Does State Legislation Improve Nursing Workforce Diversity?

Science.gov (United States)

Travers, Jasmine; Smaldone, Arlene; Cohn, Elizabeth Gross

2015-08-01

A health-care workforce representative of our nation's diversity is a health and research priority. Although racial and ethnic minorities represent 37% of Americans, they comprise only 16% of the nursing workforce. The purpose of this study was to examine the effect of state legislation on minority recruitment to nursing. Using data from the National Conference of State Legislatures, American Association of Colleges of Nursing, and U.S. census, we compared minority enrollment in baccalaureate nursing programs of states (Texas, Virginia, Michigan, California, Florida, Connecticut, and Arkansas) before and 3 years after enacting legislation with geographically adjacent states without legislation. Data were analyzed using descriptive and chi-square statistics. Following legislation, Arkansas (13.8%-24.5%), California (3.3%-5.4%), and Michigan (8.0%-10.0%) significantly increased enrollment of Blacks, and Florida (11.8%-15.4%) and Texas (11.2%-13.9%) significantly increased enrollment of Hispanic baccalaureate nursing students. States that tied legislation to funding, encouragement, and reimbursement had larger enrollment gains and greater minority representation. © The Author(s) 2015.

76 FR 18210 - Texas Eastern Transmission, LP; Notice of Application

Science.gov (United States)

2011-04-01

... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission [Docket No. CP11-138-000] Texas Eastern Transmission, LP; Notice of Application On March 15, 2011, Texas Eastern Transmission Corporation (Texas Eastern), 5400 Westheimer Court, Houston, Texas 77056-5310, filed with the Federal Energy Regulatory...

76 FR 49760 - Texas Eastern Transmission, LP; Notice of Application

Science.gov (United States)

2011-08-11

... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission [Docket No. CP11-524-000] Texas Eastern Transmission, LP; Notice of Application Take notice that on July 29, 2011, Texas Eastern Transmission, LP (Texas Eastern), 5400 Westheimer Court, Houston, Texas 77056-5310, filed with the Federal Energy...

78 FR 64933 - Texas Eastern Transmission, LP; Notice of Application

Science.gov (United States)

2013-10-30

... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission [Docket No. CP14-4-000] Texas Eastern Transmission, LP; Notice of Application Take notice that on October 10, 2013, Texas Eastern Transmission, (Texas Eastern), having its principal place of business at 5400 Westheimer Court, Houston, Texas, 77056...

78 FR 42700 - Radio Broadcasting Services; Matagorda, Texas

Science.gov (United States)

2013-07-17

... Broadcasting Services; Matagorda, Texas AGENCY: Federal Communications Commission. ACTION: Final rule. SUMMARY... FM Channel 252A at Matagorda, Texas. This allotment change is part of a hybrid rule making and FM... 291A at Matagorda, Texas, is located within 320 kilometers (199 miles) of the U.S.-Mexican border...

78 FR 43874 - Texas Eastern Transmission, LP; Notice of Application

Science.gov (United States)

2013-07-22

... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission [Docket No. CP13-514-000] Texas Eastern Transmission, LP; Notice of Application On July 2, 2013, Texas Eastern Transmission, LP (Texas Eastern) filed... natural gas facilities no longer in service. As described more fully in the Application, Texas Eastern...

76 FR 38381 - Texas Eastern Transmission, LP; Notice of Amendment

Science.gov (United States)

2011-06-30

... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission [Docket No. CP11-67-001] Texas Eastern Transmission, LP; Notice of Amendment Take notice that on June 13, 2011, Texas Eastern Transmission, LP (Texas Eastern), 5400 Westheimer Court, Houston, Texas 77056, filed in the above referenced docket an amendment...

77 FR 20015 - Texas Eastern Transmission, LP; Notice of Application

Science.gov (United States)

2012-04-03

... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission [Docket No. CP12-88-000] Texas Eastern Transmission, LP; Notice of Application Take notice that on March 19, 2012, Texas Eastern Transmission, LP (Texas Eastern), 5400 Westheimer Court, Houston, Texas 77056-5310, filed an application in Docket No...

77 FR 12045 - Texas Eastern Transmission, LP; Notice of Application

Science.gov (United States)

2012-02-28

... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission [Docket No. CP12-68-000] Texas Eastern Transmission, LP; Notice of Application Take notice that on February 16, 2012, Texas Eastern Transmission, LP (Texas Eastern), PO Box 1642, Houston, Texas 77056 filed an application in the above referenced docket...

76 FR 67397 - Radio Broadcasting Services; Llano, Texas

Science.gov (United States)

2011-11-01

...] Radio Broadcasting Services; Llano, Texas AGENCY: Federal Communications Commission. ACTION: Proposed... substituting Channel 242C3 for vacant Channel 293C3, at Llano, Texas. The proposal is part of a contingently... required for the allotment of Channel 242C3 at Llano, Texas, because the proposed allotment is located...

78 FR 6316 - Enterprise Texas Pipeline LLC; Notice of Compliance Filing

Science.gov (United States)

2013-01-30

... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission [Docket No. PR13-23-000] Enterprise Texas Pipeline LLC; Notice of Compliance Filing Take notice that on January 17, 2013, Enterprise Texas Pipeline LLC filed a revised Statement of Operating Conditions to comply with a Commission order issued in...

78 FR 66352 - Texas Eastern Transmission, LP; Notice of Application

Science.gov (United States)

2013-11-05

... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission [Docket No. CP14-9-000] Texas Eastern Transmission, LP; Notice of Application Take notice that on October 17, 2013, Texas Eastern Transmission, LP (Texas Eastern), 5400 Westheimer Court, Houston, Texas 77056, filed an application in Docket No. CP14-9...

78 FR 79687 - Texas Eastern Transmission, LP; Notice of Application

Science.gov (United States)

2013-12-31

... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission [Docket No. CP14-29-000] Texas Eastern Transmission, LP; Notice of Application Take notice that on December 10, 2013 Texas Eastern Transmission, LP (Texas Eastern), at 5400 Westheimer Court, Houston, Texas 77056, filed an application in Docket No. CP14...

77 FR 26534 - Texas Eastern Transmission, LP; Notice of Application

Science.gov (United States)

2012-05-04

... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission [Docket No. CP12-164-000] Texas Eastern Transmission, LP; Notice of Application Take notice that on April 19, 2012, Texas Eastern Transmission, LP (Texas Eastern), 5400 Westheimer Court, Houston, Texas 77056, filed in Docket No. CP12-164-000, a request...

75 FR 45611 - Texas Eastern Transmission LP; Notice of Application

Science.gov (United States)

2010-08-03

... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission [Docket No. CP10-471-000] Texas Eastern Transmission LP; Notice of Application July 27, 2010. Take notice that on July 15, 2010, Texas Eastern Transmission (Texas Eastern), P.O. Box 1642, Houston, Texas 77251-1642, filed in Docket No. CP10-471-000, an...

76 FR 73618 - Enterprise Texas Pipeline LLC; Notice of Compliance Filing

Science.gov (United States)

2011-11-29

... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission [Docket Nos. PR11-92-001] Enterprise Texas Pipeline LLC; Notice of Compliance Filing Take notice that on November 22, 2011, Enterprise Texas Pipeline LLC (Enterprise Texas) filed a revised Statement of Operating Conditions to comply with a...

76 FR 14387 - Texas Eastern Transmission, LP; Notice of Request Under Blanket Authorization

Science.gov (United States)

2011-03-16

... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission [Docket No. CP11-118-000] Texas Eastern... Eastern Transmission, LP (Texas Eastern), Post Office Box 1642, Houston, Texas 77251-1642, filed in Docket... West Cameron Blocks 566, 565, and 548, offshore Louisiana, under Texas Eastern's blanket certificate...

77 FR 58025 - Texas Regulatory Program

Science.gov (United States)

2012-09-19

... appropriation. When calculating anticipated costs to the Commission for regulating coal mining activity, Texas... (c) Does not have significant adverse effects on competition, employment, investment, productivity...

76 FR 13610 - Enterprise Texas Pipeline LLC; Notice of Compliance Filing

Science.gov (United States)

2011-03-14

... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission [Docket Nos. PR10-14-002; PR11-92-000] Enterprise Texas Pipeline LLC; Notice of Compliance Filing Take notice that on March 1, 2011, Enterprise Texas Pipeline LLC (Enterprise Texas) filed a revised Statement of Rates to its Statement of Operating...

76 FR 25330 - Texas Eastern Transmission, LP; Notice of Request Under Blanket Authorization

Science.gov (United States)

2011-05-04

... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission [Docket No. CP11-216-000] Texas Eastern... Eastern Transmission, LP (Texas Eastern), 5400 Westheimer Court, Houston, Texas 77056, filed in Docket No... in the termination of any services to Texas Eastern's customers, all as more fully set forth in the...

76 FR 29234 - Texas Eastern Transmission, LP; Notice of Request Under Blanket Authorization

Science.gov (United States)

2011-05-20

... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission [Docket No. CP11-477-000] Texas Eastern Transmission, LP; Notice of Request Under Blanket Authorization Take notice that on May 10, 2011 Texas Eastern Transmission, LP (Texas Eastern), 5400 Westheimer Court, Houston, Texas 77056, filed in Docket No. CP11-477-000...

Closing the Gaps: 2015. The Texas Higher Education Plan

Science.gov (United States)

Texas Higher Education Coordinating Board, 2015

2015-01-01

Texas is profiting from a diverse, vibrant and growing economy. Yet this prosperity could turn to crisis if steps are not taken quickly to ensure an educated population and workforce for the future. At present, the proportion of Texans enrolled in higher education is declining. Too few higher education programs are noted for excellence and too few…

The business and technical case for Continuous Commissioning(reg Trade Mark) for enhanced building operations. A case study: Alamo Community College District San Antonio, Texas, U.S.A

Energy Technology Data Exchange (ETDEWEB)

Verdict, Malcolm; Wei, Guanghua [Texas A and M Univ. System, College Station, TX (United States). Energy Systems Laboratory

2005-07-01

This paper provides both the business and technical cases for the 'Continuous Commissioning' of large [>25,000 square feet], buildings through a whole building diagnostic and HVAC optimization approach known as 'Continuous Commissioning'. 'Continuous Commissioning' is defined as the ongoing engineering process to resolve operating problems, improve comfort, optimize energy use and identify retrofits in existing buildings and central plant facilities. It is also known as 'building retro-commissioning' or 'building tune-up'. It involves a rigorous, whole-building, engineering evaluation of the heating and cooling systems to identify mechanical problems, inadequate or ineffective control strategies. Some of the most common problems are: 1) Improper calibration of sensors and metering, 2) inadequate control strategies for optimum operation and comfort, 3) incorrect scheduling of heating and cooling equipment, 4) lack of air and water-side economizer equipment, 5) inadequate building automation systems, and 6) inadequate operations and maintenance. The CC process, described in this paper, was successfully applied at Alamo Community College District (ACCD) in San Antonio, Texas, USA by the Energy Systems Laboratory (ESL), a part of the Texas A and M Univ. System. ACCD has multiple buildings on 4 campuses with total conditioned area of 2.35 Million square feet. ACCD's business approach was unique because the cost of conducting the CC process was financed as an Energy Cost Reduction Measure (ECRM) along with several energy efficiency retrofits.

76 FR 44898 - Texas Eastern Transmission, LP; Notice of Application

Science.gov (United States)

2011-07-27

... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission [Docket No. CP11-508-000] Texas Eastern... lateral line transportation service to the Grays Ferry Cogeneration Partnership (Grays Ferry) and..., the anticipated date for the Commission staff's issuance of the final environmental impact statement...

75 FR 70732 - Enterprise Texas Pipeline LLC; Notice of Baseline Filing

Science.gov (United States)

2010-11-18

... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission [Docket No. PR10-92-001] Enterprise Texas Pipeline LLC; Notice of Baseline Filing November 10, 2010. Take notice that on November 9, 2010, Enterprise Texas Pipeline LLC submitted a revised baseline filing of its Statement of Operating Conditions...

Gender and the radiology workforce: results of the 2014 ACR workforce survey.

Science.gov (United States)

Bluth, Edward I; Bansal, Swati; Macura, Katarzyna J; Fielding, Julia; Truong, Hang

2015-02-01

As part of the 2014 ACR Human Resources Commission Workforce Survey, an assessment of the gender of the U.S. radiologist workforce was undertaken. Radiologist gender in relation to type of practice, work location, leadership roles, and full- versus part-time employment have not previously been assessed by this survey. The survey was completed by group leaders in radiology identified through the Practice of Radiology Environment Database. The response rate to the survey was 22%, representing 35% of all practicing radiologists. The survey found that 78% of the radiology workforce is male, and 22% female. Among the men, 58% work in private practice, and 18% in the academic/university environment; among women, percentages were 43% and 31%, respectively. Of all physician leads, 85% are men, 15% women. Of the full-time radiologists, 15% of men are practice leaders compared with 11% of women. Fewer women than men are in private practice. More women than men practice in academic/university environments. Among part-time radiologists, there are more men than women, but significantly more women work part time than men. Women are in the minority among practice leaders. Copyright © 2015 American College of Radiology. Published by Elsevier Inc. All rights reserved.

Texas LPG fuel cell development and demonstration project

Energy Technology Data Exchange (ETDEWEB)

None, None

2004-07-26

The State Energy Conservation Office has executed its first Fuel Cell Project which was awarded under a Department of Energy competitive grant process. The Texas LPG Fuel Processor Development and Fuel Cell Demonstration Program is a broad-based public/private partnership led by the Texas State Energy Conservation Office (SECO). Partners include the Alternative Fuels Research and Education Division (AFRED) of the Railroad Commission of Texas; Plug Power, Inc., Latham, NY, UOP/HyRadix, Des Plaines, IL; Southwest Research Institute (SwRI), San Antonio, TX; the Texas Natural Resource Conservation Commission (TNRCC), and the Texas Department of Transportation (TxDOT). The team proposes to mount a development and demonstration program to field-test and evaluate markets for HyRadix's LPG fuel processor system integrated into Plug Power's residential-scale GenSys(TM) 5C (5 kW) PEM fuel cell system in a variety of building types and conditions of service. The program's primary goal is to develop, test, and install a prototype propane-fueled residential fuel cell power system supplied by Plug Power and HyRadix in Texas. The propane industry is currently funding development of an optimized propane fuel processor by project partner UOP/HyRadix through its national checkoff program, the Propane Education and Research Council (PERC). Following integration and independent verification of performance by Southwest Research Institute, Plug Power and HyRadix will produce a production-ready prototype unit for use in a field demonstration. The demonstration unit produced during this task will be delivered and installed at the Texas Department of Transportation's TransGuide headquarters in San Antonio, Texas. Simultaneously, the team will undertake a market study aimed at identifying and quantifying early-entry customers, technical and regulatory requirements, and other challenges and opportunities that need to be addressed in planning commercialization of the units

40 CFR 282.93 - Texas State-Administered Program.

Science.gov (United States)

2010-07-01

... provisions will be added to this subpart and notice of any change will be published in the Federal Register... Underground Storage Tank Program, Texas Natural Resource Conservation Commission, P.O. Box 13087, Austin, TX...

Simulation of atmospheric oxidation capacity in Houston, Texas

Science.gov (United States)

Air quality model simulations are performed and evaluated for Houston using the Community Multiscale Air Quality (CMAQ) model. The simulations use two different emissions estimates: the EPA 2005 National Emissions Inventory (NEI) and the Texas Commission on Environmental Quality ...

Opening Doors of Opportunity to Develop the Future Nuclear Workforce - 13325

International Nuclear Information System (INIS)

Mets, Mindy

2013-01-01

The United States' long-term demand for highly skilled nuclear industry workers is well-documented by the Nuclear Energy Institute. In addition, a study commissioned by the SRS Community Reuse Organization concludes that 10,000 new nuclear workers are needed in the two-state region of Georgia and South Carolina alone. Young adults interested in preparing for these nuclear careers must develop specialized skills and knowledge, including a clear understanding of the nuclear workforce culture. Successful students are able to enter well-paying career fields. However, the national focus on nuclear career opportunities and associated training and education programs has been minimal in recent decades. Developing the future nuclear workforce is a challenge, particularly in the midst of competition for similar workers from various industries. In response to regional nuclear workforce development needs, the SRS Community Reuse Organization established the Nuclear Workforce Initiative (NWI R ) to promote and expand nuclear workforce development capabilities by facilitating integrated partnerships. NWI R achievements include a unique program concept called NWI R Academies developed to link students with nuclear career options through firsthand experiences. The academies are developed and conducted at Aiken Technical College and Augusta Technical College with support from workforce development organizations and nuclear employers. Programs successfully engage citizens in nuclear workforce development and can be adapted to other communities focused on building the future nuclear workforce. (authors)

Opening Doors of Opportunity to Develop the Future Nuclear Workforce - 13325

Energy Technology Data Exchange (ETDEWEB)

Mets, Mindy [Nuclear Workforce Initiative Program, SRS Community Reuse Organization, P.O. Box 696, Aiken, SC 29802 (United States)

2013-07-01

The United States' long-term demand for highly skilled nuclear industry workers is well-documented by the Nuclear Energy Institute. In addition, a study commissioned by the SRS Community Reuse Organization concludes that 10,000 new nuclear workers are needed in the two-state region of Georgia and South Carolina alone. Young adults interested in preparing for these nuclear careers must develop specialized skills and knowledge, including a clear understanding of the nuclear workforce culture. Successful students are able to enter well-paying career fields. However, the national focus on nuclear career opportunities and associated training and education programs has been minimal in recent decades. Developing the future nuclear workforce is a challenge, particularly in the midst of competition for similar workers from various industries. In response to regional nuclear workforce development needs, the SRS Community Reuse Organization established the Nuclear Workforce Initiative (NWI{sup R}) to promote and expand nuclear workforce development capabilities by facilitating integrated partnerships. NWI{sup R} achievements include a unique program concept called NWI{sup R} Academies developed to link students with nuclear career options through firsthand experiences. The academies are developed and conducted at Aiken Technical College and Augusta Technical College with support from workforce development organizations and nuclear employers. Programs successfully engage citizens in nuclear workforce development and can be adapted to other communities focused on building the future nuclear workforce. (authors)

Differences in Texas Community College Certificate Completion Rates by Ethnicity/Race, Gender, and Institution Enrollment

Science.gov (United States)

Godley, Scott

2017-01-01

Purpose: The purpose of the first study within this journal-ready dissertation was to determine the extent to which ethnicity/race-based differences were present in Texas community college completion rates specifically within workforce certificate programs. Regarding the second study, the purpose was to determine the extent to which gender…

Educational pipelines of nurses in Texas: promoting academic mobility through partnerships.

Science.gov (United States)

Darnall, Emily D; Kishi, Aileen; Wiebusch, Pamela

2011-01-01

Texas, like many states across the nation, is struggling to position itself to achieve the Institute of Medicine (IOM) recommendations on the future of nursing. This article provides insights into the hurdles faced by Texas in achieving some of the IOM goals, particularly those related to a better educated nursing workforce. Only 9% of actively licensed nurses have pursued higher degrees, putting Texas below the national average. Currently, there is a gap between actual academic mobility and national recommendations to increase the numbers of baccalaureate- and doctorate-prepared nurses by 2020. The purpose of this study was to evaluate the educational pipeline in the state of Texas while suggesting partnerships as a solution to promote academic mobility. This cross-sectional study evaluated the academic mobility of four selected cohorts of nurses who have been in practice for 5 to 20 years. The findings revealed limited academic mobility compared with national benchmarks among all cohorts, regardless of basic degree and length in the profession. Educational pipelines for nurses need to be more dynamic in Texas than current trends reflect. Collaboration and partnerships between academics, clinicians, administrators, employers, and policy makers should be developed to address barriers that are deterring nurses from continuing their education. Copyright © 2011 Elsevier Inc. All rights reserved.

Public health workforce research in review: a 25-year retrospective.

Science.gov (United States)

Hilliard, Tracy M; Boulton, Matthew L

2012-05-01

The Robert Wood Johnson Foundation commissioned a systematic review of public health workforce literature in fall 2010. This paper reviews public health workforce articles published from 1985 to 2010 that support development of a public health workforce research agenda, and address four public health workforce research themes: (1) diversity; (2) recruitment, retention, separation, and retirement; (3) education, training, and credentialing; and (4) pay, promotion, performance, and job satisfaction. PubMed, ERIC, and Web of Science databases were used to search for articles; Google search engine was used to identify gray literature. The study used the following inclusion criteria: (1) articles written in English published in the U.S.; (2) the main theme(s) of the article relate to at least one of the four public health workforce research themes; and (3) the document focuses on the domestic public health workforce. The literature suggests that the U.S. public health workforce is facing several urgent priorities that should be addressed, including: (1) developing an ethnically/racially diverse membership to meet the needs of an increasingly diverse nation; (2) recruiting and retaining highly trained, well-prepared employees, and succession planning to replace retirees; (3) building public health workforce infrastructure while also confronting a major shortage in the public health workforce, through increased education, training, and credentialing; and (4) ensuring competitive salaries, opportunities for career advancement, standards for workplace performance, and fostering organizational cultures which generate high levels of job satisfaction for effective delivery of services. Additional research is needed in all four thematic areas reviewed to develop well-informed, evidence-based strategies for effectively addressing critical issues facing the public health workforce. Copyright © 2012 American Journal of Preventive Medicine. Published by Elsevier Inc. All rights

78 FR 17389 - Texas Eastern Transmission, LP; Notice of Application for Certificate of Public Convenience and...

Science.gov (United States)

2013-03-21

... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission [Docket Nos. CP13-84-000; PF12-19-000] Texas Eastern Transmission, LP; Notice of Application for Certificate of Public Convenience and Necessity and Authorization for Abandonment Take notice that on February 27, 2013, Texas Eastern...

The US pediatric nephrology workforce: a report commissioned by the American Academy of Pediatrics.

Science.gov (United States)

Primack, William A; Meyers, Kevin E; Kirkwood, Suzanne J; Ruch-Ross, Holly S; Radabaugh, Carrie L; Greenbaum, Larry A

2015-07-01

The US pediatric nephrology workforce is poorly characterized. This report describes clinical and nonclinical activities, motivations and disincentives to a career in pediatric nephrology, future workforce needs, trainee recruitment, and possible explanations for personnel shortages. An e-mail survey was sent in 2013 to all identified US-trained or -practicing pediatric nephrologists. Of 504 respondents, 51% are men, 66% are US graduates, and 73% work in an academic setting. About 20% of trained pediatric nephrologists no longer practice pediatric nephrology. Among the 384 respondents practicing pediatric nephrology full or part-time in the United States, the mean work week was 56.1±14.3 hours, with time divided between patient care (59%), administration (13%), teaching (10%), clinical research (9%), basic research (6%), and other medical activities (3%). Most (>85%) care for dialysis and transplantation patients. The median number of weeks annually on call is 16, and 29% work with one or no partner. One-third of US pediatric nephrologists (n=126) plan to reduce or stop clinical nephrology practice in the next 5 years, and 53% plan to fully or partially retire. Almost half the division chiefs (47%) report inadequate physician staffing. Ongoing efforts to monitor and address pediatric nephrology workforce issues are needed. Copyright © 2015 National Kidney Foundation, Inc. Published by Elsevier Inc. All rights reserved.

78 FR 6130 - Certain Electronic Digital Media Devices and Components Thereof: Commission Determination To...

Science.gov (United States)

2013-01-29

... a domestic industry. The respondents named in the Commission's notice of investigation are Samsung Electronics Co, Ltd. of Korea; Samsung Electronics America, Inc. of Ridgefield Park, New Jersey; and Samsung Telecommunications America, LLC of Richardson, Texas (collectively, ``Samsung''). A Commission investigative attorney...

Disbursement of $65 million to the State of Texas for construction of a Regional Medical Technology Center at the former Superconducting Super Collider Site, Waxahachie, Texas

International Nuclear Information System (INIS)

1995-05-01

As part of a settlement agreement between the US DOE and the State of Texas, DOE proposes to transfer $65 million of federal funds to the Texas National Research Laboratory Commission (TNLRC) for construction of the Regional Medical Technology Center (RMTC) to be located in Ellis County, Texas. The RMTC would be a state-of-the-art medical facility for proton cancer therapy, operated by the State of Texas in conjunction with the University of Texas Southwestern Medical Center. The RMTC would use the linear accelerator assets of the recently terminated DOE Superconducting Super Collider Project to accelerate protons to high energies for the treatment of cancer patients. The current design provides for treatment areas, examination rooms, support laboratories, diagnostic imaging equipment, and office space as well as the accelerators (linac and synchrotron) and beam steering and shaping components. The potential environmental consequences of the proposed action are expected to be minor

The Texas concurrent characterization, licensing, and development process

Energy Technology Data Exchange (ETDEWEB)

Avant, R.V. Jr. [Texas Low-Level Radioactive Waste Disposal Authority, Austin, TX (United States)

1993-03-01

The 72nd Texas Legislature specifically delineated a 400-square-mile area in southeast Hudspeth County where siting activities would be limited. The Authority was given unprecedented powers of property access and eminent domain and expanded budget authority to conduct site selection, characterization, and licensing. In the summer of 1991, the Authority identified five general siting areas in the prescribed region, and in the fall of 1991, the Authority narrowed the siting area to one large ranch composed of about 16,000 acres--called the Faskin Ranch. Site characterization began in 1991 and will be complete by September 1993. In September 1991, Authority staff began preparing the license application and included all available information on the Faskin Ranch. At its February meeting, the Authority`s board directed staff to submit the license application to the Texas Water Commission (the new Texas radiation control agency). The license application was submitted on March 2, 1992, and on April 15, 1992, the Commission determined that the application was sufficiently complete to begin review. Discrete technical packages such as groundwater hydrology, surface water hydrology, design, etc., will be submitted to the agency for review on the completion of each package. A schedule has been developed to allow the regulators the maximum time possible to review critical technical areas while minimizing the total review period.

77 FR 74882 - STP Nuclear Operating Company, South Texas Project; Notice of Availability of Draft Supplement 48...

Science.gov (United States)

2012-12-18

... Operating Company, South Texas Project; Notice of Availability of Draft Supplement 48 to the Generic Environmental Impact Statement for License Renewal of Nuclear Plants and Public Meetings for the License Renewal of South Texas Project Notice is hereby given that the U.S. Nuclear Regulatory Commission (NRC) has...

Canadian Nuclear Safety Commission's intern program

International Nuclear Information System (INIS)

Gilmour, P.E.

2002-01-01

The Intern Program was introduced at the Canadian Nuclear Safety Commission, Canada's Nuclear Regulator in response to the current competitive market for engineers and scientists and the CNSC's aging workforce. It is an entry level staff development program designed to recruit and train new engineering and science graduates to eventually regulate Canada's nuclear industry. The program provides meaningful work experience and exposes the interns to the general work activities of the Commission. It also provides them with a broad awareness of the regulatory issues in which the CNSC is involved. The intern program is a two-year program focusing on the operational areas and, more specifically, on the generalist functions of project officers. (author)

Department of Energy: Nuclear S&T workforce development programs

International Nuclear Information System (INIS)

Bingham, Michelle; Bala, Marsha; Beierschmitt, Kelly; Steele, Carolyn; Sattelberger, Alfred P.; Bruozas, Meridith A.

2016-01-01

The U.S. Department of Energy (DOE) national laboratories use their expertise in nuclear science and technology (S&T) to support a robust national nuclear S&T enterprise from the ground up. Traditional academic programs do not provide all the elements necessary to develop this expertise, so the DOE has initiated a number of supplemental programs to develop and support the nuclear S&T workforce pipeline. This document catalogs existing workforce development programs that are supported by a number of DOE offices (such as the Offices of Nuclear Energy, Science, Energy Efficiency, and Environmental Management), and by the National Nuclear Security Administration (NNSA) and the Naval Reactor Program. Workforce development programs in nuclear S&T administered through the Department of Homeland Security, the Nuclear Regulatory Commission, and the Department of Defense are also included. The information about these programs, which is cataloged below, is drawn from the program websites. Some programs, such as the Minority Serving Institutes Partnership Programs (MSIPPs) are available through more than one DOE office, so they appear in more than one section of this document.

Long-term changes in river system hydrology in Texas

Directory of Open Access Journals (Sweden)

Y. Zhang

2018-06-01

Full Text Available Climate change and human actives are recognized as a topical issue that change long-term water budget, flow-frequency, and storage-frequency characteristics of different river systems. Texas is characterized by extreme hydrologic variability both spatially and temporally. Meanwhile, population and economic growth and accompanying water resources development projects have greatly impacted river flows throughout Texas. The relative effects of climate change, water resources development, water use, and other factors on long-term changes in river flow, reservoir storage, evaporation, water use, and other components of the water budgets of different river basins of Texas have been simulated in this research using the monthly version of the Water Rights Analysis Package (WRAP modelling system with input databases sets from the Texas Commission on Environmental Quality (TCEQ and Texas Water Development Board (TWDB. The results show that long-term changes are minimal from analysis monthly precipitation depths. Evaporation rates vary greatly seasonally and for much of the state appear to have a gradually upward trend. River/reservoir system water budgets and river flow characteristics have changed significantly during the past 75 years in response to water resources development and use.

Status of the Texas low-level radioactive waste disposal site - construction sequencing and staffing patterns

International Nuclear Information System (INIS)

Jacobi, L.R. Jr.

1996-01-01

The Texas Low-Level Radioactive Waste Disposal Authority, an agency of the State of Texas, has been attempting to develop a site for the disposal of low-level radioactive waste in Texas for more than fourteen years. Since 1991, the agency has been evaluating a site near Sierra Blanca, in far west Texas. Site characterization was completed in 1992, and a license application was filed that year. Construction plans were completed in 1993. In April 1996, the licensing agency, the Texas Natural Resource Conservation Commission, completed its review and proposed to issue a license. The administrative hearings on the proposed license should be completed by July 1997. The Authority is prepared to begin construction and operations as soon as a final license can be issued

Nuclear Regulatory Commission issuances, May 1993

International Nuclear Information System (INIS)

1993-05-01

This report contains the issuances received during the specified period (May 1993) from the Commission (CLI), the Atomic Safety and Licensing Boards (LBP), the Administrative Law Judges (ALJ), the Directors' Decisions (DD), and the Denials of Petitions for Rulemaking (DPRM). The summaries and headnotes preceding the opinions reported herein are not deemed a part of these opinions or have any independent legal significance. Contents of this document include an Issuance of the Nuclear Regulatory Commission with respect to the Sacramento Municipal Utility District and Issuances of Directors' Decisions concerning the Interstate Nuclear Service Corporation; Niagara Mohawk Power Corporation; and Texas Utilities Electric Company, et al. and All Nuclear Power Plants with Thermo-Lag Fire Barriers

It's about time : investing in transportation to keep Texas economically competitive : executive summary.

Science.gov (United States)

2011-03-01

In 2008, Texas Transportation Commission Chair Deirdre Delisi : appointed members of the original 2030 Committee. The initial : charge of this committee made up of experienced and respected : business leaders was to provide an independent, authoritat...

76 FR 8709 - Environmental Impact Statement; Proposed Cattle Fever Tick Control Barrier in South Texas

Science.gov (United States)

2011-02-15

... Texas Animal Health Commission. The program was established to eliminate bovine babesiosis, a severe and... ticks (collectively referred to as ``fever ticks'') carry protozoan parasites that cause babesiosis. The...

76 FR 55722 - U.S. Advisory Commission on Public Diplomacy; Notice of Meeting

Science.gov (United States)

2011-09-08

.... on September 15, 2011, in the Loy Henderson conference room of the State Department's Harry S Truman... Texas; Ms. Lezlee Westine of Virginia; and, Mr. Sim Farar of California. Two seats on the Commission are...

The Texas Energy-Only Resource Adequacy Mechanism

Energy Technology Data Exchange (ETDEWEB)

Schubert, Eric S.; Hurlbut, David; Adib, Parviz; Oren, Shmuel

2006-12-15

On Sept. 13, 2006, the Public Utility Commission of Texas put into effect a new Resource Adequacy and Market Power Rule which establishes an Energy-Only resource adequacy mechanism in the ERCOT electricity market, relaxes the $1,000 per MWh offer cap, and replaced existing market mitigation procedures with more market transparency and prompt information disclosure. The authors describe the motivation and rationale underlying the new rule, its development process, and its implementation details. (author)

The Texas Energy-Only Resource Adequacy Mechanism

International Nuclear Information System (INIS)

Schubert, Eric S.; Hurlbut, David; Adib, Parviz; Oren, Shmuel

2006-01-01

On Sept. 13, 2006, the Public Utility Commission of Texas put into effect a new Resource Adequacy and Market Power Rule which establishes an Energy-Only resource adequacy mechanism in the ERCOT electricity market, relaxes the $1,000 per MWh offer cap, and replaced existing market mitigation procedures with more market transparency and prompt information disclosure. The authors describe the motivation and rationale underlying the new rule, its development process, and its implementation details. (author)

Assessment of the economic implications of 10CFR61 on the south Texas project

International Nuclear Information System (INIS)

Kniazewyez, B.G.; Turner, C.M.

1984-01-01

The State of Texas, as an Agreement State, is developing Texas Part 45, ''Licensing Requirements fo Near-Surface Land Disposal of Radioactive Waste'' to implement the intent of the Nuclear Regulatory Commission's (NRC) Title 10 to the Code of Federal Regulations, Part 61 (10CFR61) ''Licensing Requirement for Land Disposal of Radioactive Waste.'' This paper addresses the potential economic impact of the proposed Texas Part 45 and 10CFR61 on the South Texas Project (STP). The Texas Department of Health is developing the proposed rule making Texas Part 45 pertaining to land disposal of radioactive waste, which together with proposed amendments to related portions of Texas Parts 11 and 21, provide the licensing procedures, performance objectives, and technical criteria for licensing disposal facilities. These regulations establish requirements concerning allowable waste forms, classification, packaging, and labeling of waste, as well as acceptable shipping records and manifests. Thus, the regulations' impact upon a nuclear power plant such as STP include not only shipping and disposal costs, but also the costs of proper preparation, classification, and labeling of waste, and the cost of associated record keeping and paperwork required for compliance with the regulations

Hazardous waste incinerator permitting in Texas from inception to operation

International Nuclear Information System (INIS)

Simms, M.D.; McDonnell, R.G. III

1991-01-01

The regulatory permitting process for hazardous waste incinerators i a long and arduous proposition requiring a well-developed overall strategy. In Texas, RCRA permits for the operation of hazardous waste incinerator facilities are issued through the federally delegated Texas Water Commission (TWC). While the TWC has primacy in the issuance of RCRA permits for hazardous waste incinerators, the Texas Air Control Board (TACB) provides a significant portion of the Part B application review and provides much of the permit language. In addition to dealing with regulatory agencies, RCRA permitting provides by significant public involvement. Often the lack of public support becomes a major roadblock for an incinerator project. In order to establish an effective strategy which addresses the concerns of regulatory agencies and the public, it is important to have an understanding of the steps involved in obtaining a permit. A permit applicant seeking to construct a new hazardous waste incinerator can expect to go through a preapplication meeting with government regulators, a site selection process, file an application, respond to calls for additional technical information from both the TACB and the TWC, defend the application in a hearing, have a recommendation from a TWC hearing examiner and, finally, receive a determination from the TWC's Commissioners. Presuming a favorable response from the Commission, the permittee will be granted a trial burn permit and may proceed with the construction, certification and execution of a trial burn at the facility. Subsequent to publication of the trial burn results and approval by the TWC, the permittee will possess an operational hazardous waste incinerator permit. The paper describes the major steps required to receive an operational permit for a hazardous waste incinerator in the State of Texas. Important issues involved in each step will be discussed including insights gained from recent incinerator permitting efforts

Health Workforce Planning

Science.gov (United States)

Al-Sawai, Abdulaziz; Al-Shishtawy, Moeness M.

