-trainer (TOT) program and went on to facilitate further training programs. Perinatal indicators within Shoklo Malaria Research Unit (SMRU), such as place of birth, maternal and newborn outcomes, showed no significant differences before and after introduction of training or following graduate deployment in the local maternity units. Confidence, competence and teamwork emerged from qualitative evaluation by senior SBAs working with and supervising students in the clinics. We demonstrate that in resource-limited settings or in marginalized populations, it is possible to accelerate training of skilled birth attendants to provide safe maternity care. Education needs to be tailored to local needs to ensure

"They Will Come to Understand": Supervisor Reflections on International Medical Electives.

Science.gov (United States)

Roebbelen, Erica; Dorman, Katie; Hunter, Andrea; Kraeker, Christian; O'Shea, Tim; Bozinoff, Nikki

2018-03-22

Phenomenon: Increasing numbers of medical students from high-income countries are undertaking international medical electives (IMEs) during their training. Much has been written about the benefits of these experiences for the student, and concerns have been raised regarding the burden of IMEs on host communities. The voices of physicians from low- and middle-income countries who supervise IMEs have not been explored in depth. The current study sought to investigate host-physician perspectives on IMEs. Host supervisors were recruited by convenience sampling through students travelling abroad for IMEs during the summer of 2012. From 2012 through 2014, 11 semistructured interviews were conducted by telephone with host supervisors from Nepal, Uganda, Ghana, Guyana, and Kenya. Participants were invited to describe their motivations for hosting IMEs and their experiences of the benefits and harms of IMEs. Interviews were transcribed verbatim and checked for accuracy. An initial coding framework was developed and underwent multiple revisions, after which analytic categories were derived using conventional qualitative content analysis. For host supervisors, visits from international medical students provided a window into the resource-rich medical practice of high-income countries, and supervisors positioned themselves, their education, and clinical expertise against perceived standards of the international students' context. Hosting IMEs also contributed to supervisors' identities as educators connected to a global community. Supervisors described the challenge of helping students navigate their distress when confronting global health inequity. Finally, the desire for increasingly reciprocal relationships was expressed as a hope for the future. Insights: IMEs can be formative for host supervisors' identities and are used to benchmark host institutions compared with international medical standards. Reciprocity was articulated as essential for IMEs moving forward.

A Proficiency Based Stepwise Endovascular Curricular Training (PROSPECT) Program Enhances Operative Performance in Real Life: A Randomised Controlled Trial.

Science.gov (United States)

Maertens, H; Aggarwal, R; Moreels, N; Vermassen, F; Van Herzeele, I

2017-09-01

Healthcare evolution requires optimisation of surgical training to provide safe patient care. Operating room performance after completion of proficiency based training in vascular surgery has not been investigated. A randomised controlled trial evaluated the impact of a Proficiency based Stepwise Endovascular Curricular Training program (PROSPECT) on the acquisition of endovascular skills and the transferability of these skills to real life interventions. All subjects performed two endovascular interventions treating patients with symptomatic iliac and/or superficial femoral artery stenosis under supervision. Primary outcomes were technical performances (Global Rating Scale [GRS]; Examiner Checklist), operative metrics, and patient outcomes, adjusted for case difficulty and trainee experience. Secondary outcomes included knowledge and technical performance after 6 weeks and 3 months. Thirty-two general surgical trainees were randomised into three groups. Besides traditional training, the first group (n = 11) received e-learning and simulation training (PROSPECT), the second group (n = 10) only had access to e-learning, while controls (n = 11) did not receive supplementary training. Twenty-nine trainees (3 dropouts) performed 58 procedures. Trainees who completed PROSPECT showed superior technical performance (GRS 39.36 ± 2.05; Checklist 63.51 ± 3.18) in real life with significantly fewer supervisor takeovers compared with trainees receiving e-learning alone (GRS 28.42 ± 2.15; p = .001; Checklist 53.63 ± 3.34; p = .027) or traditional education (GRS 23.09 ± 2.18; p = .001; Checklist 38.72 ± 3.38; p = .001). Supervisors felt more confident in allowing PROSPECT trained physicians to perform basic (p = .006) and complex (p = .003) procedures. No differences were detected in procedural parameters (such as fluoroscopy time, DAP, procedure time, etc.) or complications. Proficiency levels were maintained up to 3 months. A structured

The implications of the ADA Amendments Act of 2008 for residency training program administration.

Science.gov (United States)

Regenbogen, Alexandra; Recupero, Patricia R

2012-01-01

The Americans with Disabilities Act (ADA) is rarely invoked by medical residents in training. Dr. Martin Jakubowski, a family medicine resident with Asperger's disorder, was dismissed for communicating poorly with patients, peers, and supervisors and for issuing dangerous medical orders. In an attempt to become reinstated, he sued under the ADA (Jakubowski v. The Christ Hospital), arguing that the program had failed to make reasonable accommodation for his disability. The Sixth Circuit Court of Appeals ruled in favor of the hospital, finding that although the doctor was disabled under the ADA, he had failed to demonstrate that he was otherwise qualified for the position. This article comments on the ADA Amendments Act of 2008, the Equal Employment Opportunity Commission (EEOC) guidelines from 2011 and their application to medical residency training, and the Accreditation Council for Graduate Medical Education (ACGME) core competencies as essential job functions.

Supervisor Autonomy and Considerate Leadership Style are Associated with Supervisors' Likelihood to Accommodate Back Injured Workers.

Science.gov (United States)

McGuire, Connor; Kristman, Vicki L; Shaw, William; Williams-Whitt, Kelly; Reguly, Paula; Soklaridis, Sophie

2015-09-01

To determine the association between supervisors' leadership style and autonomy and supervisors' likelihood of supporting job accommodations for back-injured workers. A cross-sectional study of supervisors from Canadian and US employers was conducted using a web-based, self-report questionnaire that included a case vignette of a back-injured worker. Autonomy and two dimensions of leadership style (considerate and initiating structure) were included as exposures. The outcome, supervisors' likeliness to support job accommodation, was measured with the Job Accommodation Scale (JAS). We conducted univariate analyses of all variables and bivariate analyses of the JAS score with each exposure and potential confounding factor. We used multivariable generalized linear models to control for confounding factors. A total of 796 supervisors participated. Considerate leadership style (β = .012; 95% CI .009-.016) and autonomy (β = .066; 95% CI .025-.11) were positively associated with supervisors' likelihood to accommodate after adjusting for appropriate confounding factors. An initiating structure leadership style was not significantly associated with supervisors' likelihood to accommodate (β = .0018; 95% CI -.0026 to .0061) after adjusting for appropriate confounders. Autonomy and a considerate leadership style were positively associated with supervisors' likelihood to accommodate a back-injured worker. Providing supervisors with more autonomy over decisions of accommodation and developing their considerate leadership style may aid in increasing work accommodation for back-injured workers and preventing prolonged work disability.

Putting the Super in Supervisor: Determinants of Federal Employee Evaluation of Supervisors.

Science.gov (United States)

Daley, Dennis M.

1997-01-01

Cross-sectional analysis of federal employee opinions of their supervisors showed that they believed the following to be crucial supervisor responsibilities: performance appraisal, protecting the merit system from prohibited practices, and enhancing employee job satisfaction and intrinsic motivation. (SK)

The perceptions of inquiry held by greater Houston area science supervisors

Science.gov (United States)

Aoki, Jon Michael

The purpose of this study was to describe the perceptions of inquiry held by responding greater Houston area science supervisors. Leading science organizations proposed that students might be better served if students are mentally and physically engaged in the process of finding out about natural phenomena rather than by didactic modes of teaching and learning. During the past fifty years, inquiry-based instruction has become a significant theme of new science programs. Students are more likely to make connections between classroom exercises and their personal lives through the use of inquiry-based instruction. Learning becomes relevant to students. Conversely, traditional science instruction often has little or no connection to students' everyday lives (Papert, 1980). In short, inquiry-based instruction empowers students to become independent thinkers. The utilization of inquiry-based instruction is essential to a successful reform in science education. However, a reform's success is partly determined by the extent to which science supervisors know and understand inquiry and consequently promote its integration in the district's science curricula. Science supervisors have the role of providing curriculum and instructional support to science teachers and for implementing science programs. There is a fundamental need to assess the perceptions of inquiry held by greater Houston area science supervisors. Science supervisor refers to a class of job titles that include department chairperson, science specialist, science consultant, and science coordinator. The target population was greater Houston area science supervisors in Texas. This study suggests that there are three major implications for educational practice. First, there is the implication that responding greater Houston area science supervisors need an inclusive perception of inquiry. Second, responding greater Houston area science supervisors' perception of inquiry may affect the perceptions and understandings

Effects of a work injury prevention program for housekeeping in the hotel industry.

Science.gov (United States)

Landers, Merrill; Maguire, Lynn

2004-01-01

The aim of this retrospective study was to determine the effectiveness of a work injury prevention program in the housekeeping department of a hotel. Studies have validated the use of different injury prevention strategies to decrease the incidence of work-related injuries. Few studies, however, have reported the efficacy of an on-site work injury prevention program by a physical therapist. In 1995, implementation of a work injury prevention program by a physical therapist to 50 housekeeping supervisors, 60 house persons and 340 guest room attendants at a large hotel began. This program included a detailed work risk analysis of the work environment, development of job descriptions, identification of injury-related problematic work situations, and implementation of a job specific supervisor-training program. Supervisor, house person and guest room attendant training was also conducted at the end of 1995 and the beginning of 1997. Data of injury reports in 1995, 1996, and 1997 were analyzed to determine the results of the program. There was a reduction in total injury claims, total medical expenses, total lost work time and total restricted duty time. These results demonstrate the cost effectiveness of implementing a work injury prevention program for housekeeping guest room attendants in the hotel industry. Copyright 2004 IOS Press

On being supervised: getting value from a clinical supervisor and making the relationship work when it is not.

Science.gov (United States)

Parker, Stephen; Suetani, Shuichi; Motamarri, Balaji

2017-12-01

The importance of clinical supervision is emphasised in psychiatric training programs. Despite this, the purpose and processes of supervision are often poorly defined. There is limited guidance available for trainees about their role in making supervision work. This paper considers the nature of supervision in psychiatric training and provides practical advice to help supervisees take active steps to make supervision work. In obtaining value from supervision, the active role of the supervisee in seeking feedback, finding value in criticism and building autonomy is emphasised. Additionally, the importance of exploring what value a supervisor can offer and maintaining realistic expectations is considered. Trainees can benefit from taking an active role in planning and managing their supervision to maximise their learning.

Public service electric and gas company technical supervisory skills programs for nuclear power plant personnel

International Nuclear Information System (INIS)

Meredith, J.B.

1985-01-01

A series of training programs entitled Technical Supervisory Skills Programs for management personnel are described. The first level of this program, TSSP-1, is a seven week program designed for first-line supervisors and other selected management personnel responsible for directing the work forces in the stations. TSSP-1 includes training in PWR/BWR Technology, Supervision, Aberrant Behavior Identification, Labor Relations and Ethics, Technical Administration, Quality Assurance Program, On-the-job Training, and Specific Departmental Training. TSSP-2, TSSP-3, and TSSP-4 courses are described in this paper

Work force retention: Role of work environment, organization commitment, supervisor support and training & development in ceramic sanitary ware industries in India

Energy Technology Data Exchange (ETDEWEB)

Umamaheswari S, Jayasree Krishnan

2016-07-01

Although retention of employees has become hot topic in this career turbulent era, practically no empirical research is carried out in the fast growing ceramic sector till now and this research fills the gap in the literature. The literatures surveys reported that organization commitment is an important determinant of retention and work environment, supervisor support and training and development are the most relevant antecedents increasing commitment towards organization. This paper examines the impact of the above factors over organization commitment and explores the effects of organization commitment on retention, and verifies the mediating effect of organization commitment on the relationship between proposed factors and retention. Design/methodology/approach: A survey was completed by 416 employees working in five ceramic sanitary ware factories located at different places in India. Questionnaire consisting of items adopted from previous researches were used to collect data. The selection of respondents was based on the simple random sampling. Findings: Findings reveals that organization commitment influences retention and all the above factors enhances it. Moreover organization commitment partially mediates the relationship between proposed factors and retention. However multiple regression analysis indicated that training and development did not have any notable influence on retention. Limitations: This study was conducted in a particular country and also in a particular sector of manufacturing industry, which limits generalization .Possibility of bias towards their organization and assumption that respondents know about their organization are other limitations. Implications: This paper offers recommendations to HR(Human resource) managers that they should extend their support to work environment, supervisor support and training and development in order to generate better relationship with employees and to reduce their likelihood of leaving the company

The Influence of Supervisor's Transformational Leadership on Learning Culture and Learning Transfer of Nuclear R and D Personnel

International Nuclear Information System (INIS)

Min, Sang-Ki; Hwang, Hye-Seon; Jin, You-Rim; Lee, Eui-Jin; Lee, Soo-Jin

2017-01-01

Transformational leadership means that supervisors try to support the members individually, and encourage them to find new methods and approaches. In this study, it was identified empirically that a supervisor's transformational leadership has a strong influence on the learning culture and learning transfer of nuclear R and D personnel. To develop the competency of R and D personnel, not only formal education programs but also informal learning such as workplace learning have been carried out in the nuclear R and D organization. In this situation, transformational leadership has an effect on willingness and behavior of nuclear R and D personnel on the formal and informal learning. Therefore, transformational leadership is crucial factor in the human resource development system. The leadership required by them is not a one-sided order, but rather individual consideration, charisma, and intellectual stimulation for their nuclear R and D members. As a point of nuclear training and education, it is necessary to consider the operation of leadership programs that strengthen the transformational leadership of the project managers.

TAP 1, Training Program Manual

International Nuclear Information System (INIS)

1991-01-01

Training programs at DOE nuclear facilities should provide well-trained, qualified personnel to safely and efficiently operate the facilities in accordance with DOE requirements. A need has been identified for guidance regarding analysis, design, development, implementation, and evaluation of consistent and reliable performance-based training programs. Accreditation of training programs at Category A reactors and high-hazard and selected moderate-hazard nonreactor nuclear facilities will assure consistent, appropriate, and cost-effective training of personnel responsible for the operation, maintenance, and technical support of these facilities. Training programs that are designed and based on systematically determined job requirements, instead of subjective estimation of trainee needs, yield training activities that are consistent and develop or improve knowledge, skills, and abilities that can be directly related to the work setting. Because the training is job-related, the content of these programs more efficiently meets the needs of the employee. Besides a better trained work force, a greater level of operational reactor safety can be realized. This manual is intended to provide an overview of the accreditation process and a brief description of the elements necessary to construct and maintain training programs that are based on the requirements of the job. Two companion manuals provide additional information to assist contractors in their efforts to accredit training programs

Transparency of Banking Supervisors

NARCIS (Netherlands)

Liedorp, Franka; Mosch, Robert; van der Cruijsen, Carin; de Haan, Jakob

Following Eijffinger and Geraats (2006), this paper constructs an index of transparency of banking supervisors that takes political, economic, procedural, policy, and operational transparency into account. Based on a survey, the index is constructed for 24 banking supervisors. The average score is

Accelerated Training of Skilled Birth Attendants in a Marginalized Population on the Thai-Myanmar Border: A Multiple Methods Program Evaluation.

Directory of Open Access Journals (Sweden)

Adrienne Lynne White

Full Text Available To evaluate a skilled birth attendant (SBA training program in a neglected population on the Thai-Myanmar border, we used multiple methods to show that refugee and migrant health workers can be given effective training in their own environment to become SBAs and teachers of SBAs. The loss of SBAs through resettlement to third countries necessitated urgent training of available workers to meet local needs.All results were obtained from student records of theory grades and clinical log books. Qualitative evaluation of both the SBA and teacher programs was obtained using semi-structured interviews with supervisors and teachers. We also reviewed perinatal indicators over an eight-year period, starting prior to the first training program until after the graduation of the fourth cohort of SBAs.Four SBA training programs scheduled between 2009 and 2015 resulted in 79/88 (90% of students successfully completing a training program of 250 theory hours and 625 supervised clinical hours. All 79 students were able to: achieve pass grades on theory examination (median 80%, range [70-89]; obtain the required clinical experience within twelve months; achieve clinical competence to provide safe care during childbirth. In 2010-2011, five experienced SBAs completed a train-the-trainer (TOT program and went on to facilitate further training programs. Perinatal indicators within Shoklo Malaria Research Unit (SMRU, such as place of birth, maternal and newborn outcomes, showed no significant differences before and after introduction of training or following graduate deployment in the local maternity units. Confidence, competence and teamwork emerged from qualitative evaluation by senior SBAs working with and supervising students in the clinics.We demonstrate that in resource-limited settings or in marginalized populations, it is possible to accelerate training of skilled birth attendants to provide safe maternity care. Education needs to be tailored to local needs to

FFTF operator training

International Nuclear Information System (INIS)

1979-01-01

The qualifications required and the training received by FFTF operators are described. The training includes sodium fill training and cold plant qualification. Requirements for supervisors are also outlined. Arrangement of personnel at FFTF is described. Requalification training and recertification are considered

Transformational Leaders? The Pivotal Role That Supervisors Play in Safety Culture

Science.gov (United States)

Bahn, Susanne

2013-01-01

The purpose of this paper is to investigate the impact frontline supervisors have on workplace safety culture and to argue for increased formal supervisory training. Two studies conducted in 2006-08 and 2011 are examined and compared in which 28 Managers and Occupational Health and Safety Managers in the construction industry in Western Australia…

Evaluation of the revised training program for senior control room staff: science fundamentals and equipment principles

International Nuclear Information System (INIS)

Jervis, R.E.; Evans, G.J.

1996-10-01

Canadian nuclear utilities have formed an Inter-Utility Working Group to revise their program for training nuclear generating station senior control room staff, namely Control Room Operators and Shift Supervisors, in Science Fundamentals and Equipment Principles. This report documents the findings of an external review of this revision process, addressing, amongst other topics, the process of revision undertaken by the Working Group, their outline of topics to be included, and, the pertinence and comprehensiveness of the detailed training objectives identified for two of the courses. The approach to revising the program being followed by the Working Group appears to be reasonable insomuch that some training needs have been identified and used to construct detailed sets of training objectives. However, as assessed by the consultants without full documentation being available, some important steps appear to have been missed. Specifically, much of the basis of the revision process has not been documented, neither has the approach selected for the revision process, nor has any justification for not performing a CANDU specific job and task analysis been offered. Furthermore, the Working Group has not yet proposed any criteria for evaluation of the program or provided any test items. As a result, the consultants have had to develop criteria for evaluation of the overall program and of individual courses. These criteria were applied in a more detailed review of the training objectives for two particular courses: Plant Chemistry, and Nuclear Physics and Reactor Theory. Many of the training objectives for these courses were found to be too qualitative or ones that require trainees to memorize blocks of information rather than develop in them an ability to arrive at conclusions about scientific phenomena using principles and reasoning. This assessment indicates that the training objectives are designed to achieve too low a level of cognition, inconsistent with developing an

Lost in Transition: Examining Transitions in Psychotherapy Training.

Science.gov (United States)

Tan, Adrienne; Philipp, Diane; Malat, Jan; Feder, Victor; Kulkarni, Chetana; Lawson, Andrea; So, Vivien; Ravitz, Paula

2015-10-01

Disruptions are inevitable during psychiatry residency training and can affect resident learning and patient care. This exploratory study examined the nature and impact of transitions in psychotherapy training. PGY2-5 residents (45/150; 30% response rate) and psychotherapy supervisors (46/247; 18.6% response rate) were surveyed about transitional events during residency training in psychotherapy. Supervisors and residents ranked the frequency of occurrence of transitional events and their impact very similarly, as well as the "feed forward" items when transitioning to a new supervisor. Residents feeling confused or overwhelmed with the balancing of learning differing models with differing levels of comfort or knowledge was ranked as the issue that occurred most frequently by both supervisors and residents. This study highlights issues that arise at transitions during psychotherapy training in psychiatry residency. Strategies for managing these periods are discussed, with a focus on resident learning and improved continuity of patient care.

Technical Training: Places available

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. TECHNICAL TRAINING Monique Duval tel. 74924 technical.training@cern.ch The number of places available may vary. Please check our Web site to find out the current availability. Places are available in the following courses: Project Planning with MS-Project :6 & 13.5.2004 (2 days) Word 2003 - niveau 1 : 10 & 11.5.2004 (2 jours) Oracle 9i : SQL : 17 - 19.5.2004 (3 days) Word 2003 - niveau 2 : 24 & 25.5.2004 (2 jours) EXCEL 2003 - niveau 1: 27 & 28.5.2004 (2 jours) STEP7 Programming Level 1 : 1 - 4.6.2004 (4 days) Oracle 9i : Programming with PL/SQL : 2 - 4.6.2...

Technical Training: Places Available

CERN Multimedia

Monique Duval

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an 'application for training' form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. Technical Training Monique Duval - Tel.74924 technical.training@cern.ch The number of places available may vary. Please check our Web site to find out the current availability. Places are available in the following courses: Oracle 9i: SQL: 17 - 19.5.2004 (3 days) Word 2003 - niveau 2 : 24 & 25.5.2004 (2 jours) EXCEL 2003 - niveau 1 : 27 & 28.5.2004 (2 jours) STEP7 Programming Level 1: 1 - 4.6.2004 (4 days) Oracle 9i : Programming with PL/SQL: 2 - 4.6.2004 (3 days) CST Microwave Studio: 3 & 4.6.2004 (2 days) Oracle 9i : New f...

Technical Training: Places available

CERN Multimedia

Monique Duval

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an 'application for training' form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. Technical Training Monique Duval - Tel.74924 technical.training@cern.ch The number of places available may vary. Please check our Web site to find out the current availability. Places are available in the following courses: Word 2003 - niveau 2 : 24 & 25.5.2004 (2 jours) VisualEliteHDL : 25 & 26.5.2004 (2 days) EXCEL 2003 - niveau 1 : 27 & 28.5.2004 (2 jours) STEP7 Programming Level 1: 1 - 4.6.2004 (4 days) Oracle 9i : Programming with PL/SQL: 2 - 4.6.2004 (3 days) CST Microwave Studio: 3 & 4.6.2004 (2 days) Oracle 9...

Template for letter of approval by Research Supervisor

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

Liliane Castets-Poupart

a) the approval of the candidate's final version of their research proposal (not just the research topic) by the research supervisor; b) the list of courses already completed and still to be completed by the candidate in the master's/PhD program; c) confirmation that all courses will be completed, and, for PhD candidates,.

CERN's Merit Appraisal and Recognition System from the point of view of the supervisor

CERN Multimedia

CERN. Geneva

2013-01-01

The required training consists of 2 parts : This presentation explaining “CERN’s merit recognition system”, followed by a session of questions/answers – duration : 2 hours A training session on “How to get, as a supervisor, the most out of the annual interview” – duration : 1 day. This hands-on training focuses on how to set smart work and development objectives, how to give feedback and how to run the annual interview in a constructive way.

Privacy Training Program

Science.gov (United States)

Recognizing that training and awareness are critical to protecting agency Personally Identifiable Information (PII), the EPA is developing online training for privacy contacts in its programs and regions.

NTC operator training program viewed from SAT-based training process

International Nuclear Information System (INIS)

Matsumoto, Yoshio

1996-01-01

The Nuclear Power Training Center Ltd. (NTC) was established in June 1972 to train PWR plant operators. Operator training was started in Apr. 1974. Presently we have three full-scope, control-room simulators. Recently IAEA recommended that its Systematic Approach to Training (SAT) be used for the training of NPP personnel. We thoroughly examined the SAT-based process and compared it against the NTC training program. As a result, we have recognized that the NTC training program satisfies the SAT-based training process. We now intend to improve the feedback step of the NTC training system. Our efforts continue to produce a relevant program at the forefront of our profession. (author)

Developement of supervisor's bullying questionnaire at workplace

Directory of Open Access Journals (Sweden)

Mohsen Golparvar

2018-03-01

Full Text Available Bullying is one of behaviors which occur in various forms at workplaces. These types of behaviors are associated with diverse range of behaviors and other variables. Considering the lack of instrument to assess supervisor's bullying in workplaces of Iran, this research was carried out to constructing and studying reliability and validity of supervisor's bullying questionnaire at workplace. Statistical population of this research was all of Isfahan oil refinery’s staff that 402 participants was chosen as participant by simple random sampling mehod. The tools included perceived organizational justice questionnaire, organizational citizenship behaviors questionnaire and deviant behaviors questionnaire which used for studying convergent and divergent validity of researcher-made questionnaire of supervisor's bullying. Data were analyzed by using confirmatory and exploratory factor analysis, canonical correlation coefficient (for studying convergent and divergent validity and reliability coefficient (Cronbach’s alpha and test- retest reliability. Results showed that supervisor's bullying questionnaire has five factor structures which named: supervisors’ threat, insult and scorn by supervisor, anger and revengefulness of supervisor, ignorance and unconventional work pressure of supervisor, supervisors’ boring and cheap. Cronbach’s alpha for the five factors was equal to 0.87, 0.84, 0.82, 0.81, 0.81, and test-retest reliability for those five factors was equal to 0.81, 0.59, 0.58, 0.83, and 0.77. The results of this study revealed that supervisor's bullying questionnaire has suitable validity and reliability for assessment the level of supervisor's bullying at workplaces.

The efficacy of stuttering measurement training: evaluating two training programs.

Science.gov (United States)

Bainbridge, Lauren A; Stavros, Candace; Ebrahimian, Mineh; Wang, Yuedong; Ingham, Roger J

2015-04-01

Two stuttering measurement training programs currently used for training clinicians were evaluated for their efficacy in improving the accuracy of total stuttering event counting. Four groups, each with 12 randomly allocated participants, completed a pretest-posttest design training study. They were evaluated by their counts of stuttering events on eight 3-min audiovisual speech samples from adults and children who stutter. Stuttering judgment training involved use of either the Stuttering Measurement System (SMS), Stuttering Measurement Assessment and Training (SMAAT) programs, or no training. To test for the reliability of any training effect, SMS training was repeated with the 4th group. Both SMS-trained groups produced approximately 34% improvement, significantly better than no training or the SMAAT program. The SMAAT program produced a mixed result. The SMS program was shown to produce a "medium" effect size improvement in the accuracy of stuttering event counts, and this improvement was almost perfectly replicated in a 2nd group. Half of the SMAAT judges produced a 36% improvement in accuracy, but the other half showed no improvement. Additional studies are needed to demonstrate the durability of the reported improvements, but these positive effects justify the importance of stuttering measurement training.

Addressing Problems of Professional Competence: Collaborating with University Training Programs to Support Struggling Supervisees

Science.gov (United States)

Guiney, Meaghan C.

2018-01-01

As a university-based supervisor (UBS) for school psychology interns, one of the highlights of the author's job is seeing students complete their capstone training experiences and move on to become credentialed, practicing school psychologists. This requires that students demonstrate competence, or the academic, assessment, clinical, ethical, and…

New program of initial training for staff of engineering ANAV The training required for a particular job in ANAV is divided into three sections

International Nuclear Information System (INIS)

Gonzalez Rabasa, D.

2013-01-01

- Common Primary Education - Initial training specific job - Training in the workplace For engineering has detected an area for improvement in the described model, consisting of providing the initial formation of a common engineering approach rather than the current operational approach. In preparing this plan takes into account the INPO standards, a functional analysis of the different jobs, the managers and supervisors of the observations and feedback from students, among others.

Work force retention: Role of work environment, organization commitment, supervisor support and training & development in ceramic sanitary ware industries in India

Directory of Open Access Journals (Sweden)

Umamaheswari S

2016-08-01

Full Text Available Purpose: Although retention of employees has become hot topic in this career turbulent era, practically no empirical research is carried out in the fast growing ceramic sector till now and this research fills the gap in the literature. The literatures surveys reported that organization commitment is an important determinant of retention and work environment, supervisor support and training and development are the most relevant antecedents increasing commitment towards organization. This paper examines the impact of the above factors over organization commitment and explores the effects of organization commitment on retention, and verifies the mediating effect of organization commitment on the relationship between proposed factors and retention. Design/methodology/approach: A survey was completed by 416 employees working in five ceramic sanitary ware factories located at different places in India. Questionnaire consisting of items adopted from previous researches were used to collect data. The selection of respondents was based on the simple random sampling. Findings: Findings reveals that organization commitment influences retention and all the above factors enhances it. Moreover organization commitment partially mediates the relationship between proposed factors and retention. However multiple regression analysis indicated that training and development did not have any notable   influence on retention. Limitations: This study was conducted in a particular country and also in a particular sector of manufacturing industry, which limits generalization .Possibility of bias towards their organization and assumption that respondents know about their organization are other limitations. Implications: This paper offers recommendations to HR(Human resource managers that they should extend their support to work environment, supervisor support and training and development in order to generate better relationship with employees and to reduce their

TAP 3, Training Program Support Manual

International Nuclear Information System (INIS)

1991-07-01

Training programs at DOE facilities should provide well-trained, qualified personnel to safely and efficiently operate the facilities in accordance with DOE requirements. A need has been identified for guidance regarding analysis, design, development, implementation, and evaluation of consistent and reliable performance-based training programs. Accreditation of training programs at Category A reactors and high-hazard and selected moderate-hazard nonreactor nuclear facilities will assure consistent, appropriate, and cost-effective training of personnel responsible for the operation, maintenance, and technical support of these facilities. Training programs that are designed and based on systematically determined job requirements, instead of subjective estimation of trainee needs, yield training activities that are consistent and develop or improve knowledge, skills, and abilities that can be directly related to the work setting. Because the training is job-related, the content of these programs more efficiently and effectively meets the needs of the employee. Besides a better trained work force, a greater level of operational reactor safety can be realized. This manual is intended to provide an overview of the accreditation process and a brief description of the elements necessary to construct and maintain training programs that are based on the requirements of the job. Two companion manuals provide additional information to assist contractors in their efforts to accredit training programs

Training Accreditation Program

International Nuclear Information System (INIS)

1989-01-01

The cornerstone of safe operation of Department of Energy (DOE) nuclear facilities is personnel performing the day-to-day functions which accomplish the facility mission. Training that is conducted efficiently and effectively and is directly related to the needs of the job (i.e. performance-based training) is fundamental to safe operation. Responsibility for the safe operation of these facilities is a line management function. Therefore, achieving performance-based training requires commitment from the organization for which training is provided. This commitment includes making subject matter experts available for participation in and review of the products of the performance-based training process. It also includes budgeting and scheduling the time required for both initial and continuing training. This commitment must be made by corporate and facility senior management from the beginning. Management must get involved at the start to ensure that they are not only cognizant of ongoing activities, but are also involved to the degree necessary to thoroughly understand the process. Policies implemented and support demonstrated by senior management provide the driving force to ensure that training programs receive the attention that is imperative if facility training programs are to be successful

The Professional Needs of Clinical Practice Supervisors Necesidades de desarrollo profesional de supervisores de prácticas clínicas Necessidades de desenvolvimento profissional de supervisores de prática clínica

Directory of Open Access Journals (Sweden)

Clara Amador-Watson

2011-04-01

Full Text Available This article outlines the principal findings of a study intended fundamentally to research the needs of clinical practice supervisors in terms of their professional development. An online survey was designed and sent to more than 400 supervisors who were asked to supply information on the type of support provided to candidates. The initial results of the study suggest there are three fundamental types of effective support: 1 classroom management; 2 design of classes; and 3 individualized study programs for students with disabilities. Three challenges were identified: 1 gathering comments and observations from school supervisors; 2 not enough time for comments and observations; and 3 insufficient time for conversing with the candidate. The findings of this study suggest the need to develop a systematic approach to counseling and guidance, in addition to having support teams with different functions.Se presentan los principales hallazgos de una investigación cuyo objetivo central fue investigar las necesidades de desarrollo profesional de los supervisores de prácticas clínicas. Se diseñó una encuesta en línea, que se envío a más de 400 supervisores, en la cual se proporcionaba información sobre el tipo de apoyo que brindan a los candidatos. Los resultados iniciales sugieren que hay tres tipos fundamentales de apoyo efectivo: 1. Manejo del salón de clase; 2. Diseño de clases, y 3. Programa individualizado de educación para estudiantes con discapacidades. Se identifican tres desafíos: 1. Recolección de observaciones de supervisores de escuelas; 2. Escasez de tiempo para las observaciones, y 3. Escasez de tiempo para conversar con el candidato. Los hallazgos del estudio señalan la necesidad de desarrollar un enfoque sistémico para proporcionar la asesoría, al igual que contar con equipos de apoyo que tengan funciones diferenciadas.Este artigo apresenta os principáis resultados de um estudo cujo principal objetivo foi pesquisar as

The Belief Systems of University Supervisors in an Elementary Student-Teaching Program.

Science.gov (United States)

Zeichner, Kenneth M.; Tabachnick, B. Robert

1982-01-01

A study was conducted to determine the range of supervisory belief systems that existed among nine university supervisors of elementary education student teachers. In interviews, three distinct belief systems emerged: (1) technical/instrumental; (2) personal growth centered; and (3) critical. (FG)

Technical Training: Places available

CERN Document Server

Monique Duval

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an 'application for training' form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. The number of places available may vary. Please check our Web site to find out the current availability. Places are available in the following courses: Joint PVSS JCOP Programming : 9 - 13.8.2004 (5 days) Hands-on Introduction to Python Programming: 1 - 3.9.2004 (3 days - free course) Introduction au VHDL et utilisation du simulateur NCVHDL de CADENCE : 7 & 8.9.2004 (2 jours) Joint PVSS JCOP Programming : 13 - 17.9.2004 (5 days) AutoCAD 2002 - niveau 1 : 13, 14, 23, 24.9.2004 (4 jours) Programmation STEP7 niveau 1 : 14-17.9.2004 (4...

Integration of Lower Level Supervisors into the Management Structure.

Science.gov (United States)

1981-08-31

sessions. Brief (2-3 hour) training "work sessions" could be developed to help lower level supervisors 4 solve specific problema . These sessions...34 In D. Cartwright (ed.), Studies in Social Power. Ann Arbor, MI: The University of Michigan Press, 1959. Gardner, B.B. & Whyte, W.F. "The man in the...line supervisory problem redefined." Personnel Journal, 1975, 54(12), 620-623+. Stouffer, S.A. "An analysis of conflicting social norms." American

Training programming: revisiting terminology

Directory of Open Access Journals (Sweden)

Mário C. Marques

2017-11-01

Full Text Available Does the way the literature presents the classic periodization or programming make sense? In our opinion, the answer is clearly no. To get started, periodization and programming are terms used interchangeably (as synonyms in scientific literature when they actually have different meanings. Thus, to periodize is to set periods for a process (e.g., to a season or the sports life, whereas programming is defined as to devise and order the necessary actions to carry out a project. Accordingly, coaches and physical conditioning professionals should divide or periodize the season in different cycles and then, within each cycle, programming the training sessions. The periodization should not only help to structure the training process, but also to express the goals to achieve, to control the training process evolution and allow a great execution of the action plan. When designing a plan, we simply organize all the “ingredients” that should be part of the work/training design in a concrete and detailed way. From a scientific point of view, the programming is nothing more than an adequate interpretation of the training biological laws (Tschione, 1992; Latonov, 1997, Issurin, 2008 and must have the performance improvement as the major reference criteria (Issurin 2010. In practice, during the last decades, we have followed a set of instructions mainly based on experienced coaches (Matveyev, 1981, Bompa, 1994, Zatsiorsky, 1995 who have obtained relevant results. As a consequence, it is very difficult to accept another solid scientific based vision or proposal since the accumulation of systematic experiences has led to the construction of a theoretical model, even though there are no scientific evidences. The multiplication and implementation of the traditional programming models (Matveyev, 1981, Bompa, 1994 have guided us to a set of erroneous terms, among which we highlight the “micro”, the “meso” and the “macro” cycles, that were never

Development of a training assurance program

International Nuclear Information System (INIS)

Palchinsky, J.; Waylett, W.J. Jr.

1987-01-01

The nuclear industry has made a significant commitment to improve training through the implementation of accredited performance-based training programs. Senior management expects that human performance will improve as a result of significant resource allocations. How do they know if training is effective in achieving improved human performance? Florida Power and Light Company is developing a Training Assurance Program to track indicators of training performance and future trends. Integrating the company's Quality Improvement Program processes with systematic training processes is resulting in personnel functioning in a proactive mode and increased customer satisfaction with training performance

Developing skilled doctor-patient communication in the workplace: a qualitative study of the experiences of trainees and clinical supervisors.

Science.gov (United States)

Giroldi, Esther; Veldhuijzen, Wemke; Geelen, Kristel; Muris, Jean; Bareman, Frits; Bueving, Herman; van der Weijden, Trudy; van der Vleuten, Cees

2017-12-01

To inform the development of recommendations to facilitate learning of skilled doctor-patient communication in the workplace, this qualitative study explores experiences of trainees and supervisors regarding how trainees learn communication and how supervisors support trainees' learning in the workplace. We conducted a qualitative study in a general practice training setting, triangulating various sources of data to obtain a rich understanding of trainees and supervisors' experiences: three focus group discussions, five discussions during training sessions and five individual interviews. Thematic network analysis was performed during an iterative process of data collection and analysis. We identified a communication learning cycle consisting of six phases: impactful experience, change in frame of reference, identification of communication strategies, experimentation with strategies, evaluation of strategies and incorporation into personal repertoire. Supervisors supported trainees throughout this process by creating challenges, confronting trainees with their behaviour and helping them reflect on its underlying mechanisms, exploring and demonstrating communication strategies, giving concrete practice assignments, creating safety, exploring the effect of strategies and facilitating repeated practice and reflection. Based on the experiences of trainees and supervisors, we conclude that skilled communication involves the development of a personal communication repertoire from which learners are able to apply strategies that fit the context and their personal style. After further validation of our findings, it may be recommended to give learners concrete examples, opportunities for repeated practise and reflection on personal frames of reference and the effect of strategies, as well as space for authenticity and flexibility. In the workplace, the clinical supervisor is able to facilitate all these essential conditions to support his/her trainee in becoming a skilled

Supervisors' perspective on medical thesis projects and dropout rates: survey among thesis supervisors at a large German university hospital.

Science.gov (United States)

Can, Elif; Richter, Felicitas; Valchanova, Ralitsa; Dewey, Marc

2016-10-14

To identify underlying causes for failure of medical thesis projects and the constantly high drop-out rate in Germany from the supervisors' perspective and to compare the results with the students' perspective. Cross-sectional survey. Online questionnaire for survey of medical thesis supervisors among the staff of Charité-Universitätsmedizin Berlin, Germany. Published, earlier longitudinal survey among students for comparison. 1069 thesis supervisors participated. Data are presented using descriptive statistics, and the χ 2 test served to compare the results among supervisors with the earlier data from the longitudinal survey of doctoral students. Not applicable. This survey is an observational study. Of 3653 potential participants, 1069 (29.3%) supervising 3744 doctoral candidates participated in the study. Supervisors considered themselves to be highly motivated and to offer adequate supervision. On the other hand, 87% stated that they did not feel well prepared for thesis supervision. Supervisors gave lack of timeliness of doctoral students and personal differences (p=0.024 and p=0.001) as the main reasons for terminating thesis projects. Doctoral students predominantly mentioned methodological problems and difficult subjects as critical issues (p=0.001 and pthesis supervisors and medical students feel ill prepared for their roles in the process of a medical dissertation. Contradictory reasons for terminating medical thesis projects based on supervisors' and students' self-assessment suggest a lack of communication and true scientific collaboration between supervisors and doctoral students as the major underlying issue that requires resolution. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/.

BWR Services maintenance training program

International Nuclear Information System (INIS)

Cox, J.H.; Chittenden, W.F.

1979-01-01

BWR Services has implemented a five-phase program to increase plant availability and capacity factor in operating BWR's. One phase of this program is establishing a maintenance training program on NSSS equipment; the scope encompasses maintenance on both mechanical equipment and electrical control and instrumentation equipment. The program utilizes actual product line equipment for practical Hands-on training. A total of 23 formal courses will be in place by the end of 1979. The General Electric Company is making a multimillion dollar investment in facilities to support this training. These facilities are described

General Employee Radiological Training and Radiological Worker Training: Program management manual

International Nuclear Information System (INIS)

1992-10-01

This manual defines and describes the DOE General Employee Radiological Training (GERT) and Radiological Worker I and II (RW I and II) Training programs. It includes material development requirements, standards and policies, and program administration. This manual applies to General Employee Radiological Training and Radiological Worker Training at all DOE contractor sites. The training materials of both GERT and RW I and II training reflect the requirements identified in the DOE Radiological Control Manual and DOE Order 5480.11. The training programs represent the minimum requirement for the standardized core materials. Each contractor shall implement the program in its entirety and may augment the standardized core materials to increase the general employee and radiological worker level of competency

Preparing Teens for Success: Building 21st Century Skills through a 4-H Work-Based Learning Program

Directory of Open Access Journals (Sweden)

Theresa M. Ferrari

2008-06-01

Full Text Available There is widespread concern that youth lack the skills essential for job success and are entering the workplace unprepared. To address issues of workforce preparation, Extension educators at an urban 4-H education center created the Job Experience and Training (JET program, a work-based learning program for teens. JET is conducted over a six-month period, culminating in an eight-week summer work experience in collaboration with a local park district. Supervisors and teens completed a performance appraisal measure based on SCANS workforce skills at two points during the program. Both teens and supervisors provided written comments addressing teens’ strengths and areas for growth, as well as comments on their satisfaction with the program itself. Overall, the experience appears to have produced improvements in teens’ workforce skills, as evidenced by their own self-assessment and that of their supervisors. We conclude with implications for conducting work-based learning programs.

Input-output supervisor; Le superviseur d'entree-sortie dans les ordinateurs

Energy Technology Data Exchange (ETDEWEB)

Dupuy, R [Commissariat a l' Energie Atomique, Vaujours (France). Centre d' Etudes Nucleaires

1970-07-01

The input-output supervisor is the program which monitors the flow of informations between core storage and peripheral equipments of a computer. This work is composed of three parts: 1 - Study of a generalized input-output supervisor. With sample modifications it looks like most of input-output supervisors which are running now on computers. 2 - Application of this theory on a magnetic drum. 3 - Hardware requirement for time-sharing. (author) [French] Le superviseur d'entree-sortie est le programme charge de gerer les echanges d'information entre la memoire rapide et les organes peripheriques d'un ordinateur. Ce travail se compose de trois parties: 1 - Etude d'un systeme d'entree-sortie general et theorique qui, en faisant un certain nombre d'hypotheses simplificatrices, permet de retrouver la plupart des superviseurs d'entree-sortie actuels. 2 - Expose d'une realisation concrete, gestion d'un tambour magnetique. 3 - Suggestions hardware en vue de faciliter le timesharing. (auteur)

The Jefferson Lab Trigger Supervisor System

International Nuclear Information System (INIS)

Ed Jastrzembsi; David Abbott; Graham Heyes; R.W. MacLeod; Carl Timmer; Elliott Wolin

2000-01-01

We discuss the design and performance of a Trigger Supervisor System for use in nuclear physics experiments at Jefferson Lab. We also discuss the enhanced features of a new Trigger Supervisor Module now under construction

Instructional skills evaluation in nuclear industry training

International Nuclear Information System (INIS)

Mazour, T.J.; Ball, F.M.

1985-11-01

This report provides information to nuclear power plant training managers and their staffs concerning the job performance requirements of instructional personnel to implement prformance-based training programs (also referred to as the Systems Approach Training). The information presented in this report is a compilation of information and lessons learned in the nuclear power industry and in other industries using performance-based training programs. The job performance requirements in this report are presented as instructional skills objectives. The process used to develop the instructional skills objectives is described. Each objective includes an Instructional Skills Statement describing the behavior that is expected and an Instructional Skills Standard describing the skills/knowledge that the individual should possess in order to have achieved mastery. The instructional skills objectives are organized according to the essential elements of the Systems Approach to Training and are cross-referenced to three categories of instructional personnel: developers of instruction, instructors, and instructional managers/supervisors. Use of the instructional skills objectives is demonstrated for reviewing instructional staff training and qualification programs, developing criterion-tests, and reviewing the performance and work products of individual staff members. 22 refs

Security personnel training using a computer-based game

International Nuclear Information System (INIS)

Ralph, J.; Bickner, L.

1987-01-01

Security personnel training is an integral part of a total physical security program, and is essential in enabling security personnel to perform their function effectively. Several training tools are currently available for use by security supervisors, including: textbook study, classroom instruction, and live simulations. However, due to shortcomings inherent in each of these tools, a need exists for the development of low-cost alternative training methods. This paper discusses one such alternative: a computer-based, game-type security training system. This system would be based on a personal computer with high-resolution graphics. Key features of this system include: a high degree of realism; flexibility in use and maintenance; high trainee motivation; and low cost

The Relation between Supervisor Self-Disclosure and the Working Alliance among Social Work Students in Field Placement

Science.gov (United States)

Davidson, Clare

2011-01-01

The author examined supervisor self-disclosure and the supervisory working alliance with the hope of adding to research-supported techniques in field work supervision. Students enrolled in an MSW program at a large urban university were asked to complete a survey on the frequency and content of their supervisor's self-disclosures and on their…

Methods for evaluation of industry training programs

International Nuclear Information System (INIS)

Morisseau, D.S.; Roe, M.L.; Persensky, J.J.

1987-01-01

The NRC Policy Statement on Training and Qualification endorses the INPO-managed Training Accreditation Program in that it encompasses the elements of effective performance-based training. Those elements are: analysis of the job, performance-based learning objectives, training design and implementation, trainee evaluation, and program evaluation. As part of the NRC independent evaluation of utilities implementation of training improvement programs, the staff developed training review criteria and procedures that address all five elements of effective performance-based training. The staff uses these criteria to perform reviews of utility training programs that have already received accreditation. Although no performance-based training program can be said to be complete unless all five elements are in place, the last two, trainee and program evaluation, are perhaps the most important because they determine how well the first three elements have been implemented and ensure the dynamic nature of training. This paper discusses the evaluation elements of the NRC training review criteria. The discussion will detail the elements of evaluation methods and techniques that the staff expects to find as integral parts of performance-based training programs at accredited utilities. Further, the review of the effectiveness of implementation of the evaluation methods is discussed. The paper also addresses some of the qualitative differences between what is minimally acceptable and what is most desirable with respect to trainee and program evaluation mechanisms and their implementation

The Jefferson Lab Trigger Supervisor System

International Nuclear Information System (INIS)

Jastrzembski, E.; Abbott, D.J.; Heyes, W.G.; MacLeod, R.W.; Timmer, C.; Wolin, E.

1999-01-01

The authors discuss the design and performance of a Trigger Supervisor System for use in nuclear physics experiments at Jefferson Lab. They also discuss the enhanced features of a new Trigger Supervisor Module now under construction

Cernavoda NPP operations training programs

International Nuclear Information System (INIS)

1993-01-01

The purpose of this document is to describe the philosophy, content and minimum requirements for the Cernavoda Training Programs for all Station staff and to identify the training department organization and respective responsibilities necessary to provide the required training. The hierarchical documentation and requirements related to these programs is shown in figure Rd-TR1-1

Instructional games and activities for criticality safety training

International Nuclear Information System (INIS)

Bullard, B.; McBride, J.

1993-01-01

During the past several years, the Training and Management Systems Division (TMSD) staff of Oak Ridge Institute for Science and Education (ORISE) has designed and developed nuclear criticality safety (NCS) training programs that focus on high trainee involvement through the use of instructional games and activities. This paper discusses the instructional game, initial considerations for developing games, advantages and limitations of games, and how games may be used in developing and implementing NCS training. It also provides examples of the various instructional games and activities used in separate courses designed for Martin Marietta Energy Systems (MMES's) supervisors and U.S. Nuclear Regulatory Commission (NRC) fuel facility inspectors

The effectiveness of educational supervisors from the viewpoints of nurse managers and clinical nurses

Directory of Open Access Journals (Sweden)

M Khodayarian

2012-09-01

Full Text Available Introduction: The educational supervisors should attempt to plan and implement nurses’ development programs according to the principles of educational process. The present study was conducted to assess the effectiveness of educational supervisors from the viewpoints of clinical nurses and nurse managers in 2007. Methods : 97 clinical nurses and 33 nurse managers in educational hospitals of Yazd participated in this cross sectional study. The questionnaire including 56 items related to expected professional competencies of educational supervisor was prepared and its validity and reliability was confirmed. Overall Cronbach’s alpha was 0.97 ranging from 0.77 to 0.96 for different dimensions which indicated internal consistency of the questionnaire. Results: The results showed 42.3% of nurses considered the function of their hospital as effective, 52.6% as ineffective, and 5.2% as relatively effective. One hundred percent of metrons considered the function of educational supervisors as effective. All the educational supervisors considered their function effective. The study samples reported that all the listed criteria were important in the effectiveness of educational supervisors’ function. Conclusion: In order to improve the effectiveness of educational supervisors’ function their management and leadership competencies should be developed. Competency-based approach is suggested in preparing educational supervisors for implementing the educational process from the problem solving skills. This will help nurse managers to make their work environments a learning and educational institute.

Guidance for training program evaluation

International Nuclear Information System (INIS)

1984-01-01

An increased concern about the training of nuclear reactor operators resulted from the incident at TMI-2 in 1979. Purpose of this guide is to provide a general framework for the systematic evaluation of training programs for DOE Category-A reactors. The primary goal of such evaluations is to promote continuing quality improvements in the selection, training and qualification programs

PhD supervisor-student relationship

Directory of Open Access Journals (Sweden)

FILIPE PRAZERES

2017-10-01

Full Text Available The relationship between the PhD supervisor and the PhD student is a complex one. When this relationship is neither effective nor efficient, it may yield negative consequences, such as academic failure (1. The intricacy of the supervisor-student relationship may be in part comparable to the one between the physician and his/her patient [see, for example (2]. Both interactions develop over several years and the players involved in each relationship – PhD supervisor-student on the one side and physician-patient on the other side – may at some point of the journey develop different expectations of one another [see, for example (3, 4] and experience emotional distress (5. In both relationships, the perceived satisfaction with the interaction will contribute to the success or failure of the treatment in one case, and in the other, the writing of a thesis. To improve the mentioned satisfaction, not only there is a need to invest time (6, as does the physician to his/ her patients, but also both the supervisor and the PhD student must be willing to negotiate a research path to follow that would be practical and achievable. The communication between the physician and patient is of paramount importance for the provision of health care (7, and so is the communication between the supervisor and PhD student which encourages the progression of both the research and the doctoral study (8. As to a smooth transition to the postgraduate life, supervisors should start thinking about providing the same kind of positive reinforcement that every student is used to experience in the undergraduate course. The recognition for a job well done will mean a lot for a PhD student, as it does for a patient. One good example is the increase in medication compliance by patients with high blood pressure who receive positive reinforcement from their physicians (9. Supervisors can organize regular meetings for (and with PhD students in order to not only discuss their projects

Technical Training: Places available

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. TECHNICAL TRAINING Monique Duval tel. 74924 technical.training@cern.ch The number of places available may vary. Please check our Web site to find out the current availability. Places are available in the following courses: FrontPage XP - niveau 2 : 26 & 27.4.2004 (2 jours) The Joint PVSS JCOP Framework : 26 - 30.4.2004 (5 days) Computational Electromagnetics with the ELEKTRA Module of OPERA-3D : 27 & 28.4.2004 (2 days) Hands-on Introduction to Python Programming : 3 - 5.5.2004 (3 days) LabVIEW Base 2 : 6 & 7.5.2004 (2 jours) Project Pla...

TECHNICAL TRAINING: Places available**

CERN Multimedia

2003-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. TECHNICAL TRAINING Monique Duval tel. 74924 technical.training@cern.ch ** The number of places available may vary. Please check our Web site to find out the current availability. Places are available in the following courses: Hands-on Introduction to Python Programming : 12 - 14.11.03(3 days) ACCESS 2000 - niveau 1 : 13 & 14.11.03 (2 jours) C++ for Particle Physicists : 17 - 21.11.03 (6 X 3-hour lectures) Programmation automate Schneider TSX Premium - niveau 2 : 18 - 21.11.03 (4 jours) Project Planning with MS-Project  (free of charg...

Nuclear utility education and training becoming too plant specific?

International Nuclear Information System (INIS)

Wicks, F.

1986-01-01

As the Supervisor of a university nuclear reactor and operations curriculum, the author has also been offering education and training programs for nuclear utility technical support and operations personnel. Similar results have been reported by other universities offering similar programs. These programs also provide very important benefits to university nuclear engineering departments in terms of much needed revenues during this time of declining student enrollment and also by the information flow from the nuclear utility participants to the university personnel, which can yield both improved courses and identify research opportunities. University programs serve an important complementary function to plant-specific programs and should be continued and supported

Training Programme for Supervisors. An Element in Quality Assurance of the Construction Industry.

Science.gov (United States)

Lo, Tommy Y.

1998-01-01

A customized program on concrete technology for the construction industry in Hong Kong is based on the ISO 9000 quality management system. More than 269 students have been trained; 48.7% of enrollment comes from concrete suppliers. (SK)

7 CFR 58.53 - Supervisor of packaging required.

Science.gov (United States)

2010-01-01

... 7 Agriculture 3 2010-01-01 2010-01-01 false Supervisor of packaging required. 58.53 Section 58.53... Packaging Products with Official Identification § 58.53 Supervisor of packaging required. The official....54 through 58.57, shall be done only under the supervision of a supervisor of packaging. The...

Input-output supervisor; Le superviseur d'entree-sortie dans les ordinateurs

Energy Technology Data Exchange (ETDEWEB)

Dupuy, R. [Commissariat a l' Energie Atomique, Vaujours (France). Centre d' Etudes Nucleaires

1970-07-01

The input-output supervisor is the program which monitors the flow of informations between core storage and peripheral equipments of a computer. This work is composed of three parts: 1 - Study of a generalized input-output supervisor. With sample modifications it looks like most of input-output supervisors which are running now on computers. 2 - Application of this theory on a magnetic drum. 3 - Hardware requirement for time-sharing. (author) [French] Le superviseur d'entree-sortie est le programme charge de gerer les echanges d'information entre la memoire rapide et les organes peripheriques d'un ordinateur. Ce travail se compose de trois parties: 1 - Etude d'un systeme d'entree-sortie general et theorique qui, en faisant un certain nombre d'hypotheses simplificatrices, permet de retrouver la plupart des superviseurs d'entree-sortie actuels. 2 - Expose d'une realisation concrete, gestion d'un tambour magnetique. 3 - Suggestions hardware en vue de faciliter le timesharing. (auteur)

Rig supervisors

International Nuclear Information System (INIS)

Nordt, D.P.; Stone, M.S.

1992-01-01

This paper helps prepare the inexperienced rig supervisor to manage a drilling operation. It outlines operational-knowledge requirements and optimization concepts for improving drilling performance and lowering drilling costs. It gives guidelines on safety and environmental responsibilities, and provides recommendations on work tools, leadership, and communication

DOE Radiological Control Manual Core Training Program

International Nuclear Information System (INIS)

Scott, H.L.; Maisler, J.

1993-01-01

Over the past year, the Department of Energy (DOE) Office of Health (EH-40) has taken a leading role in the development of new standardized radiological control training programs for use throughout the DOE complex. The Department promulgated its Radiological Control (RadCon) Manual in June 1992. To ensure consistent application of the criteria presented in the RadCon Manual, standardized radiological control core training courses and training materials have been developed for implementation at all DOE facilities. In producing local training programs, standardized core courses are to be supplemented with site-specific lesson plans, viewgraphs, student handbooks, qualification standards, question banks, and wallet-sized training certificates. Training programs for General Employee Radiological Training, Radiological Worker I and II Training, and Radiological Control Technician Training have been disseminated. Also, training committees under the direction of the Office of Health (EH-40) have been established for the development of additional core training courses, development of examination banks, and the update of the existing core training courses. This paper discusses the current activities and future direction of the DOE radiological control core training program

Work stress prevention needs of employees and supervisors.

Science.gov (United States)

Havermans, Bo M; Brouwers, Evelien P M; Hoek, Rianne J A; Anema, Johannes R; van der Beek, Allard J; Boot, Cécile R L

2018-05-21

Work stress prevention can reduce health risks for individuals, as well as organisational and societal costs. The success of work stress interventions depends on proper implementation. Failure to take into account the needs of employees and supervisors can hinder intervention implementation. This study aimed to explore employee and supervisor needs regarding organisational work stress prevention. Semi-structured telephone interviews were conducted with employees (n = 7) and supervisors (n = 8) from different sectors, such as the finance, health care, and services industry. The interviews focused on respondents' needs regarding the prevention of work stress within an organisational setting. Performing thematic analysis, topics and themes were extracted from the verbatim transcribed interviews using Atlas.ti. Both employees and supervisors reported a need for: 1) communication about work stress, 2) attention for determinants of work stress, 3) supportive circumstances (prerequisites) for work stress prevention, 4) involvement of various stakeholders in work stress prevention, and 5) availability of work stress prevention measures. Both employees and supervisors expressed the need for supervisors to communicate about work stress. Employees and supervisors reported similar psychosocial work factors that should be targeted for prevention (e.g., social support and autonomy). There was greater variety in the sub-themes within communication about work stress and supportive circumstances for work stress prevention in supervisor responses, and greater variety in the sub-themes within availability of work stress prevention measures in employee responses. Both employees and supervisors were explicit about who should take part in communication about work stress, what prerequisites for work stress prevention should exist, and which stakeholders should be involved. These results can inform work stress prevention practice, supporting selection and implementation of

Looking after Lawns and Bedding. Youth Training Scheme. Core Exemplar Work Based Project.

Science.gov (United States)

Further Education Staff Coll., Blagdon (England).

This trainer's guide is intended to assist supervisors of work-based career training projects in teaching students about lawn care. The guide is one in a series of core curriculum modules that is intended for use in combination on- and off-the-job programs to familiarize youth with the skills, knowledge, and attitudes necessary for success in the…

Preparedness for clinical practice - Perceptions of graduates and their work supervisors

International Nuclear Information System (INIS)

Mackay, S.J.; Anderson, A.C.; Hogg, P.