2015-01-01

In most countries, the lack of explicit health workforce planning has resulted in imbalances that threaten the capacity of healthcare systems to attain their objectives. This has directed attention towards the prospect of developing healthcare systems that are more responsive to the needs and expectations of the population by providing health planners with a systematic method to effectively manage human resources in this sector. This review analyses various approaches to health workforce planning and presents the Six-Step Methodology to Integrated Workforce Planning which highlights essential elements in workforce planning to ensure the quality of services. The purpose, scope and ownership of the approach is defined. Furthermore, developing an action plan for managing a health workforce is emphasised and a reviewing and monitoring process to guide corrective actions is suggested. PMID:25685381

Development of a low level radioactive waste disposal site in Texas - 1994 status

International Nuclear Information System (INIS)

Jacobi, L.R. Jr.

1995-01-01

The Texas Low Level Radioactive Waste Disposal Authority, an agency of the State of Texas, has been trying to develop a site for the disposal of low level radioactive waste in Texas for over ten years. Since 1991, the agency has been evaluating a site near Sierra Blanca, in far west Texas. Site characterization has been completed and a license application has been filed with the Texas Natural Resource Conservation Commission. Construction plans were completed in 1993, and the agency is prepared to begin construction and operations as soon as a license can be issued. Development costs for the site are borne by the utility companies and other major generators in Texas through the assessment of a planning and implementation fee. Total costs to date are approximately $26 million. As the project moves toward completion, state and national anti-nuclear activist groups have become more involved in attempts to thwart the Texas government's effort to solve the radioactive waste problem. To counter this increased opposition, the Texas utility companies and medical radioactive waste generators have also become more active in responding to these groups. This has been very helpful and is in keeping with the elements of building block 12 of the Nuclear Power Oversight Committee's Strategic Plan for Building New Nuclear Power Plants. This paper and poster session look at the schedule, design, and long term prospects for ultimate success of the project

78 FR 12354 - Certain Wireless Consumer Electronics Devices and Components Thereof; Commission Determination...

Science.gov (United States)

2013-02-22

... domestic industry. The Commission's notice of investigation named numerous respondents, including Huawei Technologies Co, Ltd. of Shenzhen, China (``Huawei''); Huawei North America of Plano, Texas (``Huawei North..., Complainants filed a motion to amend the Complaint and NOI to remove Huawei North America as a respondent and...

Safety-evaluation report related to renewal of the operating license for the Texas A and M University Research Reactor. Docket No. 50-128, License R-83

International Nuclear Information System (INIS)

1983-03-01

This Safety Evaluation Report for the application filed by the Texas A and M University (Texas A and M) for a renewal of operating license number R-83 to continue to operate a research reactor has been prepared by the Office of Nuclear Reactor Regulation of the US Nuclear Regulatory Commission. The facility is owned and operated by the Texas Engineering and Experiment Station of the Texas A and M University and is located on the campus in College Station, Brazos County, Texas. The staff concludes that the TRIGA reactor facility can continue to be operated by Texas A and M University without endangering the health and safety of the public

Building allied health workforce capacity: a strategic approach to workforce innovation.

Science.gov (United States)

Somerville, Lisa; Davis, Annette; Elliott, Andrea L; Terrill, Desiree; Austin, Nicole; Philip, Kathleen

2015-06-01

The aim of the present study was to identify areas where allied health assistants (AHAs) are not working to their full scope of practice in order to improve the effectiveness of the allied health workforce. Qualitative data collected via focus groups identified suitable AHA tasks and a quantitative survey with allied health professionals (AHPs) measured the magnitude of work the current AHP workforce spends undertaking these tasks. Quantification survey results indicate that Victoria's AHP workforce spends up to 17% of time undertaking tasks that could be delegated to an AHA who has relevant training and adequate supervision. Over half this time is spent on clinical tasks. The skills of AHAs are not being optimally utilised. Significant opportunity exists to reform the current allied health workforce. Such reform should result in increased capacity of the workforce to meet future demands.

Workforce Planning in Complex Organizations

National Research Council Canada - National Science Library

2004-01-01

...) civilian acquisition workforces. The greater need for workforce planning is expected to arise from an unusually heavy workforce turnover, itself due to a large number of expected retirements among older employees in a workforce...

Is surgical workforce diversity increasing?

Science.gov (United States)

Andriole, Dorothy A; Jeffe, Donna B; Schechtman, Kenneth B

2007-03-01

We sought to determine the extent to which recent increases in levels of gender and racial diversity in the overall resident-physician workforce were evident among core-surgical specialty resident workforces. Chi-square tests for trend assessed the importance of changes from 1996 to 2004 in proportions of women and African Americans in the surgery-resident workforce. Surgery-resident trends were compared with overall resident workforce trends using two-tailed t-tests to compare regression slopes that quantified rates of change over time. Chi-square tests assessed differences between proportions of women and African Americans in the current overall board-certified workforce and their proportions in the surgery board-certified workforce. From 1996 to 2004, proportions of women increased in all seven surgical specialties studied. Compared with the overall trend toward increasing proportions of women in the resident workforce, the trend in one surgical specialty was larger (obstetrics/gynecology, p 0.05), and two were smaller (each p 0.05). Proportions of African Americans decreased in three specialties (each p workforce, except obstetrics/gynecology, remained lower than in the overall board-certified workforce (each p workforces have persisted since 1996 and will likely perpetuate ongoing surgery board-certified workforce disparities.

More care out of hospital? A qualitative exploration of the factors influencing the development of the district nursing workforce in England.

Science.gov (United States)

Drennan, Vari M

2018-01-01

Objectives Many countries seek to improve care for people with chronic conditions and increase delivery of care outside of hospitals, including in the home. Despite these policy objectives in the United Kingdom, the home visiting nursing service workforce, known as district nursing, is declining. This study aimed to investigate the factors influencing the development of district nursing workforces in a metropolitan area of England. Methods A qualitative study in a metropolitan area of three million residents in diverse socio-economic communities using semi-structured interviews with a purposive sample of senior nurses in provider and commissioning organizations. Thematic analysis was framed by theories of workforce development. All participants reported that the context for the district nursing service was one of major reorganizations in the face of wider National Health Service changes and financial pressures. The analysis identified five themes that can be seen to impact the ways in which the district nursing workforce was developed. These were: the challenge of recruitment and retention, a changing case-mix of patients and the requirement for different clinical skills, the growth of specialist home visiting nursing services and its impact on generalist nursing, the capacity of the district nursing service to meet growing demand, and the influence of the short-term service commissioning process on the need for long-term workforce development. Conclusion There is an apparent paradox between health policies which promote more care within and closer to home and the reported decline in district nursing services. Using the lens of workforce development theory, an explanatory framework was offered with factors such as the nature of the nursing labour market, human resource practices, career advancement opportunities as well as the contractual context and the economic environment.

10 CFR Appendix A to Part 73 - U.S. Nuclear Regulatory Commission Offices and Classified Mailing Addresses

Science.gov (United States)

2010-01-01

... PROTECTION OF PLANTS AND MATERIALS Pt. 73, App. A Appendix A to Part 73—U.S. Nuclear Regulatory Commission..., Louisiana, Montana, Nebraska, Nevada, New Mexico, North Dakota, Oklahoma, Oregon, South Dakota, Texas, Utah...

76 FR 70438 - Enterprise Intrastate L.P., Enterprise Texas Pipeline LLC; Notice of Filing

Science.gov (United States)

2011-11-14

... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission [Docket No. PR12-4-000; Docket No. PR12-5-000; Not Consolidated] Enterprise Intrastate L.P., Enterprise Texas Pipeline LLC; Notice of Filing Take notice that on November 1, 2011, the applicants listed above filed a revised Statement of...

Cultural diversity in hospitality management : how to improve cultural diversity workforce

OpenAIRE

Korjala, Veera

2013-01-01

The bachelor´s thesis investigates cultural diversity in the hospitality management. It aims at presenting effective ways to improve cultural diversity in a workplace. This study was commissioned by JW Marriott San Antonio Hill Country Resort & Spa in Texas, USA and three hotels in Stillwater, Oklahoma, USA: Atherton Hotel, Hampton Inn & Suites and Residence Inn. The bachelor´s thesis incorporates culture theories and their applications to the workplace. Additionally, it focuses on cultural d...

Workforce planning for DOE/EM: Assessing workforce demand and supply

Energy Technology Data Exchange (ETDEWEB)

Lewis, R.E.; Ulibarri, C.A.

1993-10-01

The US Department of Energy (DOE) has committed to bringing its facilities into regulatory compliance and restoring the environment of sites under its control by the year 2019. Responsibility for accomplishing this goal is vested with the Office of Environmental Restoration and Waste Management (EM). Concerns regarding the availability of workers with the necessary technical skills and the prospect of retraining workers from other programs within DOE or other industries are addressed in this report in several ways. First, various workforce projections relevant to EM occupations are compared to determine common findings and resolve inconsistencies. Second, case studies, interviews, and published data are used to examine the potential availability of workers for these occupations via occupational mobility, training/retraining options, and salary adjustments. Third, demand and supply factors are integrated in a framework useful for structuring workforce analyses. The analyses demonstrate that workforce skills are not anticipated to change due to the change in mission; science, engineering, and technician occupations tend to be mobile within and across occupational categories; experience and on-the-job training are more crucial to issues of worker supply than education; and, the clarity of an organization`s mission, budget allocation process, work implementation and task assignment systems are critical determinants of both workforce need and supply. DOE is encouraged to create a more stable platform for workforce planning by resolving organizational and institutional hindrances to accomplishing work and capitalizing on workforce characteristics besides labor {open_quotes}supply{close_quotes} and demographics.

Understanding Excess Emissions from Industrial Facilities: Evidence from Texas.

Science.gov (United States)

Zirogiannis, Nikolaos; Hollingsworth, Alex J; Konisky, David M

2018-03-06

We analyze excess emissions from industrial facilities in Texas using data from the Texas Commission on Environmental Quality. Emissions are characterized as excess if they are beyond a facility's permitted levels and if they occur during startups, shutdowns, or malfunctions. We provide summary data on both the pollutants most often emitted as excess emissions and the industrial sectors and facilities responsible for those emissions. Excess emissions often represent a substantial share of a facility's routine (or permitted) emissions. We find that while excess emissions events are frequent, the majority of excess emissions are emitted by the largest events. That is, the sum of emissions in the 96-100th percentile is often several orders of magnitude larger than the remaining excess emissions (i.e., the sum of emissions below the 95th percentile). Thus, the majority of events emit a small amount of pollution relative to the total amount emitted. In addition, a small group of high emitting facilities in the most polluting industrial sectors are responsible for the vast majority of excess emissions. Using an integrated assessment model, we estimate that the health damages in Texas from excess emissions are approximately $150 million annually.

The Texas-Edinburgh-Catania Silicon Array (TECSA): A detector for nuclear astrophysics and nuclear structure studies with rare isotope beams

Energy Technology Data Exchange (ETDEWEB)

Roeder, B.T., E-mail: broeder@comp.tamu.ed [Cyclotron Institute, Texas A and M University, College Station, TX 77843-3366 (United States); McCleskey, M.; Trache, L.; Alharbi, A.A.; Banu, A. [Cyclotron Institute, Texas A and M University, College Station, TX 77843-3366 (United States); Cherubini, S. [INFN-Laboratori Nazionali del Sud, Via S. Sofia 62, I95123 Catania (Italy); Dipartimento di Fisica e Astronomia, Universita di Catania, I95123 Catania (Italy); Davinson, T. [University of Edinburgh, Edinburgh EH9 3JZ (United Kingdom); Goldberg, V.Z. [Cyclotron Institute, Texas A and M University, College Station, TX 77843-3366 (United States); Gulino, M. [INFN-Laboratori Nazionali del Sud, Via S. Sofia 62, I95123 Catania (Italy); Dipartimento di Fisica e Astronomia, Universita di Catania, I95123 Catania (Italy); Pizzone, R.G. [INFN-Laboratori Nazionali del Sud, Via S. Sofia 62, I95123 Catania (Italy); Simmons, E. [Cyclotron Institute, Texas A and M University, College Station, TX 77843-3366 (United States); Sparta, R. [INFN-Laboratori Nazionali del Sud, Via S. Sofia 62, I95123 Catania (Italy); Spiridon, A. [Cyclotron Institute, Texas A and M University, College Station, TX 77843-3366 (United States); Spitaleri, C. [INFN-Laboratori Nazionali del Sud, Via S. Sofia 62, I95123 Catania (Italy); Dipartimento di Fisica e Astronomia, Universita di Catania, I95123 Catania (Italy); Wallace, J.P. [University of Edinburgh, Edinburgh EH9 3JZ (United Kingdom); Tribble, R.E. [Cyclotron Institute, Texas A and M University, College Station, TX 77843-3366 (United States); Woods, P.J. [University of Edinburgh, Edinburgh EH9 3JZ (United Kingdom)

2011-04-01

We present the details of the construction and commissioning of the Texas-Edinburgh-Catania Silicon Array (TECSA). TECSA is composed of up to 16 Micron Semiconductor Ltd. type-YY1 silicon strip detectors and associated electronics, which is designed for use in studies of nuclear astrophysics and nuclear structure with rare isotope beams. TECSA was assembled at the Texas A and M University Cyclotron Institute and will be housed there for the next few years. The array was commissioned in a recent experiment where the d({sup 14}C,p){sup 15}C reaction at 11.7 MeV/u was measured in inverse kinematics. The results of the measurement and a discussion of the future use of this array are presented.

The Texas-Edinburgh-Catania Silicon Array (TECSA): A detector for nuclear astrophysics and nuclear structure studies with rare isotope beams

International Nuclear Information System (INIS)

Roeder, B.T.; McCleskey, M.; Trache, L.; Alharbi, A.A.; Banu, A.; Cherubini, S.; Davinson, T.; Goldberg, V.Z.; Gulino, M.; Pizzone, R.G.; Simmons, E.; Sparta, R.; Spiridon, A.; Spitaleri, C.; Wallace, J.P.; Tribble, R.E.; Woods, P.J.

2011-01-01

We present the details of the construction and commissioning of the Texas-Edinburgh-Catania Silicon Array (TECSA). TECSA is composed of up to 16 Micron Semiconductor Ltd. type-YY1 silicon strip detectors and associated electronics, which is designed for use in studies of nuclear astrophysics and nuclear structure with rare isotope beams. TECSA was assembled at the Texas A and M University Cyclotron Institute and will be housed there for the next few years. The array was commissioned in a recent experiment where the d( 14 C,p) 15 C reaction at 11.7 MeV/u was measured in inverse kinematics. The results of the measurement and a discussion of the future use of this array are presented.

Texas Affordable Baccalaureate Program: A Collaboration between the Texas Higher Education Coordinating Board, South Texas College, and Texas A&M University-Commerce. CBE Case Study

Science.gov (United States)

Klein-Collins, Rebecca; Glancey, Kathleen

2015-01-01

This case study is part of a series on newer competency-based degree programs that have been emerging in recent years. In January 2014, the Texas Higher Education Coordinating Board (THECB), South Texas College (STC), and Texas A&M University-Commerce (A&M Commerce) launched the Texas Affordable Baccalaureate Program, the state's first…

77 FR 36549 - Nursing Workforce Diversity Invitational Summit-“Nursing in 3D: Workforce Diversity, Health...

Science.gov (United States)

2012-06-19

... Workforce Diversity Invitational Summit--``Nursing in 3D: Workforce Diversity, Health Disparities, and..., Division of Nursing, will host an invitational summit that focuses on Nursing Workforce Diversity (NWD..., thought leaders, and key workforce diversity stakeholders to identify the full range of academic and...

Considerations for increasing the competences and capacities of the public health workforce: assessing the training needs of public health workers in Texas

OpenAIRE

Borders, Stephen; Blakely, Craig; Quiram, Barbara; McLeroy, Kenneth

2006-01-01

Abstract Background Over the last two decades, concern has been expressed about the readiness of the public health workforce to adequately address the scientific, technological, social, political and economic challenges facing the field. A 1988 report from the Institute of Medicine (IOM) served as a catalyst for the re-examination of the public health workforce. The IOM's call to increase the relevance of public health education and training prompted a renewed effort to identify competences n...

The Chameleon Workforce

DEFF Research Database (Denmark)

Marfelt, Mikkel Mouritz

, cultural, professional, etc.). This PhD dissertation studies this phenomenon, ‘a diverse workforce’, in a large Scandinavian pharmaceutical company. The dissertation follows the Diverse and Global Workforce (DGW) project, a ‘headquarter centric’ and strategic corporate initiative to address the rapid......Due to advancements in technology and the expansion of companies onto a global level, organizations have become increasingly aware of the need to understand and manage diverse workforces; that is, the need to understand and manage differences among employees across borders (such as geographical...... global expansion of the company workforce....

Texas situation

International Nuclear Information System (INIS)

Avant, R.V. Jr.; Bowmer, W.J.

1986-01-01

The Texas Low-Level Radioactive Waste Disposal Authority was formed in 1981 to address the Texas low-level radioactive waste problem consistent with the direction of P.L. 96-573. The Authority has completed technical tasks, including source term evaluations, preliminary conceptual designs, economic assessments, and long-range planning, and has work in progress on facility design, site selection, operating procedures, and licensing. Site selection has been the major technical activity and will be completed in 1987 after on-site evaluations of potential sites. The Authority expects to have its site licensed and operating in 1992. Texas has been the leader in site selection. Political concerns and the uncertainty of the national agenda led Texas policy makers to slow down the state's progress. The lessons learned through the Texas situation should be instructive to other states and compacts and may well be a prediction of events for these other groups. This paper discusses the background and status of Texas development activities, future plans, and lessons learned

Monitoring and Mapping the Hurricane Harvey Flooding in Houston, Texas.

Science.gov (United States)

Balaji Bhaskar, M. S.

2017-12-01

Monitoring and Mapping the Hurricane Harvey Flooding in Houston, Texas.Urban flooding is a hazard that causes major destruction and loss of life. High intense precipitation events have increased significantly in Houston, Texas in recent years resulting in frequent river and bayou flooding. Many of the historical storm events such as Allison, Rita and Ike have caused several billion dollars in losses for the Houston-Galveston Region. A category 4 Hurricane Harvey made landfall on South Texas resulting in heavy precipitation from Aug 25 to 29 of 2017. About 1 trillion gallons of water fell across Harris County over a 4-day period. This amount of water covers Harris County's 1,800 square miles with an average of 33 inches of water. The long rain event resulted in an average 40inch rainfall across the area in several rain gauges and the maximum rainfall of 49.6 inches was recorded near Clear Creek. The objectives of our study are to 1) Process the Geographic Information System (GIS) and satellite data from the pre and post Hurricane Harvey event in Houston, Texas and 2) Analyze the satellite imagery to map the nature and pattern of the flooding in Houston-Galveston Region. The GIS data of the study area was downloaded and processed from the various publicly available resources such as Houston Galveston Area Council (HGAC), Texas Commission of Environmental Quality (TCEQ) and Texas Natural Resource Information Systems (TNRIS). The satellite data collected soon after the Harvey flooding event were downloaded and processed using the ERDAS image processing software. The flood plain areas surrounding the Brazos River, Buffalo Bayou and the Addicks Barker reservoirs showed severe inundation. The different watershed areas affected by the catastrophic flooding in the wake of Hurricane Harvey were mapped and compared with the pre flooding event.

Safety Evaluation Report related to the construction permit and operating license for the research reactor at the University of Texas (Docket No. 50-602)

International Nuclear Information System (INIS)

1985-05-01

This Safety Evaluation Report for the application filed by the University of Texas for a construction permit and operating license to construct and operate a TRIGA research reactor has been prepared by the Office of Nuclear Reactor Regulation of the US Nuclear Regulatory Commission. The facility is owned and operated by the University of Texas and is located at the university's Balcones Research Center, about 7 miles (11.6 km) north of the main campus in Austin, Texas. The staff concludes that the TRIGA reactor facility can be constructed and operated by the University of Texas without endangering the health and safety of the public

Environmental guidance documents for exploration, development, Production, and transportation of crude oil and natural gas in texas: Quarterly technical report, January 1, 1997-March 31, 1997

International Nuclear Information System (INIS)

Savage, L.

1997-01-01

The following technical report provides a detailed status report of the DOE grant project entitled ''Environmental Guidance Documents for Exploration, Development, Production, and Transportation of Crude Oil and Natural Gas in Texas.'' The grant funding allocated is for the purpose of provided the Railroad Commission of Texas (Commission) with resources and capabilities to draft, publish and distribute documents that provide guidance to oil and gas operators on issues concerning oil and gas naturally occurring radioactive material (NORM) waste, oil and gas hazardous waste, remediation of crude oil spills, management of non-hazardous oil and gas wastes, and mechanical integrity testing of Class II injection and disposal wells

Commercial Space Port Planning in Texas

Science.gov (United States)

Bell, L.; Looke, B.

2002-01-01

The Texas Legislature is providing funding to support research and planning activities aimed at creating a commercial spaceport in the state. These monies have been allocated to regional Spaceport Development Corporations that have been established in three countries containing candidate site locations: Willacy County (in South Texas); Brazoria County (East Texas); and Pecos County (West Texas). This program is being sponsored and coordinated by the Texas Aerospace Commission (TAC). The Sasakawa International Center for Space Architecture (SICSA) at the University of Houston is providing research, planning and design support to TAC and is a member of each of the three regional development teams. Planning must carefully consider special support requirements and operational characteristics of all prospective launch systems along with geographic, infrastructure and environmental factors at each site. Two of the candidate sites are in coastal areas; a priority for certain launch service providers; whereas the third inland site is more attractive to others. Candidate launch systems include winged horizontal takeoff air-launch vehicles, vertical multi-stage reusable launch vehicles, and expendable sub-orbital surrounding rockets. Important research and planning activities include environmental impact assessments, analyses of overflight hazards, investigations of economic impacts and business plan development. The results of these activities will guide master plan development for each site, including: a physical plan (site layout, infrastructure improvements and facility construction); and a strategic plan (user agreements, licenses, finance sources and participants). Commercial spaceport development demands compliance with stringent FAA regulations established by the Office of Commercial Space Transportation (OCST) which exceed minimum standards allowed for U.S. Government spaceport facilities. Key among these requirements are 15,000 ft. radius on-site clear zones

Tracking the workforce: the American Society of Clinical Oncology workforce information system.

Science.gov (United States)

Kirkwood, M Kelsey; Kosty, Michael P; Bajorin, Dean F; Bruinooge, Suanna S; Goldstein, Michael A

2013-01-01

In anticipation of oncologist workforce shortages projected as part of a 2007 study, the American Society of Clinical Oncology (ASCO) worked with a contractor to create a workforce information system (WIS) to assemble the latest available data on oncologist supply and cancer incidence and prevalence. ASCO plans to publish findings annually, reporting on new data and tracking trends over time. THE WIS REPORT IS COMPOSED OF THREE SECTIONS: supply, new entrants, and cancer incidence and prevalence. Tabulations of the number of oncologists in the United States are derived mainly from the American Medical Association Physician Masterfile. Information on fellows and residents in the oncology workforce pipeline come from published sources such as Journal of the American Medical Association. Incidence and prevalence estimates are published by the American Cancer Society and National Cancer Institute. The WIS reports a total of 13,084 oncologists working in the United States in 2011. Oncologists are defined as those physicians who designate hematology, hematology/oncology, or medical oncology as their specialty. The WIS compares the characteristics of these oncologists with those of all physicians and tracks emerging trends in the physician training pipeline. Observing characteristics of the oncologist workforce over time allows ASCO to identify, prioritize, and evaluate its workforce initiatives. Accessible figures and reports generated by the WIS can be used by ASCO and others in the oncology community to advocate for needed health care system and policy changes to help offset future workforce shortages.

Tracking the Workforce: The American Society of Clinical Oncology Workforce Information System

Science.gov (United States)

Kirkwood, M. Kelsey; Kosty, Michael P.; Bajorin, Dean F.; Bruinooge, Suanna S.; Goldstein, Michael A.

2013-01-01

Purpose: In anticipation of oncologist workforce shortages projected as part of a 2007 study, the American Society of Clinical Oncology (ASCO) worked with a contractor to create a workforce information system (WIS) to assemble the latest available data on oncologist supply and cancer incidence and prevalence. ASCO plans to publish findings annually, reporting on new data and tracking trends over time. Methods: The WIS report is composed of three sections: supply, new entrants, and cancer incidence and prevalence. Tabulations of the number of oncologists in the United States are derived mainly from the American Medical Association Physician Masterfile. Information on fellows and residents in the oncology workforce pipeline come from published sources such as Journal of the American Medical Association. Incidence and prevalence estimates are published by the American Cancer Society and National Cancer Institute. Results: The WIS reports a total of 13,084 oncologists working in the United States in 2011. Oncologists are defined as those physicians who designate hematology, hematology/oncology, or medical oncology as their specialty. The WIS compares the characteristics of these oncologists with those of all physicians and tracks emerging trends in the physician training pipeline. Conclusion: Observing characteristics of the oncologist workforce over time allows ASCO to identify, prioritize, and evaluate its workforce initiatives. Accessible figures and reports generated by the WIS can be used by ASCO and others in the oncology community to advocate for needed health care system and policy changes to help offset future workforce shortages. PMID:23633965

Nuclear Regulatory Commission Issuances, September 1981

International Nuclear Information System (INIS)

1981-01-01

Contents include: Issuances of the Nuclear Regulatory Commission--Commonwealth Edison Company (Dresden Nuclear Power Station, Unit 1), Consolidated Edison Company of New York (Indian Point, Unit 2), Metropolitan Edison Company, et al. (Three Mile Island Nuclear Station, Unit 1), Pacific Gas and Electric Company (Diablo Canyon Nuclear Power Plant, Units 1 and 2), Pacific Gas and Electric Company (Diablo Canyon Nuclear Power Plant, Units 1 and 2), Power Authority of the State of New York (Indian Point, Unit 3), Texas Utilities Generating Company, et al. (Comanche Peak Steam Electric Station, Units 1 and 2); Issuances of Atomic Safety and Licensing Appeal Boards--Pacific Gas and Electric Company (Diablo Canyon Nuclear Power Plant, Units 1 and 2), Philadelphia Electric Company, et al. (Peach Bottom Atomic Power Statin, Units 2 and 3), Metropolitan Edison Company, et al. (Three Mile Island Nuclear Statin, Unit No. 2), Public Service Electric and Gas Company (Hope Creek Generating Station, Units 1 and 2), The Toledo Edison Company, et al. (Davis-Besse Nuclear Power Station, Units 2 and 3); Issuances of the Atomic Safety Licensing Boards--Cleveland Electric Illuminating Company, et al. (Perry Nuclear Power Plant, Units 1 and 2), Commonwealth Edison Company (Dresden Station, Units 2 and 3), Houston Lighting and Power Company (Allens Creek Nuclear Generating Station, Unit 1), Southern California Edison Company, et al. (San Onofre Nuclear Generating Station, Units 2 and 3), Texas Utilities Generating Company, et al. (Comanche Peak Steam Electric Station, Units 1 and 2), Texas Utilities Generating Company, et al

A single competency-based education and training and competency-based career framework for the Australian health workforce: discussing the potential value add

Science.gov (United States)

Brownie, Sharon Mary; Thomas, Janelle

2014-01-01

This brief discusses the policy implications of a research study commissioned by Health Workforce Australia (HWA) within its health workforce innovation and reform work program. The project explored conceptually complex and operationally problematic concepts related to developing a whole-of-workforce competency-based education and training and competency-based career framework for the Australian health workforce and culminated with the production of three reports published by HWA. The project raised important queries as to whether such a concept is desirable, feasible or implementable – in short what is the potential value add and is it achievable? In setting the scene for discussion, the foundation of the project’s genesis and focus of the study are highlighted. A summary of key definitions related to competency-based education and training frameworks and competency-based career frameworks are provided to further readers’ commonality of understanding. The nature of the problem to be solved is explored and the potential value-add for the Australian health workforce and its key constituents proposed. The paper concludes by discussing relevance and feasibility issues within Australia’s current and changing healthcare context along with the essential steps and implementation realities that would need to be considered and actioned if whole-of-workforce frameworks were to be developed and implemented. PMID:25279384

The clinical endocrinology workforce: current status and future projections of supply and demand.

Science.gov (United States)

Vigersky, Robert A; Fish, Lisa; Hogan, Paul; Stewart, Andrew; Kutler, Stephanie; Ladenson, Paul W; McDermott, Michael; Hupart, Kenneth H

2014-09-01

Many changes in health care delivery, health legislation, and the physician workforce that affect the supply and demand for endocrinology services have occurred since the first published workforce study of adult endocrinologists in 2003. The objective of the study was to assess the current adult endocrinology workforce data and provide the first analysis of the pediatric endocrinology workforce and to project the supply of and demand for endocrinologists through 2025. A workforce model was developed from an analysis of proprietary and publicly available databases, consultation with a technical expert panel, and the results of an online survey of board-certified endocrinologists. The Endocrine Society commissioned The Lewin Group to estimate current supply and to project gaps between supply and demand for endocrinologists. A technical expert panel of senior endocrinologists provided context, clinical information, and direction. The following were measured: 1) the current adult and pediatric endocrinology workforce and the supply of and demand for endocrinologists through 2025 and 2) the number of additional entrants into the endocrinology work pool that would be required to close the gap between supply and demand. Currently there is a shortage of approximately 1500 adult and 100 pediatric full-time equivalent endocrinologists. The gap for adult endocrinologists will expand to 2700 without an increase in the number of fellows trained. An increase in the prevalence of diabetes mellitus further expands the demand for adult endocrinologists. The gap can be closed in 5 and 10 years by increasing the number of fellowship positions by 14.4% and 5.5% per year, respectively. The gap between supply and demand for pediatric endocrinologists will close by 2016, and thereafter an excess supply over demand will develop at the current rate of new entrants into the work force. There are insufficient adult endocrinologists to satisfy current and future demand. A number of proactive

The Nuclear Security Science and Policy Institute at Texas A&M University

Directory of Open Access Journals (Sweden)

Claudio A. Gariazzo

2015-07-01

Full Text Available The Nuclear Security Science and Policy Institute (NSSPI is a multidisciplinary organization at Texas A&M University and was the first U.S. academic institution focused on technical graduate education, research, and service related to the safeguarding of nuclear materials and the reduction of nuclear threats. NSSPI employs science, engineering, and policy expertise to: (1 conduct research and development to help detect, prevent, and reverse nuclear and radiological proliferation and guard against nuclear terrorism; (2 educate the next generation of nuclear security and nuclear nonproliferation leaders; (3 analyze the interrelationships between policy and technology in the field of nuclear security; and (4 serve as a public resource for knowledge and skills to reduce nuclear threats. Since 2006, over 31 Doctoral and 73 Master degrees were awarded through NSSPI-sponsored research. Forty-one of those degrees are Master of Science in Nuclear Engineering with a specialization in Nuclear Nonproliferation and 16 were Doctorate of Philosophy degrees with a specific focus on nuclear nonproliferation. Over 200 students from both technical and policy backgrounds have taken classes provided by NSSPI at Texas A&M. The model for creating safeguards and security experts, which has in large part been replicated worldwide, was established at Texas A&M by NSSPI faculty and staff. In addition to conventional classroom lectures, NSSPI faculty have provided practical experiences; advised students on valuable research projects that have contributed substantially to the overall nuclear nonproliferation, safeguards and security arenas; and engaged several similar academic and research institutes around the world in activities and research for the benefit of Texas A&M students. NSSPI has had an enormous impact on the nuclear nonproliferation workforce (across the international community in the past 8 years, and this paper is an attempt to summarize the activities

UK Nuclear Workforce Demand

International Nuclear Information System (INIS)

Roberts, John

2017-01-01

UK Nuclear Sites: DECOMMISSIONING - 26 Magnox Reactors, 2 Fast Reactors; OPERATIONAL - 14 AGRs, 1 PWR; 9.6 GWe Total Capacity. Nuclear Workforce Demand • Total workforce demand is expected to grow from ~88,000 in 2017 to ~101,000 in 2021 • Average “inflow” is ~7,000 FTEs per annum • 22% of the workforce is female (28% in civil, 12% in defence) • 81% generic skills, 18% nuclear skills, 1% subject matter experts • 3300 trainees total in SLCs and Defence Enterprise (16% graduate trainees) • At peak demand on Civils Construction, over 4,000 workers will be required on each nuclear new build site • Manufacturing workforce is expected to rise from around 4,000 in 2014 to 8,500 at the peak of onsite activity in 2025

Will Higher Education Pass "A Test of Leadership"? An Interview with Spellings Commission Chairman Charles Miller

Science.gov (United States)

Callan, Pat

2007-01-01

Charles Miller, former chairman of the University of Texas System's Board of Regents, chaired the recent Commission on the Future of Higher Education created by Secretary of Education Margaret Spellings. Here he is interviewed regarding the panel's widely discussed report, "A Test of Leadership," by Pat Callan, president of the National…

How evidence-based workforce planning in Australia is informing policy development in the retention and distribution of the health workforce.

Science.gov (United States)

Crettenden, Ian F; McCarty, Maureen V; Fenech, Bethany J; Heywood, Troy; Taitz, Michelle C; Tudman, Sam

2014-02-03

Australia's health workforce is facing significant challenges now and into the future. Health Workforce Australia (HWA) was established by the Council of Australian Governments as the national agency to progress health workforce reform to address the challenges of providing a skilled, innovative and flexible health workforce in Australia. HWA developed Australia's first major, long-term national workforce projections for doctors, nurses and midwives over a planning horizon to 2025 (called Health Workforce 2025; HW 2025), which provided a national platform for developing policies to help ensure Australia's health workforce meets the community's needs. A review of existing workforce planning methodologies, in concert with the project brief and an examination of data availability, identified that the best fit-for-purpose workforce planning methodology was the stock and flow model for estimating workforce supply and the utilisation method for estimating workforce demand. Scenario modelling was conducted to explore the implications of possible alternative futures, and to demonstrate the sensitivity of the model to various input parameters. Extensive consultation was conducted to test the methodology, data and assumptions used, and also influenced the scenarios selected for modelling. Additionally, a number of other key principles were adopted in developing HW 2025 to ensure the workforce projections were robust and able to be applied nationally. The findings from HW 2025 highlighted that a 'business as usual' approach to Australia's health workforce is not sustainable over the next 10 years, with a need for co-ordinated, long-term reforms by government, professions and the higher education and training sector for a sustainable and affordable health workforce. The main policy levers identified to achieve change were innovation and reform, immigration, training capacity and efficiency and workforce distribution. While HW 2025 has provided a national platform for health

78 FR 54886 - Texas Eastern Transmission, LP; Notice of Intent To Prepare an Environmental Assessment for the...

Science.gov (United States)

2013-09-06

... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission [Docket No. PF13-15-000] Texas Eastern Transmission, LP; Notice of Intent To Prepare an Environmental Assessment for the Planned Ohio Pipeline Energy Network Project, Request for Comments on Environmental Issues, and Notice of Public Scoping Meetings The staff of the Federal Energy...

Remedial Action Plan and site design for stabilization of the inactive uranium mill tailings site at Falls City, Texas

International Nuclear Information System (INIS)

Chernoff, A.R.; Lacker, D.K.