2008-01-01

Purpose: The standards of performance of healthcare professionals are now well defined and used to determine health professional curricula. Empirical research evidence exists in medicine and nursing which explores how well these curricula prepare their students for clinical practice but not in the radiography profession. This research aims to determine how well prepared newly qualified radiographers were for clinical practice and to identify strengths and weaknesses in their preparedness to inform curriculum development. Methods: A postal questionnaire and semi-structured interview were used to obtain data from newly qualified diagnostic radiographers and their work-based supervisors. The questionnaire assessed graduate preparedness against a number of items drawn from published documents which define UK radiographic practice. Statistical analysis, using ANOVA and Wilcoxon, examined differences between the groups' perception of preparedness. A sample of graduates and their work supervisors were interviewed to explore preparedness. Results: There were significant differences (p ≤ 0.05) between; the preparedness scores of the graduates and supervisors, with supervisors rating the graduates higher than the graduates themselves; subscales of teamwork (p ≤ 0.05), personal attributes (p ≤ 0.05) and digital skills (p ≤ 0.01). No significant differences were found between graduates employed in their training hospital and those employed elsewhere. Interview data revealed perceived areas of graduate strength, weaknesses and areas for curriculum development. Suggestions for improvement to the methodology were identified for exploring preparedness in other health professional programmes. Conclusion: The graduates were well prepared for their role as a diagnostic radiographer. Some curriculum development is needed in specific areas and advice on methodological improvement is offered

Revising the Role of Principal Supervisor

Science.gov (United States)

Saltzman, Amy

2016-01-01

In Washington, D.C., and Tulsa, Okla., districts whose efforts are supported by the Wallace Foundation, principal supervisors concentrate on bolstering their principals' work to improve instruction, as opposed to focusing on the managerial or operational aspects of running a school. Supervisors oversee fewer schools, which enables them to provide…

Upcoming training sessions (up to end October) - Places available

CERN Multimedia

2016-01-01

Please find below a list of training sessions scheduled to take place up to the end of October with places available.   Safety and Language courses are not included here, you will find an up-to-date list in the Training Catalogue. If you need a course which is not featured  in the catalogue, please contact one of the following: your supervisor, your Departmental Training Officer or the relevant learning specialist. Leadership Training           Training Course Title Next Session Language Duration Available places Needed to maintain the session Driving for Impact and Influence 13-Sep-2016 to 14-Sep-2016 French 2 days 4 0 Essentials of People Management for CERN Supervisors (Adapted from CDP for CERN Supervisors) 22-Sep-2016 to 23-Sep-2016, 18-Nov-2016, 17-Jan-2017 to 18-Jan-2017 English 5 days 5 0 Eléments essentiels de la gestion du personnel pour les superviseurs (adapt&a...

A Mobile-Based Community Health Management Information System for Community Health Workers and Their Supervisors in 2 Districts of Zambia.

Science.gov (United States)

Biemba, Godfrey; Chiluba, Boniface; Yeboah-Antwi, Kojo; Silavwe, Vichaels; Lunze, Karsten; Mwale, Rodgers K; Russpatrick, Scott; Hamer, Davidson H

2017-09-27

Effective community health management information systems (C-HMIS) are important in low-resource countries that rely heavily on community-based health care providers. Zambia currently lacks a functioning C-HMIS to provide real-time, community-based health information from community health workers (CHWs) to health center staff and higher levels of the health system. We developed a C-HMIS mobile platform for use by CHWs providing integrated community case management (iCCM) services and their supervisors to address challenges of frequent stock-outs and inadequate supportive supervision of iCCM-trained CHWs. The platform used simple feature mobile phones on which were loaded the District Health Information System version 2 (DHIS2) software and Java 2 platform micro edition (J2ME) aggregation and tracker applications. This project was implemented in Chipata and Chadiza districts, which supported previous mHealth programs and had cellular coverage from all 3 major network carriers in Zambia. A total of 40 CHWs and 20 CHW supervisors received mobile phones with data bundles and training in the mobile application, after which they implemented the program over a period of 5.5 months, from February to mid-July 2016. CHWs used the mobile phones to submit data on iCCM cases seen, managed, and referred, as well as iCCM medical and diagnostic supplies received and dispensed. Using their mobile phones, the supervisors tracked CHWs' reported cases with medicine consumption, sent CHWs feedback on their referrals, and received SMS reminders to set up mentorship sessions. CHWs were able to use the mobile application to send weekly reports to health center supervisors on disease caseloads and medical commodities consumed, to make drug and supply requisitions, and to send pre-referral notices to health centers. Health center staff used the mobile system to provide feedback to CHWs on the case outcomes of referred patients and to receive automated monthly SMS reminders to invite CHWs to

Discovering Supervisors' Thought Patterns through Journals.

Science.gov (United States)

Niemeyer, Roger C.; Moon, R. Arden

This study focused on the thoughts, related schema, and decision-making of student teaching supervisors as they go about their work of supervision. Twelve practicing supervisors were asked to write their thoughts on a three-stage data gathering, circle instrument. These concepts were weighted to reflect the significance each concept had in the…

Why and how do general practitioners teach? An exploration of the motivations and experiences of rural Australian general practitioner supervisors.

Science.gov (United States)

Ingham, Gerard; Fry, Jennifer; O'Meara, Peter; Tourle, Vianne

2015-10-29

In medical education, a learner-centred approach is recommended. There is also a trend towards workplace-based learning outside of the hospital setting. In Australia, this has resulted in an increased need for General Practitioner (GP) supervisors who are receptive to using adult learning principles in their teaching. Little is known about what motivates Australian GP supervisors and how they currently teach. A qualitative study involving semi-structured interviews with 20 rural GP supervisors who work within one Regional Training Provider region in Australia explored their reasons for being a supervisor and how they performed their role. Data was analysed using a thematic analysis approach. GP supervisors identified both personal and professional benefits in being a supervisor, as well as some benefits for their practice. Supervision fulfilled a perceived broader responsibility to the profession and community, though they felt it had little impact on rural retention of doctors. While financial issues did not provide significant motivation to teach, the increasing financial inequity compared with providing direct patient care might impact negatively on the decision to be or to remain a supervisor in the future. The principal challenge for supervisors was finding time for teaching. Despite this, there was little evidence of supervisors adopting strategies to reduce teaching load. Teaching methods were reported in the majority to be case-based with styles extending from didactic to coach/facilitator. The two-way collegiate relationship with a registrar was valued, with supervisors taking an interest in the registrars beyond their development as a clinician. Supervisors report positively on their teaching and mentoring roles. Recruitment strategies that highlight the personal and professional benefits that supervision offers are needed. Practices need assistance to adopt models of supervision and teaching that will help supervisors productively manage the increasing

Intake Interview Skills for Rehabilitation Counselors: A Typescript Manual. Advanced Facilitative Case Management Series, Training Package I.

Science.gov (United States)

Rubin, Stanford E.; Farley, Roy C.

This guide is the case study manual for the first in a series of instructor-assisted training modules for rehabilitation counselors, supervisors, and graduate students. This typescript manual for the first module focuses on basic intake interviewing skills consisting of: (1) systematic interview programming including attracting, planning and…

42 CFR 493.1469 - Standard: Cytology general supervisor qualifications.

Science.gov (United States)

2010-10-01

... 42 Public Health 5 2010-10-01 2010-10-01 false Standard: Cytology general supervisor... Nonwaived Testing Laboratories Performing High Complexity Testing § 493.1469 Standard: Cytology general supervisor qualifications. The cytology general supervisor must be qualified to supervise cytology services...

Supervision--growing and building a sustainable general practice supervisor system.

Science.gov (United States)

Thomson, Jennifer S; Anderson, Katrina J; Mara, Paul R; Stevenson, Alexander D

2011-06-06

This article explores various models and ideas for future sustainable general practice vocational training supervision in Australia. The general practitioner supervisor in the clinical practice setting is currently central to training the future general practice workforce. Finding ways to recruit, retain and motivate both new and experienced GP teachers is discussed, as is the creation of career paths for such teachers. Some of the newer methods of practice-based teaching are considered for further development, including vertically integrated teaching, e-learning, wave consulting and teaching on the run, teaching teams and remote teaching. Approaches to supporting and resourcing teaching and the required infrastructure are also considered. Further research into sustaining the practice-based general practice supervision model will be required.

5 CFR 724.203 - Training obligations.

Science.gov (United States)

2010-01-01

...) Each agency must develop a written plan to train all of its employees (including supervisors and... materials and method of its training plan. Each agency training plan shall describe: (1) The instructional materials and method of the training, (2) The training schedule, and (3) The means of documenting completion...

Customer Satisfaction with Training Programs.

Science.gov (United States)

Mulder, Martin

2001-01-01

A model for evaluating customer satisfaction with training programs was tested with training purchasers. The model confirmed two types of projects: training aimed at achieving learning results and at changing job performance. The model did not fit for training intended to support organizational change. (Contains 31 references.) (SK)

42 CFR 493.1471 - Standard: Cytology general supervisor responsibilities.

Science.gov (United States)

2010-10-01

... 42 Public Health 5 2010-10-01 2010-10-01 false Standard: Cytology general supervisor... Nonwaived Testing Laboratories Performing High Complexity Testing § 493.1471 Standard: Cytology general supervisor responsibilities. The technical supervisor of cytology may perform the duties of the cytology...

Impressed by impression management: Newcomer reactions to ingratiated supervisors.

Science.gov (United States)

Foulk, Trevor A; Long, David M

2016-10-01

Organizational newcomers are unfamiliar with many aspects of their workplace and look for information to help them reduce uncertainty and better understand their new environment. One aspect critical to newcomers is the disposition of their supervisor-the person who arguably can impact the newcomer's career the most. To form an impression of their new supervisor, newcomers look to social cues from coworkers who have interpersonal contact with the supervisor. In the present research, we investigate the ways newcomers use observed ingratiation-a common impression management strategy whereby coworkers try to appear likable (Schlenker, 1980)-to form impressions of a supervisor's warmth. Research on social influence cannot easily account for how third parties will interpret ingratiation, as the behaviors linked to ingratiation suggest something positive about the target, yet the unsavory aspects of the behavior imply it may not have the same effects as other positive behaviors. Our findings suggest that newcomers are unique in that they are motivated to learn about their new supervisor, and are prone to ignore those unsavory aspects and infer something positive about a supervisor targeted with ingratiation. Our findings also suggest that this effect can be weakened based on the supervisor's response. In other words, newcomers rely less on evidence from a coworker's ingratiation in the presence of direct behaviors from the supervisor. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

25 CFR 26.30 - Does the Job Training Program provide part-time training or short-term training?

Science.gov (United States)

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false Does the Job Training Program provide part-time training or short-term training? 26.30 Section 26.30 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.30 Does the Job Training...

14 CFR 121.407 - Training program: Approval of airplane simulators and other training devices.

Science.gov (United States)

2010-01-01

... 14 Aeronautics and Space 3 2010-01-01 2010-01-01 false Training program: Approval of airplane... Program § 121.407 Training program: Approval of airplane simulators and other training devices. (a) Each airplane simulator and other training device that is used in a training course permitted under § 121.409...

Tactical Vulnerability Assessment Training Program

International Nuclear Information System (INIS)

Al-Ayat, R.A.; Judd, B.R.; Renis, T.A.; Paulus, W.K.; Winblad, A.G.; Graves, B.R.

1987-01-01

The Department of Energy sponsors a 9-day training program for individuals who are responsible for evaluating and planning safeguards systems and for preparing DOE Master and Security Agreements (MSSAs). These agreements between DOE headquarters and operations offices establish required levels of protection. The curriculum includes: (1) the nature of potential insider and outsider threats involving theft or diversion of special nuclear material, (2) use of computerized tools for evaluating the effectiveness of physical protection and material control and accountability systems, and (3) methods for analyzing the benefits and costs of safeguards improvements and for setting priorities among proposed upgrades. The training program is varied and high interactive. Presentations are intermixed with class discussions and ''hands-on'' analysis using computer tools. At the end of the program, participants demonstrate what they have learned in a two-and-one-half day ''field exercise,'' which is conducted on a facility scale-model. The training program has been conducted six times and has been attended by representatives of all DOE facilities. Additional sessions are planned at four-month intervals. This paper describes the training program, use of the tools in preparing MSSAs for various DOE sites, and recent extensions and refinements of the evaluation tools

Tactical Vulnerability Assessment Training Program

International Nuclear Information System (INIS)

Al-Ayat, R.A.; Judd, B.R.; Renis, T.A.; Paulus, W.K.; Winblad, A.E.; Graves, B.R.

1987-01-01

The Department of Energy sponsors a 9-day training program for individual who are responsible for evaluating and planning safeguards systems and for preparing DOE Master and Security Agreements (MSSAs). These agreements between DOE headquarters and operations offices establish required levels of protection. The curriculum includes: (1) the nature of potential insider and outsider threats involving theft or diversion of special nuclear material, (2) use of computerized tools for evaluating the effectiveness of physical protection and material control and acoountability systems, and (3) methods for analyzing the benefits and costs of safeguards improvements and for setting priorities among proposed upgrades. The training program is varied and highly interactive. Presentations are intermixed with class discussions and ''hands-on'' analysis using computer tools. At the end of the program, participants demonstrate what they have learned in a two-and-one-half day ''field excercise,'' which is conducted on a facility scale-model. The training programs has been conducted six times and has been attended by representatives of all DOE facilities. Additional sessions are planned at four-month intervals. This paper describes the training program, use of the tools in preparing MSSAs for various DOE sites, and recent extensions and refinements of the evaluation tools

Exploring Differences in Industry Supervisors' Ratings of Student Performance on WIL Placements and the Relative Importance of Skills: Does Remuneration Matter?

Science.gov (United States)

Milne, Lisa; Caldicott, Julia

2016-01-01

Assessment in work integrated learning (WIL) programs typically involves workplace supervisors rating student performance against criteria based on employability skills. Yet investigations of differences in employer ratings that may impact on student outcomes are rare. This paper reports on a pilot study that examined supervisor evaluations of the…

Technical Training: Places available**

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. TECHNICAL TRAINING Monique Duval tel. 74924 technical.training@cern.ch ** The number of places available may vary. Please check our Web site to find out the current availability. Places are available in the following courses: The JAVA Programming Language Level 1 : 9 & 10.1.2004 (2 days) LabVIEW TestStand I (E) : 23 & 24.2.2004 (2 days) LabVIEW base 1 : 25 - 27.2.2004 (3 jours) CLEAN-2002 : Working in a Cleanroom : 10.3.2004 (afternoon - free of charge) C++ for Particle Physicists : 8 - 12.3.2004 ( 6 X 4-hour sessions) LabVIEW hands-on (E) 16.3...

Technical Training: Places available

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. TECHNICAL TRAINING Monique Duval tel. 74924 technical.training@cern.ch The number of places available may vary. Please check our Web site to find out the current availability. Places are available in the following courses: Computational Electromagnetics with the ELEKTRA Module of OPERA-3D : 27 & 28.4.2004 (2 days) Hands-on Introduction to Python Programming : 3 - 5.5.2004 (3 days) LabVIEW Base 2 : 6 & 7.5.2004 (2 jours) Project Planning with MS-Project : 6 & 13.5.2004 (2 days) Word 2003 - niveau 1 : 10 & 11.5.2004 (2 jours) Oracle 9i : SQL : 10 - 12.5.2004 (3...

TECHNICAL TRAINING: Places available**

CERN Multimedia

2003-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. TECHNICAL TRAINING Monique Duval Tel. 74924 technical.training@cern.ch ** The number of places available may vary. Please check our Web site to find out the current availability. Places are available in the following courses: The EDMS-MTF in practice (free of charge) : 28 -  30.10.03 (6 half-day sessions) AutoCAD 2002 – Level 1 : 3, 4, 12, 13.11.03 (4 days) LabVIEW TestStand ver. 3 : 4 & 5.11.03 (2 days) Introduction to PSpice : 4.11.03 p.m. (half-day) Hands-on Introduction to Python Programming : 12 – 14.11.03 (3 days) ACCESS ...

[Training program in endourological surgery. Future perspectives.

Science.gov (United States)

Soria, Federico; Villacampa, Felipe; Serrano, Alvaro; Moreno, Jesús; Rioja, Jorge; Sánchez, Francisco Miguel

2018-01-01

Current training in urological endoscopy lacks a specific training program. However, there is a clear need for a specific and uniform program, which will ensure the training, regardless of the unit where it is carried out. So, the goal is to first evaluate the current model and then bring improvements for update. The hospital training accreditation programme are only the adjustment of the official program of the urology specialty to the specific circumstances of each center, which causes variability in training of residents. After reviewing 19 training programs belonging to 12 Spanish regions. The current outlook shows that scarcely 10% of hospitals quantify the number of procedures/ year, although the Spanish program emphasizes that the achievement of the residents should be quantified. Urology residents, sense their training as inadequate and therefore their level of satisfaction is moderate. The three main problems detected by residents as an obstacle on their training are: the lack of supervision, tutors completing their own learning. Finally, the lack of quantification in surgical activities is described as a threat. This has no easy solution, since the learning curve of the most common techniques in endourology is not correctly established. Regarding aspects that can improve the current model, they highlight the need to design a specific program. The need to customize the training, the ineludible accreditation of tutors and obviously dignify the tutor's teaching activity. Another basic aspect is the inclusion of new technologies as training tools, e-learning. As well as the implementation of an adequate competency assessment plan and the possibility of relying on simulation systems. Finally, they highlight the need to attend monographic meetings and external clinic rotations to promote critical training.

Training Program Handbook: A systematic approach to training

Energy Technology Data Exchange (ETDEWEB)

1994-08-01

This DOE handbook describes a systematic method for establishing and maintaining training programs that meet the requirements and expectations of DOE Orders 5480.18B and 5480.20. The systematic approach to training includes 5 phases: Analysis, design, development, implementation, and evaluation.

Radiological control technician: Training program management manual

International Nuclear Information System (INIS)

1992-10-01

This manual defines and describes the DOE Radiological Control Technician Core Training Program qualification and training process, material development requirements, standards and policies, and administration. The manual applies to Radiological Control Technician Training Programs at all DOE contractor sites

Improving the retention of child welfare workers by strengthening skills and increasing support for supervisors.

Science.gov (United States)

Renner, Lynette M; Porter, Rebecca L; Preister, Steven

2009-01-01

Increasingly, effective supervision has been found to be critical in the retention of child welfare workers. In 2006 the State of Missouri Children's Division implemented a supervisory strategic plan to concentrate on supervisory training and effectiveness, with the expectation that emphasis on supervision would improve the retention of frontline workers. Using annual responses to the survey of organizational excellence and retention data, this study examines perceptions of child welfare workers and supervisors on three workplace constructs. Analyses support hypotheses that retention of workers improved in the year following the implementation of the supervisory plan, and measures of supervisor effectiveness, team effectiveness, and job satisfaction also increased. Explanations of primary findings are provided and implications for practice and policy are discussed.

Play Therapy Training among School Psychology, Social Work, and School Counseling Graduate Training Programs

Science.gov (United States)

Pascarella, Christina Bechle

2012-01-01

This study examined play therapy training across the nation among school psychology, social work, and school counseling graduate training programs. It also compared current training to previous training among school psychology and school counseling programs. A random sample of trainers was selected from lists of graduate programs provided by…

Evaluation of training programs: A pragmatic perspective

International Nuclear Information System (INIS)

Wilkinson, J.D.

1996-01-01

The Canadian nuclear regulatory agency endorses the Systematic Approach to Training (SAT) as the most reliable method of providing effective, efficient training to Nuclear Power Plant (NPP) personnel. However the benefits of SAT cannot be realized unless all five phases of SAT are implemented. This is particularly true with respect to evaluation. Although each phase of SAT builds on the preceding one, the evaluation phase continuously feeds back into each of the others and also provides the means to verify the entire training programme building process. It is useful, therefore, to examine the issues relating to the what, why, who, when and how of training programme evaluation. ''What'' identifies the various aspects of the training programme to be evaluated, including the need for training, the training standard, the task list, trainer competence, test results, training results, program acceptance and numerous indicators that identify a need for evaluation. ''Why'' addresses legal and regulatory aspects, resource management, worker and public safety, worker and trainer competence and morale, and the cost/benefit of the training program. ''Who'' examines the need to involve trainers, trainees, plant subject matter experts (SMEs), and both plant and training centre supervisory and management staff. ''When'' addresses time-related concerns such as the importance of ensuring at the outset that the training program is actually needed, the necessity of responding promptly to local, national and world events, changes in legal and regulatory responsibilities, and the overriding importance of timely, routine training program evaluations. ''How'' describes the process of conducting a training program evaluation, and addresses the relationships of these five aspects of evaluation to each other. (author). 10 refs

BLENDED LEARNING STRATEGY IN TEACHER TRAINING PROGRAMS

Directory of Open Access Journals (Sweden)

Marian F. Byrka

2017-12-01

Full Text Available The article examines the implementation of blended learning strategy in teacher training programs as an innovation in online learning. The blended learning idea comes from blending elements which use online technology with more traditional face-to-face teaching in the same course. The article analyses teacher training programs offered by Chernivtsi Regional Institute of Postgraduate Pedagogical Education. Additional data were gathered through a questionnaire administered to teachers who attended training courses. The characteristics of blended learning strategy, its benefits and limitations for teacher training are supported by a review of literature. The article closes with the comparison of curriculum components (content delivery, learner activities, materials, and required competences between traditional and blended learning teacher training programs. Having obvious benefits in teacher training programs, the implementation of blended learning strategy sets some additional requirements to a learner, as well as to course instructors and lectors.

Utility of learning plans in general practice vocational training: a mixed-methods national study of registrar, supervisor, and educator perspectives.

Science.gov (United States)

Garth, Belinda; Kirby, Catherine; Silberberg, Peter; Brown, James

2016-08-19

Learning plans are a compulsory component of the training and assessment requirements of general practice (GP) registrars in Australia. There is a small but growing number of studies reporting that learning plans are not well accepted or utilised in general practice training. There is a lack of research examining this apparent contradiction. The aim of this study was to examine use and perceived utility of formal learning plans in GP vocational training. This mixed-method Australian national research project utilised online learning plan usage data from 208 GP registrars and semi-structured focus groups and telephone interviews with 35 GP registrars, 12 recently fellowed GPs, 16 supervisors and 17 medical educators across three Regional Training Providers (RTPs). Qualitative data were analysed thematically using template analysis. Learning plans were used mostly as a log of activities rather than as a planning tool. Most learning needs were entered and ticked off as complete on the same day. Learning plans were perceived as having little value for registrars in their journey to becoming a competent GP, and as a bureaucratic hurdle serving as a distraction rather than an aid to learning. The process of learning planning was valued more so than the documentation of learning planning. This study provides creditable evidence that mandated learning plans are broadly considered by users to be a bureaucratic impediment with little value as a learning tool. It is more important to support registrars in planning their learning than to enforce documentation of this process in a learning plan. If learning planning is to be an assessed competence, methods of assessment other than the submission of a formal learning plan should be explored.

Supervisor, Library & Training Services | IDRC - International ...

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

S/he recommends training and advises on career development opportunities, and ... the value of library and corporate software support services, and new tools to ... the other members of the management group with respect to the implementation ... S/he leads project teams and working groups made up of colleagues and ...

Studying creativity training programs: A methodological analysis

DEFF Research Database (Denmark)

Valgeirsdóttir, Dagný; Onarheim, Balder

2017-01-01

Throughout decades of creativity research, a range of creativity training programs have been developed, tested, and analyzed. In 2004 Scott and colleagues published a meta‐analysis of all creativity training programs to date, and the review presented here sat out to identify and analyze studies...... published since the seminal 2004 review. Focusing on quantitative studies of creativity training programs for adults, our systematic review resulted in 22 publications. All studies were analyzed, but comparing the reported effectiveness of training across studies proved difficult due to methodological...... inconsistencies, variations in reporting of results as well as types of measures used. Thus a consensus for future studies is called for to answer the question: Which elements make one creativity training program more effective than another? This is a question of equal relevance to academia and industry...

The Development, Content, Design, and Conduct of the 2011 Piloted US DOE Nuclear Criticality Safety Program Criticality Safety Engineering Training and Education Project

International Nuclear Information System (INIS)

Hopper, Calvin Mitchell

2011-01-01

In May 1973 the University of New Mexico conducted the first nationwide criticality safety training and education week-long short course for nuclear criticality safety engineers. Subsequent to that course, the Los Alamos Critical Experiments Facility (LACEF) developed very successful 'hands-on' subcritical and critical training programs for operators, supervisors, and engineering staff. Since the inception of the US Department of Energy (DOE) Nuclear Criticality Technology and Safety Project (NCT and SP) in 1983, the DOE has stimulated contractor facilities and laboratories to collaborate in the furthering of nuclear criticality as a discipline. That effort included the education and training of nuclear criticality safety engineers (NCSEs). In 1985 a textbook was written that established a path toward formalizing education and training for NCSEs. Though the NCT and SP went through a brief hiatus from 1990 to 1992, other DOE-supported programs were evolving to the benefit of NCSE training and education. In 1993 the DOE established a Nuclear Criticality Safety Program (NCSP) and undertook a comprehensive development effort to expand the extant LACEF 'hands-on' course specifically for the education and training of NCSEs. That successful education and training was interrupted in 2006 for the closing of the LACEF and the accompanying movement of materials and critical experiment machines to the Nevada Test Site. Prior to that closing, the Lawrence Livermore National Laboratory (LLNL) was commissioned by the US DOE NCSP to establish an independent hands-on NCSE subcritical education and training course. The course provided an interim transition for the establishment of a reinvigorated and expanded two-week NCSE education and training program in 2011. The 2011 piloted two-week course was coordinated by the Oak Ridge National Laboratory (ORNL) and jointly conducted by the Los Alamos National Laboratory (LANL) classroom education and facility training, the Sandia National

How to Buy Training Programs.

Science.gov (United States)

Geber, Beverly

1989-01-01

Discusses how to select the best training program for your needs. Includes information on deciding whether to develop your own program or buy one; identifying the kind of program you need; examining what is available; networking; choosing a supplier; and evaluating programs. (JOW)

Psychological Assessment Training in Clinical Psychology Doctoral Programs.

Science.gov (United States)

Mihura, Joni L; Roy, Manali; Graceffo, Robert A

2017-01-01

We surveyed American Psychological Association-accredited clinical psychology doctoral programs' (n = 83) training in psychological assessment-specifically, their coverage of various assessment topics and tests in courses and practica, and whether the training was optional or required. We report results overall and separately per training model (clinical science, scientist-practitioner, and practitioner-focused). Overall, our results suggest that psychological assessment training is as active, or even more active, than in previous years. Areas of increased emphasis include clinical interviewing and psychometrics; multimethod, outcomes, health, and collaborative or therapeutic assessment; and different types of cognitive and self-report personality tests. All or almost all practice-focused programs offered training with the Thematic Apperception Test and Rorschach compared to about half of the scientist-practitioner programs and a third of the clinical science programs. Although almost all programs reported teaching multimethod assessment, what constitutes different methods of assessing psychopathology should be clarified in future studies because many programs appear to rely on one method-self-report (especially clinical science programs). Although doctoral programs covered many assessment topics and tests in didactic courses, there appears to be a shortage of program-run opportunities for students to obtain applied assessment training. Finally, we encourage doctoral programs to be familiar with (a) internships' assessment expectations and opportunities, (b) the professional guidelines for assessment training, and (c) the American Psychological Association's requirements for preinternship assessment competencies.

Criteria to evaluate SAT-based training programs

International Nuclear Information System (INIS)

Arjona, O.; Venegas, M.; Rodriguez, L.; Lopez, M.

1997-01-01

This paper present some coefficients of error obtained to evaluate the quality of the design development and implementation of SAT-based personnel training programs. With the attainment of these coefficients, with the use of the GESAT system, is facilitated the continuos evaluation of training programs and the main deficiencies in the design, development and implementation of training programs are obtained, through the comparison between the program features and their standards or wanted features and doing an statistics analysis of the data kept in the GESAT system

Assertive Communication and Teamwork: Results of an Intervention Program to the Supervisors of a Company

Directory of Open Access Journals (Sweden)

Jesús H. Montes de Oca

2014-11-01

Full Text Available The study aimed to determine the effect of the implementation of the program "Manage your Talent" in competence assertive communication skills and teamwork. A quasi-experimental research design was used with pre-test - intervention - post-test with control group. The sample included 28 supervisors of a private company, 13 in the experimental group and 15 in the control group. A type of purposive sample was used. The results suggest a positive impact of the program to significantly increase competition achievement assertive communication (U = 3.5, Z = 4.58, *** P <.000, just as in effective dialogue dimensions (U = 8.0, feedback (U = 10.0, conflict resolution (U= 7.0 and non-verbal communication (U = 4.0, the skills of this competence in the highest increase was recorded were effective dialogue and nonverbal communication. In the other, the increase was lower. Regarding competition teamwork (U = 0.00, Z = 4.837, *** P <.000, just as in the dimensions (U = 9.0, Goal Achievement (U = 15.0, democratic environment (U= 12.0 and decision making (U = 7.0. The skills of this competence in the highest increase was recorded were the subject property, democratic environment and goal achievement. Minor increase in decision-making for managing consensus.

Technical Training: Places available

CERN Multimedia

Monique Duval

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an 'application for training' form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. The number of places available may vary. Please check our Web site to find out the current availability. Places are available in the following courses: Joint PVSS JCOP Framework : 9 - 13.8.2004 (5 days) Introduction à Outlook : 19.8.2004 (1 jour) Outlook (Short Course I): E-mail: 31.8.2004 (2 hours, morning) Outlook (Short Course II): Calendar, Tasks and Notes: 31.8.2004 (2 hours, afternoon) Hands-on Introduction to Python Programming: 1 - 3.9.2004 (3 days - free course) Instructor-led WBTechT Study or Follow-up for Microsoft Applications: 7.9.20...

Student retention in athletic training education programs.

Science.gov (United States)

Dodge, Thomas M; Mitchell, Murray F; Mensch, James M

2009-01-01

The success of any academic program, including athletic training, depends upon attracting and keeping quality students. The nature of persistent students versus students who prematurely leave the athletic training major is not known. Understanding the profiles of athletic training students who persist or leave is important. To (1) explore the relationships among the following variables: anticipatory factors, academic integration, clinical integration, social integration, and motivation; (2) determine which of the aforementioned variables discriminate between senior athletic training students and major changers; and (3) identify which variable is the strongest predictor of persistence in athletic training education programs. Descriptive study using a qualitative and quantitative mixed-methods approach. Thirteen athletic training education programs located in District 3 of the National Athletic Trainers' Association. Ninety-four senior-level athletic training students and 31 college students who changed majors from athletic training to another degree option. Data were collected with the Athletic Training Education Program Student Retention Questionnaire (ATEPSRQ). Data from the ATEPSRQ were analyzed via Pearson correlations, multivariate analysis of variance, univariate analysis of variance, and a stepwise discriminant analysis. Open-ended questions were transcribed and analyzed using open, axial, and selective coding procedures. Member checks and peer debriefing techniques ensured trustworthiness of the study. Pearson correlations identified moderate relationships among motivation and clinical integration (r = 0.515, P accounting for 37.2% of the variance between groups. The theoretic model accurately classified 95.7% of the seniors and 53.8% of the major changers. A common theme emerging from the qualitative data was the presence of a strong peer-support group that surrounded many of the senior-level students. Understanding student retention in athletic training is

Anticipating Doctoral Supervision: (Not) Bridging the Transition from Supervisee to Supervisor

Science.gov (United States)

Henderson, Emily F.