1992-09-01

The uranium processing site near Falls City, Texas, was one of 24 inactive uranium mill sites designated to be remediated by the US Department of Energy (DOE) under Title I of the Uranium Mill Tailings Radiation Control Act of 1978 (UMTRCA). The UMTRCA requires that the US Nuclear Regulatory Commission (NRC) concur with the DOE's remedial action plan (RAP) and certify that the remedial action conducted at the site complies with the standards promulgated by the US Environmental Protection Agency (EPA). The RAP, which includes this summary remedial action selection report (RAS), serves a two-fold purpose. First, it describes the activities proposed by the DOE to accomplish long-term stabilization and control of the residual radioactive materials at the inactive uranium processing site near Falls City, Texas. Second, this document and the remainder of the RAP, upon concurrence and execution by the DOE, the State of Texas, and the NRC, becomes Appendix B of the Cooperative Agreement between the DOE and the State of Texas

Changes in public health workforce composition: proportion of part-time workforce and its correlates, 2008-2013.

Science.gov (United States)

Leider, Jonathon P; Shah, Gulzar H; Castrucci, Brian C; Leep, Carolyn J; Sellers, Katie; Sprague, James B

2014-11-01

State and local public health department infrastructure in the U.S. was impacted by the 2008 economic recession. The nature and impact of these staffing changes have not been well characterized, especially for the part-time public health workforce. To estimate the number of part-time workers in state and local health departments (LHDs) and examine the correlates of change in the part-time LHD workforce between 2008 and 2013. We used workforce data from the 2008 and 2013 National Association of County and City Health Officials (n=1,543) and Association of State and Territorial Health Officials (n=24) profiles. We employed a Monte Carlo simulation to estimate the possible and plausible proportion of the workforce that was part-time, over various assumptions. Next, we employed a multinomial regression assessing correlates of the change in staffing composition among LHDs, including jurisdiction and organizational characteristics, as well measures of community involvement. Nationally representative estimates suggest that the local public health workforce decreased from 191,000 to 168,000 between 2008 and 2013. During that period, the part-time workforce decreased from 25% to 20% of those totals. At the state level, part-time workers accounted for less than 10% of the total workforce among responding states in 2013. Smaller and multi-county jurisdictions employed relatively more part-time workers. This is the first study to create national estimates regarding the size of the part-time public health workforce and estimate those changes over time. A relatively small proportion of the public health workforce is part-time and may be decreasing. Copyright © 2014 American Journal of Preventive Medicine. Published by Elsevier Inc. All rights reserved.

Nuke-to-coal switch nixed in Texas, still alive in Ohio

International Nuclear Information System (INIS)

Anon.

1985-01-01

A feasibility study found it uneconomical to convert the South Texas Project from nuclear to coal, but the Zimmer plant in Ohio is continuing to pursue the conversion concept. The main issue in Ohio is the accounting treatment of the investment in the 800-MW single unit project that was cancelled in 1984. The owners hope that interested parties can agree on a package stipulating what portion of the costs of the existing plant will be disallowed from the rate base prior to state commission review. A favorable study shows that about 45% of the $1.7 billion investment is usable in a coal plant. Conversion will require an additional $1.7 billion to provide a 1300-MW coal-fired plant. Feasibility for the Zimmer plant is due to its 97% level of completion, while construction at the Texas plant is not as far along

NOAA Workforce Management Office - About Us

Science.gov (United States)

Agency's mission. The WFMO provides NOAA-wide leadership to workforce management functions including * WorkLife Center * WebTA * New Employee Info * Separation Info Workforce Management Office (WFMO) Serving accomplishment of the NOAA mission and the Nation's interests. The NOAA Workforce Management Office (WFMO

Treasured Texas Theaters

Science.gov (United States)

Horton, Anita

2012-01-01

Dallas artist Jon Flaming's deep love of Texas is evident in his paintings and sculpture. Although he has created one sculptural Texas theater, his work primarily showcases old Texas barbershops, vacant homes, and gas stations. In this article, the author describes how her students, inspired by Flaming's works, created three-dimensional historical…

Can Texas' Physicians Be as Diverse as Texas?

Science.gov (United States)

Price, Sean

2017-07-01

The United States and Texas have a chronic shortage of doctors, but the shortage of minority physicians is even more acute. To address this, and the health disparities that come with it, Texas medical schools are working to increase minority enrollment, but challenges remain.

Maternal Mortality in Texas.

Science.gov (United States)

Baeva, Sonia; Archer, Natalie P; Ruggiero, Karen; Hall, Manda; Stagg, Julie; Interis, Evelyn Coronado; Vega, Rachelle; Delgado, Evelyn; Hellerstedt, John; Hankins, Gary; Hollier, Lisa M

2017-05-01

A commentary on maternal mortality in Texas is provided in response to a 2016 article in Obstetrics & Gynecology by MacDorman et al. While the Texas Department of State Health Services and the Texas Maternal Mortality and Morbidity Task Force agree that maternal mortality increased sharply from 2010 to 2011, the percentage change or the magnitude of the increase in the maternal mortality rate in Texas differs depending on the statistical methods used to compute and display it. Methodologic challenges in identifying maternal death are also discussed, as well as risk factors and causes of maternal death in Texas. Finally, several state efforts currently underway to address maternal mortality in Texas are described. Thieme Medical Publishers 333 Seventh Avenue, New York, NY 10001, USA.

Report of the South Texas Project Allegations Review Team. Docket Nos. 50-498 and 50-499, Houston Lighting and Power Company et al.

Energy Technology Data Exchange (ETDEWEB)

Kokajko, L.; Skay, D.; Wang, H.; Murphy, D. [Nuclear Regulatory Commission, Washington, DC (United States)

1995-03-01

This report provides the results of the South Texas Project Allegations Review Team of the US Nuclear Regulatory Commission. This team was formed to obtain and review allegations from individuals represented by three attorneys who had contacted Congressional staff members. The allegers were employed in various capacities at South Texas Project Electric Generating Station, licensed by Houston Lighting and Power Company, et al.; therefore, the allegations are confined to this site. The South Texas Project Allegations Review Team reviewed, referred, and dispositioned concerns related to discriminatory issues (harassment and intimidation), falsification of records and omission of information, and various technical issues. The team was able to substantiate certain technical issues of minor safety significance or regulatory concern at the South Texas Project facility, but it did not find widespread discriminatory practices such as harassment and intimidation.

Report of the South Texas Project Allegations Review Team. Docket Nos. 50-498 and 50-499, Houston Lighting and Power Company et al

International Nuclear Information System (INIS)

Kokajko, L.; Skay, D.; Wang, H.; Murphy, D.

1995-03-01

This report provides the results of the South Texas Project Allegations Review Team of the US Nuclear Regulatory Commission. This team was formed to obtain and review allegations from individuals represented by three attorneys who had contacted Congressional staff members. The allegers were employed in various capacities at South Texas Project Electric Generating Station, licensed by Houston Lighting and Power Company, et al.; therefore, the allegations are confined to this site. The South Texas Project Allegations Review Team reviewed, referred, and dispositioned concerns related to discriminatory issues (harassment and intimidation), falsification of records and omission of information, and various technical issues. The team was able to substantiate certain technical issues of minor safety significance or regulatory concern at the South Texas Project facility, but it did not find widespread discriminatory practices such as harassment and intimidation

Exploration of an allied health workforce redesign model: quantifying the work of allied health assistants in a community workforce.

Science.gov (United States)

Somerville, Lisa; Davis, Annette; Milne, Sarah; Terrill, Desiree; Philip, Kathleen

2017-07-25

The Victorian Assistant Workforce Model (VAWM) enables a systematic approach for the identification and quantification of work that can be delegated from allied health professionals (AHPs) to allied health assistants (AHAs). The aim of the present study was to explore the effect of implementation of VAWM in the community and ambulatory health care setting. Data captured using mixed methods from allied health professionals working across the participating health services enabled the measurement of opportunity for workforce redesign in the community and ambulatory allied health workforce. A total of 1112 AHPs and 135 AHAs from the 27 participating organisations took part in the present study. AHPs identified that 24% of their time was spent undertaking tasks that could safely be delegated to an appropriately qualified and supervised AHA. This equates to 6837h that could be redirected to advanced and expanded AHP practice roles or expanded patient-centred service models. The VAWM demonstrates potential for more efficient implementation of assistant workforce roles across allied health. Data outputs from implementation of the VAWM are vital in informing strategic planning and sustainability of workforce change. A more efficient and effective workforce promotes service delivery by the right person, in the right place, at the right time. What is known about this topic? There are currently workforce shortages that are predicted to grow across the allied health workforce. Ensuring that skill mix is optimal is one way to address these shortages. Matching the right task to right worker will also enable improved job satisfaction for both allied health assistants and allied health professionals. Workforce redesign efforts are more effective when there is strong data to support the redesign. What does this paper add? This paper builds on a previous paper by Somerville et al. with a case study applying the workforce redesign model to a community and ambulatory health care

Texas motorcycle crash countermeasure workshop.

Science.gov (United States)

2013-06-01

The Texas Department of Transportation (TxDOT) contracted with the Texas A&M : Transportation Institute (TTI) to develop a 5-year strategic plan for improving motorcycle safety : in the State of Texas. The Texas Strategic Action Plan for Motorcycl...

The American Society of Pediatric Hematology/Oncology workforce assessment: Part 1-Current state of the workforce.

Science.gov (United States)

Hord, Jeffrey; Shah, Mona; Badawy, Sherif M; Matthews, Dana; Hilden, Joanne; Wayne, Alan S; Salsberg, Edward; Leavey, Patrick S

2018-02-01

The American Society of Pediatric Hematology/Oncology (ASPHO) recognized recent changes in medical practice and the potential impact on pediatric hematology-oncology (PHO) workforce. ASPHO surveyed society members and PHO Division Directors between 2010 and 2016 and studied PHO workforce data collected by the American Board of Pediatrics and the American Medical Association to characterize the current state of the PHO workforce. The analysis of this information has led to a comprehensive description of PHO physicians, professional activities, and workplace. It is important to continue to collect data to identify changes in composition and needs of the PHO workforce. © 2017 Wiley Periodicals, Inc.

Managing a national radiation oncologist workforce: A workforce planning model

International Nuclear Information System (INIS)

Stuckless, Teri; Milosevic, Michael; Metz, Catherine de; Parliament, Matthew; Tompkins, Brent; Brundage, Michael

2012-01-01

Purpose: The specialty of radiation oncology has experienced significant workforce planning challenges in many countries. Our purpose was to develop and validate a workforce-planning model that would forecast the balance between supply of, and demand for, radiation oncologists in Canada over a minimum 10-year time frame, to identify the model parameters that most influenced this balance, and to suggest how this model may be applicable to other countries. Methods: A forward calculation model was created and populated with data obtained from national sources. Validation was confirmed using a historical prospective approach. Results: Under baseline assumptions, the model predicts a short-term surplus of RO trainees followed by a projected deficit in 2020. Sensitivity analyses showed that access to radiotherapy (proportion of incident cases referred), individual RO workload, average age of retirement and resident training intake most influenced balance of supply and demand. Within plausible ranges of these parameters, substantial shortages or excess of graduates is possible, underscoring the need for ongoing monitoring. Conclusions: Workforce planning in radiation oncology is possible using a projection calculation model based on current system characteristics and modifiable parameters that influence projections. The workload projections should inform policy decision making regarding growth of the specialty and training program resident intake required to meet oncology health services needs. The methods used are applicable to workforce planning for radiation oncology in other countries and for other comparable medical specialties.

2015 American College of Rheumatology Workforce Study: Supply and Demand Projections of Adult Rheumatology Workforce, 2015-2030.

Science.gov (United States)

Battafarano, Daniel F; Ditmyer, Marcia; Bolster, Marcy B; Fitzgerald, John D; Deal, Chad; Bass, Ann R; Molina, Rodolfo; Erickson, Alan R; Hausmann, Jonathan S; Klein-Gitelman, Marisa; Imundo, Lisa F; Smith, Benjamin J; Jones, Karla; Greene, Kamilah; Monrad, Seetha U

2018-04-01

To describe the character and composition of the 2015 US adult rheumatology workforce, evaluate workforce trends, and project supply and demand for clinical rheumatology care for 2015-2030. The 2015 Workforce Study of Rheumatology Specialists in the US used primary and secondary data sources to estimate the baseline adult rheumatology workforce and determine demographic and geographic factors relevant to workforce modeling. Supply and demand was projected through 2030, utilizing data-driven estimations regarding the proportion and clinical full-time equivalent (FTE) of academic versus nonacademic practitioners. The 2015 adult workforce (physicians, nurse practitioners, and physician assistants) was estimated to be 6,013 providers (5,415 clinical FTE). At baseline, the estimated demand exceeded the supply of clinical FTE by 700 (12.9%). By 2030, the supply of rheumatology clinical providers is projected to fall to 4,882 providers, or 4,051 clinical FTE (a 25.2% decrease in supply from 2015 baseline levels). Demand in 2030 is projected to exceed supply by 4,133 clinical FTE (102%). The adult rheumatology workforce projections reflect a major demographic and geographic shift that will significantly impact the supply of the future workforce by 2030. These shifts include baby-boomer retirements, a millennial predominance, and an increase of female and part-time providers, in parallel with an increased demand for adult rheumatology care due to the growing and aging US population. Regional and innovative strategies will be necessary to manage access to care and reduce barriers to care for rheumatology patients. © 2018, American College of Rheumatology.

Discharge between San Antonio Bay and Aransas Bay, southern Gulf Coast, Texas, May-September 1999

Science.gov (United States)

East, Jeffery W.

2001-01-01

Along the Gulf Coast of Texas, many estuaries and bays are important habitat and nurseries for aquatic life. San Antonio Bay and Aransas Bay, located about 50 and 30 miles northeast, respectively, of Corpus Christi, are two important estuarine nurseries on the southern Gulf Coast of Texas (fig. 1). According to the Texas Parks and Wildlife Department, “Almost 80 percent of the seagrasses [along the Texas Gulf Coast] are located in the Laguna Madre, an estuary that begins just south of Corpus Christi Bay and runs southward 140 miles to South Padre Island. Most of the remaining seagrasses, about 45,000 acres, are located in the heavily traveled San Antonio, Aransas and Corpus Christi Bay areas” (Shook, 2000).Population growth has led to greater demands on water supplies in Texas. The Texas Water Development Board, the Texas Parks and Wildlife Department, and the Texas Natural Resource Conservation Commission have the cooperative task of determining inflows required to maintain the ecological health of the State’s streams, rivers, bays, and estuaries. To determine these inflow requirements, the three agencies collect data and conduct studies on the need for instream flows and freshwater/ saline water inflows to Texas estuaries.To assist in the determination of freshwater inflow requirements, the U.S. Geological Survey (USGS), in cooperation with the Texas Water Development Board, conducted a hydrographic survey of discharge (flow) between San Antonio Bay and Aransas Bay during the period May–September 1999. Automated instrumentation and acoustic technology were used to maximize the amount and quality of data that were collected, while minimizing personnel requirements. This report documents the discharge measured at two sites between the bays during May–September 1999 and describes the influences of meteorologic (wind and tidal) and hydrologic (freshwater inflow) conditions on discharge between the two bays. The movement of water between the bays is

Addressing the workforce pipeline challenge

Energy Technology Data Exchange (ETDEWEB)

Leonard Bond; Kevin Kostelnik; Richard Holman

2006-11-01

A secure and affordable energy supply is essential for achieving U.S. national security, in continuing U.S. prosperity and in laying the foundations to enable future economic growth. To meet this goal the next generation energy workforce in the U.S., in particular those needed to support instrumentation, controls and advanced operations and maintenance, is a critical element. The workforce is aging and a new workforce pipeline, to support both current generation and new build has yet to be established. The paper reviews the challenges and some actions being taken to address this need.

Supporting Ngss-Congruent Instruction in Earth & Space Science Through Educator Implementation and Feedback: Refining the Dig Texas Blueprints

Science.gov (United States)

Jacobs, B. E.; Bohls-Graham, C. E.; Ellins, K. K.; Riggs, E. M.; Serpa, L. F.; Stocks, E.; McIver, H.; Sergent, C.

2015-12-01

The development of the Next Generation Science Standards (NGSS) as a framework around which to guide K-12 science instruction has generated a call for rigorous curricula that meets the demand for developing a workforce with expertise in tackling modern Earth science challenges. The Diversity and Innovation in Geosciences (DIG) Texas Blueprints project addresses this need for quality, aligned curricula with educator-vetted, freely available resources carefully selected and compiled into three week thematic units that have been aligned with the Earth Science Literacy Principles and the NGSS. These units can then be packaged into customized blueprints for a year-long Earth & Space Science course that engages students in the relevant disciplinary core ideas, crosscutting concepts and science and engineering practices. As part of supporting NGSS-congruent instruction, each unit has extensive scaffolding notes for the learning activities selected for that unit. Designed with both the new and veteran teacher in mind, these scaffolding notes yield information regarding advanced teacher preparation, student prerequisite skills, and potential challenges that might arise during classroom implementation. Feedback from Texas high school teachers implementing the DIG Texas Blueprints in the classroom, in addition to that of university secondary education majors in a preparation course utilizing the blueprints, instigated the most recent revisions to these scaffolding notes. The DIG Texas Blueprints Educator Intern Team charged with these revisions then determined which learning activities became candidates for either inclusion in the refined units, retention as an additional resource, or elimination from the blueprints. This presentation will focus on the development of these scaffolding notes and their role in supporting congruence with the NGSS. A review of the second year of implementation of the blueprints and the feedback that generated the final revisions will be shared

21 CFR 808.93 - Texas.

Science.gov (United States)

2010-04-01

... 21 Food and Drugs 8 2010-04-01 2010-04-01 false Texas. 808.93 Section 808.93 Food and Drugs FOOD... and Local Exemptions § 808.93 Texas. (a) The following Texas medical device requirement is enforceable... that, in enforcing this requirement, Texas apply the definition of “used hearing aid” in § 801.420(a)(6...

Management issues regarding the contingent workforce

Energy Technology Data Exchange (ETDEWEB)

Bowen-Smed, S. [Bowen Workforce Solutions, Calgary, AB (Canada)

2004-07-01

Fifty per cent of corporate leaders in Calgary today will be eligible for retirement over the next 5 years. In addition, 53 per cent of the entire Calgary workforce is 45 years or older. This paper suggests that only companies that seek aggressive programs to engage immigrants and contractors will weather the skills shortages anticipated in the future. It was noted that contractors care about aligning values to organizations, regardless of the project length, and that professional development is a key consideration when it comes to selecting their next project. Contingent workforce issues include: effectiveness; classification; risk; and cost. It was stated that effectiveness of the contingent workforce is an employer's responsibility. Factors that would strengthen the relationship between corporations and contractors include: proper orientation to manage expectations; training to improve productivity; tracking to enhance the quality of the workforce; and a management process to ensure adherence to protocol. It was concluded that the contingent workforce is an essential component to human capital management strategy, but that key issues must be managed to avoid unnecessary costs. In addition, effectiveness improves when processes are implemented. It was also suggested that technology is an essential component of the solution. Outsourcing is an effective approach to managing the contingent workforce. tabs., figs.

Aiming to Meet Workforce Needs: An Evaluation of the Economic and Workforce Development Program

Science.gov (United States)

Jez, Su Jin; Adan, Sara

2016-01-01

California's dynamic economy depends on having a large and skilled workforce; consequently, the state must continually support and refine efforts to provide workers with employer-valued competencies. Given the wide range of regional and state needs across this vast state, ensuring that the workforce has the training to keep up with labor market…

Typhus in Texas

Centers for Disease Control (CDC) Podcasts

Dr. Kristy Murray, an associate professor in pediatrics and assistant dean of the National School of Tropical Medicine at Baylor College of Medicine and Texas Children's Hospital, discusses increased cases of typhus in southern Texas.

The North Texas aerospace manufacturing and aviation industries: An explanatory case study of school-to-work collaborative networks

Science.gov (United States)

Miller, Cynthia Ann

The purpose of this study is to explore how educators, business partners and facilitators developed ties or networks to initiate a school-to-work collaboration to prepare students for jobs and careers in the aerospace manufacturing and aviation industries. There is growing concern about preparing a future workforce supply in these industries in North Texas. Workforce projections call for 8000 additional jobs between 2010 and 2020 (North Central Texas Council of Governments, 2013). Collaboration is recognized as a valuable asset to connect disjointed segments within the K-16 trajectory. This study explores the contradiction between the stated need for collaborative strategies and the inability of stakeholders attempting to collaborate across organizational and institutional boundaries to sustain these connections. Through the lens of networking theory, the roles of facilitators and the operation of networks and ties between and among partners are investigated. Ten participants in a high school curriculum development project were interviewed, representing a business, community college, and K-12 education. Data analysis revealed findings associated with three major themes: facilitation, project activity and relationships. Nine individuals were identified as facilitators, and facilitators were perceived as helping the project move forward. Project activity benefited from the structured curriculum development process. Although relationships characterized by strong ties helped start the project, weak ties predominated among project participants. Implications for theory include the need for more knowledge about facilitator roles and group dynamics. Further research about the functioning of weak and strong ties and facilitator skill sets relating to collaborative leadership would be valuable. Implications for practice include capturing lessons learned to apply to other industries, and overtly acknowledging the existence and importance of facilitators.

SUPERCOLLIDER: Texas meeting

International Nuclear Information System (INIS)

Anon.

1992-01-01

With preparations pushing forward for the Superconducting Supercollider (SSC) to be built in Ellis County, Texas, there was a full agenda at the third SSC fall conference, held in Corpus Christi, Texas, from 14-17 October

The Primary Dental Care Workforce.

Science.gov (United States)

Neenan, M. Elaine; And Others

1993-01-01

A study describes the characteristics of the current primary dental care workforce (dentists, hygienists, assistants), its distribution, and its delivery system in private and public sectors. Graduate dental school enrollments, trends in patient visits, employment patterns, state dental activities, and workforce issues related to health care…

Workforce productivity.

Science.gov (United States)

Williams, Ruth

2012-10-26

Managers who are responsible for delivering the workforce productivity element of the Quality, Innovation, Productivity and Prevention (QIPP) programme can network and share best practice through a dedicated NHS Employers webpage.

Texas Yehaa !!!

DEFF Research Database (Denmark)

Kjellberg, Kurt

2001-01-01

Indtryk fra et besøg på SLA, Special Libraries Associations årlige konference, San Antonio, Texas, USA, 9.-13. juni 2001. "An Information Odyssey: Seizing the Competitive Advantage"......Indtryk fra et besøg på SLA, Special Libraries Associations årlige konference, San Antonio, Texas, USA, 9.-13. juni 2001. "An Information Odyssey: Seizing the Competitive Advantage"...

75 FR 68398 - Texas, Oklahoma & Eastern Railroad, LLC-Acquisition and Operation Exemption-Texas, Oklahoma...

Science.gov (United States)

2010-11-05

... & Eastern Railroad, LLC--Acquisition and Operation Exemption--Texas, Oklahoma & Eastern Railroad Company Texas, Oklahoma & Eastern Railroad, LLC (TOE), a noncarrier, has filed a verified notice of exemption under 49 CFR 1150.31 to acquire from Texas, Oklahoma & Eastern Railroad Company and to operate...

75 FR 45695 - Final Federal Agency Actions on Trans-Texas Corridor 35 (TTC-35) in Texas

Science.gov (United States)

2010-08-03

...-Texas Corridor 35 (TTC-35) in Texas AGENCY: Federal Highway Administration (FHWA), DOT. ACTION: Notice... proposed transportation project, TTC-35, extending from the Texas- Oklahoma line to the City of Laredo, generally paralleling existing I- 35 in the State of Texas. DATES: By this notice, the FHWA is advising the...

33 CFR 165.804 - Snake Island, Texas City, Texas; mooring and fleeting of vessels-safety zone.

Science.gov (United States)

2010-07-01

... 33 Navigation and Navigable Waters 2 2010-07-01 2010-07-01 false Snake Island, Texas City, Texas... Guard District § 165.804 Snake Island, Texas City, Texas; mooring and fleeting of vessels—safety zone. (a) The following is a safety zone: (1) The west and northwest shores of Snake Island; (2) The...

Utilization of the Family and Medical Leave Act in Radiology Practices According to the 2016 ACR Commission on Human Resources Workforce Survey.

Science.gov (United States)

Arleo, Elizabeth Kagan; Parikh, Jay R; Wolfman, Darcy; Gridley, Daniel; Bender, Claire; Bluth, Edward

2016-12-01

To assess gender utilization of the Family and Medical Leave Act (FMLA) in radiology practices across the United States. The Practice of Radiology Environment Database was utilized to identify U.S. practice leaders, who were asked to complete an electronic survey developed by the ACR Human Resources (HR) Commission. In 2016, new survey questions asked about number of radiologists in each practice who took FMLA, the reasons why, the average number of weeks taken, and how such absences were covered. Thirty-two percent (579/1815) of practice group leaders responded to the survey and of these, 73% (432/579) answered FMLA questions, with 15% of those (64/432) answering affirmatively that a radiologist in their practice had taken FMLA leave. Reasons for this in 2015 included to care for a newborn/adopted child (49%), because of a personal serious health condition (42%), to care for an immediate family member (8%), or for active military duty (1%). Women took a greater number of weeks of FMLA leave than men for all reasons (care of newborn/adopted child: 10.7 versus 4.7; personal serious health condition: 10.3 versus 8.0; care of immediate family member: 9.7 versus 8.7) except for military duty (24 weeks taken, all by men). At least 69% of leave time was paid, irrespective of reason for leave or gender of person taking it. Most practices (82%) made no workforce changes to cover FMLA leave. Both genders of radiologists needed absences from work for FMLA-sanctioned reasons. Copyright © 2016 American College of Radiology. Published by Elsevier Inc. All rights reserved.

Early Childhood Workforce Index, 2016

Science.gov (United States)

Whitebook, Marcy; McLean, Caitlin; Austin, Lea J. E.

2016-01-01

The State of the Early Childhood Workforce (SECW) Initiative is a groundbreaking multi-year project to shine a steady spotlight on the nation's early childhood workforce. The SECW Initiative is designed to challenge entrenched ideas and policies that maintain an inequitable and inadequate status quo for early educators and for the children and…

Texas Disasters II: Utilizing NASA Earth Observations to Assist the Texas Forest Service in Mapping and Analyzing Fuel Loads and Phenology in Texas Grasslands

Science.gov (United States)

Brooke, Michael; Williams, Meredith; Fenn, Teresa

2016-01-01

The risk of severe wildfires in Texas has been related to weather phenomena such as climate change and recent urban expansion into wild land areas. During recent years, Texas wild land areas have experienced sequences of wet and dry years that have contributed to increased wildfire risk and frequency. To prevent and contain wildfires, the Texas Forest Service (TFS) is tasked with evaluating and reducing potential fire risk to better manage and distribute resources. This task is made more difficult due to the vast and varied landscape of Texas. The TFS assesses fire risk by understanding vegetative fuel types and fuel loads. To better assist the TFS, NASA Earth observations, including Landsat and Moderate Resolution Imaging Specrtoradiometer (MODIS) data, were analyzed to produce maps of vegetation type and specific vegetation phenology as it related to potential wildfire fuel loads. Fuel maps from 2010-2011 and 2014-2015 fire seasons, created by the Texas Disasters I project, were used and provided alternating, complementary map indicators of wildfire risk in Texas. The TFS will utilize the end products and capabilities to evaluate and better understand wildfire risk across Texas.

Streamflow gains and losses and selected water-quality observations in five subreaches of the Rio Grande/Rio Bravo del Norte from near Presidio to Langtry, Texas, Big Bend area, United States and Mexico, 2006

Science.gov (United States)

Raines, Timothy H.; Turco, Michael J.; Connor, Patrick J.; Bennett, Jeffery B.

2012-01-01

Few historical streamflow and water-quality data are available to characterize the segment of the Rio Grande/Rio Bravo del Norte (hereinafter Rio Grande) extending from near Presidio to near Langtry, Texas. The U.S. Geological Survey, in cooperation with the National Park Service and the Texas Commission on Environmental Quality, collected water-quality and streamflow data from the Rio Grande from near Presidio to near Langtry, Texas, to characterize the streamflow gain and loss and selected constituent concentrations in a 336.3-mile reach of the Rio Grande from near Presidio to near Langtry, Texas. Streamflow was measured at 38 sites and water-quality samples were collected at 20 sites along the Rio Grande in February, March, and June 2006. Streamflow gains and losses over the course of the stream were measured indirectly by computing the differences in measured streamflow between sites along the stream. Water-quality data were collected and analyzed for salinity, dissolved solids, major ions, nutrients, trace elements, and stable isotopes. Selected properties and constituents were compared to available Texas Commission on Environmental Quality general use protection criteria or screening levels. Summary statistics of selected water-quality data were computed for each of the five designated subreaches. Streamflow gain and loss and water-quality constituent concentration were compared for each subreach, rather than the entire segment because of the temporal variation in sample collection caused by controlled releases upstream. Subreach A was determined to be a losing reach, and subreaches B, C, D, and E were determined to be gaining reaches. Compared to concentrations measured in upstream subreaches, downstream subreaches exhibited evidence of dilution of selected constituent concentrations. Subreaches A and B had measured total dissolved solids, chloride, and sulfate exceeding the Texas Commission on Environmental Quality general use protection criteria

Transforming Developmental Education in Texas

Science.gov (United States)

Journal of Developmental Education, 2014

2014-01-01

In recent years, with support from the Texas Legislature, the Texas Higher Education Coordinating Board has funded various developmental education initiatives, including research and evaluation efforts, to help Texas public institutions of higher education provide more effective programs and services to underprepared students. Based on evaluation…

Safety evaluation report related to the construction permit and operating license for the research reactor at the University of Texas (Docket No. 50-602)

International Nuclear Information System (INIS)

1992-01-01

The Office of Nuclear Reactor Regulation of the US Nuclear Regulatory Commission (NRC) has prepared Supplement 1 to NUREG-1135, ''Safety Evaluation Report Related to the Construction Permit and Operating License for the Research Reactor at the University of Texas'' (SER) May 1985. The reactor facility is owned by The University of Texas at Austin (UT, the applicant) and is located at the University's Balcones Research Center in Austin, Texas. This supplement to the SER (SSER) describes the changes to the reactor facility design from the description in the SER. The SER and SSER together reflect the facility as built. The SSER also documents the reviews that the NRC has completed regarding the applicant's emergency plan, security plan, and technical specifications that were identified as open in the SER

TEXAS MIGRANT LABOR, THE 1964 MIGRATION.

Science.gov (United States)

Good Neighbor Commission of Texas, Austin.

THE MAJORITY OF TEXAS MIGRANTS LIVE IN SOUTH TEXAS AND APPROXIMATELY 95 PERCENT OF THEM ARE OF MEXICAN EXTRACTION. MOST OF THE OTHER FIVE PERCENT ARE EAST TEXAS NEGROES. THE MECHANIZATION OF COTTON HARVESTING AND THE EXPIRATION OF THE "BRACERO PROGRAM" IN 1964 HAVE CAUSED MORE TEXAS MIGRANTS TO SEEK EMPLOYMENT OUTSIDE OF THE STATE. DURING 1964,…

Workshop: health workforce governance and integration.

NARCIS (Netherlands)

Batenburg, R.

2014-01-01

Background: Health workforce governance is increasingly recognized as a burning policy issue and focused on workforce shortages. Yet the most pressing problem is to solve maldistributions through governance and integration. Poor management of health 242 European Journal of Public Health, Vol. 24,

Groundwater Challenges of the Lower Rio Grande: A Case Study of Legal Issues in Texas and New Mexico

Directory of Open Access Journals (Sweden)

Elizabeth Wheat

2015-03-01

Full Text Available In 1938, Texas, New Mexico, and Colorado signed the Rio Grande Compact, establishing terms of apportionment for some of the water from the Rio Grande for the three states. Following congressional approval in 1939, this compact governs water allocation in a region with a variable climate and frequent drought conditions and established the Rio Grande Compact Commission, comprised of a commissioner from each state and one from the federal government, to enforce the compact. With an increasing population and declining surface water supply, the Compact has been tested among the parties and within the states themselves. In a case currently before the U.S. Supreme Court, Texas v. New Mexico and Colorado (2013, Texas claims New Mexico is violating the Compact and Rio Grande Project Act by using water in excess of its apportionment through its allowance of diversions of surface and groundwater. The issue is further compounded by disputes within Texas over separate legal regimes for groundwater and surface water. Combined with growing scarcity issues, the allocation of water in the Lower Rio Grande presents a timely natural resource challenge. This review explores legal issues involved in the case as well as growing challenges of population growth, agricultural development needs, and water shortages.

Approaches to Working with Children, Young People and Families for Traveller, Irish Traveller, Gypsy, Roma and Show People Communities. A Literature Review Report for the Children's Workforce Development Council

Science.gov (United States)

Robinson, Mark; Martin, Kerry

2008-01-01

The Children's Workforce Development Council (CWDC) commissioned this literature review as the first part of a project exploring issues around and approaches to working with Travellers, Irish Travellers, Gypsies, Roma and Showpeople, and the support, training and other programs available to staff involved. The project is intended to contribute to…

Technical Specifications, South Texas Project, Unit No. 1 (Docket No. 50-498): Appendix ''A'' to License No. NPF-76

International Nuclear Information System (INIS)

1988-03-01

The South Texas Project, Unit No. 1, Technical Specifications were prepared by the US Nuclear Regulatory Commission to set forth the limits, operating conditions, and other requirements applicable to a nuclear reactor facility as set forth in Section 50.36 of 10 CFR 50 for the protection of the health and safety of the public. This report is Appendix A to License No. NPF-76

Public Outreach of the South Texas Health Physic Society and Texas A and M University Nuclear Engineering Department

International Nuclear Information System (INIS)

Berry, R. O.

2003-01-01

In a cooperative effort of the members of the South Texas Chapter of the Heath Physics Society (STC-HPS) and the Texas A and M University Nuclear Engineering Department, great efforts have been made to reach out and provide educational opportunities to members of the general public, school age children, and specifically teachers. These efforts have taken the form of Science Teacher Workshops (STW), visits to schools all over the state of Texas, public forums, and many other educational arenas. A major motivational factor for these most recent efforts can be directly tied to the attempt of the State of Texas to site a low-level radioactive waste facility near Sierra Blanca in West Texas. When the State of Texas first proposed to site a low level radioactive waste site after the Low-Level Radioactive Waste Policy Act of 1980 was passed, many years of political struggle ensued. Finally, a site at Sierra Blanca in far West Texas was selected for study and characterization for a disposal site for waste generated in the Texas Compact states of Maine, Vermont and Texas. During this process, the outreach to and education of the local public became a paramount issue

Spatially pooled depth-dependent reservoir storage, elevation, and water-quality data for selected reservoirs in Texas, January 1965-January 2010

Science.gov (United States)

Burley, Thomas E.; Asquith, William H.; Brooks, Donald L.