2018-01-01

Building on existing studies that ask doctoral supervisors how they understand their role, and what has influenced this understanding, this article explores invitations that are issued to supervisors to reflect in certain ways about the role of supervisor. The article calls into question the ways in which supervisors are invited to think about and…

The Philippine Atomic Energy Commission overseas nuclear training program: a follow-up evaluation

International Nuclear Information System (INIS)

Relunia, E.D.

1985-03-01

This study was made to assess the Philippine Atomic Energy Commission (PAEC) overseas nuclear training programme for the period 1959-1984. Based on the survey and interview, the PAEC overseas nuclear training has a significant impact on the institutional outputs, outside supports, internal operations, and development targets of the recipient-agencies. It was found to be effective in terms of the research studies completed. The agricultural sector was most effective in terms of researches completed. In terms of extent of utilization, data show that the skills and or techniques acquired by scholars during training were not fully utilized. The existing PAEC procedures in selection of nominee is effective. The author recommended that scholars be given greater opportunity to discuss and help plan their training programme, especially with their supervisors amd peers; provisions should be made by the PAEC administrators of training with scholars on transmission of training to others, upon their return; control in the system of guarantee return of scholars; allocation of training slots should be by field and development-oriented as well as the organization where the scholars works must be ready for change. (ELC). 22 tabs.; appendix

General Practitioner Supervisor assessment and teaching of Registrars consulting with Aboriginal patients - is cultural competence adequately considered?

Science.gov (United States)

Abbott, Penelope; Reath, Jennifer; Gordon, Elaine; Dave, Darshana; Harnden, Chris; Hu, Wendy; Kozianski, Emma; Carriage, Cris

2014-08-13

General Practitioner (GP) Supervisors have a key yet poorly defined role in promoting the cultural competence of GP Registrars who provide healthcare to Aboriginal and Torres Strait Islander people during their training placements. Given the markedly poorer health of Indigenous Australians, it is important that GP training and supervision of Registrars includes assessment and teaching which address the well documented barriers to accessing health care. A simulated consultation between a GP Registrar and an Aboriginal patient, which illustrated inadequacies in communication and cultural awareness, was viewed by GP Supervisors and Medical Educators during two workshops in 2012. Participants documented teaching points arising from the consultation which they would prioritise in supervision provided to the Registrar. Content analysis was performed to determine the type and detail of the planned feedback. Field notes from workshop discussions and participant evaluations were used to gain insight into participant confidence in cross cultural supervision. Sixty four of 75 GPs who attended the workshops participated in the research. Although all documented plans for detailed teaching on the Registrar's generic communication and consultation skills, only 72% referred to culture or to the patient's Aboriginality. Few GPs (8%) documented a plan to advise on national health initiatives supporting access for Aboriginal and Torres Strait Islander people. A lack of Supervisor confidence in providing guidance on cross cultural consulting with Aboriginal patients was identified. The role of GP Supervisors in promoting the cultural competence of GP Registrars consulting with Aboriginal and Torres Strait Islander patients could be strengthened. A sole focus on generic communication and consultation skills may lead to inadequate consideration of the health disparities faced by Indigenous peoples and of the need to ensure Registrars utilise health supports designed to decrease the

Supporting transfer of training : effects of the supervisor

NARCIS (Netherlands)

Nijman, D.J.J.M.

2004-01-01

One of the best-known and most widely used ways to improve employee performance in organisations is the use of corporate training. As a consequence, the effects of training are of major interest to both scholars and scientists in the field of human resource development. The results of research

76 FR 2147 - UAW-Chrysler National Training Center Technology Training Joint Programs Staff, Detroit, MI; UAW...

Science.gov (United States)

2011-01-12

...-Chrysler National Training Center Technology Training Joint Programs Staff, Detroit, MI; UAW-Chrysler Technical Training Center Technology Training Joint Programs Staff, Warren, MI; Notice of Revised... investigation, the Department confirmed that the proportion of Technology Training Joint Programs Staff...

Operator training for the abnormal

International Nuclear Information System (INIS)

Marzec, R.J.

1977-01-01

Training of nuclear power plant control room operators, on actions to be taken for an abnormal event, has classically been limited to discussion, on-shift and/or during requalification training classes, of symptoms, logical thought processes, systems analysis, and operator experience. The prerequisites for these discussions are a common technical vocabulary, and a minimum basic comprehension of nuclear power plant fundamentals, plant component theory of operation, system configuration, system control philosophy and operating procedures. Nuclear power plant control room operators are not the only personnel who are or should be involved in these discussions. The shift supervisors, operations management, and auxiliary equipment operators require continuing training in abnormal operations, as well. More in-depth training is necessary for shift supervisors and control room operators. The availability of vendor simulators has improved the effectiveness of training efforts for these individuals to some extent by displaying typical situations and plant performance characteristics and by providing a degree of ''hands on'' experience. The evolution of in-depth training with these simulators is reviewed

General practitioners as supervisors in postgraduate clinical education

DEFF Research Database (Denmark)

Wearne, Susan; Dornan, Tim; Teunissen, Pim W.

2012-01-01

Context General practice supervisors are said to serve as the cornerstones of general practice postgraduate education and therefore it is important to clearly define their roles and what makes them effective. The commonly used definition of a supervisor is not primarily based on general practice...... with resident doctors that provided a foundation for learning. Residents needed a balance of challenge, usually provided by patients, and support, provided by supervisors. Supervisors established learning environments, assessed residents' learning needs, facilitated learning, monitored the content and process...... of learning and the well-being of residents, and summarised learning in ways that turned 'know that' into 'know how'. Conclusions General practice must be expert in ensuring patients are well cared for 'by proxy' and in giving residents just the right amount of support they need to face the challenges posed...

Nuclear safety training program (NSTP) for dismantling

International Nuclear Information System (INIS)

Cretskens, Pieter; Lenie, Koen; Mulier, Guido

2014-01-01

European Control Services (GDF Suez) has developed and is still developing specific training programs for the dismantling and decontamination of nuclear installations. The main topic in these programs is nuclear safety culture. We therefore do not focus on technical training but on developing the right human behavior to work in a 'safety culture' environment. The vision and techniques behind these programs have already been tested in different environments: for example the dismantling of the BN MOX Plant in Dessel (Belgium), Nuclear Safety Culture Training for Electrabel NPP Doel..., but also in the non-nuclear industry. The expertise to do so was found in combining the know-how of the Training and the Nuclear Department of ECS. In training, ECS is one of the main providers of education in risky tasks, like elevation and manipulation of charges, working in confined spaces... but it does also develop training on demand to improve safety in a certain topic. Radiation Protection is the core business in the Nuclear Department with a presence on most of the nuclear sites in Belgium. Combining these two domains in a nuclear safety training program, NSTP, is an important stage in a dismantling project due to specific contamination, technical and other risks. It increases the level of safety and leads to a harmonization of different working cultures. The modular training program makes it possible to evaluate constantly as well as in group or individually. (authors)

Using Communicative Action Theory to Analyse Relationships Between Supervisors and Phd Students in a Technical University in Sweden

Directory of Open Access Journals (Sweden)

Michael Christie

2013-04-01

Full Text Available In this paper the authors use the theory of communicative action (Habermas, 1984-6 to analyse problematic relationships that can occur between supervisors and PhD students, between co-supervisors and between the students themselves. In a situation where power is distributed unequally, instrumental and strategic action on the part of either party can complicate and disturb efficacious relationships. We use Flanagan’s critical incident technique (Flanagan, 1954 to analyse twenty-five incidents that are told from a supervisor perspective and twentyfive from a PhD student perspective. The analysis reveals that a large proportion of incidents involved power struggles. Other categories include lack of professional or emotional support and poor communication. Rational dialogue based on Habermasian principles might have avoided many of these problems. The analysis concludes with some practical suggestions as to how the use of communicative action theory and critical incident technique can improve supervision, supervision training and the PhD process.

Reading assessment and training program

International Nuclear Information System (INIS)

Lewis, C.L.

1991-01-01

The objective was to ensure ourselves and the general public that the workers in the Nuclear Materials Processing Department (NMPD) could read, follow, and understand procedures. Procedures were randomly selected and analyzed for reading levels. A tenth grade reading level was established as the standard for all NMPD employees. Employees were tested to determine reading levels and approximately 12% could not read at the target level. A Procedure Walk-Through Evaluation was administered to each person not reaching tenth grade reading level. This was a job performance measure given to ensure that the worker was competent in his/her present job, and should remain there while completing reading training. A mandatory Reading Training Program utilizing Computer Based Training was established. This program is self-paced, individualized instruction and provided to the worker on Company time. Results of the CBT Program have been very good. Instruction is supplemented with test-taking skills seminars, practice exams, individual conferences with their own reading specialist, and some self-directed study books. This paper describes the program at Savannah River Site

Social constructionism and supervision: experiences of AAMFT supervisors and supervised therapists.

Science.gov (United States)

Hair, Heather J; Fine, Marshall

2012-10-01

A phenomenological research process was used to investigate the supervision experience for supervisors and therapists when supervisors use a social constructionist perspective. Participants of the one-to-one interviews were six AAMFT Approved Supervisors and six therapists providing counseling to individuals, couples and families. The findings suggest supervisors were committed to their self-identified supervision philosophy and intentionally sought out congruence between epistemology and practice. The shared experience of therapists indicates they associated desirable supervision experiences with their supervisors' social constructionist perspective. Our findings also indicated that supervisors' and therapists' understanding of social constructionism included the more controversial concepts of agency and extra-discursiveness. This research has taken an empirical step in the direction of understanding what the social constructionist supervision experience is like for supervisors and therapists. Our findings suggest a linkage between epistemology and supervision practice and a satisfaction with the supervision process. © 2012 American Association for Marriage and Family Therapy.

Coming soon - Launch of e-learning initiative for supervisors

CERN Multimedia

2015-01-01

In early July, the Learning and Development group is launching a new learning initiative specifically targeted at supervisors here at CERN. With the assistance of  experts on the subject, we have designed an exclusive series of five e-learning modules. These modules will help supervisors to synthesise some of the important processes that influence and impact their daily work and build key competencies as people managers.   Each module may take up to a maximum of 60 minutes to complete and covers the following topics: • CERN as an Organisation • People Management (Part 1) • People Management (Part 2) • Financial Management • Administrative Information Tools for Supervisors Supervisors will receive an invitation from the L&D group to access the modules on a dedicated e-learning space created on SharePoint. We recommend that all newly appointed supervisors access and complete the five modules within the first month of taking up their su...

Elementary supervision and the supervisor: Teacher attitudes and inclusive education

Directory of Open Access Journals (Sweden)

Thomas G. Ryan

2012-06-01

Full Text Available Evidence has emerged which suggests that as a supervisor, the importance of knowing oneself, and knowing those that he or she is supervising, is vital to the success of the group. We argue that when conflicting values, attitudes, and beliefs are present amongst the members of the group over an issue (inclusion, or over the behaviours of a member (non-inclusive, the entire group can break down. Therefore, to successfully implement a program, such as inclusion, knowing the attitudes of the staff is vital as a program such as this cannot be successful without positive support.

Language Training: English Training

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. Language Training Françoise Benz tel. 73127 language.training@cern.ch General and Professional English Courses The next session will take place: from 1st March to 25 June 2004 (2 weeks break at Easter). These courses are open to all persons working on the Cern site, and to their spouses. For registration and further information on the courses, please consult our Web pages: http://cern.ch/Training or contact Mr. Liptow: tel. 72957.

Language Training: English Training

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. LANGUAGE TRAINING Françoise Benz tel. 73127 language.training@cern.ch General and Professional English Courses The next session will take place: from 1st March to 25 June 2004 (2 weeks break at Easter). These courses are open to all persons working on the Cern site, and to their spouses. For registration and further information on the courses, please consult our Web pages: http://cern.ch/Training or contact Mr. Liptow: tel. 72957.

42 CFR 432.30 - Training programs: General requirements.

Science.gov (United States)

2010-10-01

... SERVICES (CONTINUED) MEDICAL ASSISTANCE PROGRAMS STATE PERSONNEL ADMINISTRATION Training Programs... of the program; (2) Be related to job duties performed or to be performed by the persons trained; and (3) Be consistent with the program objectives of the agency. ...

Workplace Violence Training Programs for Health Care Workers: An Analysis of Program Elements.

Science.gov (United States)

Arbury, Sheila; Hodgson, Michael; Zankowski, Donna; Lipscomb, Jane

2017-06-01

Commercial workplace violence (WPV) prevention training programs differ in their approach to violence prevention and the content they present. This study reviews 12 such programs using criteria developed from training topics in the Occupational Safety and Health Administration's (OSHA) Guidelines for Preventing Workplace Violence for Healthcare and Social Service Workers and a review of the WPV literature. None of the training programs addressed all the review criteria. The most significant gap in content was the lack of attention to facility-specific risk assessment and policies. To fill this gap, health care facilities should supplement purchased training programs with specific training in organizational policies and procedures, emergency action plans, communication, facility risk assessment, and employee post-incident debriefing and monitoring. Critical to success is a dedicated program manager who understands risk assessment, facility clinical operations, and program management and evaluation.

Pengaruh Dukungan Supervisor dan Pemberdayaan Terhadap Organizational Citizenship Behavior

Directory of Open Access Journals (Sweden)

Tinjung Desy Nursanti

2014-05-01

Full Text Available Study aims to determine and obtain a clear picture of supportive supervisor, empowerment, and organizational citizenship behavior; and to determine the impact of supportive supervisor and empowerment towards organizational citizenship behavior of employees in PT Setia Makmur Cemerlang. Research used explanatory survey method, while the sample was taken from employees of the company. Research instrument (questionnaires was used as primary data collection to explain the causal relationship between supportive supervisor and empowerment on organizational citizenship behavior of employees in PT Setia Makmur Cemerlang. Analysis used simple linear regression and multiple linear regression method. Result of this study shows that there is significant influence between supportive supervisor and empowerment towards organizational citizenship behavior.

29 CFR 1960.55 - Training of supervisors.

Science.gov (United States)

2010-07-01

... applicable to the assigned workplaces, agency procedures for reporting hazards, agency procedures for... unit, including the training and motivation of subordinates toward assuring safe and healthful work...

Clinical training: a simulation program for phlebotomy

Directory of Open Access Journals (Sweden)

Araki Toshitaka

2008-01-01

Full Text Available Abstract Background Basic clinical skills training in the Japanese medical education system has traditionally incorporated on-the-job training with patients. Recently, the complementary use of simulation techniques as part of this training has gained popularity. It is not known, however, whether the participants view this new type of education program favorably; nor is the impact of this program known. In this study we developed a new simulation-based training program in phlebotomy for new medical residents and assessed their satisfaction with the program Methods The education program comprised two main components: simulator exercise sessions and the actual drawing of blood from other trainees. At the end of the session, we surveyed participant sentiment regarding the program. Results There were 43 participants in total. In general, they were highly satisfied with the education program, with all survey questions receiving scores of 3 or more on a scale of 1–5 (mean range: 4.3 – 4.8, with 5 indicating the highest level of satisfaction. Additionally, their participation as a 'patient' for their co-trainees was undertaken willingly and was deemed to be a valuable experience. Conclusion We developed and tested an education program using a simulator for blood collection. We demonstrated a high satisfaction level among the participants for this unique educational program and expect that it will improve medical training, patient safety, and quality of care. The development and dissemination of similar educational programs involving simulation for other basic clinical skills will be undertaken in the future.

The Efficacy of Stuttering Measurement Training: Evaluating Two Training Programs

Science.gov (United States)

Bainbridge, Lauren A.; Stavros, Candace; Ebrahimian, Mineh; Wang, Yuedong; Ingham, Roger J.

2015-01-01

Purpose: Two stuttering measurement training programs currently used for training clinicians were evaluated for their efficacy in improving the accuracy of total stuttering event counting. Method: Four groups, each with 12 randomly allocated participants, completed a pretest-posttest design training study. They were evaluated by their counts of…

Linking subordinate political skill to supervisor dependence and reward recommendations: a moderated mediation model.

Science.gov (United States)

Shi, Junqi; Johnson, Russell E; Liu, Yihao; Wang, Mo

2013-03-01

In this study, we examined the relations of subordinate political skill with supervisor's dependence on the subordinate and supervisor reward recommendation, as well as mediating (interaction frequency with supervisor) and moderating (supervisor political behavior) variables of these relations. Our theoretical model was tested using data collected from employees in a company that specialized in construction management. Analyses of multisource and lagged data from 53 construction management team supervisors and 296 subordinates indicated that subordinate political skill was positively related to supervisor reward recommendation via subordinate's interaction frequency with supervisor. Although interaction frequency with a supervisor was also positively related to the supervisor's dependence on the subordinate, the indirect effect of subordinate political skill on dependence was not significant. Further, both the relationship between subordinate political skill and interaction frequency with a supervisor and the indirect relationships between subordinate political skill and supervisor reward recommendation were stronger when supervisors exhibited more political behavior.

Supervisor descriptions of veterinary student performance in the clinical workplace: a qualitative interview study.

Science.gov (United States)

Norman, E J

2017-06-10

This qualitative study investigated the qualities of veterinary student performance that inform a supervisor's impression of their competency. Semi-structured interviews were conducted with a purposive sample of 15 supervisors from different veterinary subdisciplines, to elicit descriptions of excellent, weak and marginal students. Thematic analysis of transcriptions revealed 12 themes, of which engagement was frequently discussed and of stated importance, and trustworthiness was a differentiator of weak and marginal students from excellent students. Other themes were knowledge, application of knowledge, technical and animal handling skills, communication, social interaction, personal functioning, caring for animals, impact, prospects and the difficulty in judging competency. Patterns of association of themes were found, however themes were also used independently in unique combinations for most students described. The findings show the range of abilities, behaviours, attitudes and personal characteristics of students that are considered by supervisors and how these are weighted and balanced. The key contribution of engagement and trustworthiness to the overall impression aligns with research indicating their importance for success in clinical practice, as both contributors to competency and indicators of it. The findings may inform future design and investigation of workplace-based learning and in-training evaluation, as well as conceptions of veterinary competency. British Veterinary Association.

Effectiveness of a training program in supervisors' ability to provide feedback on residents' communication skills

NARCIS (Netherlands)

Junod Perron, N.; Nendaz, M.; Louis-Simonet, M.; Sommer, J.; Gut, A.; Baroffio, A.; Dolmans, D.; Vleuten, C.P.M. van der

2013-01-01

Teaching communication skills (CS) to residents during clinical practice remains problematic. Direct observation followed by feedback is a powerful way to teach CS in clinical practice. However, little is known about the effect of training on feedback skills in this field. Controlled studies are

Spiritual care in the training of hospice volunteers in Germany.

Science.gov (United States)

Gratz, Margit; Paal, Piret; Emmelmann, Moritz; Roser, Traugott

2016-10-01

Hospice volunteers often encounter questions related to spirituality. It is unknown whether spiritual care receives a corresponding level of attention in their training. Our survey investigated the current practice of spiritual care training in Germany. An online survey sent to 1,332 hospice homecare services for adults in Germany was conducted during the summer of 2012. We employed the SPSS 21 software package for statistical evaluation. All training programs included self-reflection on personal spirituality as obligatory. The definitions of spirituality used in programs differ considerably. The task of defining training objectives is randomly delegated to a supervisor, a trainer, or to the governing organization. More than half the institutions work in conjunction with an external trainer. These external trainers frequently have professional backgrounds in pastoral care/theology and/or in hospice/palliative care. While spiritual care receives great attention, the specific tasks it entails are rarely discussed. The response rate for our study was 25.0% (n = 332). A need exists to develop training concepts that outline distinct contents, methods, and objectives. A prospective curriculum would have to provide assistance in the development of training programs. Moreover, it would need to be adaptable to the various concepts of spiritual care employed by the respective institutions and their hospice volunteers.

HEALS Hypertension Control Program: Training Church Members as Program Leaders.

Science.gov (United States)

Dodani, Sunita; Beayler, Irmatine; Lewis, Jennifer; Sowders, Lindsey A

2014-01-01

Health disparities related to cardiovascular diseases (CVDs) including stroke have remained higher in the African-Americans (AAs) than in other populations. HEALS is a faith-based hypertension (HTN) control program modified according to AA community needs, and delivered by the church-lay members called church health advisors (CHAs). This study examined the feasibility and acceptability of training CHAs as HEALS program leaders. Four CHAs completed a 10-hour HEALS program training workshop at the Church, conducted by the nutrition experts. Workshop was evaluated by CHAs on their level of satisfaction, clarity of contents covered and comfort in delivery the program to the church congregation. The overall six main HEALS curriculum components were completed. Workshop was highly evaluated by CHAs on length of training, balance between content and skills development, and level of satisfaction with program delivery. Church-based culturally modified health promotion interventions conducted by the community lay members may be a way to reduce health disparities in ethnic minorities.

Effective safety training program design

International Nuclear Information System (INIS)

Chilton, D.A.; Lombardo, G.J.; Pater, R.F.

1991-01-01

Changes in the oil industry require new strategies to reduce costs and retain valuable employees. Training is a potentially powerful tool for changing the culture of an organization, resulting in improved safety awareness, lower-risk behaviors and ultimately, statistical improvements. Too often, safety training falters, especially when applied to pervasive, long-standing problems. Stepping, Handling and Lifting injuries (SHL) more commonly known as back injuries and slips, trips and falls have plagued mankind throughout the ages. They are also a major problem throughout the petroleum industry. Although not as widely publicized as other immediately-fatal accidents, injuries from stepping, materials handling, and lifting are among the leading causes of employee suffering, lost time and diminished productivity throughout the industry. Traditional approaches have not turned the tide of these widespread injuries. a systematic safety training program, developed by Anadrill Schlumberger with the input of new training technology, has the potential to simultaneously reduce costs, preserve employee safety, and increase morale. This paper: reviews the components of an example safety training program, and illustrates how a systematic approach to safety training can make a positive impact on Stepping, Handling and Lifting injuries

Customer satisfaction with training programs

NARCIS (Netherlands)

Mulder, M.

2001-01-01

In this contribution, a model of evaluation of customer satisfaction about training programs is described. The model is developed and implemented for an association of training companies. The evaluation has been conducted by an independent organisation to enhance the thrustworthiness of the

General Practitioner Supervisor assessment and teaching of Registrars consulting with Aboriginal patients – is cultural competence adequately considered?

Science.gov (United States)

2014-01-01

Background General Practitioner (GP) Supervisors have a key yet poorly defined role in promoting the cultural competence of GP Registrars who provide healthcare to Aboriginal and Torres Strait Islander people during their training placements. Given the markedly poorer health of Indigenous Australians, it is important that GP training and supervision of Registrars includes assessment and teaching which address the well documented barriers to accessing health care. Methods A simulated consultation between a GP Registrar and an Aboriginal patient, which illustrated inadequacies in communication and cultural awareness, was viewed by GP Supervisors and Medical Educators during two workshops in 2012. Participants documented teaching points arising from the consultation which they would prioritise in supervision provided to the Registrar. Content analysis was performed to determine the type and detail of the planned feedback. Field notes from workshop discussions and participant evaluations were used to gain insight into participant confidence in cross cultural supervision. Results Sixty four of 75 GPs who attended the workshops participated in the research. Although all documented plans for detailed teaching on the Registrar’s generic communication and consultation skills, only 72% referred to culture or to the patient’s Aboriginality. Few GPs (8%) documented a plan to advise on national health initiatives supporting access for Aboriginal and Torres Strait Islander people. A lack of Supervisor confidence in providing guidance on cross cultural consulting with Aboriginal patients was identified. Conclusions The role of GP Supervisors in promoting the cultural competence of GP Registrars consulting with Aboriginal and Torres Strait Islander patients could be strengthened. A sole focus on generic communication and consultation skills may lead to inadequate consideration of the health disparities faced by Indigenous peoples and of the need to ensure Registrars utilise

Relationships among supervisor feedback environment, work-related stressors, and employee deviance.

Science.gov (United States)

Peng, Jei-Chen; Tseng, Mei-Man; Lee, Yin-Ling

2011-03-01

Previous research has demonstrated that the employee deviance imposes enormous costs on organizational performance and productivity. Similar research supports the positive effect of favorable supervisor feedback on employee job performance. In light of such, it is important to understand the interaction between supervisor feedback environment and employee deviant behavior to streamline organization operations. The purposes of this study were to explore how the supervisor feedback environment influences employee deviance and to examine the mediating role played by work-related stressors. Data were collected from 276 subordinate-supervisor dyads at a regional hospital in Yilan. Structural equation modeling analyses were conducted to test hypotheses. Structural equation modeling analysis results show that supervisor feedback environment negatively related to interpersonal and organizational deviance. Moreover, work-related stressors were found to partially mediate the relationship between supervisor feedback environment and employee deviance. Study findings suggest that when employees (nurses in this case) perceive an appropriate supervisor-provided feedback environment, their deviance is suppressed because of the related reduction in work-related stressors. Thus, to decrease deviant behavior, organizations may foster supervisor integration of disseminated knowledge such as (a) how to improve employees' actual performance, (b) how to effectively clarify expected performance, and (c) how to improve continuous performance feedback. If supervisors absorb this integrated feedback knowledge, they should be in a better position to enhance their own daily interactions with nurses and reduce nurses' work-related stress and, consequently, decrease deviant behavior.

Idaho Chemical Processing Plant training program

International Nuclear Information System (INIS)

1975-01-01

Objectives, regulations and requirements, training methods, certification and recertification, progression and incentives, and coverage of the ICPP operator training program are discussed in detail. (LK)

Training Programs for Managing Well-being in Companies

Directory of Open Access Journals (Sweden)

Treven Sonja

2015-08-01

Full Text Available This paper discussed the significance of well-being (WB and well-being management (WBM. As successful WBM requires the implementation of different training programs, such programs are presented in detail. The cause–effect relationship between training and individual/organizational performance is researched as well. The aim of the research to support this article was to present WBM, its training programs, as well as the determination of WBM activities concerning the mentioned programs implemented in Slovenian organizations.

76 FR 35474 - UAW-Chrysler Technical Training Center, Technology Training Joint Programs Staff, Including On...

Science.gov (United States)

2011-06-17

...-Chrysler Technical Training Center, Technology Training Joint Programs Staff, Including On-Site Leased Workers From Cranks, O/E Learning, DBSI, IDEA, and Tonic/MVP, Detroit, MI; UAW-Chrysler Technical Training... workers and former workers of UAW-Chrysler Technical Training Center, Technology Training Joint Programs...

Comparison Of Perceived Students Competency Between Industrial And University

Directory of Open Access Journals (Sweden)

Noor Azland Jainudin

2015-08-01

Full Text Available In Malaysia engineering programs in the public universities require the approval of the Ministry of Higher Education MOHE and accreditation by the Malaysian Qualification Agency MQA. However not all the engineering programs are designed with the industrial training component. Recently in order to enhance employability of the graduates industrial training course was introduced as one of the compulsory requirements in the diploma program of Faculty of Civil Engineering Universiti Teknologi MARA UiTM. The objective of the training is to expose UiTM students to the competency knowledge and skills needed to succeed at the workplace. Based on comparison studied it was found that higher graded was given by the supervisor from university compared to supervisor from industrial. Supervisor from university faculty knew well practical student rather than supervisor from industrial training for a longer period of time which attributed to high mean score.