2011-01-01

The U.S. Geological Survey (USGS), in cooperation with Texas Tech University, constructed a dataset of selected reservoir storage (daily and instantaneous values), reservoir elevation (daily and instantaneous values), and water-quality data from 59 reservoirs throughout Texas. The period of record for the data is as large as January 1965-January 2010. Data were acquired from existing databases, spreadsheets, delimited text files, and hard-copy reports. The goal was to obtain as much data as possible; therefore, no data acquisition restrictions specifying a particular time window were used. Primary data sources include the USGS National Water Information System, the Texas Commission on Environmental Quality Surface Water-Quality Management Information System, and the Texas Water Development Board monthly Texas Water Condition Reports. Additional water-quality data for six reservoirs were obtained from USGS Texas Annual Water Data Reports. Data were combined from the multiple sources to create as complete a set of properties and constituents as the disparate databases allowed. By devising a unique per-reservoir short name to represent all sites on a reservoir regardless of their source, all sampling sites at a reservoir were spatially pooled by reservoir and temporally combined by date. Reservoir selection was based on various criteria including the availability of water-quality properties and constituents that might affect the trophic status of the reservoir and could also be important for understanding possible effects of climate change in the future. Other considerations in the selection of reservoirs included the general reservoir-specific period of record, the availability of concurrent reservoir storage or elevation data to match with water-quality data, and the availability of sample depth measurements. Additional separate selection criteria included historic information pertaining to blooms of golden algae. Physical properties and constituents were water

Forests of east Texas, 2016

Science.gov (United States)

Kerry Dooley

2018-01-01

This resource update provides an overview of forest resources in east Texas based on an inventory conducted by the U.S. Forest Service, Forest Inventory and Analysis (FIA) program at the Southern Research Station (SRS) in cooperation with Texas A&M Forest Service. The 254 counties of Texas are consolidated into seven FIA survey units—Southeast (unit 1),...

Report on airborne radioactivity surveys and the uranium deposits in the Red River region of Texas and Oklahoma

International Nuclear Information System (INIS)

Blair, R.G.; Stehle, F.T.; Levich, R.A.

1973-11-01

The U. S. Atomic Energy Commission conducted an airborne radioactivity survey of the Red River region of Texas and Oklahoma beginning in December 1955 and ending in May 1956. All or parts of Archer, Clay, and Montague Counties in northern Texas and Carter, Cotton, Jefferson, and Stephens Counties in southern Oklahoma were surveyed. Particular attention was paid to those areas where exposures are found of red beds of the Permian Wichita Group. Field examinations were conducted of anomalies discovered by airborne reconnaissance as well as those reported by private individuals. Forty localities were examined, the majority in sandstones, siltstones, or conglomerates. Uranium and copper minerals were identified at several localities. Ferruginous staining, bleaching of the sandstone color, calcium carbonate cement, and carbonized plant remains are common to the deposits

Health workforce development planning in the Sultanate of Oman: a case study

Directory of Open Access Journals (Sweden)

Ghosh Basu

2009-06-01

Full Text Available Abstract Introduction Oman's recent experience in health workforce development may be viewed against the backdrop of the situation just three or four decades ago, when it had just a few physicians and nurses (mostly expatriate. All workforce categories in Oman have grown substantially over the last two decades. Increased self-reliance was achieved despite substantial growth in workforce stocks. Stocks of physicians and nurses grew significantly during 1985–2007. This development was the outcome of well-considered national policies and plans. This case outlines how Oman is continuing to turn around its excessive dependence on expatriate workforce through strategic workforce development planning. Case description The Sultanate's early development initiatives focused on building a strong health care infrastructure by importing workforce. However, the policy-makers stressed national workforce development for a sustainable future. Beginning with the formulation of a strategic health workforce development plan in 1991, the stage was set for adopting workforce planning as an essential strategy for sustainable health development and workforce self-reliance. Oman continued to develop its educational infrastructure, and began to produce as much workforce as possible, in order to meet health care demands and achieve workforce self-reliance. Other policy initiatives with a beneficial impact on Oman's workforce development scenario were: regionalization of nursing institutes, active collaboration with universities and overseas specialty boards, qualitative improvement of the education system, development of a strong continuing professional development system, efforts to improve workforce management, planned change management and needs-based micro/macro-level studies. Strong political will and bold policy initiatives, dedicated workforce planning and educational endeavours have all contributed to help Oman to develop its health workforce stocks and gain

Health workforce development planning in the Sultanate of Oman: a case study.

Science.gov (United States)

Ghosh, Basu

2009-06-11

Oman's recent experience in health workforce development may be viewed against the backdrop of the situation just three or four decades ago, when it had just a few physicians and nurses (mostly expatriate). All workforce categories in Oman have grown substantially over the last two decades. Increased self-reliance was achieved despite substantial growth in workforce stocks. Stocks of physicians and nurses grew significantly during 1985-2007. This development was the outcome of well-considered national policies and plans. This case outlines how Oman is continuing to turn around its excessive dependence on expatriate workforce through strategic workforce development planning. The Sultanate's early development initiatives focused on building a strong health care infrastructure by importing workforce. However, the policy-makers stressed national workforce development for a sustainable future. Beginning with the formulation of a strategic health workforce development plan in 1991, the stage was set for adopting workforce planning as an essential strategy for sustainable health development and workforce self-reliance. Oman continued to develop its educational infrastructure, and began to produce as much workforce as possible, in order to meet health care demands and achieve workforce self-reliance. Other policy initiatives with a beneficial impact on Oman's workforce development scenario were: regionalization of nursing institutes, active collaboration with universities and overseas specialty boards, qualitative improvement of the education system, development of a strong continuing professional development system, efforts to improve workforce management, planned change management and needs-based micro/macro-level studies. Strong political will and bold policy initiatives, dedicated workforce planning and educational endeavours have all contributed to help Oman to develop its health workforce stocks and gain self-reliance. Oman has successfully innovated workforce

Sylvatic trichinellosis in Texas

Directory of Open Access Journals (Sweden)

Pence D.B.

2001-06-01

Full Text Available There are no published reports of domestic or sylvatic trichinellosis in Texas. The aim of the present survey was to determine the presence of Trichinella species in selected representative species of potential wildlife reservoirs in southern Texas. In 1998-99, tongues of 211 wild mammals were collected in southern Texas: 154 coyotes (Canis latrans, three bobcats (Lynx rufus, 32 racoons (Procyon lotor, 1 3 opossum (Didelphis marsupialis, four ocelots (Leopardus pardalis and five wild boars (Sus scrofa. Presence of Trichinella sp. larvae was investigated by artificial digestion and larvae of positive samples were identified at the species level by a multiple-polymerase chain reaction analysis. Nine (5.8 % coyotes had trichinellosis ; in the muscles of seven of these coyotes, the larvae were identified as Trichinella murrelli. This is the first report of sylvatic trichinellosis in Texas.

Typhus in Texas

Centers for Disease Control (CDC) Podcasts

2017-07-06

Dr. Kristy Murray, an associate professor in pediatrics and assistant dean of the National School of Tropical Medicine at Baylor College of Medicine and Texas Children’s Hospital, discusses increased cases of typhus in southern Texas.  Created: 7/6/2017 by National Center for Emerging and Zoonotic Infectious Diseases (NCEZID).   Date Released: 7/6/2017.

What's the matter with the information technology workforce?

OpenAIRE

Subramaniam, Manimegalai M.; Burnett, Kathleen

2006-01-01

Information technology and the information technology workforce are essential to Internet innovation, infrastructure, development, and maintenance. A comprehensive and dynamic definition of information technology will help develop and coordinate interventions to ensure that a viable, diverse, and talented workforce is available to support information technology innovation, development, implementation, maintenance and application. A viable, diverse, and talented workforce is essential if the U...

Workforce Development : Matching Education Systems to Workforce Needs

OpenAIRE

World Bank

2014-01-01

Equipping national workforces with job-relevant skills is a continuing challenge, and mismatches are a present concern. Many school graduates cannot find jobs commensurate with their education and training. Employers complain of difficulty in filling vacancies and bemoan the scarcity of soft skills for boosting productivity. More broadly, skills constraints make it difficult for companies ...

An updated understanding of Texas bumble bee (Hymenoptera: Apidae species presence and potential distributions in Texas, USA

Directory of Open Access Journals (Sweden)

Jessica L. Beckham

2017-08-01

Full Text Available Texas is the second largest state in the United States of America, and the largest state in the contiguous USA at nearly 700,000 sq. km. Several Texas bumble bee species have shown evidence of declines in portions of their continental ranges, and conservation initiatives targeting these species will be most effective if species distributions are well established. To date, statewide bumble bee distributions for Texas have been inferred primarily from specimen records housed in natural history collections. To improve upon these maps, and help inform conservation decisions, this research aimed to (1 update existing Texas bumble bee presence databases to include recent (2007–2016 data from citizen science repositories and targeted field studies, (2 model statewide species distributions of the most common bumble bee species in Texas using MaxEnt, and (3 identify conservation target areas for the state that are most likely to contain habitat suitable for multiple declining species. The resulting Texas bumble bee database is comprised of 3,580 records, to include previously compiled museum records dating from 1897, recent field survey data, and vetted records from citizen science repositories. These data yielded an updated state species list that includes 11 species, as well as species distribution models (SDMs for the most common Texas bumble bee species, including two that have shown evidence of range-wide declines: B. fraternus (Smith, 1854 and B. pensylvanicus (DeGeer, 1773. Based on analyses of these models, we have identified conservation priority areas within the Texas Cross Timbers, Texas Blackland Prairies, and East Central Texas Plains ecoregions where suitable habitat for both B. fraternus and B. pensylvanicus are highly likely to co-occur.

Rising Above the Storm: DIG TEXAS

Science.gov (United States)

Ellins, K. K.; Miller, K. C.; Bednarz, S. W.; Mosher, S.

2011-12-01

For a decade Texas educators, scientists and citizens have shown a commitment to earth science education through planning at the national and state levels, involvement in earth science curriculum and teacher professional development projects, and the creation of a model senior level capstone Earth and Space Science course first offered in 2010 - 2011. The Texas state standards for Earth and Space Science demonstrate a shift to rigorous content, career relevant skills and use of 21st century technology. Earth and Space Science standards also align with the Earth Science, Climate and Ocean Literacy framework documents. In spite of a decade of progress K-12 earth science education in Texas is in crisis. Many school districts do not offer Earth and Space Science, or are using the course as a contingency for students who fail core science subjects. The State Board for Educator Certification eliminated Texas' secondary earth science teacher certification in 2009, following the adoption of the new Earth and Space Science standards. This makes teachers with a composite teacher certification (biology, physics and chemistry) eligible to teach Earth and Space Science, as well other earth science courses (e.g., Aquatic Science, Environmental Systems/Science) even if they lack earth science content knowledge. Teaching materials recently adopted by the State Board of Education do not include Earth and Space Science resources. In July 2011 following significant budget cuts at the 20 Education Service Centers across Texas, the Texas Education Agency eliminated key staff positions in its curriculum division, including science. This "perfect storm" has created a unique opportunity for a university-based approach to confront the crisis in earth science education in Texas which the Diversity and Innovation in the Geosciences (DIG) TEXAS alliance aims to fulfill. Led by the Texas A&M University College of Geosciences and The University of Texas Jackson School of Geosciences, with

Ecological Baseline, Fort Hood, Texas

Science.gov (United States)

1980-08-01

cedar eTm (Uiimus crassifolia), Texas ash (Fraxinus texansis), and Texas persimmon ( Diospyros texana). Conversely, the two predominant tree species...Ilex decidua), Mex- ican buckeye (Ungnadia spjeciosa), and Texas persimmon ( Diospyros texana). Vines included greenbrier (Smilax bona-nox) and white...Hedgehey Cactus (Echinocereus sp.) has been observed on Fort Hood. Due to the brief period of flowering for this genus , the individual species were not

Water supply and needs for West Texas

Science.gov (United States)

This presentation focused on the water supplies and needs of West Texas, Texas High Plains. Groundwater is the most commonly used water resources on the Texas High Plains, with withdrawals from the Ogallala Aquifer dominating. The saturation thickness of the Ogallala Aquifer in Texas is such that t...

75 FR 21534 - Texas Regulatory Program

Science.gov (United States)

2010-04-26

... improve operational efficiency. This document gives the times and locations that the Texas program and... during regular business hours at the following location: Surface Mining and Reclamation Division... locations listed above under ADDRESSES. Texas proposes to revise its regulation at 16 Texas Administrative...

BUILDING A WORKFORCE COMPETENCY-BASED TRAINING PROGRAM IN INFANT/EARLY CHILDHOOD MENTAL HEALTH.

Science.gov (United States)

Priddis, Lynn E; Matacz, Rochelle; Weatherston, Deborah

2015-01-01

This article describes findings from a project conducted in Western Australia (Mental Health Commission WA, 2015) that investigated the education and training needs of the Infant/Early Childhood Mental Health (I/ECMH) workforce. We examined international training programs and models of delivery in infant mental health, including a review of the current training available in Australia. Data collected from over 60 interviews were analyzed, and a staged delivery model for I/ECMH training and supervision that aligned with the Michigan Association for Infant Mental Health (2014) Competency Guidelines was recommended. These findings led to the purchase of the Michigan Association for Infant Mental Health (2014) for use in Western Australia. In a very short time, use of the Michigan Competency Framework by the Australian Association for Infant Mental Health West Australian Branch Incorporated has begun to change the training and education opportunities for upskilling the infant and early childhood workforce in Western Australia. It has resulted in a map to guide and develop training in the I/ECMH field for individual practitioners and professionals as well as for workplaces that will ultimately benefit Western Australian infants, young children, and their families during the perinatal period and in the early years. © 2015 Michigan Association for Infant Mental Health.

Preparing tomorrow's transportation workforce : a Midwest summit.

Science.gov (United States)

2010-08-01

Preparing Tomorrows Transportation Workforce: A Midwest Summit, held April 2728, 2010, in Ames, Iowa, was one of several : regional transportation workforce development summits held across the United States in 2009 and 2010 as part of a coordin...

The governing body nurse as a clinical commissioning group nurse leader.

Science.gov (United States)

Dempsey, Angela; Minogue, Virginia

2017-02-22

Aim The aim of this study was to understand governing body nurses' perspective of their effect on, and leadership of, clinical commissioning groups (CCGs). Method Semi-structured face-to-face and telephone interviews were conducted with a sample of governing body nurses, CCG chairs and regional chief nurses. A total of 23 individuals were interviewed. Findings Governing body nurses were overwhelmingly positive about their role and believed they had a positive effect on the CCG governing body. Specifically, they provided leadership for the quality agenda and compassionate practice. Challenges experienced by some governing body nurses related to their capacity to undertake the role where this was on a part-time basis, time restraints and difficulties working with colleagues. Conclusion The role of the governing body nurse was not well defined when it was introduced, and as a result its development across CCGs has varied. Governing body nurses have used their leadership skills to advance important agendas for their profession, such as workforce redesign, new integrated care pathways and co-commissioned services.

78 FR 11579 - Texas Regulatory Program

Science.gov (United States)

2013-02-19

... Interest and Compliance Information (Underground Mining). Texas proposed to delete old language in Sec. 12.... Therefore, we approve Texas' deletion. Texas proposed to delete old language in Sec. 12.156 regarding the... proposed to add new language regarding certifying and updating existing permit information, permit...

Ethnic diversity in the nurse workforce: a literature review.

Science.gov (United States)

Otto, Laureen A; Gurney, Cindy

2006-01-01

In the 2000-2003 New York State Nurses Association Strategic Plan, the Board of Directors called for an assessment of the progress made toward achieving an ethnically diverse nursing workforce as reflected in the literature. In this paper the authors have responded to that request and offer a snapshot of progress as well as standstills in the journey toward diversity. Although the literature has tended to focus on cultural competency of the healthcare worker, and includes numerous calls for action to diversify the nurse workforce, very little scholarly work has been conducted that rigorously evaluates such diversification activities. The purpose of this literature review is to explore existing scholarly work in ethnic diversity at three levels: in the general workforce, the healthcare workforce, and the nursing workforce. The authors explored the literature as it addresses two aspects: academic and career factors influencing diversity; and recruitment, retention, and other strategies employed to diversify the workforce. By exploring the existing research, gaps can be identified in order to either direct further research, or target funding to recruitment strategies to effectively enhance a more ethnically diverse nurse workforce.

Is the Texas Pecan Checkoff Program Working?

OpenAIRE

Moore, Eli D.; Williams, Gary W.

2008-01-01

The Texas Pecan Board was established in 1998 to administer the Texas Pecan Checkoff Program and is financed through a one-half cent per pound assessment on grower pecan sales. The Board spends the assessment collections on a variety of advertising campaigns in an attempt to expand demand for Texas pecans, both improved and native varieties, and increase the welfare of Texas pecan growers. This study presents an evaluation of the economic effectiveness of the Texas Pecan Checkoff Program in e...

Safety evaluation report related to the operation of South Texas Project, Units 1 and 2 (Docket Nos. 50-498 and 50-499)

International Nuclear Information System (INIS)

1987-01-01

In April 1986 staff of the Nuclear Regulatory Commission issued its Safety Evaluation Report (NUREG-0781) regarding the application of Houston Lighting and Power Company (applicant and agent for the owners) for a license to operate South Texas Project, Units 1 and 2 (Docket Nos. 50-498 and 50-499). The facility is located in Matagorda County, Texas, west of the Colorado River, 8 miles north-northwest of the town of Matagorda and about 89 miles southwest of Houston. The first supplement to NUREG-0781 was issued in September 1986. This second supplement reports on the status of unresolved items in the Safety Evaluation Report and identifies certain additional items that have since been reviewed by the staff

Enhancing the diversity of the pediatrician workforce.

Science.gov (United States)

Friedman, Aaron L

2007-04-01

This policy statement describes the key issues related to diversity within the pediatrician and health care workforce to identify barriers to enhancing diversity and offer policy recommendations to overcome these barriers in the future. The statement addresses topics such as health disparities, affirmative action, recent policy developments and reports on workforce diversity, and research on patient and provider diversity. It also broadens the discussion of diversity beyond the traditional realms of race and ethnicity to include cultural attributes that may have an effect on the quality of health care. Although workforce diversity is related to the provision of culturally effective pediatric care, it is a discrete issue that merits separate discussion and policy formulation. At the heart of this policy-driven action are multiorganizational and multispecialty collaborations designed to address substantive educational, financial, organizational, and other barriers to improved workforce diversity.

Chagas disease risk in Texas.

Science.gov (United States)

Sarkar, Sahotra; Strutz, Stavana E; Frank, David M; Rivaldi, Chissa-Louise; Sissel, Blake; Sánchez-Cordero, Victor

2010-10-05

Chagas disease, caused by Trypanosoma cruzi, remains a serious public health concern in many areas of Latin America, including México. It is also endemic in Texas with an autochthonous canine cycle, abundant vectors (Triatoma species) in many counties, and established domestic and peridomestic cycles which make competent reservoirs available throughout the state. Yet, Chagas disease is not reportable in Texas, blood donor screening is not mandatory, and the serological profiles of human and canine populations remain unknown. The purpose of this analysis was to provide a formal risk assessment, including risk maps, which recommends the removal of these lacunae. The spatial relative risk of the establishment of autochthonous Chagas disease cycles in Texas was assessed using a five-stage analysis. 1. Ecological risk for Chagas disease was established at a fine spatial resolution using a maximum entropy algorithm that takes as input occurrence points of vectors and environmental layers. The analysis was restricted to triatomine vector species for which new data were generated through field collection and through collation of post-1960 museum records in both México and the United States with sufficiently low georeferenced error to be admissible given the spatial resolution of the analysis (1 arc-minute). The new data extended the distribution of vector species to 10 new Texas counties. The models predicted that Triatoma gerstaeckeri has a large region of contiguous suitable habitat in the southern United States and México, T. lecticularia has a diffuse suitable habitat distribution along both coasts of the same region, and T. sanguisuga has a disjoint suitable habitat distribution along the coasts of the United States. The ecological risk is highest in south Texas. 2. Incidence-based relative risk was computed at the county level using the Bayesian Besag-York-Mollié model and post-1960 T. cruzi incidence data. This risk is concentrated in south Texas. 3. The

Chagas disease risk in Texas.

Directory of Open Access Journals (Sweden)

Sahotra Sarkar

Full Text Available BACKGROUND: Chagas disease, caused by Trypanosoma cruzi, remains a serious public health concern in many areas of Latin America, including México. It is also endemic in Texas with an autochthonous canine cycle, abundant vectors (Triatoma species in many counties, and established domestic and peridomestic cycles which make competent reservoirs available throughout the state. Yet, Chagas disease is not reportable in Texas, blood donor screening is not mandatory, and the serological profiles of human and canine populations remain unknown. The purpose of this analysis was to provide a formal risk assessment, including risk maps, which recommends the removal of these lacunae. METHODS AND FINDINGS: The spatial relative risk of the establishment of autochthonous Chagas disease cycles in Texas was assessed using a five-stage analysis. 1. Ecological risk for Chagas disease was established at a fine spatial resolution using a maximum entropy algorithm that takes as input occurrence points of vectors and environmental layers. The analysis was restricted to triatomine vector species for which new data were generated through field collection and through collation of post-1960 museum records in both México and the United States with sufficiently low georeferenced error to be admissible given the spatial resolution of the analysis (1 arc-minute. The new data extended the distribution of vector species to 10 new Texas counties. The models predicted that Triatoma gerstaeckeri has a large region of contiguous suitable habitat in the southern United States and México, T. lecticularia has a diffuse suitable habitat distribution along both coasts of the same region, and T. sanguisuga has a disjoint suitable habitat distribution along the coasts of the United States. The ecological risk is highest in south Texas. 2. Incidence-based relative risk was computed at the county level using the Bayesian Besag-York-Mollié model and post-1960 T. cruzi incidence data. This

Front-line ordering clinicians: matching workforce to workload.

Science.gov (United States)

Fieldston, Evan S; Zaoutis, Lisa B; Hicks, Patricia J; Kolb, Susan; Sladek, Erin; Geiger, Debra; Agosto, Paula M; Boswinkel, Jan P; Bell, Louis M

2014-07-01

Matching workforce to workload is particularly important in healthcare delivery, where an excess of workload for the available workforce may negatively impact processes and outcomes of patient care and resident learning. Hospitals currently lack a means to measure and match dynamic workload and workforce factors. This article describes our work to develop and obtain consensus for use of an objective tool to dynamically match the front-line ordering clinician (FLOC) workforce to clinical workload in a variety of inpatient settings. We undertook development of a tool to represent hospital workload and workforce based on literature reviews, discussions with clinical leadership, and repeated validation sessions. We met with physicians and nurses from every clinical care area of our large, urban children's hospital at least twice. We successfully created a tool in a matrix format that is objective and flexible and can be applied to a variety of settings. We presented the tool in 14 hospital divisions and received widespread acceptance among physician, nursing, and administrative leadership. The hospital uses the tool to identify gaps in FLOC coverage and guide staffing decisions. Hospitals can better match workload to workforce if they can define and measure these elements. The Care Model Matrix is a flexible, objective tool that quantifies the multidimensional aspects of workload and workforce. The tool, which uses multiple variables that are easily modifiable, can be adapted to a variety of settings. © 2014 Society of Hospital Medicine.

Building the Social Work Workforce: Saving Lives and Families

Directory of Open Access Journals (Sweden)

Katharine Briar-Lawson

2014-05-01

Full Text Available This article depicts a journey over the decades to address some of the needs of children and families in the child welfare system. Recounting a few key milestones and challenges in the past 40 years, it is argued that workforce development is one key to improved outcomes for abused and neglected children and their families. Major events and several turning points are chronicled. Emerging workforce needs in aging are also cited as lessons learned from child welfare have implications for building a gero savvy social work workforce. Funding streams involving IV-E and Medicaid are discussed. It is argued that workforce development can be a life and death issue for some of these most vulnerable populations. Thus, the workforce development agenda must be at the forefront of the social work profession for the 21st century. Key funding streams are needed to foster investments in building and sustaining the social work workforce.

Diversity in the dermatology workforce.

Science.gov (United States)

Hinojosa, Jorge A; Pandya, Amit G

2016-12-01

The United States is becoming increasingly diverse, and minorities are projected to represent the majority of our population in the near future. Unfortunately, health disparities still exist for these groups, and inequalities have also become evident in the field of dermatology. There is currently a lack of diversity within the dermatology workforce. Potential solutions to these health care disparities include increasing cultural competence for all physicians and improving diversity in the dermatology workforce. ©2016 Frontline Medical Communications.

Wind Energy Workforce Development & Jobs

Energy Technology Data Exchange (ETDEWEB)

Tegen, Suzanne

2016-11-08

The United States needs a skilled and qualified wind energy workforce to produce domestic clean power. To assist with wind energy workforce development, the U.S. Department of Energy (DOE) and National Renewable Energy Laboratory are engaged with several efforts.This presentation by Suzanne Tegen describes these efforts, including a wind industry survey, DOE's Wind Career Map, the DOE Wind Vision report, and an in-depth discussion of the Jobs & Economic Development Impacts Model.

Workforce Competitiveness Collection. "LINCS" Resource Collection News

Science.gov (United States)

Literacy Information and Communication System, 2011

2011-01-01

This edition of "'LINCS' Resource Collection News" features the Workforce Competitiveness Collection, covering the topics of workforce education, English language acquisition, and technology. Each month Collections News features one of the three "LINCS" (Literacy Information and Communication System) Resource Collections--Basic…

27 CFR 9.155 - Texas Davis Mountains.

Science.gov (United States)

2010-04-01

...) “Fort Davis, Texas,” 1985. (2) “Mount Livermore, Texas—Chihuahua,” 1985. (c) Boundary. The Texas Davis... follows Highway 166 in a southwesterly direction onto the Mt. Livermore, Texas-Chihuahua, U.S.G.S. map; (6... Grapevine Canyon on the Mt. Livermore, Texas-Chihuahua, U.S.G.S. map; (14) The boundary then proceeds in a...

Pediatric Orthopaedic Workforce in 2014: Current Workforce and Projections for the Future.

Science.gov (United States)

Sawyer, Jeffrey R; Jones, Kerwyn C; Copley, Lawson A; Chambers, Stephanie

2017-01-01

The changing nature of the United States (US) health care system has prompted debate concerning the physician supply. The basic questions are: do we have an adequate number of surgeons to meet current demands and are we training the correct number of surgeons to meet future demands? The purpose of this analysis was to characterize the current pediatric orthopaedic workforce in terms of supply and demand, both present and future. Databases were searched (POSNA, SF Match, KID, MGMA) to determine the current pediatric orthopaedic workforce and workforce distribution, as well as pediatric orthopaedic demand. The number of active Pediatric Orthopaedic Society of North America (POSNA) members increased over the past 20 years, from 410 in 1993 to 653 in 2014 (155% increase); however, the density of POSNA members is not equally distributed, but correlates to population density. The number of estimated pediatric discharges, orthopaedic and nonorthopaedic, has remained relatively stable from 6,348,537 in 1997 to 5,850,184 in 2012. Between 2003 and 2013, the number of pediatric orthopaedic fellows graduating from Accreditation Council for Graduate Medical Education and non-Accreditation Council for Graduate Medical Education programs increased from 39 to 50 (29%), with a peak of 67 fellows (71%) in 2009. Although predicting the exact need for pediatric orthopaedic surgeons (POS) is impossible because of the complex interplay among macroeconomic, governmental, insurance, and local factors, some trends were identified: the supply of POS has increased, which may offset the expected numbers of experienced surgeons who will be leaving the workforce in the next 10 to 15 years; macroeconomic factors influencing demand for physician services, driven by gross domestic product and population growth, are expected to be stable in the near future; expansion of the scope of practice for POS is expected to continue; and further similar assessments are warranted. Level II-economic and

Dynamic simulation for effective workforce management in new product development

Directory of Open Access Journals (Sweden)

M. Mutingi

2012-10-01

Full Text Available Effective planning and management of workforce for new product development (NPD projects is a great challenge to many organisations, especially in the presence of engineering changes during the product development process. The management objective in effective workforce management is to recruit, develop and deploy the right people at the right place at the right time so as to fulfill organizational objectives. In this paper, we propose a dynamic simulation model to address the workforce management problem in a typical NPD project consisting of design, prototyping, and production phases. We assume that workforce demand is a function of project work remaining and the current available skill pool. System dynamics simulation concepts are used to capture the causality relationships and feedback loops in the workforce system from a systems thinking. The evaluation of system dynamics simulation reveals the dynamic behaviour in NPD workforce management systems and shows how adaptive dynamic recruitment and training decisions can effectively balance the workforce system during the NPD process.

Sultanate of Oman: building a dental workforce.

Science.gov (United States)

Gallagher, Jennifer E; Manickam, Sivakumar; Wilson, Nairn H F

2015-06-22

A medium- and long-term perspective is required in human resource development to ensure that future needs and demands for oral healthcare are met by the most appropriate health professionals. This paper presents a case study of the Sultanate of Oman, one of the Gulf States with a current population of 3.8 million, which has initiated dental training through the creation of a dental college. The objectives of this paper are first to describe trends in the dental workforce in Oman from 1990 to date and compare the dental workforce with its medical counterparts in Oman and with other countries, and second, to consider future dental workforce in the Sultanate. Data were collected from published sources, including the Ministry of Health (MoH), Ministry of Manpower (MoM), and Ministry of National Economy (MoNE)-Sultanate of Oman; the World Health Organization (WHO); World Bank; and the Central Intelligence Agency (CIA). Dentist-to-population ratios were compared nationally, regionally and globally for medicine and dentistry. Dental graduate outputs were mapped onto the local supply. Future trends were examined using population growth predictions, exploring the expected impact in relation to global, regional and European workforce densities. Population growth in Oman is increasing at a rate of over 2% per year. Oman has historically been dependent upon an expatriate dental workforce with only 24% of the dentist workforce Omani in 2010 (n = 160). Subsequent to Oman Dental College (ODC) starting to qualify dental (BDS) graduates in 2012, there is an increase in the annual growth of the dentist workforce. On the assumption that all future dental graduates from ODC have an opportunity to practise in Oman, ODC graduates will boost the annual Omani dentist growth rate starting at 28% per annum from 2012 onwards, building capacity towards global (n = 1711) and regional levels (Gulf State: n = 2167) in the medium term. The output of dental graduates from Oman Dental College is

First Annual LGBT Health Workforce Conference: Empowering Our Health Workforce to Better Serve LGBT Communities.

Science.gov (United States)

Sánchez, Nelson F; Sánchez, John Paul; Lunn, Mitchell R; Yehia, Baligh R; Callahan, Edward J

2014-03-01

The Institute of Medicine has identified significant health disparities and barriers to health care experienced by lesbian, gay, bisexual, and transgender (LGBT) populations. By lowering financial barriers to care, recent legislation and judicial decisions have created a remarkable opportunity for reducing disparities by making health care available to those who previously lacked access. However, the current health-care workforce lacks sufficient training on LGBT-specific health-care issues and delivery of culturally competent care to sexual orientation and gender identity minorities. The LGBT Healthcare Workforce Conference was developed to provide a yearly forum to address these deficiencies through the sharing of best practices in LGBT health-care delivery, creating LGBT-inclusive institutional environments, supporting LGBT personal and professional development, and peer-to-peer mentoring, with an emphasis on students and early career professionals in the health-care fields. This report summarizes the findings of the first annual LGBT Health Workforce Conference.

The characteristics and distribution of dentist workforce in Saudi Arabia: A descriptive cross-sectional study.

Science.gov (United States)

AlBaker, Abdulaziz A; Al-Ruthia, Yazed Sulaiman H; AlShehri, Mohammed; Alshuwairikh, Samar

2017-12-01

The Kingdom of Saudi Arabia has shown steady growth in the dental workforce over the last 20 years. Although the number of dental colleges has significantly increased in the last decade, there is not any study so far that described the status of the licensed dentist workforce in the kingdom. The present study aimed to explore the demographic distribution and professional characteristics of licensed dentist workforce in Saudi Arabia. This was a descriptive cross-sectional study using the Saudi Commission for Health Specialties (SCFHS) database to identify the number of licensed dentists in Saudi Arabia as well as their professional and demographic characteristics as of December 2016. The data was categorized based on gender, nationality, dental specialty, health sector, geographic location, and professional rank. The number of licensed dentists working in the kingdom as of December 2016 was 16887 dentists, and the vast majority of them are professionally registered as general dentists (70.27%). The percentage of general dentists among the professionally registered female dentists is significantly higher than their male counterparts (79.71% vs. 64.80%; P  sector in comparison to only 20.46% of the non-Saudi dentists ( P  sectors. With the rising unemployment rate among Saudi dentists, the governmental bodies that are responsible of dental labor market regulations such as the ministries of health, economy and planning, and labor should come up with a policy to gradually but carefully replace the non-Saudi dentists in both public and private sectors with Saudi dentists.

Can New Zealand achieve self-sufficiency in its nursing workforce?

Science.gov (United States)

North, Nicola

2011-01-01

This paper reviews impacts on the nursing workforce of health policy and reforms of the past two decades and suggests reasons for both current difficulties in retaining nurses in the workforce and measures to achieve short-term improvements. Difficulties in retaining nurses in the New Zealand workforce have contributed to nursing shortages, leading to a dependence on overseas recruitment. In a context of global shortages and having to compete in a global nursing labour market, an alternative to dependence on overseas nurses is self-sufficiency. Discursive paper. Analysis of nursing workforce data highlighted threats to self-sufficiency, including age structure, high rates of emigration of New Zealand nurses with reliance on overseas nurses and an annual output of nurses that is insufficient to replace both expected retiring nurses and emigrating nurses. A review of recent policy and other documents indicates that two decades of health reform and lack of a strategic focus on nursing has contributed to shortages. Recent strategic approaches to the nursing workforce have included workforce stocktakes, integrated health workforce development and nursing workforce projections, with a single authority now responsible for planning, education, training and development for all health professions and sectors. Current health and nursing workforce development strategies offer wide-ranging and ambitious approaches. An alternative approach is advocated: based on workforce data analysis, pressing threats to self-sufficiency and measures available are identified to achieve, in the short term, the maximum impact on retaining nurses. A human resources in health approach is recommended that focuses on employment conditions and professional nursing as well as recruitment and retention strategies. Nursing is identified as 'crucial' to meeting demands for health care. A shortage of nurses threatens delivery of health services and supports the case for self-sufficiency in the nursing

Use of trees by the Texas ratsnake (Elaphe obsoleta) in eastern Texas

Science.gov (United States)

Josh B. Pierce; Robert R. Fleet; Lance McBrayer; D. Craig Rudolph

2008-01-01

We present information on the use of trees by Elaphe obsoleta (Texas Ratsnake) in a mesic pine-hardwood forest in eastern Texas. Using radiotelemetry, seven snakes (3 females, 4 males) were relocated a total of 363 times from April 2004 to May 2005, resulting in 201 unique locations. Snakes selected trees containing cavities and used hardwoods and...

Ready Texas: Stakeholder Convening. Proceedings Report

Science.gov (United States)

Intercultural Development Research Association, 2016

2016-01-01

With the adoption of substantial changes to Texas high school curricula in 2013 (HB5), a central question for Texas policymakers, education and business leaders, families, and students is whether and how HB5 implementation impacts the state of college readiness and success in Texas. Comprehensive research is needed to understand the implications…

Safety Evaluation Report related to the operation of South Texas Project, Units 1 and 2 (Docket Nos. 50-498 and 50-499). Supplement No. 1

International Nuclear Information System (INIS)

1986-09-01

In April 1986 the staff of the Nuclear Regulatory Commission issued its Safety Evaluation Report (NUREG-0781) regarding the application of Houston Lighting and Power Company (applicant and agent for the owners) for a license to operate South Texas Project, Units 1 and 2 (Docket Nos. 50-498 and 50-499). The facility is located in Matagorda County, Texas, west of the Colorado River, 8 miles north-northwest of the town of Matagorda and about 89 miles southwest of Houston. This first supplement to NUREG-0781 reports the status of certain items that remained unresolved at the time the Safety Evaluation Report was published

Texas pavement preservation center four-year summary report.