NET-ZERO ENERGY BUILDING OPERATOR TRAINING PROGRAM (NZEBOT)

Energy Technology Data Exchange (ETDEWEB)

Brizendine, Anthony; Byars, Nan; Sleiti, Ahmad; Gehrig, Bruce; Lu, Na

2012-12-31

The primary objective of the Net-Zero Energy Building Operator Training Program (NZEBOT) was to develop certificate level training programs for commercial building owners, managers and operators, principally in the areas of energy / sustainability management. The expected outcome of the project was a multi-faceted mechanism for developing the skill-based competency of building operators, owners, architects/engineers, construction professionals, tenants, brokers and other interested groups in energy efficient building technologies and best practices. The training program draws heavily on DOE supported and developed materials available in the existing literature, as well as existing, modified, and newly developed curricula from the Department of Engineering Technology & Construction Management (ETCM) at the University of North Carolina at Charlotte (UNC-Charlotte). The project goal is to develop a certificate level training curriculum for commercial energy and sustainability managers and building operators that: 1) Increases the skill-based competency of building professionals in energy efficient building technologies and best practices, and 2) Increases the workforce pool of expertise in energy management and conservation techniques. The curriculum developed in this project can subsequently be used to establish a sustainable energy training program that can contribute to the creation of new “green” job opportunities in North Carolina and throughout the Southeast region, and workforce training that leads to overall reductions in commercial building energy consumption. Three energy training / education programs were developed to achieve the stated goal, namely: 1. Building Energy/Sustainability Management (BESM) Certificate Program for Building Managers and Operators (40 hours); 2. Energy Efficient Building Technologies (EEBT) Certificate Program (16 hours); and 3. Energy Efficent Buildings (EEB) Seminar (4 hours). Training Program 1 incorporates the following

The Impact of Support at the Workplace on Transfer of Training: A Study of an Indian Manufacturing Unit

Science.gov (United States)

Chauhan, Ragini; Ghosh, Piyali; Rai, Alka; Shukla, Divya

2016-01-01

This study aims to assess the individual impacts of two components of support at the workplace, namely, support from peers and supervisor, on transfer of training in a post-training environment. Mediation by motivation to transfer in the relationship of supervisor and peer support with transfer of training has also been examined. Data on 149…

Studies of the relationship between employee`s safety consciousness, morale, and supervisor`s leadership in nuclear power plant

Energy Technology Data Exchange (ETDEWEB)

Misumi, Jyuji; Hiraki, Tadao; Sakurai, Yukihiro [Institute of Nuclear Safety System Inc., Kyoto (Japan); Yoshida, Michio; Misumi, Emiko; Tokudome, Eiji

1996-09-01

This study examined the relationship between employee`s safety consciousness, morale, and supervisor`s leadership using multiple regression analysis. Respondents were 2152 male employees who were working at nuclear power plants (operation division, maintenance division, and joint companies). Main results were as follows. (1) Individual morale variables, such as `work motivation` and `mental hygine`, were correlated with leadership M behavior rather than with P behavior. On the other hand, group morale variables, such as `teamwork` and `meeting quality`, were correlated with both P and M behavior. These results shows P and M leadership affect the employee`s morale. (2) With regard to safety consciousness variables, `communication` and `work place norm` to ensure safety were strongly correlated to leadership both P and M behavior. However, neither `sense of tension to ensure safety` nor `experiencing cold shiver` were related to leadership P or M behavior. It was suggested that practices for accidents prevention in workplace are related to supervisor`s P and M leadership behavior. (3) `Sense of tension` to ensure safety and `experiencing cold shiver` were negatively correlated with `mental hygine`, but positively correlated with `work motivation`. These results suggest that increase of the work motivation might improve employee`s awareness and ability for detecting human errors. (author)

Training in radiological protection at the Institute of Naval Medicine

International Nuclear Information System (INIS)

Powell, P.E.; Robb, D.J.

1991-01-01

The Training Division at the Institute of Naval Medicine, Alverstoke, UK, provides courses in radiological protection for government and military personnel who are radiation protection supervisors, radiation safety officers, members of naval emergency monitoring teams and senior medical officers. The course programmes provide formal lectures, practical exercises and tabletop exercises. The compliance of the Ministry of Defence with the Ionising Radiations Regulations 1985 and the implementation of Ministry of Defence instructions for radiological protection rely to a large extent on its radiation protection supervisors understanding of the training he receives. Quality assurance techniques are therefore applied to the training. (author)

Supervisand og supervisor

DEFF Research Database (Denmark)

Jacobsen, Claus Haugaard

2007-01-01

Kapitlet redegør for aspekter ved det komplekse forhold mellem supervisand og supervisor, og der anlægges en række forskellige perspektiver. Først beskrives forholdet fra supervisandens perspektiv. At indtræde i rollen som supervisand er, foruden at være lærerigt og fagligt udviklende, ofte også ...

Challenges in Measuring Benefit of Clinical Research Training Programs--the ASH Clinical Research Training Institute Example.

Science.gov (United States)

Sung, Lillian; Crowther, Mark; Byrd, John; Gitlin, Scott D; Basso, Joe; Burns, Linda

2015-12-01

The American Society of Hematology developed the Clinical Research Training Institute (CRTI) to address the lack of training in patient-oriented research among hematologists. As the program continues, we need to consider metrics for measuring the benefits of such a training program. This article addresses the benefits of clinical research training programs. The fundamental and key components are education and mentorship. However, there are several other benefits including promotion of collaboration, job and advancement opportunities, and promotion of work-life balance. The benefits of clinical research training programs need to be measured so that funders and society can judge if they are worth the investment in time and resources. Identification of elements that are important to program benefit is essential to measuring the benefit of the program as well as program planning. Future work should focus on the constructs which contribute to benefits of clinical research training programs such as CRTI.

How Supervisor Experience Influences Trust, Supervision, and Trainee Learning: A Qualitative Study.

Science.gov (United States)

Sheu, Leslie; Kogan, Jennifer R; Hauer, Karen E

2017-09-01

Appropriate trust and supervision facilitate trainees' growth toward unsupervised practice. The authors investigated how supervisor experience influences trust, supervision, and subsequently trainee learning. In a two-phase qualitative inductive content analysis, phase one entailed reviewing 44 internal medicine resident and attending supervisor interviews from two institutions (July 2013 to September 2014) for themes on how supervisor experience influences trust and supervision. Three supervisor exemplars (early, developing, experienced) were developed and shared in phase two focus groups at a single institution, wherein 23 trainees validated the exemplars and discussed how each impacted learning (November 2015). Phase one: Four domains of trust and supervision varying with experience emerged: data, approach, perspective, clinical. Early supervisors were detail oriented and determined trust depending on task completion (data), were rule based (approach), drew on their experiences as trainees to guide supervision (perspective), and felt less confident clinically compared with more experienced supervisors (clinical). Experienced supervisors determined trust holistically (data), checked key aspects of patient care selectively and covertly (approach), reflected on individual experiences supervising (perspective), and felt comfortable managing clinical problems and gauging trainee abilities (clinical). Phase two: Trainees felt the exemplars reflected their experiences, described their preferences and learning needs shifting over time, and emphasized the importance of supervisor flexibility to match their learning needs. With experience, supervisors differ in their approach to trust and supervision. Supervisors need to trust themselves before being able to trust others. Trainees perceive these differences and seek supervision approaches that align with their learning needs.

The Rwanda Field Epidemiology and Laboratory Training Program ...

African Journals Online (AJOL)

The Rwanda Field Epidemiology and Laboratory Training Program (RFELTP) is a 2-year public health leadership development training program that provides applied epidemiology and public health laboratory training while the trainees provide public health service to the Ministry of Health. RFELTP is hosted at the National ...

Supervisor behaviour and its associations with employees' health in Europe.

Science.gov (United States)

Montano, Diego

2016-02-01

To estimate the magnitude of the associations between different facets of supervisor behaviour and several health-related outcomes, and to assess whether these associations are mediated by known occupational health factors. Cross-sectional data from the European Working Conditions Survey were analysed by generalised linear mixed models (n = 32,770). Six regression models were estimated. Dependent variables include musculoskeletal (upper body, lower limbs, backache) and psychosomatic symptoms (stress and self-assessed general health). Independent variables correspond to several facets of supervisor behaviours such as supervisor support, feedback on work, ability to solve conflicts, encouragement to participate in decisions, and known occupational risk and protective factors. Even though supervisor behaviour is mediated by several known occupational risk factors, it still accounts for a substantial proportion of explained variance. The order of magnitude of associations was comparable to the strength of associations of known occupational risk factors. Odds ratios vary from 0.79 95% CI [0.73-0.86] to 1.12 95% CI [0.97-1.29] for dichotomous dependent variables. Regression coefficients vary from -0.22 95% CI [-0.28 to -0.17] to 0.07 95% CI [0.04-0.10] for metric dependent variables. Results suggest that good conflict solving skills, supervisor's work-planning ability, and a participative leadership style have the strongest predictive power regarding all health-related outcomes considered. Supervisor behaviour seems to play a non-negligible role from an occupational health perspective concerning the prevalence of musculoskeletal and psychosomatic symptoms. Results suggest that supervisor behaviour should be routinely assessed and monitored, especially among occupational groups reporting a lower quality of supervisor behaviours.

Developing effective supervisors: Concepts of research | Lee | South ...

African Journals Online (AJOL)

The untrained Ph.D. supervisor will copy (or avoid copying) the way that they were supervised themselves. Current literature on Ph.D. supervision focuses either on lists of tasks that the supervisor must undertake or on conceptions of research. There is a need for a conceptual approach to research supervision.

[Resident evaluation of general surgery training programs].

Science.gov (United States)

Espinoza G, Ricardo; Danilla E, Stefan; Valdés G, Fabio; San Francisco R, Ignacio; Llanos L, Osvaldo

2009-07-01

The profile of the general surgeon has changed, aiming to incorporate new skills and to develop new specialties. To assess the quality of postgraduate General Surgery training programs given by Chilean universities, the satisfaction of students and their preferences after finishing the training period. A survey with multiple choice and Likert type questions was designed and applied to 77 surgery residents, corresponding to 59% of all residents of general surgery specialization programs of Chilean universities. Fifty five per cent of residents financed with their own resources the specialization program. Thirty nine percent disagreed partially or totally with the objectives and rotations of programs. The opportunity to perform surgical interventions and the support by teachers was well evaluated. However, 23% revealed teacher maltreatment. Fifty six percent performed research activities, 73% expected to continue training in a derived specialty and 69% was satisfied with the training program. Residents considered that the quality and dedication of professors and financing of programs are issues that must be improved. The opportunity to perform surgical interventions, obtaining a salary for their work and teacher support is considered of utmost importance.

Training options for countering nuclear smuggling

International Nuclear Information System (INIS)

Ball, D Y; Erickson, S A

1999-01-01

The burden of stopping a nuclear smuggling attempt at the border rests most heavily on the front-line customs inspector. He needs to know how to use the technological tools at his disposal, how to discern tell-tale anomalies in export documents and manifests, how to notice psychological signs of a smuggler's tension, and how to search anything that might hide nuclear material. This means that assistance in the counter-nuclear smuggling training of customs officers is one of the most critical areas of help that the United States can provide. This paper discusses the various modes of specialized training, both in the field and in courses, as well as the types of assistance that can be provided. Training for nuclear customs specialists, and supervisors and managers of nuclear smuggling detection systems is also important, and differs from front-line inspector training in several aspects. The limitations of training and technological tools such as expert centers that will overcome these limitations are also discussed. Training assistance planned by DOE/NN-43 to Russia within the Second Line of Defense program is discussed in the light of these options, and future possibilities for such training are projected

Impact of postgraduate training on communication skills teaching: a controlled study.

Science.gov (United States)

Junod Perron, Noelle; Nendaz, Mathieu; Louis-Simonet, Martine; Sommer, Johanna; Gut, Anne; Cerutti, Bernard; van der Vleuten, Cees P; Dolmans, Diana

2014-04-14

Observation of performance followed by feedback is the key to good teaching of communication skills in clinical practice. The fact that it occurs rarely is probably due to clinical supervisors' perceived lack of competence to identify communication skills and give effective feedback. We evaluated the impact of a faculty development programme on communication skills teaching on clinical supervisors' ability to identify residents' good and poor communication skills and to discuss them interactively during feedback. We conducted a pre-post controlled study in which clinical supervisors took part to a faculty development program on teaching communication skills in clinical practice. Outcome measures were the number and type of residents' communication skills identified by supervisors in three videotaped simulated resident-patient encounters and the number and type of communication skills discussed interactively with residents during three feedback sessions. 48 clinical supervisors (28 intervention group; 20 control group) participated. After the intervention, the number and type of communication skills identified did not differ between both groups. There was substantial heterogeneity in the number and type of communication skills identified. However, trained participants engaged in interactive discussions with residents on a significantly higher number of communication items (effect sizes 0.53 to 1.77); communication skills items discussed interactively included both structural and patient-centered elements that were considered important to be observed by expert teachers. The faculty development programme did not increase the number of communication skills recognised by supervisors but was effective in increasing the number of communication issues discussed interactively in feedback sessions. Further research should explore the respective impact of accurate identification of communication skills and effective teaching skills on achieving more effective communication

Evaluating an australian emergency nurse practitioner candidate training program.

Science.gov (United States)

Plath, Sharyn J; Wright, Mary; Hocking, Julia

2017-11-01

Nurse Practitioners (NPs) receive core clinical training at master's level, with their employer providing the opportunity to upskill in clinical and procedural competencies. It is increasingly recognised that this generic education requires supplementary training for operating effectively within a specific clinical environment. In this paper we describe a pilot program designed to train Australian NP Candidates to work effectively within the Emergency Department Fast Track model of care. The training program consisted of a 12-month period: four hours in-house training per week over two semesters, running concurrently with the NP candidate's University semesters, and 3 months' clinical practice to consolidate. The training team defined milestones for Semesters one and two, and developed a case review form to assess application of the candidate's knowledge in new clinical situations, as well as check for gaps in understanding. A clinical skills guide was developed for the candidate to work toward, and a comprehensive assessment was carried out at two time points in the training program. Feedback was obtained from the mentors and the candidate at the end point of the training program, and has been used to refine the program for 2017. This in-house training program provided specialised, evidence-based training for the emergency department environment, resulting in development of the nurse practitioner candidate as a high functioning team member. Copyright © 2017 College of Emergency Nursing Australasia. All rights reserved.

7 CFR 1962.16 - Accounting by County Supervisor.

Science.gov (United States)

2010-01-01

... 7 Agriculture 14 2010-01-01 2009-01-01 true Accounting by County Supervisor. 1962.16 Section 1962... § 1962.16 Accounting by County Supervisor. The Agency will maintain a current record of each borrower's... risk exists. An FO borrower who has been current with the Agency and who has provided chattels as...

A Good Supervisor--Ten Facts of Caring Supervision

Science.gov (United States)

Määttä, Kaarina

2015-01-01

This article describes the elements of caring supervision of doctoral theses. The purpose was to describe the best practices as well as challenges of supervision especially from the supervisor's perspective. The analysis is based on the author's extensive experience as a supervisor and related data obtained for research and developmental purposes.…

Master's Thesis Supervision: Relations between Perceptions of the Supervisor-Student Relationship, Final Grade, Perceived Supervisor Contribution to Learning and Student Satisfaction

Science.gov (United States)

de Kleijn, Renske A. M.; Mainhard, M. Tim; Meijer, Paulien C.; Pilot, Albert; Brekelmans, Mieke

2012-01-01

Master's thesis supervision is a complex task given the two-fold goal of the thesis (learning and assessment). An important aspect of supervision is the supervisor-student relationship. This quantitative study (N = 401) investigates how perceptions of the supervisor-student relationship are related to three dependent variables: final grade,…

Data Programming: Creating Large Training Sets, Quickly

Science.gov (United States)

Ratner, Alexander; De Sa, Christopher; Wu, Sen; Selsam, Daniel; Ré, Christopher

2018-01-01

Large labeled training sets are the critical building blocks of supervised learning methods and are key enablers of deep learning techniques. For some applications, creating labeled training sets is the most time-consuming and expensive part of applying machine learning. We therefore propose a paradigm for the programmatic creation of training sets called data programming in which users express weak supervision strategies or domain heuristics as labeling functions, which are programs that label subsets of the data, but that are noisy and may conflict. We show that by explicitly representing this training set labeling process as a generative model, we can “denoise” the generated training set, and establish theoretically that we can recover the parameters of these generative models in a handful of settings. We then show how to modify a discriminative loss function to make it noise-aware, and demonstrate our method over a range of discriminative models including logistic regression and LSTMs. Experimentally, on the 2014 TAC-KBP Slot Filling challenge, we show that data programming would have led to a new winning score, and also show that applying data programming to an LSTM model leads to a TAC-KBP score almost 6 F1 points over a state-of-the-art LSTM baseline (and into second place in the competition). Additionally, in initial user studies we observed that data programming may be an easier way for non-experts to create machine learning models when training data is limited or unavailable. PMID:29872252

Neuroscience Knowledge Among Athletic Training Professional Programs

Directory of Open Access Journals (Sweden)

Douglas M. Seavey

2016-05-01

Full Text Available The Journal of Sports Medicine & Allied Health Sciences, 2016;2(1 ISSN: 2376-9289 Seavey, Beatty, Lenhoff, & Krause. Neuroscience Knowledge Among Athletic Training Professional Programs Neuroscience Knowledge Among Athletic Training Professional Programs Douglas M. Seavey, AT, Christopher T. Beatty, Tyler L. Lenhoff, & Bentley A. Krause, PhD, AT Ohio University, College of Health Sciences & Professions, Division of Athletic Training. ____________________________________________________________________ Context: Athletic trainers (ATs, more than any other healthcare professional, has expertise in areas of on-field assessment and management of sport related concussion and spinal cord injury. A search of the key words “brain” (n=>100 or “spinal cord/spine” (n=~50 were identified in National Athletic Trainers’ Association Position Statements on Concussion and Spinal Cord Injury. However, a significant gap exists in the basic science knowledge of neuroscience and neuroanatomy. Objective: The goal of this study is to identify the basic science coursework in professional and post-professional athletic training curricula. Design and Setting: This is a descriptive, curricula analysis of CAATE Professional and Post-Professional Athletic Training Programs using web-based search and review. Participants: Curricula for accredited Professional (n=336 and Post-Professional (n=15 Athletic Training Programs were reviewed and analyzed to characteristics basic science content. Interventions: This web-based program review of CAATE standard course content and elective options occurred. Main Outcome Measures: Course titles, numbers and descriptions were accessed at CAATE.net and offerings of anatomy, gross anatomy, neuroanatomy and neuroscience, human physiology, exercise physiology, psychology, chemistry and physics content were quantified. Main outcome measures include frequencies and distributions of courses in each subject area. Results: We reviewed 309

The Relation Between Supervisors' Big Five Personality Traits and Employees' Experiences of Abusive Supervision.

Science.gov (United States)

Camps, Jeroen; Stouten, Jeroen; Euwema, Martin

2016-01-01

The present study investigates the relation between supervisors' personality traits and employees' experiences of supervisory abuse, an area that - to date - remained largely unexplored in previous research. Field data collected from 103 supervisor-subordinate dyads showed that contrary to our expectations supervisors' agreeableness and neuroticism were not significantly related to abusive supervision, nor were supervisors' extraversion or openness to experience. Interestingly, however, our findings revealed a positive relation between supervisors' conscientiousness and abusive supervision. That is, supervisors high in conscientiousness were more likely to be perceived as an abusive supervisor by their employees. Overall, our findings do suggest that supervisors' Big Five personality traits explain only a limited amount of the variability in employees' experiences of abusive supervision.

Proficiency evaluation of maintenance personnel: Training equivalency determination

International Nuclear Information System (INIS)

Price, W.J.

1991-01-01

The nuclear industry has recognized the importance of safe, quality, productive maintenance practices and has taken a number of initiatives that have generally improved maintenance programs. Because proficient maintenance practices are critical to plant safety and reliability, most plants have also recognized the need for reliable, valid testing techniques that demonstrate and assure the competence of their maintenance personnel. Until now, resource demands were too great to develop in-plant testing programs. In the past, maintenance supervisors have exempted personnel from training, using informal judgment of the employees' previous training and experience and informal observation of the employee on the job. While this procedure may have some degree of validity, it fails to provide the documentation for training equivalency that is required to satisfy the US Nuclear Regulatory Commission (NRC) regulations and Institute of Nuclear Power Operations (INPO) guidelines. To assess and demonstrate the proficiency levels of personnel, Calvert Cliffs needed to establish an objective, reliable, time-saving, and valid system to evaluate the competency levels of personnel. This was done in a joint effort with the Electric Power Research Institute

Nucleoelectric energy training programs in Spain

International Nuclear Information System (INIS)

Tanarro, A.; Izquierdo, L.

1977-01-01

The introduction of nucleoelectric energy in Spain is developing very rapidly. The nuclear power installed in Spain at the present time is 1,1 GWe and it is expected to increase to 8 GWe in 1980 and to 28 GWe in 1990. Spanish industry and technology are also rapidly increasing their participation in building nuclear stations, in manufacturing the necessary components and in the activities related to the nuclear fuel cycle. All of this requires properly trained personnel which is estimated at approximately 1200 high-level technicians, 1100 medium-level technicians and 1500 technical assistants by 1980. This personnel is trained: a) In engineering schools; b) In the Nuclear Studies Institute; and c) In the electric companies with nuclear programs. The majority of the high-level engineering schools in the Country include physics and basic nuclear technology courses in their programs. Some of them have an experimental low-power nuclear reactor. The Nuclear Studies Institute is an official organism depending on the Nuclear Energy Commission responsible, among other subjects, of training personnel for the peaceful use and development of nuclear energy in the Country. The electric companies also participate in training personnel for future nuclear stations and they plan to have advanced simulators of the PWR and BWR type stations for operator training. The report deals with the personnel requirement forecasts and describes the personnel training programs [es

Predicting Attrition in a Military Special Program Training Command

Science.gov (United States)

2016-05-20

made by assessing additional psychological factors. Specifically, motivation (s) to enter the training program (e.g., intrinsic versus extrinsic ...this and other training programs. Motivations to enter the training program could be assessed using a measure such as the Work Extrinsic and...MEDICINE GRADUATE PROGRAMS Graduate Education Office (A 1045), 4301 Jones Bridge Road, Bethesda, MD 20814 APPROVAL OF THE DOCTORAL DISSERTATION IN THE

When supervisors perceive non-work support: test of a trickle-down model.

Science.gov (United States)

Wu, Tsung-Yu; Lee, Shao-Jen; Hu, Changya; Yang, Chun-Chi

2014-01-01

Using the trickle-down model as the theoretical foundation, we explored whether subordinates' perceived supervisory non-work support (subordinates' PSNS) mediates the relationship between supervisors' perception of higher-level managers' non-work support (supervisors' PSNS) and subordinates' organizational citizenship behaviors. Using dyadic data collected from 132 employees and their immediate supervisors, we found support for the aforementioned mediation process. Furthermore, supervisors' perceived in-group/out-group membership of subordinates moderated the aforementioned supervisors' PSNS-subordinates' PSNS relationship, such that this relationship is stronger for out-group subordinates. Theoretical and practical implications and future research directions are discussed.

The Supervisor and the Organised Worker. The Supervisor's "Self-Development" Series 4.

Science.gov (United States)

Corfield, Tony

This guide, which is intended for new supervisors and managers to use in an independent study setting, deals with maintaining working relations with organized labor. The following topics are discussed in the individual sections: good personal relations (psychological aspects, wages and job security, a good working environment, techniques for…

30 CFR 77.107-1 - Plans for training programs.

Science.gov (United States)

2010-07-01

... 30 Mineral Resources 1 2010-07-01 2010-07-01 false Plans for training programs. 77.107-1 Section... COAL MINES Qualified and Certified Persons § 77.107-1 Plans for training programs. Each operator must..., a program or plan setting forth what, when, how, and where the operator will train and retrain...

Technical Training: Places available

CERN Multimedia

Monique Duval

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an 'application for training' form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. The number of places available may vary. Please check our Web site to find out the current availability. Places are available in the following courses: Hands-on Introduction to Python Programming: 1 - 3.9.2004 (3 days - free course) Introduction au VHDL et utilisation du simulateur NCVHDL de CADENCE : 7 & 8.9.2004 (2 jours) AutoCAD 2002 - niveau 1 : 13, 14, 23, 24.9.2004 (4 jours) Programmation STEP7 niveau 1 : 14-17.9.2004 (4 jours) FrontPage 2003 - niveau 1 : 20 & 21.9.2004 (2 jours) Word 2003 - niveau 2 : 27 & 28.9.2004 (2 jours) Introduction à Wind...

Training within the French nuclear power program

International Nuclear Information System (INIS)

Jusselin, F.

1987-01-01

Training dispensed by the EDF Nuclear and Fossil Generation Division has contributed significantly toward successful startup and operation of French nuclear power plants. In 1986, the time-based availability of 900 MW PWRs totaled 85 %. This is just one example of how EDF training programs have benefited from 150 reactor-years of operating experience and the ensuing opportunities for perfecting and testing of training tool effectiveness. These programs have been adopted by utilities in other countries where suitable local facilities are making advantageous use of EDF training experience and methods. EDF expertise is also transferred to these countries indirectly through the simulator manufacturer

New program of initial training for staff of engineering ANAV The training required for a particular job in ANAV is divided into three sections; Nuevo programa de formacion inicial para el personal de ingenieria en ANAV

Energy Technology Data Exchange (ETDEWEB)

Gonzalez Rabasa, D.

2013-07-01

- Common Primary Education - Initial training specific job - Training in the workplace For engineering has detected an area for improvement in the described model, consisting of providing the initial formation of a common engineering approach rather than the current operational approach. In preparing this plan takes into account the INPO standards, a functional analysis of the different jobs, the managers and supervisors of the observations and feedback from students, among others.

Self-reported needs for improving the supervision competence of PhD supervisors from the medical sciences in Denmark.

Science.gov (United States)

Raffing, Rie; Jensen, Thor Bern; Tønnesen, Hanne

2017-10-23

Quality of supervision is a major predictor for successful PhD projects. A survey showed that almost all PhD students in the Health Sciences in Denmark indicated that good supervision was important for the completion of their PhD study. Interestingly, approximately half of the students who withdrew from their program had experienced insufficient supervision. This led the Research Education Committee at the University of Copenhagen to recommend that supervisors further develop their supervision competence. The aim of this study was to explore PhD supervisors' self-reported needs and wishes regarding the content of a new program in supervision, with a special focus on the supervision of PhD students in medical fields. A semi-structured interview guide was developed, and 20 PhD supervisors from the Graduate School of Health and Medical Sciences at the Faculty of Health and Medical Sciences at the University of Copenhagen were interviewed. Empirical data were analysed using qualitative methods of analysis. Overall, the results indicated a general interest in improved competence and development of a new supervision programme. Those who were not interested argued that, due to their extensive experience with supervision, they had no need to participate in such a programme. The analysis revealed seven overall themes to be included in the course. The clinical context offers PhD supervisors additional challenges that include the following sub-themes: patient recruitment, writing the first article, agreements and scheduled appointments and two main groups of students, in addition to the main themes. The PhD supervisors reported the clear need and desire for a competence enhancement programme targeting the supervision of PhD students at the Faculty of Health and Medical Sciences. Supervision in the clinical context appeared to require additional competence. The Scientific Ethical Committee for the Capital Region of Denmark. Number: H-3-2010-101, date: 2010.09.29.

42 CFR 493.1461 - Standard: General supervisor qualifications.

Science.gov (United States)

2010-10-01

..., oral pathology, dermatopathology, and ophthalmic pathology because all tests and examinations, must be... supervisor under §§ 493.1449(b) or 493.1449(l) or (2); (3) In ophthalmic pathology, by an individual who is qualified as a technical supervisor under §§ 493.1449(b) or 493.1449(1)(3); and (4) In oral pathology, by an...

Language Training: French Training

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. LANGUAGE TRAINING Françoise Benz tel. 73127 language.training@cern.ch General and Professional French Courses The next session will take place from 26 April to 02 July 2004. These courses are open to all persons working on the Cern site, and to their spouses. For registration and further information on the courses, please consult our Web pages: http://cern.ch/Training or contact Mrs. Benz: Tel. 73127. Writing Professional Documents in French The next session will take place from 26 April to 02 July 2004. This course is designed for people with a good level of s...

Language Training: French Training

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. LANGUAGE TRAINING Françoise Benz tel. 73127 language.training@cern.ch General and Professional French Courses The next session will take place from 26 April to 02 July 2004. These courses are open to all persons working on the Cern site, and to their spouses. For registration and further information on the courses, please consult our Web pages: http://cern.ch/Training or contact Mrs. Benz: Tel. 73127. Writing Professional Documents in French The next session will take place from 26 April to 02 July 2004. This course is designed for people with a good level...

Proactivity despite discouraging supervisors: The powerful role of prosocial motivation.

Science.gov (United States)

Lebel, R David; Patil, Shefali V

2018-03-26

Although considerable research demonstrates that employees are unlikely to be proactive when they view their supervisors as discouraging this type of behavior, we challenge the assumption that this is true for all employees. Drawing on motivated information processing theory, we argue that prosocial motivation can spark employees to be proactive even when supervisors are perceived as discouraging. Specifically, prosocial motivation may weaken the negative relationship between perceived discouraging supervisor behaviors and proactivity by driving employees to bring about change to impact coworkers or the organization. Because they are less focused on self-interest and more focused on benefitting others, prosocially motivated employees are able to maintain their reason-to (felt responsibility for change) and can-do (efficacy to be proactive) motivation even when supervisors do not welcome proactivity. We test our hypotheses across three studies, using multisource data from employees and supervisors in two organizations (Studies 1a and 1b), and lagged data from employees working in a range of industries (Study 2). By identifying the mechanisms driving prosocially motivated employees to be proactive despite having supervisors who are perceived to be discouraging, we offer novel theoretical and practical insights regarding the effects of context on proactivity at work. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

OSHA Training Programs. Module SH-48. Safety and Health.

Science.gov (United States)

Center for Occupational Research and Development, Inc., Waco, TX.

This student module on OSHA (Occupational Safety and Health Act) training programs is one of 50 modules concerned with job safety and health. This module provides a list of OSHA training requirements and describes OSHA training programs and other safety organizations' programs. Following the introduction, 11 objectives (each keyed to a page in the…

Application to graduate psychology programs by undergraduate students of color: the impact of a research training program.

Science.gov (United States)

Hall, Gordon C Nagayama; Allard, Carolyn B

2009-07-01

The top 86 students were selected from a pool of approximately 400 applicants to a summer clinical psychology research training program for undergraduate students of color. Forty-three of the students were randomly assigned to 1 of 2 clinical psychology research training programs, and 43 were randomly assigned to a control condition without training. The multicultural version of the training program emphasized the cultural context of psychology in all areas of training, whereas cultural context was de-emphasized in the monocultural version of the program. Although the cultural content of the 2 training programs was effectively manipulated as indicated by a fidelity check by an outside expert, there were no significant differences between the effects of the 2 programs on the outcomes measured in this study. The primary differences in this study were between students who did versus those who did not participate in a training program. Sixty-five percent of the students who completed the multicultural training program applied to graduate schools in psychology, compared with 47% of those who completed the monocultural training program, and 31% of those in the control group. Participation in summer research training programs also increased self-perceptions of multicultural competence.

Quality assurance in postgraduate pathology training the Dutch way: regular assessment, monitoring of training programs but no end of training examination.