Science.gov (United States)

2009-07-04

The Texas Pavement Preservation Center (TPPC), in joint collaboration with the Center for Transportation Research (CTR) of the University of Texas at Austin and the Texas Transportation Institute (TTI) of Texas A&M University, promotes the use of pav...

Experiential Training for Empowerment of the Workforce.

Science.gov (United States)

Cook, John A.

As downsizing of government and business organizations has become widespread, many managers are seeking to increase productivity by empowering the workforce. When effectively and appropriately implemented, empowered workforce structures can cut costs and improve quality and safety. Yet resistance to such changes arises from a patriarchal…

The joint action on health workforce planning and forecasting: results of a European programme to improve health workforce policies.

NARCIS (Netherlands)

Kroezen, M.; Hoegaerden, M. van; Batenburg, R.

2017-01-01

Health workforce (HWF) planning and forecasting is faced with a number of challenges, most notably a lack of consistent terminology, a lack of data, limited model-, demand-based- and future-based planning, and limited inter-country collaboration. The Joint Action on Health Workforce Planning and

Evidence-informed primary health care workforce policy: are we asking the right questions?

Science.gov (United States)

Naccarella, Lucio; Buchan, Jim; Brooks, Peter

2010-01-01

Australia is facing a primary health care workforce shortage. To inform primary health care (PHC) workforce policy reforms, reflection is required on ways to strengthen the evidence base and its uptake into policy making. In 2008 the Australian Primary Health Care Research Institute funded the Australian Health Workforce Institute to host Professor James Buchan, Queen Margaret University, UK, an expert in health services policy research and health workforce planning. Professor Buchan's visit enabled over forty Australian PHC workforce mid-career and senior researchers and policy stakeholders to be involved in roundtable policy dialogue on issues influencing PHC workforce policy making. Six key thematic questions emerged. (1) What makes PHC workforce planning different? (2) Why does the PHC workforce need to be viewed in a global context? (3) What is the capacity of PHC workforce research? (4) What policy levers exist for PHC workforce planning? (5) What principles can guide PHC workforce planning? (6) What incentives exist to optimise the use of evidence in policy making? The emerging themes need to be discussed within the context of current PHC workforce policy reforms, which are focussed on increasing workforce supply (via education/training programs), changing the skill mix and extending the roles of health workers to meet patient needs. With the Australian government seeking to reform and strengthen the PHC workforce, key questions remain about ways to strengthen the PHC workforce evidence base and its uptake into PHC workforce policy making.

Modeling workforce demand in North Dakota: a System Dynamics approach

OpenAIRE

Muminova, Adiba

2015-01-01

This study investigates the dynamics behind the workforce demand and attempts to predict the potential effects of future changes in oil prices on workforce demand in North Dakota. The study attempts to join System Dynamics and Input-Output models in order to overcome shortcomings in both of the approaches and gain a more complete understanding of the issue of workforce demand. A system dynamics simulation of workforce demand within different economic sector...

Return to the workforce following coronary artery bypass grafting

DEFF Research Database (Denmark)

Butt, Jawad H; Rørth, Rasmus; Kragholm, Kristian

2018-01-01

Background Returning to the workforce after coronary artery bypass grafting (CABG) holds important socioeconomic consequences not only for patients, but the society as well. Yet data on this issue are limited. We examined return to the workforce and associated factors in patients of working age.......0%) patients had returned to the workforce, 614 (10.2%) were on paid sick leave, 267 (4.4%) received disability pension, 250 (4.1%) were on early retirement, 57 (0.9%) had died, and 16 (0.3%) had emigrated. Factors associated with return to the workforce were identified using multivariable logistic regression...

Geographic Analysis of the Radiation Oncology Workforce

Energy Technology Data Exchange (ETDEWEB)

Aneja, Sanjay [Department of Therapeutic Radiology, Yale University School of Medicine, New Haven, CT (United States); Cancer Outcomes, Policy, and Effectiveness Research Center at Yale, New Haven, CT (United States); Smith, Benjamin D. [University of Texas M. D. Anderson Cancer Center, Houston, TX (United States); Gross, Cary P. [Cancer Outcomes, Policy, and Effectiveness Research Center at Yale, New Haven, CT (United States); Department of General Internal Medicine, Yale University School of Medicine, New Haven, CT (United States); Wilson, Lynn D. [Department of Therapeutic Radiology, Yale University School of Medicine, New Haven, CT (United States); Haffty, Bruce G. [Cancer Institute of New Jersey, New Brunswick, NJ (United States); Roberts, Kenneth [Department of Therapeutic Radiology, Yale University School of Medicine, New Haven, CT (United States); Yu, James B., E-mail: james.b.yu@yale.edu [Department of Therapeutic Radiology, Yale University School of Medicine, New Haven, CT (United States); Cancer Outcomes, Policy, and Effectiveness Research Center at Yale, New Haven, CT (United States)

2012-04-01

Purpose: To evaluate trends in the geographic distribution of the radiation oncology (RO) workforce. Methods and Materials: We used the 1995 and 2007 versions of the Area Resource File to map the ratio of RO to the population aged 65 years or older (ROR) within different health service areas (HSA) within the United States. We used regression analysis to find associations between population variables and 2007 ROR. We calculated Gini coefficients for ROR to assess the evenness of RO distribution and compared that with primary care physicians and total physicians. Results: There was a 24% increase in the RO workforce from 1995 to 2007. The overall growth in the RO workforce was less than that of primary care or the overall physician workforce. The mean ROR among HSAs increased by more than one radiation oncologist per 100,000 people aged 65 years or older, from 5.08 per 100,000 to 6.16 per 100,000. However, there remained consistent geographic variability concerning RO distribution, specifically affecting the non-metropolitan HSAs. Regression analysis found higher ROR in HSAs that possessed higher education (p = 0.001), higher income (p < 0.001), lower unemployment rates (p < 0.001), and higher minority population (p = 0.022). Gini coefficients showed RO distribution less even than for both primary care physicians and total physicians (0.326 compared with 0.196 and 0.292, respectively). Conclusions: Despite a modest growth in the RO workforce, there exists persistent geographic maldistribution of radiation oncologists allocated along socioeconomic and racial lines. To solve problems surrounding the RO workforce, issues concerning both gross numbers and geographic distribution must be addressed.

Geographic Analysis of the Radiation Oncology Workforce

International Nuclear Information System (INIS)

Aneja, Sanjay; Smith, Benjamin D.; Gross, Cary P.; Wilson, Lynn D.; Haffty, Bruce G.; Roberts, Kenneth; Yu, James B.

2012-01-01

Purpose: To evaluate trends in the geographic distribution of the radiation oncology (RO) workforce. Methods and Materials: We used the 1995 and 2007 versions of the Area Resource File to map the ratio of RO to the population aged 65 years or older (ROR) within different health service areas (HSA) within the United States. We used regression analysis to find associations between population variables and 2007 ROR. We calculated Gini coefficients for ROR to assess the evenness of RO distribution and compared that with primary care physicians and total physicians. Results: There was a 24% increase in the RO workforce from 1995 to 2007. The overall growth in the RO workforce was less than that of primary care or the overall physician workforce. The mean ROR among HSAs increased by more than one radiation oncologist per 100,000 people aged 65 years or older, from 5.08 per 100,000 to 6.16 per 100,000. However, there remained consistent geographic variability concerning RO distribution, specifically affecting the non-metropolitan HSAs. Regression analysis found higher ROR in HSAs that possessed higher education (p = 0.001), higher income (p < 0.001), lower unemployment rates (p < 0.001), and higher minority population (p = 0.022). Gini coefficients showed RO distribution less even than for both primary care physicians and total physicians (0.326 compared with 0.196 and 0.292, respectively). Conclusions: Despite a modest growth in the RO workforce, there exists persistent geographic maldistribution of radiation oncologists allocated along socioeconomic and racial lines. To solve problems surrounding the RO workforce, issues concerning both gross numbers and geographic distribution must be addressed.

Geoscience and the 21st Century Workforce

Science.gov (United States)

Manduca, C. A.; Bralower, T. J.; Blockstein, D.; Keane, C. M.; Kirk, K. B.; Schejbal, D.; Wilson, C. E.

2013-12-01

Geoscience knowledge and skills play new roles in the workforce as our society addresses the challenges of living safely and sustainably on Earth. As a result, we expect a wider range of future career opportunities for students with education in the geosciences and related fields. A workshop offered by the InTeGrate STEP Center on 'Geoscience and the 21st Century Workforce' brought together representatives from 24 programs with a substantial geoscience component, representatives from different employment sectors, and workforce scholars to explore the intersections between geoscience education and employment. As has been reported elsewhere, employment in energy, environmental and extractive sectors for geoscientists with core geology, quantitative and communication skills is expected to be robust over the next decade as demand for resources grow and a significant part of the current workforce retires. Relatively little is known about employment opportunities in emerging areas such as green energy or sustainability consulting. Employers at the workshop from all sectors are seeking the combination of strong technical, quantitative, communication, time management, and critical thinking skills. The specific technical skills are highly specific to the employer and employment needs. Thus there is not a single answer to the question 'What skills make a student employable?'. Employers at this workshop emphasized the value of data analysis, quantitative, and problem solving skills over broad awareness of policy issues. Employers value the ability to articulate an appropriate, effective, creative solution to problems. Employers are also very interested in enthusiasm and drive. Participants felt that the learning outcomes that their programs have in place were in line with the needs expressed by employers. Preparing students for the workforce requires attention to professional skills, as well as to the skills needed to identify career pathways and land a job. This critical

Otolaryngology workforce analysis.

Science.gov (United States)

Hughes, Charles Anthony; McMenamin, Patrick; Mehta, Vikas; Pillsbury, Harold; Kennedy, David

2016-12-01

The number of trained otolaryngologists available is insufficient to supply current and projected US health care needs. The goal of this study was to assess available databases and present accurate data on the current otolaryngology workforce, examine methods for prediction of future health care needs, and explore potential issues with forecasting methods and policy implementation based on these predictions. Retrospective analysis of research databases, public use files, and claims data. The total number of otolaryngologists and current practices in the United States was tabulated using the databases of the American Academy of Otolaryngology-Head and Neck Surgery, American Medical Association, American Board of Otolaryngology, American College of Surgeons, Association of American Medical Colleges, National Center for Health Statistics, and Department of Health and Human Services. Otolaryngologists were identified as surgeons and classified into surgical groups using a combination of AMA primary and secondary self-reported specialties and American Board of Medical Specialties certifications. Data gathered were cross-referenced to rule out duplications to assess total practicing otolaryngologists. Data analyzed included type of practice: 1) academic versus private and 2) general versus specialty; and demographics: 1) urban versus rural, 2) patient age, 3) reason for visit (referral, new, established, surgical follow-up), 4) reason for visit (diagnosis), and 5) payer type. Analysis from the above resources estimates the total number of otolaryngologists practicing in the United States in 2011 to be 12,609, with approximately 10,522 fully trained practicing physicians (9,232-10,654) and 2,087 in training (1,318 residents and 769 fellows/others). Based on 2011 data, workforce projections would place the fully trained and practicing otolaryngology workforce at 11,088 in 2015 and 12,084 in 2025 unless changes in training occur. The AAO-HNS Physicians Resource Committee

9 CFR 72.5 - Area quarantined in Texas.

Science.gov (United States)

2010-01-01

... 9 Animals and Animal Products 1 2010-01-01 2010-01-01 false Area quarantined in Texas. 72.5... AGRICULTURE INTERSTATE TRANSPORTATION OF ANIMALS (INCLUDING POULTRY) AND ANIMAL PRODUCTS TEXAS (SPLENETIC) FEVER IN CATTLE § 72.5 Area quarantined in Texas. The area quarantined in Texas is the quarantined area...

Technical Training seminar: Texas Instruments

CERN Multimedia

2006-01-01

Monday 6 November TECHNICAL TRAINING SEMINAR 14:00 to 17:30 - Training Centre Auditorium (bldg. 593) Texas Instruments Technical Seminar Michael Scholtholt, Field Application Engineer / TEXAS INSTRUMENTS (US, D, CH) POWER - A short approach to Texas Instruments power products Voltage mode vs. current mode control Differentiating DC/DC converters by analyzing control and compensation schemes: line / load regulation, transient response, BOM, board space, ease-of-use Introduction to the SWIFT software FPGA + CPLD power solutions WIRELESS / CHIPCON Decision criteria when choosing a RF platform Introduction to Texas Instruments wireless products: standardized platforms proprietary platforms ( 2.4 GHz / sub 1 GHz) development tools Antenna design: example for 2.4 GHz questions, discussion Industrial partners: Robert Medioni, François Caloz / Spoerle Electronic, CH-1440 Montagny (VD), Switzerland Phone: +41 24 447 0137, email: RMedioni@spoerle.com, http://www.spoerle.com Language: English. Free s...

The State of Texas Children: Texas KIDS COUNT Annual Data Book--The Importance of Investing in Children

Science.gov (United States)

Deviney, Frances; Phillips, Pace; Dickerson, Carrie; Tibbitt, Laura

2011-01-01

On February 4, the Center for Public Policy Priorities (CPPP) released the 18th annual Texas KIDS COUNT data book, "The State of Texas Children 2011." The annual data book and free data warehouse provide the latest look at more than 80 different measures of child well-being in Texas and every county in the state. This year, the opening…

Employee Engagement: Motivating and Retaining Tomorrow's Workforce

Science.gov (United States)

Shuck, Michael Bradley; Wollard, Karen Kelly

2008-01-01

Tomorrow's workforce is seeking more than a paycheck; they want their work to meet their needs for affiliation, meaning, and self-development. Companies willing to meet these demands will capture the enormous profit potential of a workforce of fully engaged workers. This piece explores what engagement is, why it matters, and how human resource…

Workforce strategies to improve children's oral health.

Science.gov (United States)

Goodwin, Kristine

2014-12-01

(1) Tooth decay is the most common chronic disease for children. (2) As millions receive dental coverage under the Affordable Care Act, the demand for dental services is expected to strain the current workforce's ability to meet their needs. (3) States have adopted various workforce approaches to improve access to dental care for underserved populations.

Assessing the health workforce implications of health policy and programming: how a review of grey literature informed the development of a new impact assessment tool.

Science.gov (United States)

Nove, Andrea; Cometto, Giorgio; Campbell, James

2017-11-09

In their adoption of WHA resolution 69.19, World Health Organization Member States requested all bilateral and multilateral initiatives to conduct impact assessments of their funding to human resources for health. The High-Level Commission for Health Employment and Economic Growth similarly proposed that official development assistance for health, education, employment and gender are best aligned to creating decent jobs in the health and social workforce. No standard tools exist for assessing the impact of global health initiatives on the health workforce, but tools exist from other fields. The objectives of this paper are to describe how a review of grey literature informed the development of a draft health workforce impact assessment tool and to introduce the tool. A search of grey literature yielded 72 examples of impact assessment tools and guidance from a wide variety of fields including gender, health and human rights. These examples were reviewed, and information relevant to the development of a health workforce impact assessment was extracted from them using an inductive process. A number of good practice principles were identified from the review. These informed the development of a draft health workforce impact assessment tool, based on an established health labour market framework. The tool is designed to be applied before implementation. It consists of a relatively short and focused screening module to be applied to all relevant initiatives, followed by a more in-depth assessment to be applied only to initiatives for which the screening module indicates that significant implications for HRH are anticipated. It thus aims to strike a balance between maximising rigour and minimising administrative burden. The application of the new tool will help to ensure that health workforce implications are incorporated into global health decision-making processes from the outset and to enhance positive HRH impacts and avoid, minimise or offset negative impacts.

The Impact of Out-Migration on the Nursing Workforce in Kenya

Science.gov (United States)

Gross, Jessica M; Rogers, Martha F; Teplinskiy, Ilya; Oywer, Elizabeth; Wambua, David; Kamenju, Andrew; Arudo, John; Riley, Patricia L; Higgins, Melinda; Rakuom, Chris; Kiriinya, Rose; Waudo, Agnes

2011-01-01

Objective To examine the impact of out-migration on Kenya's nursing workforce. Study Setting This study analyzed deidentified nursing data from the Kenya Health Workforce Informatics System, collected by the Nursing Council of Kenya and the Department of Nursing in the Ministry of Medical Services. Study Design We analyzed trends in Kenya's nursing workforce from 1999 to 2007, including supply, deployment, and intent to out-migrate, measured by requests for verification of credentials from destination countries. Principle Findings From 1999 to 2007, 6 percent of Kenya's nursing workforce of 41,367 nurses applied to out-migrate. Eighty-five percent of applicants were registered or B.Sc.N. prepared nurses, 49 percent applied within 10 years of their initial registration as a nurse, and 82 percent of first-time applications were for the United States or United Kingdom. For every 4.5 nurses that Kenya adds to its nursing workforce through training, 1 nurse from the workforce applies to out-migrate, potentially reducing by 22 percent Kenya's ability to increase its nursing workforce through training. Conclusions Nurse out-migration depletes Kenya's nursing workforce of its most highly educated nurses, reduces the percentage of younger nurses in an aging nursing stock, decreases Kenya's ability to increase its nursing workforce through training, and represents a substantial economic loss to the country. PMID:21413982

The Changing Global Context of Virtual Workforce

Directory of Open Access Journals (Sweden)

James A. Ejiwale

2012-09-01

Full Text Available The technological revolution occurring in today’s market place has made it possible for many companies to be innovative about the way and where work is done. To get the job done, due to digital revolution, companies have turned to virtual workforce to harness the benefits of connectivity and effective information sharing among stakeholders to get the job done. More important, the success of coordinating work among a virtual workforce for profitability in a rapidly changing global environment depends on “effective indirect communication” between the leadership and the virtual workforce. This article will address the importance of effective communication as a necessary tool for the success of e-leadership, productivity improvement in virtual work environment.

CBTE: The Ayes of Texas

Science.gov (United States)

Houston, W. Robert; Howsam, Robert B.

1974-01-01

A heated controversy occurred when the Texas State Board of Education mandated competency based teacher education (CBTE) for all of the State's 66 teacher preparatory institutions. This is an account of developments in Texas by two major proponents of CBTE. (Author/JF)

Labor and skills gap analysis of the biomedical research workforce

Science.gov (United States)

Mason, Julie L.; Johnston, Elizabeth; Berndt, Sam; Segal, Katie; Lei, Ming; Wiest, Jonathan S.

2016-01-01

The United States has experienced an unsustainable increase of the biomedical research workforce over the past 3 decades. This expansion has led to a myriad of consequences, including an imbalance in the number of researchers and available tenure-track faculty positions, extended postdoctoral training periods, increasing age of investigators at first U.S. National Institutes of Health R01 grant, and exodus of talented individuals seeking careers beyond traditional academe. Without accurate data on the biomedical research labor market, challenges will remain in resolving these problems and in advising trainees of viable career options and the skills necessary to be productive in their careers. We analyzed workforce trends, integrating both traditional labor market information and real-time job data. We generated a profile of the current biomedical research workforce, performed labor gap analyses of occupations in the workforce at regional and national levels, and assessed skill transferability between core and complementary occupations. We conclude that although supply into the workforce and the number of job postings for occupations within that workforce have grown over the past decade, supply continues to outstrip demand. Moreover, we identify practical skill sets from real-time job postings to optimally equip trainees for an array of careers to effectively meet future workforce demand.—Mason, J. L., Johnston, E., Berndt, S., Segal, K., Lei, M., Wiest, J. S. Labor and skills gap analysis of the biomedical research workforce. PMID:27075242

Labor and skills gap analysis of the biomedical research workforce.

Science.gov (United States)

Mason, Julie L; Johnston, Elizabeth; Berndt, Sam; Segal, Katie; Lei, Ming; Wiest, Jonathan S

2016-08-01

The United States has experienced an unsustainable increase of the biomedical research workforce over the past 3 decades. This expansion has led to a myriad of consequences, including an imbalance in the number of researchers and available tenure-track faculty positions, extended postdoctoral training periods, increasing age of investigators at first U.S. National Institutes of Health R01 grant, and exodus of talented individuals seeking careers beyond traditional academe. Without accurate data on the biomedical research labor market, challenges will remain in resolving these problems and in advising trainees of viable career options and the skills necessary to be productive in their careers. We analyzed workforce trends, integrating both traditional labor market information and real-time job data. We generated a profile of the current biomedical research workforce, performed labor gap analyses of occupations in the workforce at regional and national levels, and assessed skill transferability between core and complementary occupations. We conclude that although supply into the workforce and the number of job postings for occupations within that workforce have grown over the past decade, supply continues to outstrip demand. Moreover, we identify practical skill sets from real-time job postings to optimally equip trainees for an array of careers to effectively meet future workforce demand.-Mason, J. L., Johnston, E., Berndt, S., Segal, K., Lei, M., Wiest, J. S. Labor and skills gap analysis of the biomedical research workforce. © FASEB.

Safety Evaluation Report related to the operation of South Texas Project, Unit 2 (Docket No. 50-499)

International Nuclear Information System (INIS)

1989-01-01

In April 1986 the staff of the US Nuclear Regulatory Commission issued its Safety Evaluation Report (NUREG-0781) regarding the application of Houston Lighting and Power Company (applicant and agent for the owners) for a license to operate South Texas Project, Units 1 and 2 (Docket Nos. 50-498 and 50-499). The facility is located in Matagorda County, Texas, west of the Colorado River, 8 miles north-northwest of the town of Matagorda and about 89 miles southwest of Houston. The first supplement to NUREG-0781 was issued in September 1986, the second supplement in January 1987, the third supplement in May 1987, the fourth supplement in July 1987 and the fifth supplement in March 1988. This sixth supplement provides updated information on the issues that had been considered previously as well as the evaluation of issues that have arisen since the fifth supplement was issued. The evaluation resolves all the issues necessary to support the issuance of a low-power license for Unit 2

DOE Advanced Scientific Advisory Committee (ASCAC): Workforce Subcommittee Letter

Energy Technology Data Exchange (ETDEWEB)

Chapman, Barbara [University of Houston; Calandra, Henri [Total SA; Crivelli, Silvia [Lawrence Berkeley National Laboratory, University of California, Davis; Dongarra, Jack [University of Tennessee; Hittinger, Jeffrey [Lawrence Livermore National Laboratory; Lathrop, Scott A. [NCSA, University of Illinois Urbana-Champaign; Sarkar, Vivek [Rice University; Stahlberg, Eric [Advanced Biomedical Computing Center; Vetter, Jeffrey S. [Oak Ridge National Laboratory; Williams, Dean [Lawrence Livermore National Laboratory

2014-07-23

Simulation and computing are essential to much of the research conducted at the DOE national laboratories. Experts in the ASCR ¬relevant Computing Sciences, which encompass a range of disciplines including Computer Science, Applied Mathematics, Statistics and domain Computational Sciences, are an essential element of the workforce in nearly all of the DOE national laboratories. This report seeks to identify the gaps and challenges facing DOE with respect to this workforce. This letter is ASCAC’s response to the charge of February 19, 2014 to identify disciplines in which significantly greater emphasis in workforce training at the graduate or postdoctoral levels is necessary to address workforce gaps in current and future Office of Science mission needs.

The Demographics of Corporal Punishment in Texas

Science.gov (United States)

Phillips, Stephanie

2012-01-01

This dissertation examined the student discipline policies of 1,025 Texas school districts, as well as data from the Texas Education Agency's Academic Excellence Indicator System in order to identify demographic patterns regarding corporal punishment policies in Texas schools. The study also studied the relationship between a district's corporal…

An Assessment of the Current US Radiation Oncology Workforce: Methodology and Global Results of the American Society for Radiation Oncology 2012 Workforce Study

Energy Technology Data Exchange (ETDEWEB)

Vichare, Anushree; Washington, Raynard; Patton, Caroline; Arnone, Anna [ASTRO, Fairfax, Virginia (United States); Olsen, Christine [Massachusetts General Hospital, Boston, Massachusetts, (United States); Fung, Claire Y. [Commonwealth Newburyport Cancer Center, Newburyport, Massachusetts (United States); Hopkins, Shane [William R. Bliss Cancer Center, Ames, Iowa (United States); Pohar, Surjeet, E-mail: spohar@netzero.net [Indiana University Health Cancer Center East, Indiana University, Indianapolis, Indiana (United States)

2013-12-01

Purpose: To determine the characteristics, needs, and concerns of the current radiation oncology workforce, evaluate best practices and opportunities for improving quality and safety, and assess what we can predict about the future workforce. Methods and Materials: An online survey was distributed to 35,204 respondents from all segments of the radiation oncology workforce, including radiation oncologists, residents, medical dosimetrists, radiation therapists, medical physicists, nurse practitioners, nurses, physician assistants, and practice managers/administrators. The survey was disseminated by the American Society for Radiation Oncology (ASTRO) together with specialty societies representing other workforce segments. An overview of the methods and global results is presented in this paper. Results: A total of 6765 completed surveys were received, a response rate of 19%, and the final analysis included 5257 respondents. Three-quarters of the radiation oncologists, residents, and physicists who responded were male, in contrast to the other segments in which two-thirds or more were female. The majority of respondents (58%) indicated they were hospital-based, whereas 40% practiced in a free-standing/satellite clinic and 2% in another setting. Among the practices represented in the survey, 21.5% were academic, 25.2% were hospital, and 53.3% were private. A perceived oversupply of professionals relative to demand was reported by the physicist, dosimetrist, and radiation therapist segments. An undersupply was perceived by physician's assistants, nurse practitioners, and nurses. The supply of radiation oncologists and residents was considered balanced. Conclusions: This survey was unique as it attempted to comprehensively assess the radiation oncology workforce by directly surveying each segment. The results suggest there is potential to improve the diversity of the workforce and optimize the supply of the workforce segments. The survey also provides a benchmark for

An Assessment of the Current US Radiation Oncology Workforce: Methodology and Global Results of the American Society for Radiation Oncology 2012 Workforce Study

International Nuclear Information System (INIS)

Vichare, Anushree; Washington, Raynard; Patton, Caroline; Arnone, Anna; Olsen, Christine; Fung, Claire Y.; Hopkins, Shane; Pohar, Surjeet

2013-01-01

Purpose: To determine the characteristics, needs, and concerns of the current radiation oncology workforce, evaluate best practices and opportunities for improving quality and safety, and assess what we can predict about the future workforce. Methods and Materials: An online survey was distributed to 35,204 respondents from all segments of the radiation oncology workforce, including radiation oncologists, residents, medical dosimetrists, radiation therapists, medical physicists, nurse practitioners, nurses, physician assistants, and practice managers/administrators. The survey was disseminated by the American Society for Radiation Oncology (ASTRO) together with specialty societies representing other workforce segments. An overview of the methods and global results is presented in this paper. Results: A total of 6765 completed surveys were received, a response rate of 19%, and the final analysis included 5257 respondents. Three-quarters of the radiation oncologists, residents, and physicists who responded were male, in contrast to the other segments in which two-thirds or more were female. The majority of respondents (58%) indicated they were hospital-based, whereas 40% practiced in a free-standing/satellite clinic and 2% in another setting. Among the practices represented in the survey, 21.5% were academic, 25.2% were hospital, and 53.3% were private. A perceived oversupply of professionals relative to demand was reported by the physicist, dosimetrist, and radiation therapist segments. An undersupply was perceived by physician's assistants, nurse practitioners, and nurses. The supply of radiation oncologists and residents was considered balanced. Conclusions: This survey was unique as it attempted to comprehensively assess the radiation oncology workforce by directly surveying each segment. The results suggest there is potential to improve the diversity of the workforce and optimize the supply of the workforce segments. The survey also provides a benchmark for

40 CFR 81.344 - Texas.

Science.gov (United States)

2010-07-01

... AREAS FOR AIR QUALITY PLANNING PURPOSES Section 107 Attainment Status Designations § 81.344 Texas. Texas... County, Deaf Smith County, Dickens County, Donley County, Floyd County, Garza County, Gray County, Hale..., Cochran County, Collingsworth County, Crosby County, Dallam County, Deaf Smith County, Dickens County...

Auxiliary feedwater system risk-based inspection guide for the South Texas Project nuclear power plant

International Nuclear Information System (INIS)

Bumgardner, J.D.; Nickolaus, J.R.; Moffitt, N.E.; Gore, B.F.; Vo, T.V.

1993-12-01

In a study sponsored by the US Nuclear Regulatory Commission (NRC), Pacific Northwest Laboratory has developed and applied a methodology for deriving plant-specific risk-based inspection guidance for the auxiliary feedwater (AFW) system at pressurized water reactors that have not undergone probabilistic risk assessment (PRA). This methodology uses existing PRA results and plant operating experience information. Existing PRA-based inspection guidance information recently developed for the NRC for various plants was used to identify generic component failure modes. This information was then combined with plant-specific and industry-wide component information and failure data to identify failure modes and failure mechanisms for the AFW system at the selected plants. South Texas Project was selected as a plant for study. The product of this effort is a prioritized listing of AFW failures which have occurred at the plant and at other PWRs. This listing is intended for use by the NRC inspectors in preparation of inspection plans addressing AFW risk important components at the South Texas Project plant

Texas Real Estate Curriculum Workshop Summary Report.

Science.gov (United States)

Lyon, Robert

The Texas Real Estate Research Center-Texas Education Agency (TRERC-TEA) curriculum workshop was attended by over 40 participants representing 26 Texas community colleges. These participants divided into eight small groups by real estate specialty area and developed curriculum outlines and learning objectives for the following real estate courses:…

40 CFR 81.429 - Texas.

Science.gov (United States)

2010-07-01

... 40 Protection of Environment 17 2010-07-01 2010-07-01 false Texas. 81.429 Section 81.429 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) AIR PROGRAMS (CONTINUED) DESIGNATION OF... Visibility Is an Important Value § 81.429 Texas. Area name Acreage Public Law establishing Federal land...

The global nephrology workforce: emerging threats and potential solutions!

Science.gov (United States)

Sharif, Muhammad U; Elsayed, Mohamed E; Stack, Austin G

2016-02-01

Amidst the rising tide of chronic kidney disease (CKD) burden, the global nephrology workforce has failed to expand in order to meet the growing healthcare needs of this vulnerable patient population. In truth, this shortage of nephrologists is seen in many parts of the world, including North America, Europe, Australia, New Zealand, Asia and the African continent. Moreover, expert groups on workforce planning as well as national and international professional organizations predict further reductions in the nephrology workforce over the next decade, with potentially serious implications. Although the full impact of this has not been clearly articulated, what is clear is that the delivery of care to patients with CKD may be threatened in many parts of the world unless effective country-specific workforce strategies are put in place and implemented. Multiple factors are responsible for this apparent shortage in the nephrology workforce and the underpinning reasons may vary across health systems and countries. Potential contributors include the increasing burden of CKD, aging workforce, declining interest in nephrology among trainees, lack of exposure to nephrology among students and residents, rising cost of medical education and specialist training, increasing cultural and ethnic disparities between patients and care providers, increasing reliance on foreign medical graduates, inflexible work schedules, erosion of nephrology practice scope by other specialists, inadequate training, reduced focus on scholarship and research funds, increased demand to meet quality of care standards and the development of new care delivery models. It is apparent from this list that the solution is not simple and that a comprehensive evaluation is required. Consequently, there is an urgent need for all countries to develop a policy framework for the provision of kidney disease services within their health systems, a framework that is based on accurate projections of disease burden, a

Regulation and construction of nuclear powerplants: South Texas Nuclear Project. Hearing before the Subcommittee on Oversight and Investigations of the Committee on Interstate and Foreign Commerce, House of Representatives, Ninety-sixth Congress, Second Session

International Nuclear Information System (INIS)

Anon.

1981-01-01

On September 23, 1980, the Subcommittee of Oversight and Investigation held a congressional hearing to discuss the regulation and construction of the South Texas Nuclear Power Plant project. Discussion included recommendations to prevent problems, like the problem encountered at Three Mile Island, from occurring during construction and operation. The chairman of the Nuclear Regulatory Commission discussed the procedure for inspection and regulation process. One power plant at the South Texas project experienced significant problems because of an inadequate quality assurance and quality control program. These difficulties caused delay in construction, increased cost, and raised questions of safety. The problems encountered at Three Mile Island and at the first plant of the South Texas project provided the reasons for this congressional hearing

Educating the Public Health Workforce: A Scoping Review

Directory of Open Access Journals (Sweden)

Donghua Tao

2018-02-01

Full Text Available The aim of this scoping review was to identify and characterize the recent literature pertaining to the education of the public health workforce worldwide. The importance of preparing a public health workforce with sufficient capacity and appropriate capabilities has been recognized by major organizations around the world (1. Champions for public health note that a suitably educated workforce is essential to the delivery of public health services, including emergency response to biological, manmade, and natural disasters, within countries and across the globe. No single repository offers a comprehensive compilation of who is teaching public health, to whom, and for what end. Moreover, no international consensus prevails on what higher education should entail or what pedagogy is optimal for providing the necessary education. Although health agencies, public or private, might project workforce needs, the higher level of education remains the sole responsibility of higher education institutions. The long-term goal of this study is to describe approaches to the education of the public health workforce around the world by identifying the peer-reviewed literature, published primarily by academicians involved in educating those who will perform public health functions. This paper reports on the first phase of the study: identifying and categorizing papers published in peer-reviewed literature between 2000 and 2015.

Safety evaluation report related to the operation of South Texas Project, Units 1 and 2 (Docket Nos. 50-498 and 50-499)

International Nuclear Information System (INIS)

1987-07-01

In April 1986 the staff of the Nuclear Regulatory Commission issued its Safety Evaluation Report (NUREG-0781) regarding the application of Houston Lighting and Power Company (applicant and agent for the owners) for a license to operate South Texas Project, Units 1 and 2 (Docket Nos. 50-498 and 50-499). The facility is located in Matagorda County, Texas, west of the Colorado River, 8 miles north-northwest of the town of Matagorda and about 89 miles southwest of Houston. The first supplement to NUREG-0781 was issued in September 1986, the second supplement in January 1987, and the third supplement in May 1987. This fourth supplement reports on the status of unresolved items in the Safety Evaluation Report and resolves all the issues necessary to support the issuance of a low-power license

Safety Evaluation Report related to the operation of South Texas Project, Units 1 and 2 (Docket Nos. 50-498 and 50-499)

International Nuclear Information System (INIS)

1986-04-01

The Safety Evaluation Report for the application filed by Houston Lighting and Power Company, City Public Service Board of San Antonio, Central Power and Light Company, and the City of Austin, as applicants and owners, for licenses to operate the South Texas Project Units 1 and 2 (Docket Nos. 50-498 and 50-499) has been prepared by the Office of Nuclear Reactor Regulation of the US Nuclear Regulatory Commission. The facility is located in Matagorda County, Texas, west of the Colorado River, 8 miles north-northwest of the town of Matagorda and about 89 miles southwest of Houston. Subject to resolution of the items discussed in this report, the staff concludes that the applicant can operate the facility without endangering the health and safety of the public

Technical Specifications, South Texas Project, Unit Nos. 1 and 2 (Docket Nos. 50-498 and 50-499): Appendix ''A'' to License Nos. NPF-76 and NPF-80

International Nuclear Information System (INIS)

1989-03-01

The South Texas Project, Unit Nos. 1 and 2, Technical Specifications were prepared by the US Nuclear Regulatory Commission to set forth the limits, operating conditions, and other requirements applicable to a nuclear reactor facility as set forth in Section 50.36 of 10 CFR Part 50 for the protection of the health and safety of the public

Technical specifications, South Texas Project, Unit Nos. 1 and 2 (Docket Nos. 50-498 and 50-499): Appendix ''A'' to License Nos. NPF-76 and NPF-78

International Nuclear Information System (INIS)

1989-01-01

The South Texas Project, Unit Nos. 1 and 2, Technical Specifications were prepared by the US Nuclear Regulatory Commission to set forth the limits, operating conditions, and other requirements applicable to a nuclear reactor facility as set forth in Section 50.36 of 10 CFR Part 50 for the protection of the health and safety of the public

76 FR 7833 - Texas Eastern Transmission, LP; Notice of Application

Science.gov (United States)

2011-02-11

...] Texas Eastern Transmission, LP; Notice of Application Take notice that on January 25, 2011, Texas Eastern Transmission, LP (Texas Eastern), 5400 Westheimer Court, Houston, Texas 77056, filed in the above... TEAM 2012 Project. Specifically, Texas Eastern requests: (i) Authorization under NGA sections 7(b) and...

Building the biomedical data science workforce.

Science.gov (United States)

Dunn, Michelle C; Bourne, Philip E

2017-07-01

This article describes efforts at the National Institutes of Health (NIH) from 2013 to 2016 to train a national workforce in biomedical data science. We provide an analysis of the Big Data to Knowledge (BD2K) training program strengths and weaknesses with an eye toward future directions aimed at any funder and potential funding recipient worldwide. The focus is on extramurally funded programs that have a national or international impact rather than the training of NIH staff, which was addressed by the NIH's internal Data Science Workforce Development Center. From its inception, the major goal of BD2K was to narrow the gap between needed and existing biomedical data science skills. As biomedical research increasingly relies on computational, mathematical, and statistical thinking, supporting the training and education of the workforce of tomorrow requires new emphases on analytical skills. From 2013 to 2016, BD2K jump-started training in this area for all levels, from graduate students to senior researchers.

Building the biomedical data science workforce.

Directory of Open Access Journals (Sweden)

Michelle C Dunn

2017-07-01

Full Text Available This article describes efforts at the National Institutes of Health (NIH from 2013 to 2016 to train a national workforce in biomedical data science. We provide an analysis of the Big Data to Knowledge (BD2K training program strengths and weaknesses with an eye toward future directions aimed at any funder and potential funding recipient worldwide. The focus is on extramurally funded programs that have a national or international impact rather than the training of NIH staff, which was addressed by the NIH's internal Data Science Workforce Development Center. From its inception, the major goal of BD2K was to narrow the gap between needed and existing biomedical data science skills. As biomedical research increasingly relies on computational, mathematical, and statistical thinking, supporting the training and education of the workforce of tomorrow requires new emphases on analytical skills. From 2013 to 2016, BD2K jump-started training in this area for all levels, from graduate students to senior researchers.

Anaesthesia medical workforce in New Zealand.

Science.gov (United States)

King, S Y

2006-04-01

This survey was conducted in all 28 New Zealand District Health Boards with a response rate of 100%. The Clinical Directors of Departments of Anaesthesia were asked to quantify their current anaesthesia service delivery and to assess their workforce level. Over half of the District Health Boards reported understaffing, fifty percent occurring in hospitals of provincial cities or towns with an inability to attract specialist anaesthesia staff. Financial constraint was the other main reason for understaffing. With the information from the survey, an attempt was made to predict future New Zealand anaesthesia workforce requirements. A model for Australasia established by Baker in 1997 was used. In comparing this survey to previous studies, there is evidence that the nature and expectations of the anaesthesia workforce are changing as well as the work environment. Currently, there is no indication that anaesthesia specialist training numbers should be reduced. Close, ongoing monitoring and planning are essential to ensure future demands for anaesthesia services can be met.

Inconsistencies in authoritative national paediatric workforce data sources.

Science.gov (United States)

Allen, Amy R; Doherty, Richard; Hilton, Andrew M; Freed, Gary L

2017-12-01

Objective National health workforce data are used in workforce projections, policy and planning. If data to measure the current effective clinical medical workforce are not consistent, accurate and reliable, policy options pursued may not be aligned with Australia's actual needs. The aim of the present study was to identify any inconsistencies and contradictions in the numerical count of paediatric specialists in Australia, and discuss issues related to the accuracy of collection and analysis of medical workforce data. Methods This study compared respected national data sources regarding the number of medical practitioners in eight fields of paediatric speciality medical (non-surgical) practice. It also counted the number of doctors listed on the websites of speciality paediatric hospitals and clinics as practicing in these eight fields. Results Counts of medical practitioners varied markedly for all specialties across the data sources examined. In some fields examined, the range of variability across data sources exceeded 450%. Conclusions The national datasets currently available from federal and speciality sources do not provide consistent or reliable counts of the number of medical practitioners. The lack of an adequate baseline for the workforce prevents accurate predictions of future needs to provide the best possible care of children in Australia. What is known about the topic? Various national data sources contain counts of the number of medical practitioners in Australia. These data are used in health workforce projections, policy and planning. What does this paper add? The present study found that the current data sources do not provide consistent or reliable counts of the number of practitioners in eight selected fields of paediatric speciality practice. There are several potential issues in the way workforce data are collected or analysed that cause the variation between sources to occur. What are the implications for practitioners? Without accurate

Dementia skills for all: a core competency framework for the workforce in the United Kingdom.

Science.gov (United States)

Tsaroucha, Anna; Benbow, Susan Mary; Kingston, Paul; Le Mesurier, Nick

2013-01-01

One of the biggest challenges facing health and social care in the United Kingdom is the projected increase in the number of older people who require dementia care. The National Dementia Strategy (Department of Health, 2009) emphasizes the critical need for a skilled workforce in all aspects of dementia care. In the West Midlands, the Strategic Health Authority commissioned a project to develop a set of generic core competencies that would guide a competency based curriculum to meet the demands for improved dementia training and education. A systematic literature search was conducted to identify relevant frameworks to assist with this work. The core competency framework produced and the methods used for the development of the framework are presented and discussed.

Professionalizing the Nation's Cybersecurity Workforce?: Criteria for Decision-Making

Science.gov (United States)

National Academies Press, 2013

2013-01-01

"Professionalizing the Nation's Cybersecurity Workforce? Criteria for Decision-Making" considers approaches to increasing the professionalization of the nation's cybersecurity workforce. This report examines workforce requirements for cybersecurity and the segments and job functions in which professionalization is most needed;…

Operation of South Texas Project, Units 1 and 2 Docket Nos. 50-498 and 50-499, Houston Lighting and Power Company et.al., Matagorda County, Texas

International Nuclear Information System (INIS)

1986-08-01

The final environmental impact statement (EPA No. 860376F) on a proposal to issue operating licenses for units 1 and 2 of the South Texas Project describes the two pressurized waters reactors that will produce 1250 MWe per unit. A closed-cycle will use water from the Colorado River for cooling. The site will include prime farmland. The study finds no significant effect on aquatic productivity of the river and no disruptions of the terrestrial biota. Economic benefits will include about 1800 new jobs, which will raise tax revenues and spur the local economy. Area marsh lands and wildlife habitat will suffer. The risk of exposure to accidental radiation is considered very low. The Federal Water Pollution Control Act of 1972 and Nuclear Regulatory Commission Licensing require the impact study

Canadian pediatric gastroenterology workforce: Current status, concerns and future projections

Science.gov (United States)

Morinville, Véronique; Drouin, Éric; Lévesque, Dominique; Espinosa, Victor M; Jacobson, Kevan

2007-01-01

BACKGROUND: There is concern that the Canadian pediatric gastroenterology workforce is inadequate to meet health care demands of the pediatric population. The Canadian Association of Gastroenterology Pediatric Committee performed a survey to determine characteristics and future plans of the Canadian pediatric gastroenterology workforce and trainees. METHODS: Estimates of total and pediatric populations were obtained from the 2001 Census of Population, Statistics Canada (with estimates to July 1, 2005). Data on Canadian pediatric gastroenterologists, including clinical full-time equivalents, sex, work interests, opinions on workforce adequacy, retirement plans, fellowship training programs and future employment plans of fellows, were gathered through e-mail surveys and telephone correspondence in 2005 and 2006. RESULTS: Canada had an estimated population of 32,270,507 in 2005 (6,967,853 people aged zero to 17 years). The pediatric gastroenterology workforce was estimated at 9.2 specialists per million children. Women accounted for 50% of the workforce. Physician to pediatric population ratios varied, with Alberta demonstrating the highest and Saskatchewan the lowest ratios (1:69,404 versus 1:240,950, respectively). Between 1998 and 2005, Canadian pediatric gastroenterology fellowship programs trained 65 fellows (65% international trainees). Twenty-two fellows (34%) entered the Canadian workforce. CONCLUSIONS: The survey highlights the variable and overall low numbers of pediatric gastroenterologists across Canada, an increasingly female workforce, a greater percentage of part-time physicians and a small cohort of Canadian trainees. In conjunction with high projected retirement rates, greater demands on the work-force and desires to partake in nonclinical activities, there is concern for an increasing shortage of pediatric gastroenterologists in Canada in future years. PMID:17948136

Fertility and work-force participation: The experience of Melbourne Wives.

Science.gov (United States)

Ware, H

1976-11-01

Summary Current and retrospective data on the fertility control, work-force participation intentions and practice of Melbourne wives are combined in an examination of the causal link between work-force participation and reduced family size. Stress is laid on the analysis of the interaction between work-force participation and fertility over time, taking into account the proportion of married life spent in the work-force, rather than relying exclusively on a measure of current participation, the only option available in the analysis of census-type data. The wide range of information available makes it possible to study the effects of work-force participation on wives of unimpaired fertility, as well as the different consequences of planned and unplanned participation, and of working in a variety of occupations and for a number of distinct reasons. Examination of the future fertility intentions and current contraceptive practice of the younger wives shows that working wives are not, in these respects, markedly different from their house-wife peers. Overall, the balance of the evidence indicates that in the majority of cases fertility influences work-force participation rather than the converse.

Texas, 2008 forest inventory and analysis factsheet

Science.gov (United States)

James Bentley

2011-01-01

This science update summarizes the findings of the first statewide annual inventory conducted by the Southern Forest Inventory and Analysis (FIA) Program in cooperation with the Texas Forest Service of the forest resource attributes in Texas. The 254 counties of Texas are consolidated into seven FIA survey units—southeast (unit 1), the northeast (unit 2), the north...

Texas, 2010 forest inventory and analysis factsheet

Science.gov (United States)

James W. Bentley

2012-01-01

This science update summarizes the findings of the statewide annual inventory conducted by the Southern Forest Inventory and Analysis (FIA) Program in cooperation with the Texas Forest Service of the forest resource attributes in Texas. The 254 counties of Texas are consolidated into seven FIA survey units – southeast (unit 1), northeast (unit 2), north central (unit 3...

Status of Educational Efforts in National Security Workforce

Energy Technology Data Exchange (ETDEWEB)

None

2008-03-31

This report documents the status of educational efforts for the preparation of a national security workforce as part of the National Security Preparedness Project, being performed by the Arrowhead Center of New Mexico State University under a DOE/NNSA grant. The need to adequately train and educate a national security workforce is at a critical juncture. Even though there are an increasing number of college graduates in the appropriate fields, many of these graduates choose to work in the private sector because of more desirable salary and benefit packages. This report includes an assessment of the current educational situation for the national security workforce.

The American Community College: Nexus for Workforce Development.

Science.gov (United States)

McCabe, Robert H., Ed.

Emphasizing the central role of community colleges in workforce development, this two-part monograph reviews the status of workforce development initiatives at the national, state, and local levels and provides descriptions of 10 exemplary programs at community colleges across North America. The first part focuses on the status of and operating…

Acquisition Workforce Annual Report 2006

Data.gov (United States)

General Services Administration — This is the Federal Acquisition Institute's (FAI's) Annual demographic report on the Federal acquisition workforce, showing trends by occupational series, employment...

Acquisition Workforce Annual Report 2008

Data.gov (United States)

General Services Administration — This is the Federal Acquisition Institute's (FAI's) Annual demographic report on the Federal acquisition workforce, showing trends by occupational series, employment...

Need for an Australian Indigenous disability workforce strategy: review of the literature.

Science.gov (United States)

Gilroy, John; Dew, Angela; Lincoln, Michelle; Hines, Monique

2017-08-01

To identify approaches for developing workforce capacity to deliver the National Disability Insurance Scheme (NDIS) to Indigenous people with disability in Australian rural and remote communities. A narrative review of peer-reviewed and gray literature was undertaken. Searches of electronic databases and websites of key government and non-government organizations were used to supplement the authors' knowledge of literature that (a) focused on Indigenous peoples in Australia or other countries; (b) referred to people with disability; (c) considered rural/remote settings; (d) recommended workforce strategies; and (e) was published in English between 2004 and 2014. Recommended workforce strategies in each publication were summarized in a narrative synthesis. Six peer-reviewed articles and 12 gray publications met inclusion criteria. Three broad categories of workforce strategies were identified: (a) community-based rehabilitation (CBR) and community-centered approaches; (b) cultural training for all workers; and (c) development of an Indigenous disability workforce. An Indigenous disability workforce strategy based on community-centered principles and incorporating cultural training and Indigenous disability workforce development may help to ensure that Indigenous people with a disability in rural and remote communities benefit from current disability sector reforms. Indigenous workforce development requires strategies to attract and retain Aboriginal workers. Implications for Rehabilitation Indigenous people with disability living in rural and remote areas experience significant access and equity barriers to culturally appropriate supports and services that enable them to live independent, socially inclusive lives. A workforce strategy based on community-centered principles has potential for ensuring that the disability services sector meets the rehabilitation needs of Aboriginal people with disability living in rural and remote areas. Cultural training and

Policies to sustain the nursing workforce: an international perspective.

Science.gov (United States)

Buchan, J; Twigg, D; Dussault, G; Duffield, C; Stone, P W

2015-06-01

Examine metrics and policies regarding nurse workforce across four countries. International comparisons inform health policy makers. Data from the OECD were used to compare expenditure, workforce and health in: Australia, Portugal, the United Kingdom (UK) and the United States (US). Workforce policy context was explored. Public spending varied from less than 50% of gross domestic product in the US to over 80% in the UK. Australia had the highest life expectancy. Portugal has fewer nurses and more physicians. The Australian national health workforce planning agency has increased the scope for co-ordinated policy intervention. Portugal risks losing nurses through migration. In the UK, the economic crisis resulted in frozen pay, reduced employment, and reduced student nurses. In the US, there has been limited scope to develop a significant national nursing workforce policy approach, with a continuation of State based regulation adding to the complexity of the policy landscape. The US is the most developed in the use of nurses in advanced practice roles. Ageing of the workforce is likely to drive projected shortages in all countries. There are differences as well as variation in the overall impact of the global financial crisis in these countries. Future supply of nurses in all four countries is vulnerable. Work force planning is absent or restricted in three of the countries. Scope for improved productivity through use of advanced nurse roles exists in all countries. © 2015 International Council of Nurses.

Setting priorities for EU healthcare workforce IT skills competence improvement.

Science.gov (United States)

Li, Sisi; Bamidis, Panagiotis D; Konstantinidis, Stathis Th; Traver, Vicente; Car, Josip; Zary, Nabil

2017-04-01

A major challenge for healthcare quality improvement is the lack of IT skills and knowledge of healthcare workforce, as well as their ambivalent attitudes toward IT. This article identifies and prioritizes actions needed to improve the IT skills of healthcare workforce across the EU. A total of 46 experts, representing different fields of expertise in healthcare and geolocations, systematically listed and scored actions that would improve IT skills among healthcare workforce. The Child Health and Nutrition Research Initiative methodology was used for research priority-setting. The participants evaluated the actions using the following criteria: feasibility, effectiveness, deliverability, and maximum impact on IT skills improvement. The leading priority actions were related to appropriate training, integrating eHealth in curricula, involving healthcare workforce in the eHealth solution development, improving awareness of eHealth, and learning arrangement. As the different professionals' needs are prioritized, healthcare workforce should be actively and continuously included in the development of eHealth solutions.

Forests of East Texas, 2014

Science.gov (United States)

Thomas J. Brandeis

2015-01-01

This resource update provides an overview of forest resources in east Texas derived from an inventory conducted by the U.S. Forest Service, Forest Inventory and Analysis (FIA) Program at the Southern Research Station in cooperation with the Texas A&M Forest Service. These estimates are based on field data collected using the FIA annualized sample design and are...

Forests of east Texas, 2013

Science.gov (United States)

K.J.W. Dooley; T.J. Brandeis

2014-01-01

This resource update provides an overview of forest resources in east Texas based on an inventory conducted by the U.S. Forest Service, Forest Inventory and Analysis (FIA) program at the Southern Research Station in cooperation with the Texas A&M Forest Service. Forest resource estimates are based on field data collected using the FIA annualized sample design and...

The Texas Ten Percent Plan's Impact on College Enrollment

Science.gov (United States)

Daugherty, Lindsay; Martorell, Paco; McFarlin, Isaac, Jr.

2014-01-01

The Texas Ten Percent Plan (TTP) provides students in the top 10 percent of their high-school class with automatic admission to any public university in the state, including the two flagship schools, the University of Texas at Austin and Texas A&M. Texas created the policy in 1997 after a federal appellate court ruled that the state's previous…

Precipitation and Evaporation Trends in Texas

Science.gov (United States)

Dixon, R. W.

2009-05-01

Texas is a large land area with at least three different climate types. As such it is expected that the results of climate change will not be homogenous. This paper presents results of a study of long trends in Texas precipitation and evaporation using data from the US Historical Climatology Network and the Texas Water Development Board. It shows that the long term trends of these variables is not homogenous and exhibits great variability in both spatial extent and magnitude. This variability must be considered in planning for future water supply or other mitigation projects.

Nuclear Regulatory Commission issuances. Volume 17, No. 3

International Nuclear Information System (INIS)

1983-03-01

This report contains the Issuances received during March 1983 from the Commission (CLI), the Atomic Safety and Licensing Appeal Boards (ALAB), the Atomic Safety and Licensing Boards (LBP), the Administrative Law Judge (ALJ), the Directors Decisions (DD), and the Denials of Petition for Rulemaking (DPRM). The Issuances concerned the following facilities: Three Mile Island Nuclear Station, Unit No. 1; Comanche Peak Steam Electric Station, Units 1 and 2; Vallecitos Nuclear Center; Floating Nuclear Power Plants; San Onofre Nuclear Generating Station, Units 2 and 3; Point Beach Nuclear Plant, Unit 1; Perry Nuclear Power Plant, Units 1 and 2; Shoreham Nuclear Power Station, Unit 1; Western New York Nuclear Service Center; Limerick Generating Station, Units 1 and 2; Seabrook Station, Units 1 and 2; Black Fox Station, Units 1 and 2; WmH Zimmer Nuclear Power Station, Unit 1; WPPSS Nuclear Project No. 1; Zion Nuclear Plant, Units 1 and 2; and South Texas Project, Units 1 and 2

Information and Communication Technology Workforce Employability in Malaysia

Science.gov (United States)

Suhaimi, Mohammed Adam; Hasan, Muhammad; Hussin, Husnayati; Shah, Asadullah

2012-01-01

Purpose: The purposes of the study are to understand ICT workforce employability in Malaysia, to identify the causes that influence the growth of skill gaps in the ICT workforce, and to determine ways to reduce these gaps. Design/methodology/approach: The methodology of the study comprised project reports and a literature review. Findings: The…

High-level radioactive-waste-disposal investigations in Texas

International Nuclear Information System (INIS)

Smith, R.D.

1983-01-01

The Texas Energy and Natural Resources Advisory Council (TENRAC) was designated in 1980 to coordinate the interaction between the State of Texas and the federal government relating to the high-level radioactive waste disposal issue. This report was prepared to summarize the many aspects of that issue with particular emphasis on the activities in Texas. The report is intended to provide a comprehensive introduction for individuals with little or no previous exposure to the issue and to provide a broader perspective for those individuals who have addressed specific aspects of the issue but have not had the opportunity to study it in a broader context. Following the introduction, contents of this report are as follows: (1) general status of major repository siting investigations in the US; (2) detailed review of Texas studies; (3) possible facilities to be sited in Texas; (4) current Texas policy; (5) federal regulations; and (6) federal legislation. 9 figures, 2 tables

Making Texas Restaurants Healthier for Children

Centers for Disease Control (CDC) Podcasts

Sylvia Crixell, PhD, RD, Professor of Nutrition at Texas State University, discusses her study which details the success of a community-based program in Texas aimed at combatting childhood obesity by improving children’s menus in restaurants.

Crustal deformation and seismic measurements in the region of McDonald Observatory, West Texas. [Texas and Northern Chihuahua, Mexico

Science.gov (United States)

Dorman, H. J.

1981-01-01

The arrival times of regional and local earthquakes and located earthquakes in the Basin and Range province of Texas and in the adjacent areas of Chihuahua, Mexico from January 1976 to August 1980 at the UT'NASA seismic array are summarized. The August 1931 Texas earthquake is reevaluated and the seismicity and crustal structure of West Texas is examined. A table of seismic stations is included.

Operational workforce planning for check-in counters at airports

DEFF Research Database (Denmark)

Stolletz, Raik

2010-01-01

This paper addresses operation models for workforce planning for check-in systems at airports. We characterize different tasks of the hierarchical workforce planning problem with time-dependent demand. A binary linear programming formulation is developed for the fortnightly tour scheduling problem...

A national action plan for workforce development in behavioral health.

Science.gov (United States)

Hoge, Michael A; Morris, John A; Stuart, Gail W; Huey, Leighton Y; Bergeson, Sue; Flaherty, Michael T; Morgan, Oscar; Peterson, Janice; Daniels, Allen S; Paris, Manuel; Madenwald, Kappy

2009-07-01

Across all sectors of the behavioral health field there has been growing concern about a workforce crisis. Difficulties encompass the recruitment and retention of staff and the delivery of accessible and effective training in both initial, preservice training and continuing education settings. Concern about the crisis led to a multiphased, cross-sector collaboration known as the Annapolis Coalition on the Behavioral Health Workforce. With support from the Substance Abuse and Mental Health Services Administration, this public-private partnership crafted An Action Plan for Behavioral Health Workforce Development. Created with input from a dozen expert panels, the action plan outlines seven core strategic goals that are relevant to all sectors of the behavioral health field: expand the role of consumers and their families in the workforce, expand the role of communities in promoting behavioral health and wellness, use systematic recruitment and retention strategies, improve training and education, foster leadership development, enhance infrastructure to support workforce development, and implement a national research and evaluation agenda. Detailed implementation tables identify the action steps for diverse groups and organizations to take in order to achieve these goals. The action plan serves as a call to action and is being used to guide workforce initiatives across the nation.

The personnel economics approach to public workforce research.

Science.gov (United States)

Gibbs, Michael

2009-11-01

This article argues that the relatively new field of personnel economics (PE) holds strong potential as a tool for studying public sector workforces. This subfield of labor economics is based on a strong foundation of microeconomics, which provides a robust theoretical foundation for studying workforce and organizational design issues. PE has evolved on this foundation to a strong practical emphasis, with theoretical insights designed for practical use and with strong focus on empirical research. The field is also characterized by creative data entrepreneurship. The types of datasets that personnel economists use are described. If similar datasets can be obtained for public sector workforces, PE should be a very useful approach for studying them.

The global pharmacy workforce: a systematic review of the literature

Directory of Open Access Journals (Sweden)

Anderson Claire

2009-06-01

Full Text Available Abstract The importance of health workforce provision has gained significance and is now considered one of the most pressing issues worldwide, across all health professions. Against this background, the objectives of the work presented here were to systematically explore and identify contemporary issues surrounding expansion of the global pharmacy workforce in order to assist the International Pharmaceutical Federation working group on the workforce. International peer and non-peer-reviewed literature published between January 1998 and February 2008 was analysed. Articles were collated by performing searches of appropriate databases and reference lists of relevant articles; in addition, key informants were contacted. Information that met specific quality standards and pertained to the pharmacy workforce was extracted to matrices and assigned an evidence grade. Sixty-nine papers were identified for inclusion (48 peer reviewed and 21 non-peer-reviewed. Evaluation of evidence revealed the global pharmacy workforce to be composed of increasing numbers of females who were working fewer hours; this decreased their overall full-time equivalent contribution to the workforce, compared to male pharmacists. Distribution of pharmacists was uneven with respect to location (urban/rural, less-developed/more-developed countries and work sector (private/public. Graduates showed a preference for completing pre-registration training near where they studied as an undergraduate; this was of considerable importance to rural areas. Increases in the number of pharmacy student enrolments and pharmacy schools occurred alongside an expansion in the number and roles of pharmacy technicians. Increased international awareness and support existed for the certification, registration and regulation of pharmacy technicians and accreditation of training courses. The most common factors adding to the demand for pharmacists were increased feminization, clinical governance measures

Hospital churn and casemix instability: implications for planning and educating the nursing workforce.

Science.gov (United States)

Chiarella, Mary; Roydhouse, Jessica K

2011-02-01

Health workforce planning is a priority for Australian governments at both state and federal levels. Nursing shortages are a significant problem and addressing these shortages is likely to be a component of any workforce plan. This paper looks at the case of hospital nursing and argues that casemix, workforce and management instability inhibit workforce planning for hospital nursing. These issues are related and any efforts to objectively plan the hospital nursing workforce must seek to address them in order to succeed.

Beyond Disaster Preparedness: Building a Resilience-Oriented Workforce for the Future.

Science.gov (United States)

Madrigano, Jaime; Chandra, Anita; Costigan, Tracy; Acosta, Joie D

2017-12-13

Enhancing citizens' and communities' resilience is critical to adapt successfully to ongoing challenges faced by communities, as well as acute shocks resulting from disasters. While significant progress has been made in this area, several research and practice gaps remain. A crucial next step to advance resilience is the development of a resilience-oriented workforce. This narrative review examines existing literature to determine key components of a resilience-oriented workforce, with a focus on organizational structures, training and education, and leadership models. Reviewed articles spanned a variety of study types, including needs assessments of existing workforce, program evaluations, and reviews/commentaries. A resilience-oriented workforce spans many disciplines and training programs will need to reflect that. It requires a collaborative organizational model that promotes information sharing structures. Leadership models should foster a balance between workforce autonomy and operation as a collective entity. Optimal strategies to develop a resilience-oriented workforce have yet to be realized and future research will need to collect and synthesize data to promote and evaluate the growth of this field.

Beyond Disaster Preparedness: Building a Resilience-Oriented Workforce for the Future

Directory of Open Access Journals (Sweden)

Jaime Madrigano

2017-12-01

Full Text Available Enhancing citizens’ and communities’ resilience is critical to adapt successfully to ongoing challenges faced by communities, as well as acute shocks resulting from disasters. While significant progress has been made in this area, several research and practice gaps remain. A crucial next step to advance resilience is the development of a resilience-oriented workforce. This narrative review examines existing literature to determine key components of a resilience-oriented workforce, with a focus on organizational structures, training and education, and leadership models. Reviewed articles spanned a variety of study types, including needs assessments of existing workforce, program evaluations, and reviews/commentaries. A resilience-oriented workforce spans many disciplines and training programs will need to reflect that. It requires a collaborative organizational model that promotes information sharing structures. Leadership models should foster a balance between workforce autonomy and operation as a collective entity. Optimal strategies to develop a resilience-oriented workforce have yet to be realized and future research will need to collect and synthesize data to promote and evaluate the growth of this field.

Dynamic simulation for effective workforce management in new product development

OpenAIRE

M. Mutingi

2012-01-01

Effective planning and management of workforce for new product development (NPD) projects is a great challenge to many organisations, especially in the presence of engineering changes during the product development process. The management objective in effective workforce management is to recruit, develop and deploy the right people at the right place at the right time so as to fulfill organizational objectives. In this paper, we propose a dynamic simulation model to address the workforce mana...

Assessing What Factors Are Driving the Army Civilian Acquisition Multigenerational Workforce Age/Experience Mix

Science.gov (United States)

2015-05-06

45 viii ix Abstract Generation members are born , start school, enter the workforce, have children, and retire at about the...and Army acquisition workforce has evolved into a multigenerational workforce of young (Millennials, born 1980–2000), middle age (Generation X, 1965...younger workforce. Editors of TDn2K, a restaurant workforce data and analytics provider firm ( Restaurant Hospitality, 2014), quoting Sarah Atkinson

A strategic approach to workforce development for local public health.

Science.gov (United States)

Bryant, Beverley; Ward, Megan

2017-11-09

In 2009, Peel Public Health set a vision to transform the work of public health from efficient delivery of public health services as defined by provincial mandate to the robust analysis of the health status of the local population and selection and implementation of programming to achieve best health outcomes. A strategic approach to the workforce was a key enabler. PPH is a public health unit in Ontario that serves 1.4 million people. An organization-wide strategic workforce development program was instituted. It is theory-based, evidence-informed and data-driven. A first step was a conceptual framework, followed by interventions in workforce planning, human resources management, and capacity development. The program was built on evidence reviews, theory, and public health core competencies. Interventions spread across the employee work-life span. Capacity development based on the public health core competencies is a main focus, particularly analytical capacity to support decision-making. Employees gain skill and knowledge in comprehensive population health. Leadership evolves as work shifts to the analysis of health status and development of interventions. Effective human resource processes ensure appropriate job design, recruitment and orientation. Analysis of the workforce leads to vigorous employee development to ensure a strong pool of potential leadership successors. Theory, research evidence, and data provide a robust foundation for workforce development. Competencies are important inputs to job descriptions, recruitment, training, and human resource processes. A comprehensive workforce development strategy enables the development of a skilled workforce capable of responding to the needs of the population it serves.

Clone of EPA Approved Regulations in the Texas SIP

Science.gov (United States)

changed name to EPA Approved Regulations in the Texas SIP, Add links to:Texas Read Me; Texas SIP History;Current/Previous SIP-Approved Regulations; Delete regulations--now in /node/191099, removed tables

Meso and micro level workforce challenges in psychiatric rehabilitation.

Science.gov (United States)

Reifels, Lennart; Pirkis, Jane

2012-01-01

Results of an exploratory study are presented which examined workforce challenges in Australia's most established psychiatric rehabilitation sector. The study had the two-fold aim of investigating workforce challenges at an organizational ("meso") level and at the level of direct-service workers' daily practice ("micro"). Data from 23 key informant interviews conducted with service managers and long-serving staff were analyzed through basic descriptive and thematic analyses. Organizations faced significant annual staff turnover (25.6%), specific staff supply shortages, and challenges in recruiting staff with adequate experience and longevity to match the complexity of client issues. Workers equally encountered challenges in this increasingly complex and rapidly changing field of work. CONCLUSIONS & IMPLICATIONS FOR PRACTICE: Workforce strategies designed to attract/retain experienced staff can improve workforce cohesiveness and sustainability, as can training and support activities aimed at equipping staff to reflect on and operate in dynamic and changing work environments.

Workforce flexibility - in defence of professional healthcare work.

Science.gov (United States)

Wise, Sarah; Duffield, Christine; Fry, Margaret; Roche, Michael

2017-06-19

Purpose The desirability of having a more flexible workforce is emphasised across many health systems yet this goal is as ambiguous as it is ubiquitous. In the absence of empirical studies in healthcare that have defined flexibility as an outcome, the purpose of this paper is to draw on classic management and sociological theory to reduce this ambiguity. Design/methodology/approach The paper uses the Weberian tool of "ideal types". Key workforce reforms are held against Atkinson's model of functional flexibility which aims to increase responsiveness and adaptability through multiskilling, autonomy and teams; and Taylorism which seeks stability and reduced costs through specialisation, fragmentation and management control. Findings Appeals to an amorphous goal of increasing workforce flexibility make an assumption that any reform will increase flexibility. However, this paper finds that the work of healthcare professionals already displays most of the essential features of functional flexibility but many widespread reforms are shifting healthcare work in a Taylorist direction. This contradiction is symptomatic of a failure to confront inevitable trade-offs in reform: between the benefits of specialisation and the costs of fragmentation; and between management control and professional autonomy. Originality/value The paper questions the conventional conception of "the problem" of workforce reform as primarily one of professional control over tasks. Holding reforms against the ideal types of Taylorism and functional flexibility is a simple, effective way the costs and benefits of workforce reform can be revealed.

Oceanographic measurements from the Texas Automated Buoy System (TABS)

Data.gov (United States)

National Oceanic and Atmospheric Administration, Department of Commerce — The Texas Automated Buoy System contains daily oceanographic measurements from seven buoys off the Texas coast from Brownsville to Sabine. The Texas General Land...

Aerospace Workforce Development: The Nebraska Proposal; and Native View Connections: A Multi-Consortium Workforce Development Proposal. UNO Aviation Monograph Series

Science.gov (United States)

Bowen, Brent D.; Russell, Valerie; Vlasek, Karisa; Avery, Shelly; Calamaio, Larry; Carstenson, Larry; Farritor, Shane; deSilva, Shan; Dugan, James; Farr, Lynne

2003-01-01

The NASA Nebraska Space Grant Consortium (NSGC) continues to recognize the necessity of increasing the quantity and quality of highly skilled graduates and faculty involved with NASA. Through NASA Workforce Development funds awarded in 2002, NSGC spearheaded customer- focused workforce training and higher education, industry and community partnerships that are significantly impacting the state s workforce in the science, technology, engineering, and mathematics (STEM) competencies. NSGC proposes to build upon these accomplishments to meet the steadily increasing demand for STEM skills and to safeguard minority representation in these disciplines. A wide range of workforce development activities target NASA s need to establish stronger connections among higher education, industry, and community organizations. Participation in the National Student Satellite Program (NSSP), Community Internship Program, and Nebraska Science and Technology Recruitment Fair will extend the pipeline of employees benefiting NASA as well as Nebraska. The diversity component of this proposal catapults from the exceptional reputation NSGC has built by delivering geospatial science experiences to Nebraska s Native Americans. For 6 years, NSGC has fostered and sustained partnerships with the 2 tribal colleges and 4 reservation school districts in Nebraska to foster aeronautics education and outreach. This program, the Nebraska Native American Outreach Program (NNAOP), has grown to incorporate more than educational institutions and is now a partnership among tribal community leaders, academia, tribal schools, and industry. The content focus has broadened from aeronautics in the school systems to aerospace technology and earth science applications in tribal community decision-making and workforce training on the reservations. To date, participants include faculty and staff at 4 Nebraska tribal schools, 2 tribal colleges, approximately 1,000 Native American youth, and over 1,200 community members

77 FR 66574 - Texas Regulatory Program

Science.gov (United States)

2012-11-06

... regulations and improve operational efficiency. This document gives the times and locations that the Texas... during regular business hours at the following location: Surface Mining and Reclamation Division... for you to read at the locations listed above under ADDRESSES or at www.regulations.gov . Texas...

77 FR 25949 - Texas Regulatory Program

Science.gov (United States)

2012-05-02

... regulations and improve operational efficiency. This document gives the times and locations that the Texas... during regular business hours at the following location: Surface Mining and Reclamation Division... locations listed above under ADDRESSES or at www.regulations.gov . Texas proposes to revise its regulation...

Lessons from past experiences: Texas

International Nuclear Information System (INIS)

Blackburn, T.W. III

1986-01-01

A site selection study was conducted in which technical criteria were developed and potential sites numerically ranked. Three candidate sites were chosen, two in south Texas and one in west Texas. Adamant public opposition to the two sites forced a reevaluation and redirection of the siting process. Three sites on state owned lands in west Texas have been identified under the second site selection study. The following are recommended guidelines to incorporate in any public participation program: use multiple approaches at both the regional and local level; identify the public and their true concerns; approach the public at their level and their style; use a slow, deliberate process, siting cannot be forced; be honest and available; give the public an active part in the decision making process; keep elected officials informed and active and encourage information exchange; and be prepared for surprises. Two ranking exercises were also undertaken and are briefly described. The first ranked eleven major issues in order of perceived importance. The second ranked waste disposal technologies. Detailed information on both ranking exercises can be obtained from the Texas Low-Level Radioactive Waste Disposal Authority

The laboratory workforce shortage: a managerial perspective.