Science.gov (United States)

van der Valk, Paul

2016-01-01

It might seem self-evident that in the transition from a supervised trainee to an independent professional who is no longer supervised, formal assessment of whether the trainee knows his/her trade well enough to function independently is necessary. This would then constitute an end of training examination. Such examinations are practiced in several countries but a rather heterogeneous situation exists in the EU countries. In the Netherlands, the training program is not concluded by a summative examination and reasons behind this situation are discussed. Quality assurance of postgraduate medical training in the Netherlands has been developed along two tracks: (1) not a single testing moment but continuous evaluation of the performance of the trainee in 'real time' situations and (2) monitoring of the quality of the offered training program through regular site-visits. Regular (monthly and/or yearly) evaluations should be part of every self-respecting training program. In the Netherlands, these evaluations are formative only: their intention is to provide the trainee a tool by which he or she can see whether they are on track with their training schedule. In the system in the Netherlands, regular site-visits to training programs constitute a crucial element of quality assurance of postgraduate training. During the site-visit, the position and perceptions of the trainee are key elements. The perception by the trainee of the training program, the institution (or department) offering the training program, and the professionals involved in the training program is explicitly solicited and systematically assessed. With this two-tiered approach high-quality postgraduate training is assured without the need for an end of training examination.

Training Program in Biostatistics for Breast Cancer Research

National Research Council Canada - National Science Library

Little, Roderick

1998-01-01

The current training program terminates in the summer of 1998. We had originally planned to develop a training program in biostatistics for cancer research for submission to the National Cancer Institute (Task 9...

Development and Initial Psychometrics of Counseling Supervisor's Behavior Questionnaire

Science.gov (United States)

Lee, Ahram; Park, Eun Hye; Byeon, Eunji; Lee, Sang Min

2016-01-01

This study describes the development and psychometric properties of the Counseling Supervisor's Behavior Questionnaire, designed to assess the specific behaviors of supervisors, which can be observed by supervisees during supervision sessions. Factor structure, construct and concurrent validity, and internal consistency reliability of the…

ARL/OMS Consultant Training Program.

Science.gov (United States)

Euster, Joanne R.

1982-01-01

Describes Academic Library Consultant Training Program begun in 1979, sponsored by Office of Management Studies (OMS) and designed to provide 80 consultants to aid academic libraries in improving performance. Viewpoints are included from OMS Director and participants concerning program objectives, trainee selection, workshops, internships, and the…

Integrated initial training program for a CEGB operations engineer

International Nuclear Information System (INIS)

Tompsett, P.A.

1987-01-01

This paper considers the overall training programs undertaken by a newly appointed Operations Engineer at one of the Central Electricity Generating Board's (CEGB) Advanced Gas Cooled Reactor (AGR) nuclear power stations. The training program is designed to equip him with the skills and knowledge necessary for him to discharge his duties safely and effectively. In order to assist the learning process and achieve and integrated program, aspects of reactor technology and operation, initially the subject of theoretical presentations at the CEGB's Nuclear Power Training Center (NPTC) are reinforced by either simulation and/or practical experience on site. In the later stages plant-specific simulators, operated by trained tutors, are incorporated into the training program to provide the trainee with practical experience of plant operation. The trainee's performance is assessed throughout the program to provide feedback to the trainee, the trainers and station management

Study on Nuclear Facility Cyber Security Awareness and Training Programs

International Nuclear Information System (INIS)

Lee, Jung-Woon; Song, Jae-Gu; Lee, Cheol-Kwon

2016-01-01

Cyber security awareness and training, which is a part of operational security controls, is defined to be implemented later in the CSP implementation schedule. However, cyber security awareness and training is a prerequisite for the appropriate implementation of a cyber security program. When considering the current situation in which it is just started to define cyber security activities and to assign personnel who has responsibilities for performing those activities, a cyber security awareness program is necessary to enhance cyber security culture for the facility personnel to participate positively in cyber security activities. Also before the implementation of stepwise CSP, suitable education and training should be provided to both cyber security teams (CST) and facility personnel who should participate in the implementation. Since such importance and urgency of cyber security awareness and training is underestimated at present, the types, trainees, contents, and development strategies of cyber security awareness and training programs are studied to help Korean nuclear facilities to perform cyber security activities more effectively. Cyber security awareness and training programs should be developed ahead of the implementation of CSP. In this study, through the analysis of requirements in the regulatory standard RS-015, the types and trainees of overall cyber security training programs in nuclear facilities are identified. Contents suitable for a cyber security awareness program and a technical training program are derived. It is suggested to develop stepwise the program contents in accordance with the development of policies, guides, and procedures as parts of the facility cyber security program. Since any training programs are not available for the specialized cyber security training in nuclear facilities, a long-term development plan is necessary. As alternatives for the time being, several cyber security training courses for industrial control systems by

Study on Nuclear Facility Cyber Security Awareness and Training Programs

Energy Technology Data Exchange (ETDEWEB)

Lee, Jung-Woon; Song, Jae-Gu; Lee, Cheol-Kwon [Korea Atomic Energy Research Institute, Daejeon (Korea, Republic of)

2016-10-15

Cyber security awareness and training, which is a part of operational security controls, is defined to be implemented later in the CSP implementation schedule. However, cyber security awareness and training is a prerequisite for the appropriate implementation of a cyber security program. When considering the current situation in which it is just started to define cyber security activities and to assign personnel who has responsibilities for performing those activities, a cyber security awareness program is necessary to enhance cyber security culture for the facility personnel to participate positively in cyber security activities. Also before the implementation of stepwise CSP, suitable education and training should be provided to both cyber security teams (CST) and facility personnel who should participate in the implementation. Since such importance and urgency of cyber security awareness and training is underestimated at present, the types, trainees, contents, and development strategies of cyber security awareness and training programs are studied to help Korean nuclear facilities to perform cyber security activities more effectively. Cyber security awareness and training programs should be developed ahead of the implementation of CSP. In this study, through the analysis of requirements in the regulatory standard RS-015, the types and trainees of overall cyber security training programs in nuclear facilities are identified. Contents suitable for a cyber security awareness program and a technical training program are derived. It is suggested to develop stepwise the program contents in accordance with the development of policies, guides, and procedures as parts of the facility cyber security program. Since any training programs are not available for the specialized cyber security training in nuclear facilities, a long-term development plan is necessary. As alternatives for the time being, several cyber security training courses for industrial control systems by

Working with Conflict in Clinical Supervision: Wise Supervisors' Perspectives

Science.gov (United States)

Nelson, Mary Lee; Barnes, Kristin L.; Evans, Amelia L.; Triggiano, Patrick J.

2008-01-01

Eight female and 4 male supervisors identified by professional peers as highly competent were interviewed about experiences of conflict in supervision and their dependable strategies for managing it. Highly competent supervisors were open to conflict and interpersonal processing, willing to acknowledge shortcomings, developmentally oriented, and…

Collusion and Renegotiation in a Principal-Supervisor-Agent Relationship

NARCIS (Netherlands)

Strausz, R.G.

1995-01-01

This paper describes a principal-agent relationship with a supervisor who has information about the agent. The agent and the supervisor have the possibility to collude and misinform the principal. From the literature we know that there exists an optimal contract which excludes collusion in

System for the quality assurance of personnel training programs

International Nuclear Information System (INIS)

Rjona, Orison; Venegas, Maria del C.; Rodriguez, Lazaro; Lopez, Miguel A.; Armenteros, Ana L.

1999-01-01

In this work are described the fundamental possibilities and characteristics of a software that allows to carry out the management and automatic evaluation of all data gotten during jobs analysis and design, development, implementation and evaluation of personnel training programs of nuclear and radioactive installations and risk industries. The system that is introduced, GESAT, proportion a tool of centralized managerial control of training data and the obtaining of the quality objectives of each installation in the training of their personnel. GESAT includes all phases of SAT method (Systematic Approach to Training). It constitutes the necessary practical support for the elaboration, implementation and evaluation of training programs, allowing the establishment of restrictions and controls and avoiding inconsistencies in the process. It offers the possibility of automatic evaluation that identify fundamental deficiencies in the planning and implementation of training programs. This evaluation facilitates the systematic feed back and the continuous improvement of the training programs.(author)

Vertical integration of teaching in Australian general practice--a survey of regional training providers.

Science.gov (United States)

Stocks, Nigel P; Frank, Oliver; Linn, Andrew M; Anderson, Katrina; Meertens, Sarah

2011-06-06

To examine vertical integration of teaching and clinical training in general practice and describe practical examples being undertaken by Australian general practice regional training providers (RTPs). A qualitative study of all RTPs in Australia, mid 2010. All 17 RTPs in Australia responded. Eleven had developed some vertical integration initiatives. Several encouraged registrars to teach junior doctors and medical students, others encouraged general practitioner supervisors to run multilevel educational sessions, a few coordinated placements, linkages and support across their region. Three RTPs provided case studies of vertical integration. Many RTPs in Australia use vertical integration of teaching in their training programs. RTPs with close associations with universities and rural clinical schools seem to be leading these initiatives.

The effects of self-assessment and supervisor feedback on residents' patient-education competency using videoed outpatient consultations

NARCIS (Netherlands)

Wouda, Jan C.; van de Wiel, Harry B. M.

2014-01-01

Objectives: To determine the effects of residents' communication self-assessment and supervisor feedback on residents' communication-competency awareness, on their patient-education competency, and on their patients' opinion. Methods: The program consisted of the implementation of a communication

The Opinions of The Primary Education Supervisors in Relation With Strategic Management Approach in Continuing The Supervising Services About The Regions

Directory of Open Access Journals (Sweden)

Durdağı AKAN

2009-12-01

Full Text Available In this study, it is aimed to reveal perception about the service regions of the primary education supervisors working in the five regions all around Turkey which are determined by the Ministry of Education, concidering the geographical situation, economical and social development level, transportation condition and service necessities. The primary education supervisors in the research, who were classified in accordance with the service regions they worked, were continuing thier “ guiding and on the job training, Inspecting and Evaluation, Investigating ind Inquisition” services, they put forward their opinions about the “strong and weak sides, opportunities and threats” which they confronted in their service regions.

Workers with hand dermatitis and workplace training experiences: A qualitative perspective.

Science.gov (United States)

Zack, Bethany; Arrandale, Victoria H; Holness, Dorothy Linn

2017-01-01

Workplace training may help to prevent contact dermatitis, a common work-related disease. Information on the characteristics of existing workplace training programs and worker perceptions of this training is limited. Fourteen workers with suspected occupational contact dermatitis participated in one-on-one, semi-structured interviews. An inductive thematic analysis approach was used to identify interview themes. Workers expressed a desire for hands-on training with content relevant to their job tasks, favored training from supervisors who had practical experience, and were conflicted about employer motivations for providing training. Few workers had received training on skin protection. In many cases, the training workers had received differed greatly from their desired training. Although, workers with contact dermatitis describe having received workplace training, some question its value and effectiveness. This perspective may be attributed not only to the content and methods of training but also the health and safety culture of the workplace. Am. J. Ind. Med. 60:69-76, 2017. © 2016 Wiley Periodicals, Inc. © 2016 Wiley Periodicals, Inc.

Differential referral of women and men to employee assistance programs: the role of supervisory attitudes.

Science.gov (United States)

Young, D W; Reichman, W R; Levy, M F

1987-01-01

Potential factors underlying sex differences in the referral of problem-drinking subordinates to employee assistance programs (EAPs) were explored in interviews with 120 supervisors in four organizations. Analyses of data obtained in these interviews assessed the relative ability of eight variables to predict supervisor's actual identification and referral of female and male problem drinkers. In addition to numbers of employees supervised, the supervisors' judgment of the EAP's effectiveness was the best predictor of referral and identification, regardless of the sex of the referred subordinate. Knowledge and training in the EAP was a secondary contributor to referral of men, but played no role in female referrals. When controlling for all other variables, the extent to which supervisors held an egalitarian attitude toward women's rights and roles was found to be marginally positively related to identification of female drinkers. Similarly, a less stigmatized, stereotyped view of women's use and abuse of alcohol was marginally associated with a greater likelihood of referral of a female drinker to the EAP. Neither of these attitudinal variables was related to identification or referral of male problem drinkers.

Guide to good practices for on-the-job training

Energy Technology Data Exchange (ETDEWEB)

1987-09-01

This manual is intended to provide DOE reactor and nonreactor nuclear facilities with guidelines for the development and implementation of facility specific, performance-based, On-the-Job Training (OJT) programs. An OJT Instructor Training Course is included to train the first-line supervisor and other designated personnel as OJT instructors. The subject matter content and level of detail were determined based upon a review of material obtained from DOE documents, INPO Guidelines, and input from selected DOE contractors. The final draft version of the manual was reviewed for accuracy, clarity, and comprehensiveness by trainers from the following DOE Contractors/Laboratories: Argonne National Laboratory - West - Idaho National Engineering Laboratory, E.I. DuPont - Savannah River Plant, EG and G Idaho, Inc. - Idaho National Engineering Laboratory, Los Alamos National Laboratory, Martin Marietta - Oak Ridge National Laboratory, Rockwell International - Rocky Flats Plant, and Westinghouse Hanford Co.

30 CFR 75.161 - Plans for training programs.

Science.gov (United States)

2010-07-01

... 30 Mineral Resources 1 2010-07-01 2010-07-01 false Plans for training programs. 75.161 Section 75... Provision] § 75.161 Plans for training programs. Each operator must submit to the district manager, of the Coal Mine Safety and Health District in which the mine is located, a program or plan setting forth what...

45 CFR 235.62 - State plan requirements for training programs.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 2 2010-10-01 2010-10-01 false State plan requirements for training programs. 235... ADMINISTRATION OF FINANCIAL ASSISTANCE PROGRAMS § 235.62 State plan requirements for training programs. A State plan under title I, IV-A, X, XIV, or XVI (AABD) of the Act must provide for a training program for...

Robotics Programs: Automation Training in Disguise.

Science.gov (United States)

Rehg, James A.

1985-01-01

Questions and answers from the book "Guidelines for Robotics Program Development" are presented, addressing some of the major issues confronted by the person setting the direction for a robotics training program. (CT)

Quality Assurance Plan for Transportation Management Division Transportation Training Programs

International Nuclear Information System (INIS)

1994-10-01

The U.S. Department of Transportation (DOT) implemented new rules requiring minimum levels of training for certain key individuals who handle, package, transport, or otherwise prepare hazardous materials for transportation. In response to these rules, the U.S. Department of Energy (DOE), Transportation Management Division (TMD), has developed a transportation safety training program. This program supplies designed instructional methodology and course materials to provide basic levels of DOT training to personnel for whom training has become mandatory. In addition, this program provides advanced hazardous waste and radioactive material packaging and transportation training to help personnel achieve proficiency and/or certification as hazardous waste and radioactive material shippers. This training program does not include site-specific or task-specific training beyond DOT requirements

Design of asynchronous supervisors

NARCIS (Netherlands)

Beohar, H.; Cuijpers, P.J.L.; Baeten, J.C.M.

2009-01-01

One of the main drawbacks while implementing the interaction between a plant and a supervisor, synthesised by the supervisory control theory of Ramadge and Wonham, is the inexact synchronisation. Balemi was the first to consider this problem, and the solutions given in his PhD thesis were in the

Implementation and evaluation of a training program as part of the Cooperative Biological Engagement Program in Azerbaijan

Directory of Open Access Journals (Sweden)

April eJohnson

2015-10-01

Full Text Available A training program for animal and human health professionals has been implemented in Azerbaijan through a joint agreement between the United States Defense Threat Reduction Agency and the Government of Azerbaijan. The training program is administered as part of the Cooperative Biological Engagement Program, and targets key employees in Azerbaijan’s disease surveillance system including physicians, veterinarians, epidemiologists, and laboratory personnel. Training is aimed at improving detection, diagnosis, and response to especially dangerous pathogens, although the techniques and methodologies can be applied to other pathogens and diseases of concern. Biosafety and biosecurity training is provided to all trainees within the program. Prior to 2014, a variety of international agencies and organizations provided training, which resulted in gaps related to lack of coordination of training materials and content. In 2014 a new training program was implemented in order to address those gaps. This paper provides an overview of the Cooperative Biological Engagement Program training program in Azerbaijan, a description of how the program fits into existing national training infrastructure, and an evaluation of the new program’s effectiveness to date. Long-term sustainability of the program is also discussed.

A distributed supervisor synthesis approach based on weak bisimulation

NARCIS (Netherlands)

Su, Rong; Thistle, J.G.; Lafortune, S.; Lin, F.; Tilbury, D.

2006-01-01

It is well known that space and time complexity is one of the main bottlenecks of supervisor synthesis. The model of a large system is usually too big to be explicitly expressed, owing to composition of local components’ models, making supervisor synthesis difficult, if still possible. In this paper

Enhancing pediatric residents’ scholar role: the development of a Scholarly Activity Guidance and Evaluation program

Directory of Open Access Journals (Sweden)

Catherine M. Pound

2015-06-01

Full Text Available Background: Research training is essential to the development of well-rounded physicians. Although many pediatric residency programs require residents to complete a research project, it is often challenging to integrate research training into educational programs. Objective: We aimed to develop an innovative research program for pediatric residents, called the Scholarly Activity Guidance and Evaluation (SAGE program. Methods: We developed a competency-based program which establishes benchmarks for pediatric residents, while providing ongoing academic mentorship. Results: Feedback from residents and their research supervisors about the SAGE program has been positive. Preliminary evaluation data have shown that all final-year residents have met or exceeded program expectations. Conclusions: By providing residents with this supportive environment, we hope to influence their academic career paths, increase their research productivity, promote evidence-based practice, and ultimately, positively impact health outcomes.

How to Train Safe Drivers: Setting Up and Evaluating a Fatigue Training Program

Directory of Open Access Journals (Sweden)

Adamos Giannis

2015-02-01

Full Text Available Fatigue is considered as a serious risk driving behavior, causing road accidents, which in many cases involve fatalities and severe injuries. According to CARE database statistics, professional drivers are indicated as a high-risk group to be involved in a fatigue-related accident. Acknowledging these statistics, a training program on driving fatigue was organized, aiming at raising awareness of professional drivers of a leading company in building materials, in Greece. Selected experimental methods were used for collecting data before and after the training program, which allowed monitoring and assessing the potential behavioural changes. A questionnaire survey was conducted before the program implementation to 162 drivers of the company, while two months after the program, the same drivers replied to a second questionnaire. Impact assessment of the program relied on statistical analysis of the responses. Results showed the degree of penetration of the training program in the professional drivers' behavior towards safe driving.

An Examination of Existing Guidelines for Programs for the Preservice and Inservice Education of Teachers in Metric Education and the Modification of These and the Development of New Ones if Deemed Necessary. Final Report of Objective No. 3.

Science.gov (United States)

Granito, Dolores

These guidelines for in-service and preservice teacher education related to the conversion to the metric system were developed from a survey of published materials, university faculty, and mathematics supervisors. The eleven guidelines fall into three major categories: (1) design of teacher training programs, (2) teacher training, and (3)…

Radiation monitor training program at Rocky Flats

International Nuclear Information System (INIS)

Medina, L.C.; Kittinger, W.D.; Vogel, R.M.

The Rocky Flats Radiation Monitor Training Program is tailored to train new health physics personnel in the field of radiation monitoring. The purpose of the prescribed materials and media is to be consistent in training in all areas of Rocky Flats radiation monitoring job involvement

Factors influencing motivation and job satisfaction among supervisors of community health workers in marginalized communities in South Africa.

Science.gov (United States)

Akintola, Olagoke; Chikoko, Gamuchirai

2016-09-06

Management and supervision of community health workers are factors that are critical to the success of community health worker programmes. Yet few studies have explored the perspectives of supervisors in these programmes. This study explored factors influencing motivations of supervisors in community health worker programmes. We conducted qualitative interviews with 26 programme staff providing supervision to community health workers in eight community-based organizations in marginalized communities in the greater Durban area of South Africa from July 2010 to September 2011. Findings show that all the supervisors had previous experience working in the health or social services sectors and most started out as unpaid community health workers. Most of the participants were poor women from marginalized communities. Supervisors' activities include the management and supply of material resources, mentoring and training of community health workers, record keeping and report writing. Supervisors were motivated by intrinsic factors like making a difference and community appreciation and non-monetary incentives such as promotion to supervisory positions; acquisition of management skills; participation in capacity building and the development of programmes; and support for educational advancement like salary, bonuses and medical benefits. Hygiene factors that serve to prevent dissatisfaction are salaries and financial, medical and educational benefits attached to the supervisory position. Demotivating factors identified are patients' non-adherence to health advice and alienation from decision-making. Dissatisfiers include working in crime-prevalent communities, remuneration for community health workers (CHWs), problems with material and logistical resources, job insecurity, work-related stressors and navigating the interface between CHWs and management. While participants were dissatisfied with their low remuneration, they were not demotivated but continued to be motivated

30 CFR 77.1706 - First aid training program; minimum requirements.

Science.gov (United States)

2010-07-01

... 30 Mineral Resources 1 2010-07-01 2010-07-01 false First aid training program; minimum... OF UNDERGROUND COAL MINES Miscellaneous § 77.1706 First aid training program; minimum requirements. (a) All first aid training programs required under the provisions of §§ 77.1703 and 77.1704 shall...

Interactive training improves workplace climate, knowledge, and support towards domestic violence.

Science.gov (United States)

Glass, Nancy; Hanson, Ginger C; Laharnar, Naima; Anger, W Kent; Perrin, Nancy

2016-07-01

As Intimate Partner Violence (IPV) affects the workplace, a supportive workplace climate is important. The study evaluated the effectiveness of an "IPV and the Workplace" training on workplace climate towards IPV. IPV training was provided to 14 intervention counties and 13 control counties (receiving training 6 months delayed). Measures included workplace climate surveys, IPV knowledge test, and workplace observations. (i) Training significantly improved supervisor knowledge on IPV and received positive evaluations, (ii) training improved workplace climate towards IPV significantly which was maintained over time, and (iii) after the training, supervisors provided more IPV information to employees and more IPV postings were available in the workplace. The study provides evidence to support on-site interactive, computer based training as a means for improved workplace safety. IPV and the Workplace training effectively increased knowledge and positively changed workplace climate. Am. J. Ind. Med. 59:538-548, 2016. © 2016 Wiley Periodicals, Inc. © 2016 Wiley Periodicals, Inc.

Improving Doctoral Success by Matching PhD Students with Supervisors

Directory of Open Access Journals (Sweden)

Antònia Darder

2016-02-01

Full Text Available A key aspect of the effective supervision of PhD research is the supervisor-student relationship. This interaction is affected by the characteristics and needs of students and institutional conditions, as well as the skills, attitudes, and roles of supervisors and their supervisory styles. When supervision is carried out at a distance, it entails an additional challenge, mainly concerning interaction. The purpose of this study is to improve the research process, supervision, and design of virtual environments in order to support this supervision. The study identifies the supervisory relationships that affect doctoral research conducted at a distance from the student’s academic institution. It also describes how students and their supervisors perceived the characteristics of supervision and the skills and attitudes students perceived in and expected from their supervisors. For data collection, semistructured interviews were used. The results indicate important differences between supervisors’ perceptions concerning their own role and students’ needs regarding supervision, and they demonstrate the importance of attending to student needs and, on the part of supervisors, exercising responsibility in the development of research competencies in students, as is the case of independence of criteria and autonomy.

Creating a "Third Space" in Student Teaching: Implications for the University Supervisor's Status as Outsider

Science.gov (United States)

Cuenca, Alexander; Schmeichel, Mardi; Butler, Brandon M.; Dinkelman, Todd; Nichols, Joseph R., Jr.

2011-01-01

The work of teacher education during student teaching typically takes place in two distinct "spaces": placement sites and college/university settings. The program featured in this article is structured in ways that clearly mark out those two spaces. Yet this configuration led our university supervisors, whose work primarily took place in the…

Current status of endoscopic simulation in gastroenterology fellowship training programs.

Science.gov (United States)

Jirapinyo, Pichamol; Thompson, Christopher C

2015-07-01

Recent guidelines have encouraged gastroenterology and surgical training programs to integrate simulation into their core endoscopic curricula. However, the role that simulation currently has within training programs is unknown. This study aims to assess the current status of simulation among gastroenterology fellowship programs. This questionnaire study consisted of 38 fields divided into two sections. The first section queried program directors' experience on simulation and assessed the current status of simulation at their institution. The second portion surveyed their opinion on the potential role of simulation on the training curriculum. The study was conducted at the 2013 American Gastroenterological Association Training Directors' Workshop in Phoenix, Arizona. The participants were program directors from Accreditation Council for Graduate Medical Education accredited gastroenterology training programs, who attended the workshop. The questionnaire was returned by 69 of 97 program directors (response rate of 71%). 42% of programs had an endoscopic simulator. Computerized simulators (61.5%) were the most common, followed by mechanical (30.8%) and animal tissue (7.7%) simulators, respectively. Eleven programs (15%) required fellows to use simulation prior to clinical cases. Only one program has a minimum number of hours fellows have to participate in simulation training. Current simulators are deemed as easy to use (76%) and good educational tools (65%). Problems are cost (72%) and accessibility (69%). The majority of program directors believe that there is a need for endoscopic simulator training, with only 8% disagreeing. Additionally, a majority believe there is a role for simulation prior to initiation of clinical cases with 15% disagreeing. Gastroenterology fellowship program directors widely recognize the importance of simulation. Nevertheless, simulation is used by only 42% of programs and only 15% of programs require that trainees use simulation prior to

The manpower training and development programs of NUCLEBRAS for the Brazilian nuclear program

International Nuclear Information System (INIS)

Spitalnik, J.; Lerner Neto, C.; Stilben, V.; Botelho, O.

1984-01-01

As technology transfer is one of the main objectives of the Brazilian Nuclear Program, the principal aim of manpower training has been to provide the conditions for absorbing this technology. The strategy used for such a program required a quantitative and qualitative planning of manpower needs, through medium-range and long-term forecasts, with the condition of maximum utilization of the existing educational infra-structure. On-the-job training which is considered one of the most important means for technology transfer, was given highest priority. Also, management development was considered very important for the implementation of the Nuclear Program. This paper shows the results achieved from 1973 up to now by the manpower training and development programs. (Author) [pt

The Training Process of the Organization Development and Training Office

Science.gov (United States)

Johnson, Melissa S.

2004-01-01

The Organization Development and Training Office provides training and development opportunities to employees at NASA Glenn Research Center, as a division of the Office of Human Resources and Workforce Planning. Center-wide required trainings, new employee trainings, workshops and career development programs are organized by the OD&TO staff. They also arrange all academic, non-academic, headquarters, fellowship and learning center sponsored courses. They also service organizations wishing to work more effectively by facilitating teambuilding exercises. Equal Opportunity programs and upward mobility programs such as the STEP and GO programs for administrative staff. In working with my mentor I am very involved with Cuyahoga Community College classes, mandatory supervisory training and administrative staff workshops. My largest tasks are in the secretarial training category. The Supporting Organizations And Relationships workshop for administrative personnel, commonly known as SOAR, began last year and continued this summer with follow-up workshops. Months before a workshop or class is brought to Glenn, a need has to be realized. In this case, administrative staff did not feel they had an opportunity to receive relevant training and develop skills through teambuilding, networking and communication. A Statement of work is then created as several companies are contacted about providing the training. After the company best suited to meet the target group s needs is selected, the course is announced with an outline of all pertinent information. A reservation for a facility is made and applications or nominations, depending on the announcement s guidelines, are received from interested employees. Confirmations are sent to participants and final preparations are made but there are still several concluding steps. A training office staff member also assists the facilitator with setting up the facility and introducing the class. After the class, participants evaluations are

Proceedings of the Radiation protection supervisors' day of November 7, 2013

International Nuclear Information System (INIS)

Langlet, Jean; Piferrer, Jean-Paul; Morin, Catherine; Lefaure, Christian; Tourneux, Christophe; CONAN, Nadine; MARC, Benoit; Etard, Cecile; Rehel, J.L.; Aubert, B.; Ranouil, Julien

2013-11-01

Organised by the Association for radioprotection Techniques and Sciences (ATSR) and sponsored by the Commission of external radiation protection supervisors, this radiation protection supervisors' day was the occasion to take stock of the regulation, of the recurrent problems and advances in radiation protection. The conference brought together 9 presentations dealing with: 1 - Works of the Commission of external radiation protection supervisors (J.P. Piferrer); 2 - National and European regulation updates (T. Lahaye); 3 - Problems relating to control equipments (J. Langlet); 4 - Problems relating to the professional insurance for external radiation protection supervisors: national consultation by the ATSR (key points for the development of a national multidisciplinary consultative meeting by the ATSR, C. Morin); 5 - Situation of radiation protection supervisor networks (C. Lefaure, C. Tourneux); 6 - RPE-RPA-RSSO functions at CERN: creation and experience feedback (Experience feedback of the implementation of the RPE/RPO(A) European regulation at CERN, N. Conan); 7 - Industry: PCR n + Σ TQRP = SRP* (B. Marc); 8 - Interventional radiology: lessons to be learnt from recent overexposure incidents? (Medicine: protection supervisor and interventional radiology, C. Etard, J.L. Rehel, B. Aubert); 9 - GEDOC: research group on eye lens dosimetry (Eye lens exposure to ionizing radiations, J. Ranouil). This document brings together the presentations (slides) presented during the conference

USAHA PENGAWAS DAN KEPALA SEKOLAH DALAM MENINGKATKAN KINERJA GURU PAI DI MADRASAH KOTA SOLOK

Directory of Open Access Journals (Sweden)

Sarasasti Sarasasti

2016-12-01

Full Text Available This research concerned on the role of the supervisor and headmaster as an educational consultant for teachers to improve the quality of education. The teachers’ job performance can be known from their ability to plan, implement, evaluate and follow up the instructional activities. This research was descriptive qualitative by using interview and documentation as instruments. The results found that there were 7 programs applied to improve the teachers’ job performance 1 training teachers’ responsibility; 2 training teachers’ on instructional implementation; 3 training teachers on instructional evaluation; 4 training teachers’ discipline; 5 training teachers’ commitment; 6 training teachers’ loyalty; and 7 training teachers’ motivation. The way the supervisor and headmaster improve the teachers’ job performance by giving proportional DP3 score, and they wish to improve the teachers’ job performance because there is program of training teachers’ responsibility. Keywords:  Efforts, Supervisor, Headmaster, Teacher’s Job Performance

How internal and external supervisors influence employees' self-serving decisions

NARCIS (Netherlands)

de Waal, Melanie; Rink, Floor; Stoker, Janka

2015-01-01

The current investigation examined the effects of internal and external supervisors (i.e., formally installed institutions that hold employees accountable for their actions) on employees’ self-serving decisions. In two studies, it was found that internal supervisors reduced self-serving decisions

Leadership effectiveness: a supervisor's approach to manage return to work

NARCIS (Netherlands)

Schreuder, J. A. H.; Groothoff, J. W.; Jongsma, D.; van Zweeden, N. F.; van der Klink, J. J. L.; Roelen, C. A. M.