Science.gov (United States)

Cortelyou-Ward, Kendall; Ramirez, Bernardo; Rotarius, Timothy

2011-01-01

Most clinical laboratories in the nation report severe difficulties in recruitment and retention of most types of personnel. Other important factors impacting this problem include work complexities, increased automation, and a graying workforce. As a further challenge, institutional needs for clinical laboratory personnel are expected to grow significantly in the next decade. This article examines the current situation of the clinical laboratory workforce. It analyzes the different types of personnel; the managerial, supervision, and line positions that are key for different types of laboratories; the job outlook and recent projections for different types of staff; and the current issues, trends, and challenges of the laboratory workforce. Laboratory managers need to take action with strategies suggested for overcoming these challenges. Most importantly, they need to become transformational leaders by developing effective staffing models, fostering healthy and productive work environments, and creating value with a strategic management culture and implementation of knowledge management.

Endangered Species Management Plan for Fort Hood, Texas: FY06-10

Science.gov (United States)

2007-05-01

Texas red oak, post oak, Texas ash (Fraxinus texensis), shin oak, blackjack oak (Quercus marilandica), slippery elm (Ulmus rubra), cedar elm ...by Ashe juniper and Texas oak. Other important tree species included live oak, cedar elm (Ulmus crassifolia), Lacey oak (Quercus laceyi), Arizona...0.83 m (Cimprich 2005). Nest substrates include shin oak, Texas red oak, Texas redbud, Ashe juniper, Texas ash, Plateau live oak, cedar elm , rusty

Role of Australian primary healthcare organisations (PHCOs) in primary healthcare (PHC) workforce planning: lessons from abroad.

Science.gov (United States)

Naccarella, Lucio; Buchan, James; Newton, Bill; Brooks, Peter

2011-08-01

To review international experience in order to inform Australian PHC workforce policy on the role of primary healthcare organisations (PHCOs/Medicare Locals) in PHC workforce planning. A NZ and UK study tour was conducted by the lead author, involving 29 key informant interviews with regard to PHCOs roles and the effect on PHC workforce planning. Interviews were audio-taped with consent, transcribed and analysed thematically. Emerging themes included: workforce planning is a complex, dynamic, iterative process and key criteria exist for doing workforce planning well; PHCOs lacked a PHC workforce policy framework to do workforce planning; PHCOs lacked authority, power and appropriate funding to do workforce planning; there is a need to align workforce planning with service planning; and a PHC Workforce Planning and Development Benchmarking Database is essential for local planning and evaluating workforce reforms. With the Australian government promoting the role of PHCOs in health system reform, reflections from abroad highlight the key action within PHC and PHCOs required to optimise PHC workforce planning.

Postbaccalaureate premedical programs to promote physician-workforce diversity.

Science.gov (United States)

Andriole, Dorothy A; McDougle, Leon; Bardo, Harold R; Lipscomb, Wanda D; Metz, Anneke M; Jeffe, Donna B

2015-01-01

There is a critical need for enhanced health-professions workforce diversity to drive excellence and to improve access to quality care for vulnerable and underserved populations. In the current higher education environment, post-baccalaureate premedical programs with a special focus on diversity, sustained through consistent institutional funding, may be an effective institutional strategy to promote greater health professions workforce diversity, particularly physician-workforce diversity. In 2014, 71 of the 200 programs (36%) in a national post-baccalaureate premedical programs data base identified themselves as having a special focus on groups underrepresented in medicine and/or on economically or educationally disadvantaged students. Three post-baccalaureate premedical programs with this focus are described in detail and current and future challenges and opportunities for post-baccalaureate premedical programs are discussed.

Definitions and Design Options: Workforce Initiatives Discussion Paper #1

Science.gov (United States)

Academy for Educational Development, 2011

2011-01-01

Workforce initiatives are about giving people the skills to do their jobs well, about strengthening the institutional infrastructure that provides job services, about positioning labor markets to lead growth and increased investment, and about creating sustainable employment and improved working conditions. Workforce initiatives aim to fill a…

New Game, New Rules: Strategic Positioning for Workforce Development.

Science.gov (United States)

Warford, Larry J.; Flynn, William J.

2000-01-01

Asserts that institutional planning for workforce development programs should be based on serving four major workforce segments: emerging workers, transitional workers, entrepreneurs, and incumbent workers. Suggests that a typical college be divided into four components to deal with these different workers and their differing educational and…

Facilitating Racial and Ethnic Diversity in the Health Workforce.

Science.gov (United States)

Snyder, Cyndy R; Frogner, Bianca K; Skillman, Susan M

2018-01-01

Racial and ethnic diversity in the health workforce can facilitate access to healthcare for underserved populations and meet the health needs of an increasingly diverse population. In this study, we explored 1) changes in the racial and ethnic diversity of the health workforce in the United States over the last decade, and 2) evidence on the effectiveness of programs designed to promote racial and ethnic diversity in the U.S. health workforce. Findings suggest that although the health workforce overall is becoming more diverse, people of color are most often represented among the entry-level, lower-skilled health occupations. Promising practices to help facilitate diversity in the health professions were identified in the literature, namely comprehensive programs that integrated multiple interventions and strategies. While some efforts have been found to be promising in increasing the interest, application, and enrollment of racial and ethnic minorities into health profession schools, there is still a missing link in understanding persistence, graduation, and careers.

Long-term surveillance plan for the Falls City Disposal Site, Falls City, Texas

International Nuclear Information System (INIS)

1995-06-01

This long-term surveillance plan (LTSP) for the Uranium Mill Tailings Remedial Action (UMTRA) Project Falls City disposal site, Falls City, Texas, describes the surveillance activities for the disposal site. DOE will carry out these activities to ensure that the disposal cell continues to function as designed. This LTSP was prepared as a requirement for acceptance under the US Nuclear Regulatory Commission (NRC) general license for custody and long-term care of residual radioactive materials. This LTSP documents whether the land and interests are owned by the United States and details how long-term care of the disposal site will be carried out. It is based on the DOE's Guidance for Implementing the UMTRA Project Long-term Surveillance Program (DOE, 1992a)

The public health workforce: An assessment in the Netherlands

NARCIS (Netherlands)

Jambroes, M.

2015-01-01

The public health workforce is a key resource of population health. How many people work in public health in the Netherlands, what are their characteristics and who does what? Remarkably, such information about the size and composition of the public health workforce in the Netherlands is lacking. A

The Public Health Nutrition workforce and its future challenges: the US experience.

Science.gov (United States)

Haughton, Betsy; George, Alexa

2008-08-01

To describe the US public health nutrition workforce and its future social, biological and fiscal challenges. Literature review primarily for the four workforce surveys conducted since 1985 by the Association of State and Territorial Public Health Nutrition Directors. The United States. Nutrition personnel working in governmental health agencies. The 1985 and 1987 subjects were personnel in full-time budgeted positions employed in governmental health agencies providing predominantly population-based services. In 1994 and 1999 subjects were both full-time and part-time, employed in or funded by governmental health agencies, and provided both direct-care and population-based services. The workforce primarily focuses on direct-care services for pregnant and breast-feeding women, infants and children. The US Department of Agriculture funds 81.7 % of full-time equivalent positions, primarily through the WIC Program (Special Supplemental Nutrition Program for Women, Infants, and Children). Of those personnel working in WIC, 45 % have at least 10 years of experience compared to over 65 % of the non-WIC workforce. Continuing education needs of the WIC and non-WIC workforces differ. The workforce is increasingly more racially/ethnically diverse and with 18.2 % speaking Spanish as a second language. The future workforce will need to focus on increasing its diversity and cultural competence, and likely will need to address retirement within leadership positions. Little is known about the workforce's capacity to address the needs of the elderly, emergency preparedness and behavioural interventions. Fiscal challenges will require evidence-based practice demonstrating both costs and impact. Little is known about the broader public health nutrition workforce beyond governmental health agencies.

An Intelligent Decision Support System for Workforce Forecast

Science.gov (United States)

2011-01-01

growth. Brown (1999) developed a model to forecast dental workforce size and mix (by sex) for the first twenty years of the twenty first century in...forecasted competencies required to deliver needed dental services. Labor market signaling approaches based workforce forecasting model was presented...techniques viz. algebra, calculus or probability theory, (Law and Kelton, 1991). Simulation processes, same as conducting experiments on computers, deals

Texas Hydrogen Education Final Scientific/Technical Report

Energy Technology Data Exchange (ETDEWEB)

Hitchcock, David; Bullock, Dan

2011-06-30

The Texas Hydrogen Education project builds on past interest in hydrogen and fuel cells to help create better informed leaders and stakeholders and thereby improve decision making and planning for inclusion of hydrogen and fuel cell technologies as energy alternatives in Texas. In past years in Texas, there was considerable interest and activities about hydrogen and fuel cells (2000-­2004). During that time, the Houston Advanced Research Center (HARC) created a fuel cell consortium and a fuel cell testing lab. Prior to 2008, interest and activities had declined substantially. In 2008, in cooperation with the Texas H2 Coalition and the State Energy Conservation Office, HARC conducted a planning process to create the Texas Hydrogen Roadmap. It was apparent from analysis conducted during the course of this process that while Texas has hydrogen and fuel cell advantages, there was little program and project activity as compared with other key states. Outreach and education through the provision of informational materials and organizing meetings was seen as an effective way of reaching decision makers in Texas. Previous hydrogen projects in Texas had identified the five major urban regions for program and project development. This geographic targeting approach was adopted for this project. The project successfully conducted the five proposed workshops in four of the target metropolitan areas: San Antonio, Houston, Austin, and the Dallas-­Ft. Worth area. In addition, eight outreach events were included to further inform state and local government leaders on the basics of hydrogen and fuel cell technologies. The project achieved its primary objectives of developing communication with target audiences and assembling credible and consistent outreach and education materials. The major lessons learned include: (1) DOE’s Clean Cities programs are a key conduit to target transportation audiences, (2) real-­world fuel cell applications (fuel cell buses, fuel cell fork lifts

East Texas, 2011 forest inventory and analysis factsheet

Science.gov (United States)

Jason A. Cooper; James W. Bentley

2012-01-01

This science update summarizes the findings of the annual inventory conducted by the Southern Forest Inventory and Analysis (FIA) Program in cooperation with the Texas Forest Service of the forest resource attributes in east Texas. The 254 counties of Texas are consolidated into 7 FIA survey units—southeast (unit 1), northeast (unit 2), north central (unit 3), south (...

Texas Heart Institute

Science.gov (United States)

... of seminars and conferences. Resources Texas Heart Institute Journal Scientific Publications Library & Learning Resources Resources for Physicians Fellowships & Residencies School of Perfusion Technology THI Spotlight Check out the ...

Workforce planning and knowledge management for new nuclear programmes

International Nuclear Information System (INIS)

Molloj, B.; Mazur, T.; ); Kosilov, A.; Pastori, Z.; )

2010-01-01

The authors discusses the report Milestones in the Development of a National Infrastructure for Nuclear Power produced by the IAEA to provide guidance on the use of integrated workforce planning as a tool to effectively develop these resources. The report describes three distinct phases in the development of a national infrastructure. It shows how to elaborate a workforce plan for implementing a national nuclear power program. The authors emphasize that the nuclear power field, comprising industry, government authorities, regulators, R and D organizations and educational institutions, relies for its continued success on a specialized, highly trained and motivated workforce. The role of knowledge management in nuclear power is underlined [ru

Distribution of indoor radon concentrations and uranium-bearing rocks in Texas

International Nuclear Information System (INIS)

Hudak, P.F.

1996-01-01

The purpose of this study was to compare regional patterns of indoor radon concentration with uranium-bearing rock zones and county populations in Texas. Zones yielding radon concentrations that are relatively high for Texas include shale and sandstone in northwest Texas; red beds in north-central Texas; felsic volcanic rocks in west Texas; and sandstone, limestone, and igneous rocks in central Texas. Located in northwest Tecas, only five of the 202 counties evaluated have mean indoor radon concentrations above 4.0 pCi l -1 . Two of those counties have populations above the state median of 20115. The highest county mean concentration is 8.8 pCi l -1 . Results of the study suggest that (1) regional geology influences indoor radon concentrations in Texas, (2) statewide, the radon concentrations are relatively low, (3) highly populated counties do not coincide with regions of high indoor radon concentration, and (4) regions that may warrant further monitoring include northwest Texas and, to a lesser degree, west and central Texas. (orig.)

The State of the Psychology Health Service Provider Workforce

Science.gov (United States)

Michalski, Daniel S.; Kohout, Jessica L.

2011-01-01

Numerous efforts to describe the health service provider or clinical workforce in psychology have been conducted during the past 30 years. The American Psychological Association (APA) has studied trends in the doctoral education pathway and the resultant effects on the broader psychology workforce. During this period, the creation and growth of…

Developing a diverse and inclusive workforce in astronomy

Science.gov (United States)

Hunter, Lisa; McConnell, Nicholas; Seagroves, Scott; Barnes, Austin; Smith, Sonya; Palomino, Rafael

2018-06-01

Workforce development -- the preparation and advancement of a diverse and effective workforce -- in astronomy demands attention to a range of different career pathways, such as scientific users, telescope operations, and instrument builders. We will discuss the resources, expertise, and leadership needed to address workforce development challenges in astronomy, and the potential of one or more white papers to be prepared for the 2020 Decadal Survey. Potential white paper topics include (1) mentoring, training, and workplace practices to support diversity and inclusion; (2) enabling the next generation of astronomy faculty to teach effectively and inclusively; (3) supporting telescopes’ needs for local engineering and technologist talent, while telescope collaborations grow in scale and global extent; and (4) equipping early-career astronomers and instrumentalists with strategies and tools that are necessary for collaborating effectively on international teams.

The Myth of the Texas Miracle in Education

Directory of Open Access Journals (Sweden)

Walt Haney

2000-08-01

Full Text Available I summarize the recent history of education reform and statewide testing in Texas, which led to introduction of the Texas Assessment of Academic Skills (TAAS in 1990-91. A variety of evidence in the late 1990s led a number of observers to conclude that the state of Texas had made near miraculous progress in reducing dropouts and increasing achievement. The passing scores on TAAS tests were arbitrary and discriminatory. Analyses comparing TAAS reading, writing and math scores with one another and with relevant high school grades raise doubts about the reliability and validity of TAAS scores. I discuss problems of missing students and other mirages in Texas enrollment statistics that profoundly affect both reported dropout statistics and test scores. Only 50% of minority students in Texas have been progressing from grade 9 to high school graduation since the initiation of the TAAS testing program. Since about 1982, the rates at which Black and Hispanic students are required to repeat grade 9 have climbed steadily, such that by the late 1990s, nearly 30% of Black and Hispanic students were "failing" grade 9. Cumulative rates of grade retention in Texas are almost twice as high for Black and Hispanic students as for White students. Some portion of the gains in grade 10 TAAS pass rates are illusory. The numbers of students taking the grade 10 tests who were classified as "in special education" and hence not counted in schools' accountability ratings nearly doubled between 1994 and 1998. A substantial portion of the apparent increases in TAAS pass rates in the 1990s are due to such exclusions. In the opinion of educators in Texas, schools are devoting a huge amount of time and energy preparing students specifically for TAAS, and emphasis on TAAS is hurting more than helping teaching and learning in Texas schools, particularly with at-risk students, and TAAS contributes to retention in grade and dropping out. Five different sources of evidence about

Workforce planning and development in times of delivery system transformation.

Science.gov (United States)

Pittman, Patricia; Scully-Russ, Ellen

2016-09-23

As implementation of the US Affordable Care Act (ACA) advances, many domestic health systems are considering major changes in how the healthcare workforce is organized. The purpose of this study is to explore the dynamic processes and interactions by which workforce planning and development (WFPD) is evolving in this new environment. Informed by the theory of loosely coupled systems (LCS), we use a case study design to examine how workforce changes are being managed in Kaiser Permanente and Montefiore Health System. We conducted site visits with in-depth interviews with 8 to 10 stakeholders in each organization. Both systems demonstrate a concern for the impact of change on their workforce and have made commitments to avoid outsourcing and layoffs. Central workforce planning mechanisms have been replaced with strategies to integrate various stakeholders and units in alignment with strategic growth plans. Features of this new approach include early and continuous engagement of labor in innovation; the development of intermediary sense-making structures to garner resources, facilitate plans, and build consensus; and a whole system perspective, rather than a focus on single professions. We also identify seven principles underlying the WFPD processes in these two cases that can aid in development of a new and more adaptive workforce strategy in healthcare. Since passage of the ACA, healthcare systems are becoming larger and more complex. Insights from these case studies suggest that while organizational history and structure determined different areas of emphasis, our results indicate that large-scale system transformations in healthcare can be managed in ways that enhance the skills and capacities of the workforce. Our findings merit attention, not just by healthcare administrators and union leaders, but by policymakers and scholars interested in making WFPD policies at a state and national level more responsive.

Dental Workforce Availability and Dental Services Utilization in Appalachia: A Geospatial Analysis

Science.gov (United States)

Feng, Xue; Sambamoorthi, Usha; Wiener, R. Constance

2016-01-01

Objectives There is considerable variation in dental services utilization across Appalachian counties, and a plausible explanation is that individuals in some geographical areas do not utilize dental care due to dental workforce shortage. We conducted an ecological study on dental workforce availability and dental services utilization in Appalachia. Methods We derived county-level (n = 364) data on demographic, socio-economic characteristics and dental services utilization in Appalachia from the 2010 Behavioral Risk Factor Surveillance System (BRFSS) using person-level data. We obtained county-level dental workforce availability and physician-to-population ratio estimates from Area Health Resource File, and linked them to the county-level BRFSS data. The dependent variable was the proportion using dental services within the last year in each county (ranging from 16.6% to 91.0%). We described the association between dental workforce availability and dental services utilization using ordinary least squares regression and spatial regression techniques. Spatial analyses consisted of bivariate Local Indicators of Spatial Association (LISA) and geographically weighted regression (GWR). Results Bivariate LISA showed that counties in the central and southern Appalachian regions had significant (p dental workforce availability, low percent dental services utilization). GWR revealed considerable local variations in the association between dental utilization and dental workforce availability. In the multivariate GWR models, 8.5% (t-statistics >1.96) and 13.45% (t-statistics >1.96) of counties showed positive and statistically significant relationships between the dental services utilization and workforce availability of dentists and dental hygienists, respectively. Conclusions Dental workforce availability was associated with dental services utilization in the Appalachian region; however, this association was not statistically significant in all counties. The findings suggest

The Transition into the Workforce by Early-Career Geoscientists, a Preliminary Investigation

Science.gov (United States)

Wilson, C. E.; Keane, C.

2017-12-01

The American Geosciences Institute's Geoscience Student Exit Survey asks recent graduates about their immediate plans after graduation. Though some respondents indicate their employment or continuing education intention, many of the respondents are still in the process of looking for a job in the geosciences. Recent discussions about geoscience workforce development have focused on the critical technical and professional skills that graduates need to be successful in the workforce, but there is little data about employment success and skills development as early-career geoscientists. AGI developed a short preliminary survey to follow up with past participants in AGI's Exit Survey investigating their career path, their skills development after entering the workforce, and their opinions on skills and knowledge they wished they had prior to entering the workforce. The results from this survey will begin to indicate the occupation availability for early-career geoscientists, the continuing education completed by these recent graduates, and the possible attrition away from the geoscience workforce. This presentation presents the results from this short survey and the implications for further research in this area of workforce development and preparation.

Eocene bituminous coal deposits of the Claiborne group, Webb County, Texas

Science.gov (United States)

Hook, Robert W.; Warwick, Peter D.; Warwick, Peter D.; Karlsen, Alexander K.; Merrill, Matthew D.; Valentine, Brett J.

2011-01-01

the synclinal axis of the basin.The following summary is based upon published and unpublished reports; drillhole records (geophysical logs, descriptions of cores and cuttings); coal-quality data obtained from the permit files of the Railroad Commission of Texas and recent sampling by the U.S. Geological Survey (USGS); a preliminary review of proprietary data acquired recently by the USGS; and field work conducted by the USGS since 1994. A total of approximately 200 drillhole records was examined.

Research lessons from implementing a national nursing workforce study.

Science.gov (United States)

Brzostek, T; Brzyski, P; Kózka, M; Squires, A; Przewoźniak, L; Cisek, M; Gajda, K; Gabryś, T; Ogarek, M

2015-09-01

National nursing workforce studies are important for evidence-based policymaking to improve nursing human resources globally. Survey instrument translation and contextual adaptation along with level of experience of the research team are key factors that will influence study implementation and results in countries new to health workforce studies. This study's aim was to describe the pre-data collection instrument adaptation challenges when designing the first national nursing workforce study in Poland while participating in the Nurse Forecasting: Human Resources Planning in Nursing project. A descriptive analysis of the pre-data collection phase of the study. Instrument adaptation was conducted through a two-phase content validity indexing process and pilot testing from 2009 to September 2010 in preparation for primary study implementation in December 2010. Means of both content validation phases were compared with pilot study results to assess for significant patterns in the data. The initial review demonstrated that the instrument had poor level of cross-cultural relevance and multiple translation issues. After revising the translation and re-evaluating using the same process, instrument scores improved significantly. Pilot study results showed floor and ceiling effects on relevance score correlations in each phase of the study. The cross-cultural adaptation process was developed specifically for this study and is, therefore, new. It may require additional replication to further enhance the method. The approach used by the Polish team helped identify potential problems early in the study. The critical step improved the rigour of the results and improved comparability for between countries analyses, conserving both money and resources. This approach is advised for cross-cultural adaptation of instruments to be used in national nursing workforce studies. Countries seeking to conduct national nursing workforce surveys to improve nursing human resources policies may

Careers and workforce issues in nuclear science and technology

International Nuclear Information System (INIS)

Jonah, S.A.; Osaisai, F.E.

2010-01-01

In order to realize Nigeria's aspiration to harness nuclear science and technology for socio-economic development of the society, the federal government of Nigeria charged the Nigeria Atomic Energy Commission (NAEC) with the responsibility of promotion and development of peaceful uses of nuclear energy in all its ramifications. In realization of this laudable objective, two University-based nuclear research centres at Ile-Ife (i.e. Centre for Energy Research and Development, CERD, Obafemi Awolowo University, Ile-Ife) and Zaria (i.e. Centre for Energy Research and Training, CERT, Ahmadu Bello University, Zaria) under the supervision of NAEC are already running R and D programmes in nuclear science and technology for over three decades. A third centre, also under the supervision of the Commission in Abuja namely the Nuclear Technology Centre (NTC) located within the Sheda Science and Technology Complex (SHESTCO) was established in 1991 and operates a Gamma Irradiation Faci lity (GIF). Furthermore, NAEC has instituted a number of programmes including a road map aimed at the introduction of nuclear option into the energy mix of the country with projected targets of 1000MWe and 4000MWe by 2017 and 2027 respectively. However, with the number of nuclear scientists, engineers and technicians required to run a 1000MWe power plant put at 1000, there is the need to grow human capital for the industry in Nigeria. In this presentation, exciting opportunities in nuclear science for young graduates are enumerated. The importance of nuclear science and technology education vis-a-vis national economy and security for improved living standard is discussed. Specific workforce issues and sample career choices in medical science, the environment and energy applications are highlighted. Progress made so far by NAEC in the area of human resources development and capacity building is presented.

Recovery Act: Training Program Development for Commercial Building Equipment Technicians

Energy Technology Data Exchange (ETDEWEB)

Leah Glameyer

2012-07-12

The overall goal of this project has been to develop curricula, certification requirements, and accreditation standards for training on energy efficient practices and technologies for commercial building technicians. These training products will advance industry expertise towards net-zero energy commercial building goals and will result in a substantial reduction in energy use. The ultimate objective is to develop a workforce that can bring existing commercial buildings up to their energy performance potential and ensure that new commercial buildings do not fall below their expected optimal level of performance. Commercial building equipment technicians participating in this training program will learn how to best operate commercial buildings to ensure they reach their expected energy performance level. The training is a combination of classroom, online and on-site lessons. The Texas Engineering Extension Service (TEEX) developed curricula using subject matter and adult learning experts to ensure the training meets certification requirements and accreditation standards for training these technicians. The training targets a specific climate zone to meets the needs, specialized expertise, and perspectives of the commercial building equipment technicians in that zone. The combination of efficient operations and advanced design will improve the internal built environment of a commercial building by increasing comfort and safety, while reducing energy use and environmental impact. Properly trained technicians will ensure equipment operates at design specifications. A second impact is a more highly trained workforce that is better equipped to obtain employment. Organizations that contributed to the development of the training program include TEEX and the Texas Engineering Experiment Station (TEES) (both members of The Texas A&M University System). TEES is also a member of the Building Commissioning Association. This report includes a description of the project

Hawai'i Island Health Workforce Assessment 2008.

Science.gov (United States)

Withy, Kelley; Andaya, January; Vitousek, Sharon; Sakamoto, David

2009-12-01

Anecdotal reports of a doctor shortage on the Big Island have been circulating for years, but a detailed assessment of the health care workforce had not previously been accomplished. The Hawai'i Island Health Workforce Assessment used licensure data, focus groups, telephone follow up to provider offices, national estimates of average provider supply and analysis of insurance claims data to assess the extent of the existing medical and mental health workforce, approximate how many additional providers might be effectively utilized, develop a population-based estimate of future demand and identify causes and potential solutions for the challenges faced. As of February 2008, the researchers were able to locate 310 practicing physicians, 36 nurse practitioners, 6 physician assistants, 51 psychologists, 57 social workers and 42 other mental health providers. Based on national averages, claims analysis and focus groups, the Island could use approximately 45 additional medical professionals to care for the 85% of the population that is medically insured; a larger number to care for the entire population. Ascertaining a complete roster of mental health professionals was not possible using this methodology. The researchers compared the current supply of physicians with the national average of physicians to population and the number of visits to different specialists for the year 2006 and found specific regional shortages of providers. The focus groups concentrated on solutions to the workforce crisis that include the formation of a well-organized, broad collaboration to coordinate recruitment efforts, expand and strengthen retention and renewal activities, and reinvigorate the health profession pipeline and training opportunities. The researchers recommend collaboration between the community, government, business, health center care providers, hospitals and centers to develop a plan before the tenuous state of healthcare on the Big Island worsens. In addition, continued

Operation of south Texas Project, Units 1 and 2, Docket Nos. 50-498 and 50-499, Houston Lighting and Power Company et. al., Matagorda County, Texas

International Nuclear Information System (INIS)

1986-03-01

The draft version of the environmental impact statement, EPA No. 860106D, deals with licensing a startup of Units 1 and 2 of the South Texas Project, both pressurized water reactors. The plant will permanently eliminate over 3000 acres of farmland and affect another 6000 acres of neighboring farmland. It will discharge cooling water into the Colorado River. Mitigation plans call for 1700 acres of bottom land to become a wildlife preserve and for no use of herbicides in grazing areas. Positive impacts will be increased employment for the area with a corresponding increase in revenues. Negative impacts may be changes in marsh productivity and species composition. There may be a loss of habitat for the American alligator. Risks associated with the accidental release of radiation are rated as very low. The Federal Water Pollution Control Act of 1972 and Nuclear Regulatory Commission Licensing provide legal mandates

Regional and Gender Differences and Trends in the Anesthesiologist Workforce.

Science.gov (United States)

Baird, Matthew; Daugherty, Lindsay; Kumar, Krishna B; Arifkhanova, Aziza

2015-11-01

Concerns have long existed about potential shortages in the anesthesiologist workforce. In addition, many changes have occurred in the economy, demographics, and the healthcare sector in the last few years, which may impact the workforce. The authors documented workforce trends by region of the United States and gender, trends that may have implications for the supply and demand of anesthesiologists. The authors conducted a national survey of American Society of Anesthesiologists members (accounting for >80% of all practicing anesthesiologists in the United States) in 2007 and repeated it in 2013. The authors used logistic regression analysis and Seemingly Unrelated Regression to test across several indicators under an overarching hypothesis. Anesthesiologists in Western states had markedly different patterns of practice relative to anesthesiologists in other regions in 2007 and 2013, including differences in employer type, the composition of anesthesia teams, and the time spent on monitored anesthesia care. The number and proportion of female anesthesiologists in the workforce increased between 2007 and 2013, and females differed from males in employment arrangements, compensation, and work hours. Regional differences remained stable during this time period although the reasons for these differences are speculative. Similarly, how and whether the gender difference in work hours and shift to younger anesthesiologists during this period will impact workforce needs is uncertain.

Distributed security framework for modern workforce

Energy Technology Data Exchange (ETDEWEB)

Balatsky, G.; Scherer, C. P., E-mail: gbalatsky@lanl.gov, E-mail: scherer@lanl.gov [Los Alamos National Laboratory, Los Alamos, NM (United States)

2014-07-01

Safe and sustainable nuclear power production depends on strict adherence to nuclear security as a necessary prerequisite for nuclear power. This paper considers the current challenges for nuclear security, and proposes a conceptual framework to address those challenges. We identify several emerging factors that affect nuclear security: 1. Relatively high turnover rates in the nuclear workforce compared to the earlier years of the nuclear industry, when nuclear workers were more likely to have secure employment, a lifelong career at one company, and retirement on a pension plan. 2. Vulnerabilities stemming from the ubiquitous presence of modern electronics and their patterns of use by the younger workforce. 3. Modern management practices, including outsourcing and short-term contracting (which relates to number 1 above). In such a dynamic and complex environment, nuclear security personnel alone cannot effectively guarantee adequate security. We propose that one solution to this emerging situation is a distributed security model in which the components of nuclear security become the responsibility of each and every worker at a nuclear facility. To implement this model, there needs to be a refurbishment of current workforce training and mentoring practices. The paper will present an example of distributed security framework model, and how it may look in practice. (author)

Distributed security framework for modern workforce

International Nuclear Information System (INIS)

Balatsky, G.; Scherer, C. P.

2014-01-01

Safe and sustainable nuclear power production depends on strict adherence to nuclear security as a necessary prerequisite for nuclear power. This paper considers the current challenges for nuclear security, and proposes a conceptual framework to address those challenges. We identify several emerging factors that affect nuclear security: 1. Relatively high turnover rates in the nuclear workforce compared to the earlier years of the nuclear industry, when nuclear workers were more likely to have secure employment, a lifelong career at one company, and retirement on a pension plan. 2. Vulnerabilities stemming from the ubiquitous presence of modern electronics and their patterns of use by the younger workforce. 3. Modern management practices, including outsourcing and short-term contracting (which relates to number 1 above). In such a dynamic and complex environment, nuclear security personnel alone cannot effectively guarantee adequate security. We propose that one solution to this emerging situation is a distributed security model in which the components of nuclear security become the responsibility of each and every worker at a nuclear facility. To implement this model, there needs to be a refurbishment of current workforce training and mentoring practices. The paper will present an example of distributed security framework model, and how it may look in practice. (author)

An Operational Process for Workforce Planning

National Research Council Canada - National Science Library

Emmerichs, Robert

2004-01-01

.... This report describes a methodology, developed by RAND at the behest of the Deputy Assistant Secretary of Defense for Civilian Personnel Policy, for conducting workforce planning-a methodology...

Workforce Assessment of Information Technology Sailors

National Research Council Canada - National Science Library

García Reyes, Federico

2002-01-01

.... The authors define this workforce as Sailors who facilitate or protect others' use of information and telecommunications systems, and help other personnel use hardware and software for strategic...

U.S. Army Acquisition Workforce: Reflecting Modern Structural Changes

Science.gov (United States)

2009-06-01

provisions ensuring oversight over a massive infusion of contracts, state grants and other measures. Interviews with acquisition workforce specialists... telecommuting .”3 Incentives for retaining qualified acquisition workforce members are discussed. Surveys were analyzed primarily for contextual...and the players who now have a voice in this expanded system. One major change was the use of the Joint Requirements Oversight Council (JROC

The cardiac sonography workforce in New Zealand

Science.gov (United States)

White, Steve; Poppe, Katrina; Whalley, Gillian

2015-01-01

Abstract Introduction: The aim of this paper is to investigate the cardiac sonography workforce characteristics and registration requirements in New Zealand (NZ), with a comparison to similar workforces internationally. Methods: The Survey of Clinical Echocardiography in New Zealand 2 (SCANZ2) audit was performed in December 2010. All of NZ's public‐funded District Health Board (DHB) centers providing echocardiography services responded to questions relating to staff, equipment, procedure types and patient statistics. The Medical Radiation Technologists Board (MRTB), Clinical Physiologists Registration Board (CPRB) and Australian Sonographers Association Registry (ASAR) websites were reviewed in March 2012 for registered sonographers with a cardiac scope of practice. The cardiac sonography workforces in Australia, the UK, the USA and Canada were investigated for comparison. Results: There are 84 cardiac sonographers (60.3 full‐time equivalent) working in DHBs: 71% from a cardiac technical background; 40% have post‐graduate qualifications; a further 17% are undertaking post‐graduate qualifications; and 59 cardiac sonographers have registration with professional bodies in NZ and/or Australia. Cardiac sonographers in NZ do not undergo compulsory registration, but other sonographers in NZ have compulsory registration with the MRTB. Sonographers are predominantly not licensed internationally. Discussion: Disparity exists between registration of cardiac and non‐cardiac sonographers in NZ. Many cardiac sonographers have voluntary registration but few are registered with the MRTB. Reasons for this include professional alignment, educational qualifications and representation. International trends show increased pressure from governments and professional bodies to regulate sonographers. Conclusion: This study provides a snapshot of the cardiac sonography workforce in NZ for the first time. PMID:28191178

An evaluation of a public health nutrition workforce development intervention for the nutrition and dietetics workforce.

Science.gov (United States)

Palermo, C; Hughes, R; McCall, L

2010-06-01

Workforce development is a key element for building the capacity to effectively address priority population nutrition issues. On-the-job learning and mentoring have been proposed as strategies for practice improvement in public health nutrition; however, there is limited evidence for their effectiveness. An evaluation of a mentoring circle workforce development intervention was undertaken. Thirty-two novice public health nutritionists participated in one of three mentoring circles for 2 h, every 6 weeks, over a 7-month period. Pre- and post-intervention qualitative (questionnaire, interview, mentor diary) and quantitative (competence, time working in public health nutrition) data were collected. The novice public health nutritionists explained the intervention facilitated sharing of ideas and strategies and promoted reflective practice. They articulated the important attributes of the mentor in the intervention as having experience in and a passion for public health, facilitating a trusting relationship and providing effective feedback. Participants reported a gain in competency and had an overall mean increase in self-reported competence of 15% (range 3-48% change; P work time allocated to preventive work post-intervention. Mentoring supported service re-orientation and competency development in public health nutrition. The nature of the group learning environment and the role and qualities of the mentor were important elements contributing to the interventions effects. Mentoring circles offer a potentially effective strategy for workforce development in nutrition and dietetics.

Culture change, leadership and the grass-roots workforce.

Science.gov (United States)

Edwards, Mark; Penlington, Clare; Kalidasan, Varadarajan; Kelly, Tony

2014-08-01

The NHS is arguably entering its most challenging era. It is being asked to do more for less and, in parallel, a cultural shift in response to its described weaknesses has been prescribed. The definition of culture, the form this change should take and the mechanism to achieve it are not well understood. The complexity of modern healthcare requires that we evolve our approach to the workforce and enhance our understanding of the styles of leadership that are required in order to bring about this cultural change. Identification of leaders within the workforce and dissemination of a purposeful and strategic quality improvement agenda, in part defined by the general workforce, are important components in establishing the change that the organisation currently requires. We are implementing this approach locally by identifying and developing grassroots networks linked to a portfolio of safety and quality projects. © 2014 Royal College of Physicians.