2013-01-01

To investigate adaptive leadership in relation to personnel sickness absence (SA). In situational leadership, supervisors are effective if they adapt their leadership style appropriately to a given situation. A managerial reorganization in a Dutch hospital with reassignment of supervisors provided

Medical students, early general practice placements and positive supervisor experiences.

Science.gov (United States)

Henderson, Margaret; Upham, Susan; King, David; Dick, Marie-Louise; van Driel, Mieke

2018-03-01

Introduction Community-based longitudinal clinical placements for medical students are becoming more common globally. The perspective of supervising clinicians about their experiences and processes involved in maximising these training experiences has received less attention than that of students. Aims This paper explores the general practitioner (GP) supervisor perspective of positive training experiences with medical students undertaking urban community-based, longitudinal clinical placements in the early years of medical training. Methods Year 2 medical students spent a half-day per week in general practice for either 13 or 26 weeks. Transcribed semi-structured interviews from a convenience sample of participating GPs were thematically analysed by two researchers, using a general inductive approach. Results Identified themes related to the attributes of participating persons and organisations: GPs, students, patients, practices and their supporting institution; GPs' perceptions of student development; and triggers enhancing the experience. A model was developed to reflect these themes. Conclusions Training experiences were enhanced for GPs supervising medical students in early longitudinal clinical placements by the synergy of motivated students and keen teachers with support from patients, practice staff and academic institutions. We developed an explanatory model to better understand the mechanism of positive experiences. Understanding the interaction of factors enhancing teaching satisfaction is important for clinical disciplines wishing to maintain sustainable, high quality teaching.

Radiation protection technologist training and certification program

International Nuclear Information System (INIS)

1982-10-01

The purpose of this program is to establish training requirements and methods for certifying the technical competence of Radiation Protection Technologists. This manual delineates general requirements as well as academic training, on-the-job training, area of facility training, and examination or evaluation requirements for Radiation Protection Trainees (Trainees), Junior Radiation Protection Technologists (JRPT), Radiation Protection Technologists (RPT), and Senior Radiation Protection Technologists (SRPT). This document also includes recertification requirements for SRPTs. The appendices include training course outlines, on-the-job training outlines, and training certification record forms

Managing organizational change: strategies for the female health care supervisor.

Science.gov (United States)

Davies, G

1990-07-01

In responding to resistance to change in the current health care organization, the new female supervisor can learn to support her staff in encountering and accepting these changes. The strategies and skills discussed above are characteristic of a supervisory style that may naturally occur for women, but also can be incorporated into the leadership style of men in health care management today. Health care leaders of tomorrow must work from an androgynous framework in which the behavior patterns and responses of each gender are learned and used appropriately by both men and women. Sargent suggests that the best managers are androgynous and that this is the inevitable wave of the future. Whether man or woman, a supervisor should learn, accept, and use methods that are characteristic of both sexes to be successful in managing people. Women and men must learn from each other's strengths and share these diverse skills. Given that women now outnumber men in health care management positions and organizations are changing to a more nurturing environment, the androgynous supervisor will be the successful leader of the future. Finally, women in health care supervisory positions have the potential to bring change where it is badly needed. Women in these roles often have a system wide view of health care policy issues that recognizes less federal commitment to social programs. Many women in health care positions believe that the issues of children, women, the elderly, the poor, and the homeless need focused attention. The growing number of women in health care supervisory and leadership roles is an important factor in changing national health policy for the benefit of these groups.(ABSTRACT TRUNCATED AT 250 WORDS)

Enrollment of SME Managers to Growth-oriented Training Programs

DEFF Research Database (Denmark)

Bager, Torben; Jensen, Kent Wickstrøm; Schou Nielsen, Pia

2015-01-01

Purpose: Entrepreneurial learning through formal growth-oriented training programs for SME managers promises to enhance the growth competences and growth intentions of the enrolled managers. The impact of such programs, however, depends on who enrolls since initial competence and growth-intention......Purpose: Entrepreneurial learning through formal growth-oriented training programs for SME managers promises to enhance the growth competences and growth intentions of the enrolled managers. The impact of such programs, however, depends on who enrolls since initial competence and growth...... has from 2012 to 2015 trained about 700 SME managers. Data are currently available for 366 of these participants. This evidence is compared with survey results from a randomly selected control group of 292 growth oriented SME managers in the same firm-size group. The data were analyzed through...... of the program. Originality/value The paper is the first systematic study of the importance of who enrolls in training programs for SME managers....

Why do seniors leave resistance training programs?

Directory of Open Access Journals (Sweden)

Burton E

2017-03-01

Full Text Available Elissa Burton,1 Anne-Marie Hill,1 Simone Pettigrew,2 Gill Lewin,3 Liz Bainbridge,1 Kaela Farrier,1 Phil Airey,4 Keith D Hill1 1School of Physiotherapy and Exercise Science, 2School of Psychology and Speech Pathology, 3School of Nursing, Midwifery and Paramedicine, Curtin University, 4Council on the Ageing, Perth, WA, Australia Purpose: The proportion of the population, that is older, is growing at a faster rate than other age groups. Physical activity is important for older people because it assists in living independently. Participating in resistance training on a regular basis (twice weekly is recommended for older people; yet, fewer than 15% of people over 60 years achieve this level. The aim of this article was to investigate the factors contributing to older people’s decisions to stop participation in a resistance training program.Participants and methods: Participants were older people who had chosen to participate in a structured resistance training program specifically designed for seniors and then after a period of time discontinued. This population received a questionnaire in the mail focused on factors contributing to their cessation of resistance training exercise. Qualitative results were analyzed using inductive content analysis.Results: Fifty-six survey responses were received (average age 71.5 years, SD =9.0; 79% females. Injury, illness, and holidaying were the main reasons for ceasing participation. A small but important number of responses (11% reported that they considered they were not provided with sufficient support during the resistance training programs.Conclusions: To attract and retain their senior clients, the results indicate that program organizers need to provide tailored support to return to resistance training after injury and offer flexible and individualized services that accommodate older people’s life choices in retirement. Keywords: older people, strength training, gymnasium, retention, aging

Concept of the CMS Trigger Supervisor

CERN Document Server

Magrans de Abril, Ildefons; Varela, Joao

2006-01-01

The Trigger Supervisor is an online software system designed for the CMS experiment at CERN. Its purpose is to provide a framework to set up, test, operate and monitor the trigger components on one hand and to manage their interplay and the information exchange with the run control part of the data acquisition system on the other. The Trigger Supervisor is conceived to provide a simple and homogeneous client interface to the online software infrastructure of the trigger subsystems. This document specifies the functional and non-functional requirements, design and operational details, and the components that will be delivered in order to facilitate a smooth integration of the trigger software in the context of CMS.

Grader Operator. Open Pit Mining Job Training Series.

Science.gov (United States)

Savilow, Bill

This training outline for grader operators, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for classroom…

Shovel Operator. Open Pit Mining Job Training Series.

Science.gov (United States)

Hartley, Larry

This training outline for shovel operators, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for classroom…

42 CFR 493.1467 - Condition: Laboratories performing high complexity testing; cytology general supervisor.

Science.gov (United States)

2010-10-01

... testing; cytology general supervisor. 493.1467 Section 493.1467 Public Health CENTERS FOR MEDICARE....1467 Condition: Laboratories performing high complexity testing; cytology general supervisor. For the subspecialty of cytology, the laboratory must have a general supervisor who meets the qualification...

When should I attempt my centrally administered summative assessments in the RANZCP competency-based training program?

Science.gov (United States)

Kealy-Bateman, Warren; Kotze, Beth; Lampe, Lisa

2016-12-01

To provide information relevant to decision-making around the timing of attempting the centrally administered summative assessments in the Royal Australian and New Zealand College of Psychiatrists (RANZCP) 2012 Fellowship Program. We consider the new Competency-Based Fellowship Program of the RANZCP and its underlying philosophy, the trainee trajectory within the program and the role of the supervisor. The relationship between workplace-based and external assessments is discussed. The timing of attempting centrally administered summative assessments is considered within the pedagogical framework of medical competencies development. Although successful completion of all the centrally administered summative assessments requires demonstration of a junior consultant standard of competency, the timing at which this standard will most commonly be achieved is likely to vary from assessment to assessment. There are disadvantages attendant upon prematurely attempting assessments, and trainees are advised to carefully consider the requirements of each assessment and match this against their current level of knowledge and skills. Trainees and supervisors need to be clear about the competencies required for each of the external assessments and match this against the trainee's current competencies to assist in decision-making about the timing of assessments and planning for future learning. © The Royal Australian and New Zealand College of Psychiatrists 2016.

Frustrations among graduates of athletic training education programs.

Science.gov (United States)

Bowman, Thomas G; Dodge, Thomas M

2013-01-01

Although previous researchers have begun to identify sources of athletic training student stress, the specific reasons for student frustrations are not yet fully understood. It is important for athletic training administrators to understand sources of student frustration to provide a supportive learning environment. To determine the factors that lead to feelings of frustration while completing a professional athletic training education program (ATEP). Qualitative study. National Athletic Trainers' Association (NATA) accredited postprofessional education program. Fourteen successful graduates (12 women, 2 men) of accredited professional undergraduate ATEPs enrolled in an NATA-accredited postprofessional education program. We conducted semistructured interviews and analyzed data with a grounded theory approach using open, axial, and selective coding procedures. We negotiated over the coding scheme and performed peer debriefings and member checks to ensure trustworthiness of the results. Four themes emerged from the data: (1) Athletic training student frustrations appear to stem from the amount of stress involved in completing an ATEP, leading to anxiety and feelings of being overwhelmed. (2) The interactions students have with classmates, faculty, and preceptors can also be a source of frustration for athletic training students. (3) Monotonous clinical experiences often left students feeling disengaged. (4) Students questioned entering the athletic training profession because of the fear of work-life balance problems and low compensation. In order to reduce frustration, athletic training education programs should validate students' decisions to pursue athletic training and validate their contributions to the ATEP; provide clinical education experiences with graded autonomy; encourage positive personal interactions between students, faculty, and preceptors; and successfully model the benefits of a career in athletic training.

Use of Simulation in Canadian Neonatal-Perinatal Medicine Training Programs.

Science.gov (United States)

Wong, Jonathan; Finan, Emer; Campbell, Douglas

2017-07-08

Introduction Simulation is used for the delivery of education and on occasion assessment. Before such a tool is used routinely in neonatal training programs across Canada, a need assessment is required to determine its current usage by accredited training programs. Our aim was to characterize the type of simulation modalities used and the perceived simulation-based training needs in Canadian neonatal-perinatal medicine (NPM) training programs. Methods A 22-item and 13-item online descriptive survey was sent to all NPM program directors and fellows in Canada, respectively. The survey was modeled on a previously validated tool by Johnston, et al. and responses were collected over 30 days. Results In total, eight (63%) program directors and 24 (28%) fellows completed the survey, with all respondents indicating that simulation is being used. Both lab-based and in situ simulations are occurring, with a range of simulation modalities employed to primarily teach resuscitation, procedural and communication skills. Fellows indicated that simulation should also be used to also teach other important topics, including disease-specific management, crisis resource management, and prevention of medical error. Five (63%) programs have faculty with formal simulation training and four (50%) programs have at least one faculty involved in simulation research. Conclusion Simulation is widely used in Canadian NPM training programs, with program directors and fellows identifying this as an important tool. Simulation can be used to teach a range of skills, but programs need to align their curriculum with both training objectives and learner needs. There is an opportunity for faculty development and increased simulation research.

Infection prevention and control training and capacity building during the Ebola epidemic in Guinea.

Directory of Open Access Journals (Sweden)

Heidi M Soeters

Full Text Available During the 2014-2016 Ebola epidemic in West Africa, a key epidemiological feature was disease transmission within healthcare facilities, indicating a need for infection prevention and control (IPC training and support.IPC training was provided to frontline healthcare workers (HCW in healthcare facilities that were not Ebola treatment units, as well as to IPC trainers and IPC supervisors placed in healthcare facilities. Trainings included both didactic and hands-on components, and were assessed using pre-tests, post-tests and practical evaluations. We calculated median percent increase in knowledge.From October-December 2014, 20 IPC courses trained 1,625 Guineans: 1,521 HCW, 55 IPC trainers, and 49 IPC supervisors. Median test scores increased 40% (interquartile range [IQR]: 19-86% among HCW, 15% (IQR: 8-33% among IPC trainers, and 21% (IQR: 15-30% among IPC supervisors (all P<0.0001 to post-test scores of 83%, 93%, and 93%, respectively.IPC training resulted in clear improvements in knowledge and was feasible in a public health emergency setting. This method of IPC training addressed a high demand among HCW. Valuable lessons were learned to facilitate expansion of IPC training to other prefectures; this model may be considered when responding to other large outbreaks.

Infection prevention and control training and capacity building during the Ebola epidemic in Guinea

Science.gov (United States)

Koivogui, Lamine; de Beer, Lindsey; Johnson, Candice Y.; Diaby, Dianka; Ouedraogo, Abdoulaye; Touré, Fatoumata; Bangoura, Fodé Ousmane; Chang, Michelle A.; Chea, Nora; Dotson, Ellen M.; Finlay, Alyssa; Fitter, David; Hamel, Mary J.; Hazim, Carmen; Larzelere, Maribeth; Park, Benjamin J.; Rowe, Alexander K.; Thompson-Paul, Angela M.; Twyman, Anthony; Barry, Moumié; Ntaw, Godlove; Diallo, Alpha Oumar

2018-01-01

Background During the 2014–2016 Ebola epidemic in West Africa, a key epidemiological feature was disease transmission within healthcare facilities, indicating a need for infection prevention and control (IPC) training and support. Methods IPC training was provided to frontline healthcare workers (HCW) in healthcare facilities that were not Ebola treatment units, as well as to IPC trainers and IPC supervisors placed in healthcare facilities. Trainings included both didactic and hands-on components, and were assessed using pre-tests, post-tests and practical evaluations. We calculated median percent increase in knowledge. Results From October–December 2014, 20 IPC courses trained 1,625 Guineans: 1,521 HCW, 55 IPC trainers, and 49 IPC supervisors. Median test scores increased 40% (interquartile range [IQR]: 19–86%) among HCW, 15% (IQR: 8–33%) among IPC trainers, and 21% (IQR: 15–30%) among IPC supervisors (all P<0.0001) to post-test scores of 83%, 93%, and 93%, respectively. Conclusions IPC training resulted in clear improvements in knowledge and was feasible in a public health emergency setting. This method of IPC training addressed a high demand among HCW. Valuable lessons were learned to facilitate expansion of IPC training to other prefectures; this model may be considered when responding to other large outbreaks. PMID:29489885

Ethical Issues in Parent Training Programs.

Science.gov (United States)

Sapon-Shevin, Mara

1982-01-01

Four areas of ethical concern are voiced in the training of parents of handicapped children: (1) selection of program goals, (2) problems involved with both positive reinforcement and punishment, (3) conflicts between experimentation and therapeutic intervention, and (4) level of parent training. Consideration of ethical issues at each step of…

Export Management Specialist. A Training Program. Instructor's Edition.

Science.gov (United States)

Oklahoma State Dept. of Vocational and Technical Education, Stillwater. Curriculum and Instructional Materials Center.

This publication provides instructors with materials for an export management specialist (EMS) training program. The objective of the training program is to assist companies in reaching their export goals by educating current and potential managers about the basics of exporting. It provides a foundation for considering international trade and for…

32 CFR 634.10 - Remedial driver training programs.

Science.gov (United States)

2010-07-01

... 32 National Defense 4 2010-07-01 2010-07-01 true Remedial driver training programs. 634.10 Section 634.10 National Defense Department of Defense (Continued) DEPARTMENT OF THE ARMY (CONTINUED) LAW ENFORCEMENT AND CRIMINAL INVESTIGATIONS MOTOR VEHICLE TRAFFIC SUPERVISION Driving Privileges § 634.10 Remedial driver training programs. (a) Navy...

E-Basics: Online Basic Training in Program Evaluation

Science.gov (United States)

Silliman, Ben

2016-01-01

E-Basics is an online training in program evaluation concepts and skills designed for youth development professionals, especially those working in nonformal science education. Ten hours of online training in seven modules is designed to prepare participants for mentoring and applied practice, mastery, and/or team leadership in program evaluation.…

Do volunteers reduce the costs of parent training programs?

DEFF Research Database (Denmark)

Scavenius Sonne-Schmidt, Christoffer; Amilon, Anna; Schultz, Esben Anton

ADHD in children has considerable negative consequences for both affected individuals and their families. One way to milden these negative consequences is by offering parents training in how to handle the child’s difficulties. However, running parent training programs is associated with substanti...... programs. Although direct comparison is difficult due to different outcome measures being used in comparable studies, our findings suggest that Caring in Chaos constitutes a commendable alternative to validated parent training programs such as Triple P and The Incredible Years...

Preparing Teens for Success: Building 21st Century Skills through a 4-H Work-Based Learning Program

OpenAIRE

Theresa M. Ferrari; Nate Arnett; Graham Cochran

2008-01-01

There is widespread concern that youth lack the skills essential for job success and are entering the workplace unprepared. To address issues of workforce preparation, Extension educators at an urban 4-H education center created the Job Experience and Training (JET) program, a work-based learning program for teens. JET is conducted over a six-month period, culminating in an eight-week summer work experience in collaboration with a local park district. Supervisors and teens completed a perform...

Hanford general employee training - A million dollar cost beneficial program

International Nuclear Information System (INIS)

Gardner, P.R.

1991-02-01

In January 1990, Westinghouse Hanford Company implemented an interactive videodisc training program entitled Hanford General Employee Training. Covering all Institute of Nuclear Power Operations general employee training objectives, training mandated by US Department of Energy orders, and training prescribed by internal Westinghouse Hanford Company policies, Hanford General Employee Training presents and manages engaging training programs individually tailored to each of the 9,000 employees. Development costs for a sophisticated program such as Hanford General Employee Training were high compared to similar costs for developing ''equivalent'' traditional training. Hardware ($500,000) and labor costs ($400,000) totaled $900,000. Annual maintenance costs, equipment plus labor, are totalling about $200,000. On the benefit side, by consolidating some 17 previous Westinghouse Hanford Company courses and more effectively managing the instructional process, Hanford General Employee Training reduced the average student training time from over 11 hours to just under 4 hours. For 9,000 employees, the computed net annual savings exceeds $1.3 million. 2 refs

The Design of Model-Based Training Programs

Science.gov (United States)

Polson, Peter; Sherry, Lance; Feary, Michael; Palmer, Everett; Alkin, Marty; McCrobie, Dan; Kelley, Jerry; Rosekind, Mark (Technical Monitor)

1997-01-01

This paper proposes a model-based training program for the skills necessary to operate advance avionics systems that incorporate advanced autopilots and fight management systems. The training model is based on a formalism, the operational procedure model, that represents the mission model, the rules, and the functions of a modem avionics system. This formalism has been defined such that it can be understood and shared by pilots, the avionics software, and design engineers. Each element of the software is defined in terms of its intent (What?), the rationale (Why?), and the resulting behavior (How?). The Advanced Computer Tutoring project at Carnegie Mellon University has developed a type of model-based, computer aided instructional technology called cognitive tutors. They summarize numerous studies showing that training times to a specified level of competence can be achieved in one third the time of conventional class room instruction. We are developing a similar model-based training program for the skills necessary to operation the avionics. The model underlying the instructional program and that simulates the effects of pilots entries and the behavior of the avionics is based on the operational procedure model. Pilots are given a series of vertical flightpath management problems. Entries that result in violations, such as failure to make a crossing restriction or violating the speed limits, result in error messages with instruction. At any time, the flightcrew can request suggestions on the appropriate set of actions. A similar and successful training program for basic skills for the FMS on the Boeing 737-300 was developed and evaluated. The results strongly support the claim that the training methodology can be adapted to the cockpit.

Exploring Supervisor-Related Job Resources as Mediators between Supervisor Conflict and Job Attitudes in Hospital Employees

Directory of Open Access Journals (Sweden)

Achim Elfering

2017-03-01

Conclusion: Conflicts with supervisors are likely to reduce job resources and in turn to lower job attitudes. Work design in hospitals should, therefore, address interpersonal working conditions and conflict management in leadership development.

Evaluating the effectiveness of operator education/training program of Fugen

International Nuclear Information System (INIS)

Maeda, Kouichi; Sakruai, Naoto; Nakamura, Shinji

2003-01-01

The ATR Fugen determines 'the Operator Education/Training Program' for plant operators to acquire knowledge, technique and skill from the reactor facility, operation and the other nuclear plant technology. This program consists of the On-the-Job Training (OJT), desk education, ETC training, compact simulator FATRAS training, and lectures in external organization. So it provides education/training according to operators' technical level, knowledge, and experience. Fugen is investigating the most suitable training/education based on past training/education experience. (author)

25 CFR 26.32 - What constitutes a complete Job Training Program application?

Science.gov (United States)

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false What constitutes a complete Job Training Program... JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.32 What constitutes a complete Job Training Program application? A request for training includes: (a) Intake and application data; (b) Feasible...

Language Training: English Training

CERN Document Server

Françoise Benz

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an 'application for training' form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. General and Professional English Courses The next session will take place from 04 October 2004 to 11 February 2005 (3 weeks break at Christmas). These courses are open to all persons working on the CERN site, and to their spouses. For registration and further information on the courses, please consult our Web pages: http://cern.ch/Training or contact Mr. Liptow, tel. 72957. Oral Expression This course is intended for people with a good knowledge of English who want to practise and maintain their speaking skills while extending their vocabulary. There will be approximately 8 participants in...

25 CFR 26.4 - Who administers the Job Placement and Training Program?

Science.gov (United States)

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false Who administers the Job Placement and Training Program... PLACEMENT AND TRAINING PROGRAM General Applicability § 26.4 Who administers the Job Placement and Training Program? The Job Placement and Training Program is administered by the Bureau of Indian Affairs or a...

32 CFR 806b.52 - Who needs training.

Science.gov (United States)

2010-07-01

... specialists, finance officers, information managers, supervisors, and individuals working with medical and security records. Commanders will ensure that above personnel are trained annually in the principles and...

SUPERVISORS' TRANSFORMATIONAL LEADERSHIP AND BULLYING IN THE WORKPLACE.

Science.gov (United States)

Dussault, Marc; Frenette, Éric

2015-12-01

The study tests the relationship between supervisors' transformational, transactional, and laissez-faire leadership and perceived bullying in the workplace. Transformational and transactional leaders can create conditions that make bullying at work less frequent but laissez-faire leadership may cause conflict that can result in bullying. The participants were 288 adults (122 women, 164 men; M age = 38.9 yr., SD = 11.7; M tenure = 7.2 yr.) employed across several organizations. Of the participants, 53.2% were contacted during an evening class in organizational behavior, and the others were workers from a waterproofing company. Scales measuring perceived leadership of a supervisor and perceived bullying at work were administered. Supervisor's transformational and transactional leadership were negatively related to work-related bullying, person-related bullying, and physically intimidating bullying. Transactional leadership was also negatively related to Work-related bullying, perceived Person-related bullying, and perceived Physically intimidating bullying. Supervisor's laissez-faire leadership was positively related to Work-related bullying, perceived Person-related bullying, and perceived Physically intimidating bullying. The use of Bass's model of transformational leadership in relation with the three-factor structure of the Negative Acts Questionnaire-Revised is unique in research on leadership and bullying. The relationship between laissez-faire leadership and leadership support results from previous studies: transactional or transformational leadership is likely to provide an environment that makes bullying more rare than under a negative or passive leadership.

Academic Training: Surviving in space: the challenges of a manned mission to Mars

CERN Multimedia

Françoise Benz

2005-01-01

2005-2006 ACADEMIC TRAINING PROGRAMME LECTURE SERIES 26, 27, 28 October from 11:00 to 12:00 - Main Auditorium, bldg. 500 Surviving in space: the challenges of a manned mission to Mars by L. S. Pinsky / Univ. Houston, USA Program : Lecture I: Understanding the Space Radiation Environment Lecture II: Dosimetry and the Effects of the Exposure of Human Tissue to Heavily Ionizing Radiation Lecture III: Modelling the Interaction of the Space Radiation in Spacecraft & Humans, and Assessing the Risks on a Mission to Mars... ENSEIGNEMENT ACADEMIQUE ACADEMIC TRAINING Françoise Benz 73127 academic.training@cern.ch If you wish to participate in one of the following courses, please tell to your supervisor and apply electronically from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an 'application for training' form available from your Departmental Secretariat or from your DTO (Departmental Training Officer). Applications will be accepted in the order ...

Building capacity for water, sanitation, and hygiene programming: Training evaluation theory applied to CLTS management training in Kenya.

Science.gov (United States)

Crocker, Jonny; Shields, Katherine F; Venkataramanan, Vidya; Saywell, Darren; Bartram, Jamie

2016-10-01

Training and capacity building are long established critical components of global water, sanitation, and hygiene (WaSH) policies, strategies, and programs. Expanding capacity building support for WaSH in developing countries is one of the targets of the Sustainable Development Goals. There are many training evaluation methods and tools available. However, training evaluations in WaSH have been infrequent, have often not utilized these methods and tools, and have lacked rigor. We developed a conceptual framework for evaluating training in WaSH by reviewing and adapting concepts from literature. Our framework includes three target outcomes: learning, individual performance, and improved programming; and two sets of influences: trainee and context factors. We applied the framework to evaluate a seven-month community-led total sanitation (CLTS) management training program delivered to 42 government officials in Kenya from September 2013 to May 2014. Trainees were given a pre-training questionnaire and were interviewed at two weeks and seven months after initial training. We qualitatively analyzed the data using our conceptual framework. The training program resulted in trainees learning the CLTS process and new skills, and improving their individual performance through application of advocacy, partnership, and supervision soft skills. The link from trainees' performance to improved programming was constrained by resource limitations and pre-existing rigidity of trainees' organizations. Training-over-time enhanced outcomes and enabled trainees to overcome constraints in their work. Training in soft skills is relevant to managing public health programs beyond WaSH. We make recommendations on how training programs can be targeted and adapted to improve outcomes. Our conceptual framework can be used as a tool both for planning and evaluating training programs in WaSH. Copyright © 2016 The Authors. Published by Elsevier Ltd.. All rights reserved.

Mapping training needs for dissemination and implementation research: lessons from a synthesis of existing D&I research training programs.

Science.gov (United States)

Chambers, David A; Proctor, Enola K; Brownson, Ross C; Straus, Sharon E

2017-09-01

With recent growth in the field of dissemination and implementation (D&I) research, multiple training programs have been developed to build capacity, including summer training institutes, graduate courses, degree programs, workshops, and conferences. While opportunities for D&I research training have expanded, course organizers acknowledge that available slots are insufficient to meet demand within the scientific and practitioner community. In addition, individual programs have struggled to best fit various needs of trainees, sometimes splitting coursework between specific D&I content and more introductory grant writing material. This article, stemming from a 2013 NIH workshop, reviews experiences across multiple training programs to align training needs, career stage and role, and availability of programs. We briefly review D&I needs and opportunities by career stage and role, discuss variations among existing training programs in format, mentoring relationships, and other characteristics, identify challenges of mapping needs of trainees to programs, and present recommendations for future D&I research training.

Impact of the draft DOE Training and Qualification Standard on an established training and qualification program

International Nuclear Information System (INIS)

Taylor, R.G.; Worley, C.A.

1999-01-01

One of the provisions of Defense Nuclear Facilities Safety Board (DNFSB) Recommendation 97-2 was that the US Department of Energy (DOE) hor e llipsis Develop and institute ahor e llipsiscourse in criticality and criticality safety hor e llipsis to serve as the foundation for a program of formal qualification of criticality engineers. In response, a draft DOE standard establishing requirements for a formal qualification program for nuclear criticality safety (NCS) engineers has been prepared and is currently in review. The Oak Ridge Y-12 plant implemented a formal training and qualification program for NCS engineers in 1995. The program complies with existing DOE requirements. The program was developed using a performance-based systematic approach to training and is accomplished through structured mentoring where experienced personnel interact with candidates through various learning exercises. Self-study, exercises, and work under instruction are all utilized. The candidate's performance is evaluated by mentors and oral boards. Competency gained through experience at other sites can also be credited. Technical portions of the program are primarily contained in an initial Engineer-in-Training segment and in subsequent task-specific qualifications. The Engineer-in-Training segment exposes the candidate to fundamental NCS concepts through example problems; ensures the initial compliance training requirements are met; and includes readings from applicable procedures, technical documents, and standards. Upon completion of this initial training, candidates proceed to task qualifications. Tasks are defined NCS activities such as operational reviews, criticality safety evaluations, criticality safety computations, criticality accident alarm system (CAAS) evaluations, support for emergency management, etc. Qualification on a task basis serves to break up training into manageable pieces and expedites qualification of candidates to perform specific production activities. The

SIMULA - C a simplified PC simulation training fool developed for the initial training of NPP operations personnel

International Nuclear Information System (INIS)

Reuhl, R.

1997-01-01

During initial training of some 50 young reactor operators and shift supervisors in the last 5 years in Biblis it was found that it takes some time before trainees gain a food overview of the most important plant systems and develop a ''feeling'' of the dynamic plant behaviour which is an important prerequisite for the first full-scope simulator training courses. To enhance this, a PC software training tool was developed SIMULA - C. (author)

Managing the consultation with patients with medically unexplained symptoms: a grounded theory study of supervisors and registrars in general practice.

Science.gov (United States)

Stone, Louise

2014-12-05

Patients with medically unexplained symptoms (MUS) commonly present in general practice. They often experience significant disability and have difficulty accessing appropriate care. Many feel frustrated and helpless. Doctors also describe feeling frustrated and helpless when managing these patients. These shared negative feelings can have a detrimental effect on the therapeutic relationship and on clinical outcomes. The aim of this study was to explore how novice and experienced GPs manage patients with MUS and how these skills are taught and learned in GP training. A constructivist grounded theory study with 24 general practice registrars and supervisors in GP training practices across Australia. Registrars lacked a framework for managing patients with MUS. Some described negative feelings towards patients that were uncomfortable and confronting. Registrars also were uncertain about their clinical role: where their professional responsibilities began and ended. Supervisors utilised a range of strategies to address the practical, interpersonal and therapeutic challenges associated with the care of these patients. Negative feelings and a lack of diagnostic language and frameworks may prevent registrars from managing these patients effectively. Some of these negative feelings, such as frustration, shame and helplessness, are shared between doctors and patients. Registrars need assistance to identify and manage these difficult feelings so that consultations are more effective. The care of these patients also raises issues of professional identity, roles and responsibilities. Supervisors can assist their registrars by proactively sharing models of the consultation, strategies for managing their own feelings and frustrations, and ways of understanding and managing the therapeutic relationship in this difficult area of practice.

Heavy Duty Tireman. Open Pit Mining Job Training Series.

Science.gov (United States)

McColman, Don

This training outline for heavy duty tiremen, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for classroom…

Track Dozer Operator. Open Pit Mining Job Training Series.

Science.gov (United States)

British Columbia Dept. of Education, Victoria.

This training outline for track dozer operators, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for…

Rotary Drill Operator. Open Pit Mining Job Training Series.

Science.gov (United States)

Savilow, Bill

This training outline for rotary drill operators, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for…

Haulage Truck Operator. Open Pit Mining Job Training Series.

Science.gov (United States)

British Columbia Dept. of Education, Victoria.

This training outline for haulage truck operators, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for…

Development of Capacity Building Training Programs for Nuclear R and D Personnel

International Nuclear Information System (INIS)

Lee, Eui Jin; Nam, Youngmi; Hwang, Hyeseon; Jang, Eunsook; Song, Eun Ju

2016-01-01

The Nuclear Training and Education Center of the Korea Atomic Energy Research Institute has been operating technical training courses on nuclear engineering, engineering mathematics, management leadership training, out sourced practical training, legal education, etc. Strengthening nuclear R and D capacity is essential for the long-term mission and goals of the institute. Therefore, it requires a comprehensive training program to strengthen the unique capability of the institute that reflects diversity and differentiation. In this regard, the capacity building training program has developed on a modular basis, and the developed training program should be tailored to operate according to the institute needs. The capacity building training program for nuclear R and D personnel was developed to reflect the technology strengths of the institute. The developed training program will be developed into a leading branded education of the institute in the future

Development of Capacity Building Training Programs for Nuclear R and D Personnel

Energy Technology Data Exchange (ETDEWEB)

Lee, Eui Jin; Nam, Youngmi; Hwang, Hyeseon; Jang, Eunsook; Song, Eun Ju [Korea Atomic Energy Research Institute, Daejeon (Korea, Republic of)

2016-10-15

The Nuclear Training and Education Center of the Korea Atomic Energy Research Institute has been operating technical training courses on nuclear engineering, engineering mathematics, management leadership training, out sourced practical training, legal education, etc. Strengthening nuclear R and D capacity is essential for the long-term mission and goals of the institute. Therefore, it requires a comprehensive training program to strengthen the unique capability of the institute that reflects diversity and differentiation. In this regard, the capacity building training program has developed on a modular basis, and the developed training program should be tailored to operate according to the institute needs. The capacity building training program for nuclear R and D personnel was developed to reflect the technology strengths of the institute. The developed training program will be developed into a leading branded education of the institute in the future.

INPO JTA application: developing a competency-based training program

International Nuclear Information System (INIS)

Patrick, P.W.

1985-01-01

Developing a competency-based training program requires the support of a strong curriculum development program. The major thrust of Arkansas Power and Light Company's competency-based curriculum development program is the identification of competencies using position task analysis data, panels, and INPO JTA data. Eight steps in the curriculum development approach provide the logic and rationale of the process: (1) establish competencies, (2) conduct competency verification, (3) develop competency tests, (4) develop curriculum, (5) develop instructional media, (6) validate curriculum and conduct field testing, (7) perform training effectiveness evaluation, and (8) revise the curriculum as needed. The processes describe how INPO JTA's and NRC procedures are cross-referenced to show that standards and requirements imposed or sanctioned by NRC and INPO are met. The competency-based approach to curriculum and training development eliminates the traditional scatterload approach to training and focuses on training to the competency. The primary benefits of competency-based training include accountability, minimal job training to meet job or position requirements, and a process to document an individual's job proficiency

Care, Thoughtfulness, and Tact: A Conceptual Framework for University Supervisors

Science.gov (United States)

Cuenca, Alexander

2010-01-01

The pedagogical work of university supervisors has received little attention in teacher education literature. Based on this concern, this paper provides a conceptual framework for university supervisors, recasting their role as teacher pedagogues focused on responding to the particular contextual needs of student teachers as they learn to teach.…

Getting safely through the shift: a qualitative exploration of the administrative supervisor role.

Science.gov (United States)

Weaver, Susan H; Lindgren, Teri G

2017-09-01

The purpose of this qualitative study was to explore the administrative supervisors' perspective of their managerial practices and how these practices contribute to nurse and patient safety. The position of administrative supervisor, often referred to as house supervisor on the evening and night shifts, lacks empirical data supporting efficacy. A focused ethnographic study was conducted with 30 administrative supervisors from acute care hospitals, using in-depth interviews and job descriptions. Regardless of the size, location or type of hospital, the interviews revealed the administrative supervisor as the hospital shift leader, who achieves nurse and patient safety when performing his/her role responsibilities, despite being disconnected from the nursing management team. To support patient care quality and safety, the administrative supervisor competencies need to be developed along with role-specific education programmes. Additionally, there is a need to recognise these off-shift leaders as a key stakeholder on the nursing leadership team. Although nurse leaders in many countries may believe they understand this role, this is among the first empirical studies. These results can lead discussions on enhancing nurse and patient safety with additional support for administrative supervisors, along with the discussion of a best practice model for off-shift leadership. © 2017 John Wiley & Sons Ltd.

Mentoring Function and Quality of Supervisor Auditor Relationship: Organizational Justice as A Mediation

Directory of Open Access Journals (Sweden)

Rahmawati Rahmawati

2017-06-01

Full Text Available This study empirically examines the antecedents and consequences of organization justice consisting of distributive justice, procedural justice, and interactional justice. The hypothesis of this study are mentoring function positive effect on organization justice, organizational justice positive effect on quality of supervisor-auditor relationship, mentoring function positive effect on quality of supervisor-auditor relationship. In additional, this study also hypothesized that organization justice as mediation between mentoring functions and quality of supervisor-auditor relationship. This study is a survey of 228 government internal auditors of Financial and Development Supervisory Agency-Badan Pengawasan Keuangan dan Pembangunan (BPKP in Java-Bali Indonesia. The technique of collecting data using questionnaires. Test hypotheses using path analysis with SEM-AMOS. The results showed that mentoring function positive effect on organization justice, organizational justice positive effect on quality of supervisor-auditor relationship, mentoring function positive effect on quality of supervisor-auditor relationship. The study also provide an empirical finding that organization justice as mediation between mentoring functions and quality of supervisor-auditor relationship. The study provides recommendations to the BPKP in solving the problems faced by the government in realizing good and clean governance. This study is the first empirically examines the potential benefit of organization justice as a mediation between mentoring function and quality of supervisor-auditor relationship.

Aging and training and development willingness: employee and supervisor mindsets

NARCIS (Netherlands)

van Vianen, A.E.M.; Dalhoeven, B.A.G.W.; de Pater, I.E.

2011-01-01

In this study, we examined individual and situational factors that impact the relationship between age and employee training and development willingness. We proposed that the relationship between age and training and development willingness would be moderated by employees' entity self-theory and

75 FR 13521 - Centers for Independent Living Program-Training and Technical Assistance

Science.gov (United States)

2010-03-22

... DEPARTMENT OF EDUCATION Centers for Independent Living Program--Training and Technical Assistance... for Independent Living Program--Training and Technical Assistance (CIL-TA program). The Assistant... appropriated for the CIL program to provide training and technical assistance to CILs, agencies eligible to...

On-line distance assisted training program for nuclear medicine technologists applied to SPECT-CT and PET-CT (Program DAT-OL). Results of a first course in Argentina

International Nuclear Information System (INIS)

Furnari, J C; Notari, C; Daoud, A; Giannone, C A

2012-01-01

The CNEA and the IDB are running for the second time the Distance Assisted Training course (DAT-OL), which is part of a global program of the International Atomic Energy Agency (IAEA) for Nuclear Medicine technologists working in centers equipped with PET CT and / or SPECT-CT hybrids. Aims: Completion of this course is justified by the strong increase in the installation of hybrid nuclear medicine (NM) systems, the increasing demand for qualified technicians and the lack of formal training opportunity. The course objective is to both promote the qualification of the technologist as improving quality and operational safety in MN participating centers. Material and Methods: This new course is free and is taught in Spanish from the www.datnmt.org website. The study material is available on site and the training is aided by tutors of institutions as CNEA, FUESMEN (School of Nuclear Medicine Foundation), UBA (University of Buenos Aires) and Nuclear Medicine private labs. The DAT-OL is developed in modules: Physics of SPECT / CT and PET / CT; Principles and sectional anatomy CT, SPECT / CT and PET / CT clinical; cyclotron and radiopharmaceutical production; Radiation Safety in PET / CT; Workflows and protocols with PET / CT, clinical reports: normal variants, artifacts and failures. Some of the requirements to take the DAT-OL are: Access to camera PET / CT and / or camera SPECT / CT, and a supervisor (Nuclear Medicine physician or Medical physicist) at the center of NM where the student works. Technicians must have academic qualification, 5 or more years working in centers MN, previous courses in Biology, Physics SPECT and SPECT Clinical course and a Methodology of Radioisotopes and radiation protection course. Results: The first course lasted 12 months including examinations. Tutors have scarcely been consulted. SPECT/CT and PET/CT web examinations, have been developed and evaluated by the authors of the course (B. Hutton and H. Patterson, University of London and

Initiatives in training program evaluation outside the nuclear utility industry

International Nuclear Information System (INIS)

Allen, C.J.

1987-01-01

Training literature is reviewed, and program evaluative practices outside the nuclear utility industry are reported. The findings indicate some innovations in philosophy and practice and program evaluation, although not necessarily in the context of evaluation as a route to assessing the impact of training. Program evaluation is described in the context of the impact of training, suggesting continued efforts to accept a multivariate concept of individual and organizational performance

Family Therapy Training in Child and Adolescent Psychiatry Fellowship Programs

Science.gov (United States)

Rait, Douglas Samuel

2012-01-01

Objective: This study describes the current state of family therapy training in a sample of child and adolescent psychiatry fellowship programs. Method: Child and adolescent psychiatry fellows (N = 66) from seven training programs completed a questionnaire assessing demographics, family therapy training experiences, common models of treatment and…

Development and Validation of a Novice Teacher and Supervisor Survey

Science.gov (United States)

Finster, Matthew

2017-01-01

This brief presents initial evidence about the reliability and validity of a novice teacher survey and a novice teacher supervisor survey. The novice teacher and novice teacher supervisor surveys assess how well prepared novice teachers are to meet the job requirements of teaching. The surveys are designed to provide educator preparation programs…

International Training Program on Nuclear Engineering at Kinki University

International Nuclear Information System (INIS)

Hohara, Sin-ya; Wakabayashi, Genichiro; Yamanishi, Hirokuni; Itoh, Tetsuo

2014-01-01

Outline of the Training Program: • This training program is a 3-years program since 2013. • This program is conducted with 5 universities’ cooperation: Kyushu Univ., Nagoya Univ., Kyung Hee Univ., Kyoto Univ. and Kinki Univ.; • Education is provided in 3 experimental fields: Kinki Univ. Reactor: UTR-KINKI, Kyung Hee Univ. Reactor: AGN-201K, Reconstruction Support Test Field in Fukushima: RSTF; • The language used in the program is English which is not mother tongue for neither Japanese nor Korean students

Demographic Changes in School Psychology Training Programs between 1997 and 2005

Science.gov (United States)

Cannon, Sharon

2009-01-01

The purpose of this study seeks to add to the body of knowledge regarding school psychology training programs by analyzing the data of the 2005 National Association of School Psychologists (NASP) Graduate Training in School Psychology Database, a national survey of psychology training programs. Program directors of all known existing school…

30 CFR 75.1713-6 - First-aid training program; minimum requirements.

Science.gov (United States)

2010-07-01

... 30 Mineral Resources 1 2010-07-01 2010-07-01 false First-aid training program; minimum... § 75.1713-6 First-aid training program; minimum requirements. (a) All first-aid training programs... course of instruction similar to that outlined in “First Aid, A Bureau of Mines Instruction Manual.” (b...

Management Versus Non-Management Knowledge Transfer from Training to Real Work Environments: A Meta-Analysis

National Research Council Canada - National Science Library

2007-01-01

.... A meta-analysis was performed with training transfer as a dependent variable and post-training independent variables of supervisor support, subordinate support, peer support, workplace support...

European advanced driver training programs: Reasons for optimism

Directory of Open Access Journals (Sweden)

Simon Washington

2011-03-01

This paper reviews the predominant features and empirical evidence surrounding post licensing advanced driver training programs focused on novice drivers. A clear articulation of differences between the renewed and current US advanced driver training programs is provided. While the individual quantitative evaluations range from marginally to significantly effective in reducing novice driver crash risk, they have been criticized for evaluation deficiencies ranging from small sample sizes to confounding variables to lack of exposure metrics. Collectively, however, the programs sited in the paper suggest at least a marginally positive effect that needs to be validated with further studies. If additional well controlled studies can validate these programs, a pilot program in the US should be considered.

ISO training program mixes lectures, hands-on exercises

International Nuclear Information System (INIS)

Sakofsky, S.; Vitale, D.

1994-01-01

Early in 1990, the Dresser-Rand Co., made the decision to upgrade its purchased material quality program and pursue ISO 9000 registration for all product divisions. A joint quality-purchasing council from all US based divisions met and developed a new strategy that included: developing and maintaining a common external audit schedule eliminating duplicate audits; development of a formal training program for auditors; implementing a rule for all divisions that called for internal and external audits to be conducted by certified auditors; implementing an aggressive internal audit program for each division preparing for ISO 9001 or 9002 registration. Development of a formal training program began with educating and training future instructors. Two people were selected who had previous audit and quality system experience. Both were sent to various seminars on ISO 9000, attended a lead assessor course, passed the examination, and became registered with the Institute of Quality Assurance (IQA) in the United Kingdom. The original course was developed by a consultant along with one future instructor. Course content used traditional auditing methodology, but included many team exercises including an actual factory audit. The paper describes the methods and contents of this training course

The relationship between supervisor support and registered nurse outcomes in nursing care units.

Science.gov (United States)

Hall, Debra S

2007-01-01

Workplace social support is a major characteristic related to the Job Demand-Control model of job stress. Organizational and managerial support have an effect on nurse satisfaction and burnout. The relationships between perceived supervisor support and measures of nurse occupation-related outcomes were investigated in 3 nursing units within an academic medical center. Nurses with greater levels of perceived supervisor support experienced more positive job outcomes and less negative outcomes, including less occupational stress, than nurses with less perceived supervisor support. Implications for refocusing the role of the nurse supervisor and its effect on multiple nursing occupation-related outcomes are discussed.

Regulatory activities in gaining assurance of training program effectiveness in Canada

International Nuclear Information System (INIS)

Legare, Michele

2003-01-01

This presentation shows the regulator's point of view on evaluating a training program effectiveness. The mission of the Training Program Evaluation Section of the Canadian Atomic Energy Control Board is to obtain and document assurance that the training of NPP operators is effective in providing them with the knowledge and skills needed to become and remain competent. Proposals are made to be considered when drafting the IAEA guideline on evaluation of training program effectiveness

A Rural Special Education Teacher Training Program: Successful Adaptations.

Science.gov (United States)

Prater, Greg; And Others

The Rural Special Education Program (RSEP), a partnership between Northern Arizona University (NAU) and Kayenta Unified School District (KUSD), provides training for preservice special education teachers to work with Native American students and their families. To date, the program has provided training for 63 preservice special education…

A Strength Training Program for Primary Care Patients, Central Pennsylvania, 2012

Science.gov (United States)

Patel, Vijay A.; Kraschnewski, Jennifer L.; Rovniak, Liza S.; Messina, Dino A.; Stuckey, Heather L.; Curry, William J.; Chuang, Cynthia H.; Sherwood, Lisa L.; Hess, Stacy L.

2014-01-01

Introduction Primary care providers can recommend strength training programs to use “Exercise as Medicine,” yet few studies have examined the interest of primary care patients in these programs. Methods We conducted a cross-sectional survey of primary care patients in central Pennsylvania. Interest in participating in free group-based strength training and weight control programs was assessed, in addition to patient demographics, medical history, and quality of life. Results Among 414 patients, most (61.0%) were aged 54 or older, and 64.0% were female. More patients were interested in a strength training program (55.3%) than in a weight control program (45.4%). Nearly three-quarters (72.8%) of those reporting 10 or more days of poor physical health were interested in a strength training program compared with 49.5% of those reporting no days of poor physical health. After adjusting for potential confounders, those reporting poorer physical health had 2.7 greater odds (95% confidence interval, 1.4–5.1) of being interested in a strength training program compared with those reporting better physical health. Patients with hypertension, diabetes, or high cholesterol were not more interested in a strength training program than those without these conditions. Conclusion Primary care practices may consider offering or referring patients to community-based strength training programs. This study observed high levels of interest in these widely available programs. Practices may also consider screening and referring those with poorer physical health, as they may be the most interested and have the most to gain from participating. PMID:24967829

Motherhood during residency training: challenges and strategies.

Science.gov (United States)

Walsh, Allyn; Gold, Michelle; Jensen, Phyllis; Jedrzkiewicz, Michelle

2005-07-01

To determine what factors enable or impede women in a Canadian family medicine residency program from combining motherhood with residency training. To determine how policies can support these women, given that in recent decades the number of female family medicine residents has increased. Qualitative study using in-person interviews. McMaster University Family Medicine Residency Program. Twenty-one of 27 family medicine residents taking maternity leave between 1994 and 1999. Semistructured interviews. The research team reviewed transcripts of audiotaped interviews for emerging themes; consensus was reached on content and meaning. NVIVO software was used for data analysis. Long hours, unpredictable work demands, guilt because absences from work increase workload for colleagues, and residents' high expectations of themselves cause pregnant residents severe stress. This stress continues upon return to work; finding adequate child care is an added stress. Residents report receiving less support from colleagues and supervisors upon return to work; they associate this with no longer being visibly pregnant. Physically demanding training rotations put additional strain on pregnant residents and those newly returned to work. Flexibility in scheduling rotations can help accommodate needs at home. Providing breaks, privacy, and refrigerators at work can help maintain breastfeeding. Allowing residents to remain involved in academic and clinical work during maternity leave helps maintain clinical skills, build new knowledge, and promote peer support. Pregnancy during residency training is common and becoming more common. Training programs can successfully enhance the experience of motherhood during residency by providing flexibility at work to facilitate a healthy balance among the competing demands of family, work, and student life.

Train Repathing in Emergencies Based on Fuzzy Linear Programming

Directory of Open Access Journals (Sweden)

Xuelei Meng

2014-01-01

Full Text Available Train pathing is a typical problem which is to assign the train trips on the sets of rail segments, such as rail tracks and links. This paper focuses on the train pathing problem, determining the paths of the train trips in emergencies. We analyze the influencing factors of train pathing, such as transferring cost, running cost, and social adverse effect cost. With the overall consideration of the segment and station capability constraints, we build the fuzzy linear programming model to solve the train pathing problem. We design the fuzzy membership function to describe the fuzzy coefficients. Furthermore, the contraction-expansion factors are introduced to contract or expand the value ranges of the fuzzy coefficients, coping with the uncertainty of the value range of the fuzzy coefficients. We propose a method based on triangular fuzzy coefficient and transfer the train pathing (fuzzy linear programming model to a determinate linear model to solve the fuzzy linear programming problem. An emergency is supposed based on the real data of the Beijing-Shanghai Railway. The model in this paper was solved and the computation results prove the availability of the model and efficiency of the algorithm.

Train repathing in emergencies based on fuzzy linear programming.

Science.gov (United States)

Meng, Xuelei; Cui, Bingmou

2014-01-01

Train pathing is a typical problem which is to assign the train trips on the sets of rail segments, such as rail tracks and links. This paper focuses on the train pathing problem, determining the paths of the train trips in emergencies. We analyze the influencing factors of train pathing, such as transferring cost, running cost, and social adverse effect cost. With the overall consideration of the segment and station capability constraints, we build the fuzzy linear programming model to solve the train pathing problem. We design the fuzzy membership function to describe the fuzzy coefficients. Furthermore, the contraction-expansion factors are introduced to contract or expand the value ranges of the fuzzy coefficients, coping with the uncertainty of the value range of the fuzzy coefficients. We propose a method based on triangular fuzzy coefficient and transfer the train pathing (fuzzy linear programming model) to a determinate linear model to solve the fuzzy linear programming problem. An emergency is supposed based on the real data of the Beijing-Shanghai Railway. The model in this paper was solved and the computation results prove the availability of the model and efficiency of the algorithm.

Nuclear criticality safety specialist training and qualification programs

International Nuclear Information System (INIS)

Hopper, C.M.

1993-01-01

Since the beginning of the Nuclear Criticality Safety Division of the American Nuclear Society (ANS) in 1967, the nuclear criticality safety (NCS) community has sought to provide an exchange of information at a national level to facilitate the education and development of NCS specialists. In addition, individual criticality safety organizations within government contractor and licensed commercial nonreactor facilities have developed training and qualification programs for their NCS specialists. However, there has been substantial variability in the content and quality of these program requirements and personnel qualifications, at least as measured within the government contractor community. The purpose of this paper is to provide a brief, general history of staff training and to describe the current direction and focus of US DOE guidance for the content of training and qualification programs designed to develop NCS specialists

Enhancing nurses' empowerment: the role of supervisors' empowering management practices.

Science.gov (United States)

Montani, Francesco; Courcy, François; Giorgi, Gabriele; Boilard, Amélie

2015-09-01

This study tests a theoretical model where: (a) nurses' dispositional resistance to change is indirectly negatively related to behavioural empowerment through the mediating role of psychological empowerment; and (b) supervisors' empowering management practices buffer both the negative relationship between dispositional resistance to change and psychological empowerment and the indirect negative relationship between resistance to change and behavioural empowerment via psychological empowerment. Promoting a high level of empowerment among nursing personnel is important to ensure their effectiveness in the context of organizational change. It is thus essential to advance our current understanding of the factors that hamper nurses' psychological and behavioural expressions of empowerment and to clarify supervisor practices that can overcome such barriers. A cross-sectional research design. We collected survey data during 2012 from a sample of 197 nurses from a Canadian hospital undergoing a major organizational change. Results from moderated mediation analyses provided evidence for an indirect negative relationship between dispositional resistance to change and behavioural empowerment through psychological empowerment, and for a moderating (buffering) effect of supervisors' empowering management practices on this mediated relationship. These findings provided support for our hypotheses. Supervisors' empowering management practices represent an important contextual buffer against the negative effects of dispositional resistance to change on nurses' empowerment. Organizations should develop empowering management skills among nurses' supervisors to counteract the detrimental effects of dispositional resistance to change and to sustain an empowered nursing workforce. © 2015 John Wiley & Sons Ltd.

Communication Competence, Leadership Behaviors, and Employee Outcomes in Supervisor-Employee Relationships

Science.gov (United States)

Mikkelson, Alan C.; York, Joy A.; Arritola, Joshua

2015-01-01

Supervisor communication competence and leadership style were used to predict specific employee outcomes. In the study, 276 participants working in various industries completed measures of communication competence and leadership styles about their direct supervisor along with measures of their job satisfaction, motivation, and organizational…

34 CFR 395.11 - Training program for blind individuals.

Science.gov (United States)

2010-07-01

... 34 Education 2 2010-07-01 2010-07-01 false Training program for blind individuals. 395.11 Section... BLIND ON FEDERAL AND OTHER PROPERTY The State Licensing Agency § 395.11 Training program for blind... be provided to blind individuals as vocational rehabilitation services under the Rehabilitation Act...

Characteristics and Outcomes of an Innovative Train-in-Place Residency Program.

Science.gov (United States)

Green-McKenzie, Judith; Emmett, Edward A

2017-10-01

Physicians who make a midcareer specialty change may find their options for formal training are limited. Here, we describe a train-in-place program, with measureable outcomes, created to train midcareer physicians who desire formal training in occupational medicine. We evaluated educational outcomes from a novel residency program for midcareer physicians seeking formal training and board certification in occupational medicine. Physicians train in place at selected clinical training sites where they practice, and participate in 18 visits to the primary training site over a 2-year period. Program components include competency-based training structured around rotations, mentored projects, and periodic auditing visits to train-in-site locations by program faculty. Main outcome measures are achievement of Accreditation Council for Graduate Medical Education Occupational Medicine Milestones, American College of Occupational and Environmental Medicine competencies, performance on the American College of Preventive Medicine examinations, diversity in selection, placement of graduates, and the number of graduates who remain in the field. Since inception of this program in 1997, there have been 109 graduates who comprise 7.2% of new American Board of Preventive Medicine diplomates over the past decade. Graduates scored competitively on the certifying examination, achieved all milestones, expressed satisfaction with training, and are geographically dispersed, representing every US region. Most practice outside the 25 largest standard metropolitan statistical areas. More than 95% have remained in the field. Training in place is an effective approach to provide midcareer physicians seeking comprehensive skills and board certification in occupational medicine formal training, and may be adaptable to other specialties.

Training in radiological protection for nuclear programmes

International Nuclear Information System (INIS)

1975-01-01

Many Member States are developing or already have developed their own national training programmes. The IAEA is actively involved in promoting training in radiological protection for nuclear programmes. The various types of training are fully discussed, with suggested curricula. An earlier report was published as Technical Reports Series No.31 in 1964. In 1973, new and additional information was received from Member States which is reflected in the present report. Training programmes are classified, according to those requiring training: specialists; persons whose work is closely related to radiological protection (administrators, public health officers and industrial health personnel, safety inspectors and engineers in nuclear installations, public service personnel); persons working with radiation; and the general public. Forms, scope and duration of training are discussed. Different types of training programmes are currently required for training of medical doctors (those providing medical surveillance for radiation workers and others dealing with public health aspects of radiation hazards), for technical supervisors, radiologists, and qualified workers in nuclear medicine, technological staff, administrators, persons working with radiation, and public service personnel. Standard curricula and desirable experiments and exercises are discussed. The organization of training together with the facilities, equipment and teaching staff required are considered, as is follow-up training. Annexes 1 to 4 give examples of training curricula and training courses available in various countries, a suggested syllabus for training of technical supervisors, and a bibliography consisting of 210 references dealing with general topics, nuclear radiation physics, radiochemistry and radiation chemistry, radiation biology and biophysics, dosimetry and health physics and radiation protection, medical aspects and toxicology, and environmental aspects

Breaking bad news: A communication competency for ophthalmology training programs.

Science.gov (United States)

Hilkert, Sarah M; Cebulla, Colleen M; Jain, Shelly Gupta; Pfeil, Sheryl A; Benes, Susan C; Robbins, Shira L

As the ophthalmology accreditation system undergoes major changes, training programs must evaluate residents in the 6 core competencies, including appropriately communicating bad news. Although the literature is replete with recommendations for breaking bad news across various non-ophthalmology specialties, no formal training programs exist for ophthalmology. There are many valuable lessons to be learned from our colleagues regarding this important skill. We examine the historic basis for breaking bad news, explore current recommendations among other specialties, and then evaluate a pilot study in breaking bad news for ophthalmology residents. The results of this study are limited by a small number of residents at a single academic center. Future studies from multiple training programs should be conducted to further evaluate the need and efficacy of formal communication skills training in this area, as well as the generalizability of our pilot training program. If validated, this work could serve as a template for future ophthalmology resident training and evaluation in this core competency. Copyright © 2016 Elsevier Inc. All rights reserved.

Front End Loader Operator. Open Pit Mining Job Training Series.

Science.gov (United States)

Savilow, Bill

This training outline for front end loader operators, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for…