The South Australian Allied Health Workforce survey: helping to fill the evidence gap in primary health workforce planning.

Science.gov (United States)

Whitford, Deirdre; Smith, Tony; Newbury, Jonathan

2012-01-01

There is a lack of detailed evidence about the allied health workforce to inform proposed health care reforms. The South Australian Allied Health Workforce (SAAHW) survey collected data about the demographic characteristics, employment, education and recruitment and retention of allied health professionals in South Australia. The SAAHW questionnaire was widely distributed and 1539 responses were received. The average age of the sample was 40 years; males were significantly older than females, the latter making up 82% of respondents. Three-quarters of the sample worked in the city; 60% worked full time and the remainder in part-time, casual or locum positions. 'Work-life balance' was the most common attraction to respondents' current jobs and 'Better career prospects' the most common reason for intending to leave. Practice in a rural location was influenced by rural background and rural experience during training. A greater proportion of Generation Y (1982-2000) respondents intended to leave within 2 years than Generation X (1961-81) or Baby Boomers (1943-60). Most respondents were satisfied with their job, although some reported lack of recognition of their knowledge and skills. Systematic, robust allied health workforce data are required for integrated and sustainable primary health care delivery.

Safety Evaluation Report related to the operation of South Texas Project, Units 1 and 2 (Docket Nos. 50-498 and 50-499)

International Nuclear Information System (INIS)

1988-03-01

In April 1986 the staff of the US Nuclear Regulartory Commission issued its Safety Evaluation Report (NURED-0781) regarding the application of Houston Lighting and Power Companany (applicant and agent for the owners) for a license to operate South Texas Project, Units 1 and 2 (Docket Nos. 50-498 and 50-499). The facililty is located in Matagorda County, Texas, west of the Colorado River, 8 miles north-northwest of the town of Matagorda and about 89 miles southwest of Houston. The first supplement to NUREG-0781 was issued in September 1986, the second supplement in January 1987, the third supplement in May 1987, and the fourth supplement in July 1987. This fifth supplement provides updated information on the issues that had been considered previously as well as the evaluation of issues that have arisen since the fourth supplement was issued. The evaluation resolves all the issues necessary to support the issuance of a full-power license for Unit 1

Catahoula formation as a source of sedimentary uranium deposits in east Texas

International Nuclear Information System (INIS)

Ledger, E.B.; Tieh, T.T.

1983-01-01

Volcanic glass-rich mudstone and siltstone samples from the Oligocene/Miocene Catahoula formation of Jasper County, Texas, and coeval volcaniclastic rock samples from Trans-Pecos, Texas, have been compared as to U, Th, Zr, Ti, K, Rb, and Sr contents. Uranium is slightly greater in the distal ash (5.85 ppM U) compared to the Trans-Pecos samples (average 5.41 ppM U). Diagenetic and pedogenetic alteration of Catahoula volcanic glass releases uranium to solution and, under favorable conditions, this uranium may accumulate to form ore bodies. Uranium has been produced from such ore bodies in south Texas, but economic deposits are not known in east Texas. Significant differences between south and east Texas include: (1) a greater amount of volcanic debris delivered to south Texas, both as air-fall ash and stream-transported material, (2) delivery of only air-fill ash to east Texas, (3) the possibility of more petroleum-related reductants such as H 2 S in south Texas, and (4) pervasive glass alteration with subsequent uranium release in south Texas due to late calichification. These differences argue against economic deposits of the south Texas type being found in east Texas. If economic deposits occur they are likely to be far downdip making exploration difficult and expensive

To effectively adapt and renew workforce competences

International Nuclear Information System (INIS)

Pezzani, P.

2007-01-01

Full text: Most of French operating nuclear plants were constructed within a small time window. Few new plants have come on line within the last decade. As a result, most operating plants today have an ageing workforce that is going to retire in large numbers. In the next ten years, 40% of EDF nuclear workforce is going to retire, in average 600 people per year. At the same time, potential restructurings are opportunities to provide internal personnel for Nuclear Power Plants. The first generation of nuclear industry workers was hired during nuclear plant starting and testing. That was an opportunity to for training in the field without nuclear hazard. In addition, the NPP requirements increased dramatically through the last twenty years. This situation led to start a project to effectively adapt and renew workforce competences in the 19 EDF NPP in France. This Paper describes three steps to successfully ensure this transition to the new generation of nuclear industry workers. Acting in the field from their initial training, recruits are earlier ready to perform: 1. A Nuclear Job Academy in each French region based on Team Building and Sister Plants association, new training techniques and field training regarding behaviour and craft. All the new comers in Nuclear Power Station are led by an experienced technical mentor and trained by managers and experienced staff. 2. Flow loop maintenance simulator in each plant.On line training and test for periodic training.Step by Step qualification process. Internal workforce moving and rotation become a consistent, safe and successful opportunity to renew competences: EDF Group promotes the mobility of human resources by improving skills management (training programs, encouraging profession mobility, and reorientation towards priority jobs). To ensure that each nuclear new comer from internal workforce meets the nuclear requirements (as hired people), we build strong process witch guaranty internal people recruitment with

The health workforce crisis: the brain drain scourge.

Science.gov (United States)

Ike, Samuel O

2007-01-01

The magnitude of the health workforce crisis engendered by brain drain particularly in Africa, and nay more especially Nigeria, has been assuming increasingly alarming proportions in the past three decades. The challenge it poses in meeting the manpower needs in the healthcare sector as well as in the larger economy of the sending countries is enormous. This paper thus sets out to highlight the scope of this brain drain, its effects and the reasons sustaining it, as well as makes concrete suggestions to help stern the tide. A review of the literature on brain drain with particular emphasis on the health workforce sector was done, with focus on Africa, and specifically Nigeria. Literature search was done using mainly the Medline, as well as local journals. The historical perspectives, with the scope of external and internal brain drain are explored. The glaring effects of brain drain both in the global workforce terrain and specifically in the health sectors are portrayed. The countries affected most and the reasons for brain drain are outlined. Strategic steps to redress the brain drain crisis are proffered in this paper. The health workforce crisis resulting from brain drain must be brought to the front-burner of strategic policy decisions leading to paradigm shift in political, social and economic conditions that would serve as incentives to curb the scourge.

Catahoula Formation as uranium source rock in East Texas

International Nuclear Information System (INIS)

Ledger, E.B.; Tieh, T.T.; Rowe, N.W.

1984-01-01

The Oligocene-Miocene Catahoula Formation of the Texas Gulf coastal plain is a fluvial and lacustrine volcaniclastic unit composed of normal fluvial material mixed with distal rhyolitic air-fall ash. In the lower Texas Gulf coastal plain, it consists of stream-transported detritus from the volcanic source area in Trans-Pecos Texas and adjacent Mexico. This volcaniclastic component has altered to release uranium to mineralization processes in the lower Gulf Coast, but there has not been uranium production in the middle and upper Gulf Coast. To evaluate the potential of the upper Texas Gulf coastal plain for uranium ore deposits, a geochemical study was undertaken. The Catahoula Formation was analyzed for U, Th, K, Rb, Sr, Zr, and Ti to estimate the nature of volcanic glass and its abundance and alteration. Concentrations from three key outcrops were compared. They were also compared to samples from a volcanic area in Trans-Pecos Texas, which is chemically appropriate as a source for the volcanic material in the Catahoula Formation. In the lower Texas Gulf coastal plain, where uranium is produced, the glassy volcanic material has been pervasively altered, but in the upper coastal plain much glass remains. Because glass alteration is necessary for uranium release and concentration, the potential is low for large, shallow uranium ore bodies in the upper Texas Gulf coastal plain

Safety evaluation report related to the operation of South Texas Project, Unit 2 (Docket No. 50-499)

International Nuclear Information System (INIS)

1989-03-01

In April 1986 the staff of the US Nuclear Regulatory Commission issued its Safety Evaluation Report (NUREG-0781) regarding the application of Houston Lighting and Power Company (applicant and agent for the owners) for a license to operate South Texas Project, Units 1 and 2 (Docket Nos. 50-498 and 50-499). The facility is located in Matagorda County, Texas, west of the Colorado River, 8 miles north-northwest of the town of Matagorda and about 89 miles southwest of Houston. The first supplement to NUREG-0781 was issued in September 1986, the second supplement in January 1987, the third supplement in May 1987, the fourth supplement in July 1987, the fifth supplement in March 1988, and the sixth supplement in January 1989. This seventh supplement, which supports the issuance of a full-power license for Unit 2, provides updated information on the issues that had been considered previously as well as the evaluation of issues that have arisen since the sixth supplement was issued. The evaluation resolves all the issues necessary to support the issuance of a full-power license for Unit 2. 2 refs., 2 figs., 1 tab

East Texas, 2012—Forest Inventory and Analysis Factsheet

Science.gov (United States)

Thomas J. Brandeis; Jason A. Cooper; James W. Bentley

2014-01-01

This science update summarizes the findings of the statewide annual inventory of the forest resource attributes in Texas conducted by the Southern Forest Inventory and Analysis (FIA) Program in cooperation with the Texas A&M Forest Service. The 254 counties of Texas are consolidated into seven FIA survey units—southeast (unit 1), northeast (unit 2), north central (...

Texas Hydrogen Highway Fuel Cell Hybrid Bus and Fueling Infrastructure Technology Showcase - Final Scientific/Technical Report

Energy Technology Data Exchange (ETDEWEB)

Hitchcock, David

2012-06-29

The Texas Hydrogen Highway project has showcased a hydrogen fuel cell transit bus and hydrogen fueling infrastructure that was designed and built through previous support from various public and private sector entities. The aim of this project has been to increase awareness among transit agencies and other public entities on these transportation technologies, and to place such technologies into commercial applications, such as a public transit agency. The initial project concept developed in 2004 was to show that a skid-mounted, fully-integrated, factory-built and tested hydrogen fueling station could be used to simplify the design, and lower the cost of fueling infrastructure for fuel cell vehicles. The approach was to design, engineer, build, and test the integrated fueling station at the factory then install it at a site that offered educational and technical resources and provide an opportunity to showcase both the fueling station and advanced hydrogen vehicles. The two primary technology components include: Hydrogen Fueling Station: The hydrogen fueling infrastructure was designed and built by Gas Technology Institute primarily through a funding grant from the Texas Commission on Environmental Quality. It includes hydrogen production, clean-up, compression, storage, and dispensing. The station consists of a steam methane reformer, gas clean-up system, gas compressor and 48 kilograms of hydrogen storage capacity for dispensing at 5000 psig. The station is skid-mounted for easy installation and can be relocated if needed. It includes a dispenser that is designed to provide temperaturecompensated fills using a control algorithm. The total station daily capacity is approximately 50 kilograms. Fuel Cell Bus: The transit passenger bus built by Ebus, a company located in Downey, CA, was commissioned and acquired by GTI prior to this project. It is a fuel cell plug-in hybrid electric vehicle which is ADA compliant, has air conditioning sufficient for Texas operations

Sustaining the rural workforce: nursing perspectives on worklife challenges.

Science.gov (United States)

Hunsberger, Mabel; Baumann, Andrea; Blythe, Jennifer; Crea, Mary

2009-01-01

Concerns have been raised about the sustainability of health care workforces in rural settings. According to the literature, rural nurses' work satisfaction varies with the resources and supports available to respond to specific challenges. Given the probable effects of stressors on retention, it is essential to understand the unique requirements of nurses in rural practice environments. To investigate whether nurses receive the resources and supports necessary to meet the challenges of rural practice. Semi-structured interviews were conducted with 21 managers and 44 staff nurses in 19 selected rural hospitals in Ontario, Canada. The interviews were taped and transcripts interpreted through a thematic analysis. Major worklife themes were identified and analyzed within a healthy work environment model based on the work of Kristensen. Three interrelated dimensions of the model were relevant to workforce sustainability: the balance between demands and the resources of the person, the level of social support, and the degree of influence. The availability of resources and supports affected whether the nurses perceived challenges as stimulating or overwhelming. Deficits interfered with practice and the well-being of the nurses and patients. The nurses felt frustrated and powerless when they lacked resources, support, and influence to manage negative situations. Strategies to achieve workforce sustainability include resources to reduce stress in the workplace, education to meet the needs of new and experienced nurses, and offering of employment preferences to the workforce. Addressing resources, support, and influence of rural nurses is essential to alleviate workplace challenges and sustain the rural nursing workforce.

The state of the psychology health service provider workforce.

Science.gov (United States)

Michalski, Daniel S; Kohout, Jessica L

2011-12-01

Numerous efforts to describe the health service provider or clinical workforce in psychology have been conducted during the past 30 years. The American Psychological Association (APA) has studied trends in the doctoral education pathway and the resultant effects on the broader psychology workforce. During this period, the creation and growth of the PsyD degree and the formalization of the predoctoral internship placement system (the APPIC Match) have been well noted, but efforts to gain a complete understanding of professional practice are lacking. Specifically, piecemeal research on the provider workforce has led to the study of specific subpopulations using varying approaches and definitions of those providing direct clinical service. Consequently, estimates of the supply and need for health service providers are distinctly divergent and generate protracted debate in organized psychology. The APA membership directory and the APA Doctorate Employment Surveys have traditionally been relied on for workforce analyses. Yet, these data have become characterized by limited generalizability in recent years because of declining survey response rates and the fact that APA member data may not be as representative of the entire psychology health service provider population as they were previously. The 2008 APA Survey of Psychology Health Service Providers targeted these limitations by including nonmember psychologists in the sampling frame. Results revealed emerging themes in the demographics, work settings, and delivery of health services of the psychology health service provider workforce. Future areas of research for APA and organized psychology to undertake in addressing need and demand are suggested. (PsycINFO Database Record (c) 2011 APA, all rights reserved).

Diverse and educated workforce –requirement in the recovery context

Directory of Open Access Journals (Sweden)

Codruţa Ilinca DRĂGOIU

2010-06-01

Full Text Available The existence of a highly skilled workforce is a key factor to the new challenges of globalization, population growth, aging, development of new information technologies and the need for appropriate and rational use of resources. Investing in training in terms of ensuring equal opportunities is a requisite for ensuring a healthy, creative and innovative workforce, with appropriate professional skills and knowledge to produce tangible and intangible goods and services that can meet the challenges of economic recovery, being the main driver of innovation and progress. Also, a diverse workforce with varied characteristics, perspectives and ideas, is more effective in today's society where creativity and innovation are essential.

Transformational leadership can improve workforce competencies.

Science.gov (United States)

Thompson, Juliana

2012-03-01

Staffing problems can arise because of poor delegation skills or a failure by leaders to respond appropriately to economic factors and patient demographics. Training dilemmas, meanwhile, can arise because of managers' confusion about what constitutes 'training' and what constitutes 'education', and where responsibility of provision lies, with the consequence that they neglect these activities. This article uses Kouzes and Posner's (2009) transformational leadership model to show how managers can respond. Leaders who challenge budgets, consider new ways of working and engage effectively with the workforce can improve productivity and care, while those who invest in appropriate learning will have a highly trained workforce. The author explains how integration of leadership roles and management functions can lead to innovative problem solving.

Bridging Nuclear Knowledge to a Brazilian Decree: A Case Study at the National Nuclear Energy Commission (CNEN)

International Nuclear Information System (INIS)

Muguet-Haisman, T. M.

2016-01-01

Full text: Since the term“knowledge management”was coined, it has gained more and more attention in an effort to re-structure organizations. A good deal of effort has been done in order to better implement a knowledge management culture in organizations throughout all the work sectors. The Brazilian Federal Government through the Decree no.5.707, dated February 23, 2006, democratically created a national policy for human development. This initiative made equally available additional education opportunities for all staff in order to form a competent workforce which included official recognition of work-related skills. In the field of nuclear energy, the National Nuclear Energy Commission is a Brazilian governmental authority which has long served as the leader in the matter. In this respect, and in the light of the International Atomic Energy Agency (IAEA) nuclear knowledge management role and the perspective of the first and third dimensions, the aim of this paper is to share the outcome of the Government programme in the National Nuclear Energy Commission. (author

Results of the 2014-2015 Canadian Society of Nephrology workforce survey.

Science.gov (United States)

Ward, David R; Manns, Braden; Gil, Sarah; Au, Flora; Kappel, Joanne E

2016-01-01

Nephrology was previously identified as a subspecialty with few Canadian employment opportunities, and in recent years, fewer trainees are choosing nephrology. The objective of this study is to better understand the current Canadian adult nephrology workforce and the expected workforce trends over the next 5 years. This is an online self-administered survey. This study is set in Canada. Survey participants are Canadian adult nephrologists, including self-identified division heads. The measurements of this study are demographics, training, current practice characteristics, work hours, and projected workforce needs. Survey questions were based on previous workforce surveys. Ethics approval was obtained through the University of Saskatchewan. The survey was piloted in both English and French and modified based on the feedback to ensure that responses accurately reflected the information desired. It was circulated to all identified Canadian nephrologists via an anonymous e-mail link for self-administration. Categorical data was aggregated, and free-text answers were thematically analyzed. Additional descriptive analysis was conducted by all authors. Five hundred ninety-two Canadian nephrologists were contacted and 48 % responded, with representation from all Canadian provinces. One third of the respondents were female, and the largest age cohort was 41-50 years. Most nephrologists are trained in Canada and 61 % completed additional training. The majority of the respondents (69.1 %) began working as a nephrologist immediately upon completion of fellowship training. Younger nephrologists reported more challenges in finding a job. Eighty percent of responding nephrologists were satisfied with their current work hours, 13.1 % will reduce work hours within 3 years, an additional 8.2 % will reduce work hours within 5 years, and a further 14.2 % will reduce work hours within 10 years. Nephrology division heads forecasted the number of clinical and academic

Benchmark West Texas Intermediate crude assayed

International Nuclear Information System (INIS)

Rhodes, A.K.

1994-01-01

The paper gives an assay of West Texas Intermediate, one of the world's market crudes. The price of this crude, known as WTI, is followed by market analysts, investors, traders, and industry managers around the world. WTI price is used as a benchmark for pricing all other US crude oils. The 41 degree API < 0.34 wt % sulfur crude is gathered in West Texas and moved to Cushing, Okla., for distribution. The WTI posted prices is the price paid for the crude at the wellhead in West Texas and is the true benchmark on which other US crudes are priced. The spot price is the negotiated price for short-term trades of the crude. And the New York Mercantile Exchange, or Nymex, price is a futures price for barrels delivered at Cushing

Commissioning of the Liquid Nitrogen Thermo-Siphon System for NASA-JSC Chamber-A

Science.gov (United States)

Homan, J.; Montz, M.; Ganni, V.; Sidi-Yekhlef, A.; Knudsen, P.; Garcia, S.; Garza, J.

2013-01-01

NASA's Space Environment Simulation Laboratory's (SESL) Chamber A, located at the Johnson Space Center in Houston Texas has recently implemented major enhancements of its cryogenic and vacuum systems. The new liquid nitrogen (LN2) thermo-siphon system was successfully commissioned in August of 2012. Chamber A, which has 20 K helium cryo-panels (or shrouds ) which are shielded by 80 K nitrogen shrouds, is capable of simulating a deep space environment necessary to perform ground testing of NASA s James Webb Space Telescope (JWST). Chamber A s previous system used forced flow LN2 cooling with centrifugal pumps, requiring 200,000 liters of LN2 to cool-down and consuming 180,000 liters per day of LN2 in steady operation. The LN2 system did not have the reliability required to meet the long duration test of the JWST, and the cost estimate provided in the initial approach to NASA-JSC by the sub-contractor for refurbishment of the system to meet the reliability goals was prohibitive. At NASA-JSC's request, the JLab Cryogenics Group provided alternative options in 2007, including a thermo-siphon, or natural flow system. This system, eliminated the need for pumps and used one tenth of the original control valves, relief valves, and burst disks. After the thermo-siphon approach was selected, JLab provided technical assistance in the process design, mechanical design, component specification development and commissioning oversight, while the installation and commissioning operations of the system was overseen by the Jacobs Technology/ESC group at JSC. The preliminary commissioning data indicate lower shroud temperatures, 70,000 liters to cool-down and less than 90,000 liters per day consumed in steady operation. All of the performance capabilities have exceeded the design goals. This paper will outline the comparison between the original system and the predicted results of the selected design option, and the commissioning results of thermo-siphon system.

Commissioning of the Liquid Nitrogen Thermo-Siphon System for NASA-JSC Chamber A

Science.gov (United States)

Homan, J.; Montz, M.; Ganni, V.; Sidi-Yekhlef, A.; Knudsen, P.; Garcia, S.; Garza, J.

2013-01-01

NASA s Space Environment Simulation Laboratory s (SESL) Chamber A, located at the Johnson Space Center in Houston Texas has recently implemented major enhancements of its cryogenic and vacuum systems. The new liquid nitrogen (LN) thermo-siphon system was successfully commissioned in August of 2012. Chamber A, which has 20 K helium cryo-panels (or shrouds ) which are shielded by 80 K nitrogen shrouds, is capable of simulating a deep space environment necessary to perform ground testing of NASA s James Webb Space Telescope (JWST). Chamber A s previous system used forced flow LN cooling with centrifugal pumps, requiring 220,000 liters of LN to cool-down and consuming 180,000 liters per day of LN in steady operation. The LN system did not have the reliability required to meet the long duration test of the JWST, and the cost estimate provided in the initial approach to NASA-JSC by the subcontractor for refurbishment of the system to meet the reliability goals was prohibitive. At NASA-JSC s request, the JLab Cryogenics Group provided alternative options in 2007, including a thermo-siphon, or natural flow system. This system, eliminated the need for pumps and used one tenth of the original control valves, relief valves, and burst disks. After the thermo-siphon approach was selected, JLab provided technical assistance in the process design, mechanical design, component specification development and commissioning oversight, while the installation and commissioning operations of the system was overseen by the Jacobs Technology/ESC group at JSC. The preliminary commissioning data indicate lower shroud temperatures, 68,000 liters to cool-down and less than 91,000 liters per day consumed in steady operation. All of the performance capabilities have exceeded the design goals. This paper will outline the comparison between the original system and the predicted results of the selected design option, and the commissioning results of thermo-siphon system.

THE WORKFORCE AND ITS PRODUCTIVITY IN THE FOOD ECONOMY OF THE EU COUNTRIES

Directory of Open Access Journals (Sweden)

Aldona Mrówczyńska-Kamińska

2013-09-01

Full Text Available The main aim of the article is a comparative analysis of the workforce and its productivity in the food economy of the EU countries in the years 1995 and 2009. The first part of the article analyses the internal structure of the workforce in the food economy and its share in the national economy. In the following part the workforce productivity was estimated, taking into consideration the value of global output and gross value added per employee. The basic source materials used in this study were input-output tables for individual EU countries. The results of the calculations indicate that the internal structure of the workforce in the food economy, its share in the national economy, and the level of the workforce productivity in the EU countries differ considerably. The level of the labour productivity is much higher in the countries of Western and Northern Europe than in the countries of Central and Eastern Europe. It is mainly caused by a structural defect which is due to an excessive workforce in the agricultural sector EU member states.

Establishing a sustainable nursing workforce.

Science.gov (United States)

Knowles, Judie

2010-07-01

Occupational sustainability in healthcare services involves meeting the demands of a changing NHS without compromising the health and wellbeing of nurses. This article examines occupational sustainability in the nursing profession, focusing on issues of nursing workload, employee health and recruitment issues, and workforce diversity.

Angiostrongylus cantonensis Meningitis and Myelitis, Texas, USA.

Science.gov (United States)

Al Hammoud, Roukaya; Nayes, Stacy L; Murphy, James R; Heresi, Gloria P; Butler, Ian J; Pérez, Norma

2017-06-01

Infection with Angiostrongylus cantonensis roundworms is endemic in Southeast Asia and the Pacific Basin. A. cantonensis meningitis and myelitis occurred in summer 2013 in a child with no history of travel outside of Texas, USA. Angiostrongyliasis is an emerging neurotropic helminthic disease in Texas and warrants increased awareness among healthcare providers.

Enrollment in Texas Public Schools, 2014-15

Science.gov (United States)

Texas Education Agency, 2016

2016-01-01

This report provides information on enrollment in the Texas public school system from the 2004-05 through 2014-15 school years, based on data collected through the Texas Public Education Information Management System. Enrollment data are provided by grade, race/ethnicity, gender, and economically disadvantaged status, and for special populations…

Enrollment in Texas Public Schools, 2015-16

Science.gov (United States)

Texas Education Agency, 2016

2016-01-01

This report provides information on enrollment in the Texas public school system from the 2005-06 through 2015-16 school years, based on data collected through the Texas Public Education Information Management System. Enrollment data are provided by grade, race/ethnicity, gender, and economically disadvantaged status, and for special populations…

Texas' forests, 2008

Science.gov (United States)

James W. Bentley; Consuelo Brandeis; Jason A. Cooper; Christopher M. Oswalt; Sonja N. Oswalt; KaDonna Randolph

2014-01-01

This bulletin describes forest resources of the State of Texas at the time of the 2008 forest inventory. This bulletin addresses forest area, volume, growth, removals, mortality, forest health, timber product output, and the economy of the forest sector.

Texas Instruments : Veiligheid is niet iets om over te stemmen

NARCIS (Netherlands)

Blijswijk, M. van; Pennekamp, E.

1990-01-01

In dit artikel wordt het VGW-beleid bij Texas Instruments beschreven. Hiertoe zijn interviews gehouden met B. Veekamp, hoofd opleidingen bij Texas Instruments Holland BV (TIH) en de J. Stapel, voorzitter van de VGW-commissie. Occupational health and safety policy of Texas Instruments Holland B.V.

48 CFR 1852.223-74 - Drug- and alcohol-free workforce.

Science.gov (United States)

2010-10-01

... 48 Federal Acquisition Regulations System 6 2010-10-01 2010-10-01 true Drug- and alcohol-free... and Clauses 1852.223-74 Drug- and alcohol-free workforce. As prescribed in 1823.570-2, insert the following clause: Drug- and Alcohol-Free Workforce (MAR 1996) (a) Definitions. As used in this clause the...

Investigation of Malaysian Higher Education Quality Culture and Workforce Performance

Science.gov (United States)

Ali, Hairuddin Mohd; Musah, Mohammed Borhandden

2012-01-01

Purpose: The purpose of this study is to examine the relationship between the quality culture and workforce performance in the Malaysian higher education sector. The study also aims to test and validate the psychometric properties of the quality culture and workforce performance instruments used in the study. Design/methodology/approach: A total…

The National Workforce Assistance Collaborative: A New Institution with Plans To Improve Workforce Services.

Science.gov (United States)

Bergman, Terri

The National Workforce Assistance Collaborative (NWAC) was established by the National Alliance of Business to provide assistance to community colleges and other organizations that offer programs to increase business productivity. The NWAC is charged with building the capacity of service providers that work with small and mid-sized companies in…

Making Texas Restaurants Healthier for Children

Centers for Disease Control (CDC) Podcasts

2014-12-30

Sylvia Crixell, PhD, RD, Professor of Nutrition at Texas State University, discusses her study which details the success of a community-based program in Texas aimed at combatting childhood obesity by improving children’s menus in restaurants.  Created: 12/30/2014 by Preventing Chronic Disease (PCD), National Center for Chronic Disease Prevention and Health Promotion (NCCDPHP).   Date Released: 12/30/2014.

People matter: tomorrow's workforce for tomorrow's world.

Science.gov (United States)

Easmon, Charles

2014-01-01

The focus of any health service, now and into the future, should be people delivering safe, quality care to people; care that covers not just diagnosis and treatment, but the whole experience that patients and their carers have of the service. Workforce development, the process by which the current and future workforce is planned and trained, must be related to current and future patterns of service delivery and take account of financial reality. It cannot exist in isolation. Despite employing 1.3 million people, upon whom up to 70% of its budget is spent, the NHS has been curiously relaxed about the workforce development of both its staff in training and of those trained staff who, with the impact of demographic change and the increasing speed of technological progress, will need to adapt to new ways of working and learn new skills. Given that the NHS has been repeatedly criticised by the Health Select Committee for its failure to link workforce planning and development with service and financial planning, and that inadequate staffing has been a feature of a number of recent organizational failures, how is this to be achieved? Some NHS organisations have been shown to be poor employers with a culture of bullying and fear and the use of suspensions and financial settlements bound to gagging clauses to remove whistleblowers. Gender and ethnic discrimination is an issue not yet fully resolved. Furthermore with the demographic changes around the increasing needs of an elderly population, the introduction of new technology and the increasing interdependency of health and social care, there is a need for a clear vision as to how the future NHS will be structured and developed. Fewer large specialist centres are likely, combined with local, community oriented integrated services with appropriate specialist support. Decisions need to be taken about this in time to give workforce development processes time to plan the best skill mix combinations and to develop clinicians

Long-term Surveillance Plan for the Falls City Disposal Site, Falls City, Texas. Revision 1

International Nuclear Information System (INIS)

1995-08-01

This long-term surveillance plan (LTSP) for the Uranium Mill Tailings Remedial Action (UMTRA) Project Falls City disposal site, Falls City, Texas, describes the surveillance activities for the disposal site. The US Department of Energy (DOE) will carry out these activities to ensure that the disposal cell continues to function as designed. This LTSP was prepared as a requirement for acceptance under the US Nuclear Regulatory Commission (NRC) general license for custody and long-term care of residual radioactive materials. This LTSP documents whether the land and interests are owned by the United States and details how long-term care of the disposal site will be carried out. It is based on the DOE's Guidance for Implementing the UMTRA Project Long-term Surveillance Program (DOE, 1992a)

Enrollment in Texas Public Schools, 2016-17

Science.gov (United States)

Texas Education Agency, 2017

2017-01-01

This report provides information on enrollment in the Texas public school system from the 2006-07 through 2016-17 school years, based on data collected through the Texas Student Data System. Enrollment data are provided by grade, race/ethnicity, gender, and economically disadvantaged status, and for special populations and instructional programs.…

Leveraging multi-generational workforce values in interactive information societies

OpenAIRE

Sophie van der Walt; Tanya du Plessis

2010-01-01

Background: The success of organisations relies on various factors including the ability of its multi-generational workforce to collaborate within the interactive information society. By developing an awareness of the different values of a diverse workforce, organisations may benefit from diversity. Various diversity factors, such as ethnicity, age and gender, impact on the way people interact, especially in the interactive information society.Objectives: This article advocates the need for g...

The globalization of the nursing workforce: Pulling the pieces together.

Science.gov (United States)

Jones, Cheryl B; Sherwood, Gwen D

2014-01-01

The "globalization" of health care creates an increasingly interconnected workforce spanning international boundaries, systems, structures, and processes to provide care to and improve the health of peoples around the world. Because nurses comprise a large sector of the global health workforce, they are called upon to provide a significant portion of nursing and health care and thus play an integral role in the global health care economy. To meet global health care needs, nurses often move within and among countries, creating challenges and opportunities for the profession, health care organizations, communities, and nations. Researchers, policy makers, and industry and academic leaders must, in turn, grapple with the impacts of globalization on the nursing and health care workforce. Through this special issue, several key areas for discussion are raised. Although far from exhaustive, our intent is to expand and stimulate intra- and interprofessional conversations raising awareness of the issues, uncover unanticipated consequences, and offer solutions for shaping the nursing and health care workforce of the future. Copyright © 2014 Elsevier Inc. All rights reserved.

Employers’ View on Problems Related to Workforce Skills and Qualification

Directory of Open Access Journals (Sweden)

Klimplová Lenka

2012-12-01

Full Text Available The aim of this exploratory study is to reveal employers’ views on problems related to workforce human capital (skills and qualification. Where do employers themselves view the core of difficulties with ensuring adequately skilled workforce? Do they assign them to technological and organizational changes (a functional concept of job-specific human capital obsolescence, or do they see these problems as a result of other circumstances, such as macro-structural conditions or institutional settings? To answer these questions selected employers in mechanical engineering and information technology sectors in the Czech Republic were interviewed. The results show that the employers see the problems: 1 on the side of workforce – insufficient abilities and skills, exaggerated demands and low motivation; 2 as inadequate capacities and capabilities of the organization itself; 3 at macro-level as institutional shortcomings in the initial educational system and social benefits system. The problems related to workforce skills and qualification cannot be, thus, interpreted only in the functionalist view as job-specific human capital obsolescence, but the formulation of the problems is significantly affected by the institutional framework.

Communication rehabilitation in sub-Saharan Africa: A workforce profile of speech and language therapists

Directory of Open Access Journals (Sweden)

Karen Wylie

2016-09-01

Conclusion: This sample comprised a mix of African and international SLTs, with indications of growing localisation of the workforce. Workforce localisation offers potential advantages of linguistic diversity and stability. Challenges including workforce support and developing culturally and contextually relevant SLT practices are discussed.

An Analysis of Laboratory Safety in Texas.

Science.gov (United States)

Fuller, Edward J.; Picucci, Ali Callicoatte; Collins, James W.; Swann, Philip

This paper reports on a survey to discover the types of laboratory accidents that occur in Texas public schools, the factors associated with such accidents, and the practices of schools with regard to current laboratory safety requirements. The purpose of the survey is to better understand safety conditions in Texas public schools and to help…

Confronting the Graduation Rate Crisis in Texas

Science.gov (United States)

Losen, Daniel; Orfield, Gary; Balfanz, Robert

2006-01-01

The most accurate method for tracking high school graduation rates is to provide each student with a single lifetime school identification number that would follow him or her throughout his or her entire school career. Texas has this system in place, but this report demonstrates that the official rates Texas has historically reported dramatically…

Strategic workforce planning for a multihospital, integrated delivery system.

Science.gov (United States)

Datz, David; Hallberg, Colleen; Harris, Kathy; Harrison, Lisa; Samples, Patience

2012-01-01

Banner Health has long recognized the need to anticipate, beyond the immediate operational realities or even the annual budgeting projection exercises, the necessary workforce needs of the future. Thus, in 2011, Banner implemented a workforce planning model that included structures, processes, and tools for predicting workforce needs, with particular focus on identified critical systemwide practice areas. The model represents the incorporation of labor management tools and processes with more strategic, broad-view, long-term assessment and planning mechanisms. The sequential tying of the workforce planning lifecycle with the organization's strategy and financial planning process supports alignment of goals, objectives, and resource allocation. Collaboration among strategy, finance, human resources, and operations has provided us with the ability to identify critical position groups based on 3-year strategic priorities. By engaging leaders from across the organization, focusing on activities at facility, regional, and system levels, and building in mechanisms for accountability, we are now engaged in continuous evaluations of our delivery models, the competencies and preparations necessary for the staff to effectively function within those delivery models, and developing and implementing action plans designed to ensure adequate numbers of the staff whose competencies will be suited to the work expected of them.

A strategic approach to public health workforce development and capacity building.

Science.gov (United States)

Dean, Hazel D; Myles, Ranell L; Spears-Jones, Crystal; Bishop-Cline, Audriene; Fenton, Kevin A

2014-11-01

In February 2010, CDC's National Center for HIV/AIDS, Viral Hepatitis, Sexually Transmitted Disease (STD), and Tuberculosis (TB) Prevention (NCHHSTP) formally institutionalized workforce development and capacity building (WDCB) as one of six overarching goals in its 2010-2015 Strategic Plan. Annually, workforce team members finalize an action plan that lays the foundation for programs to be implemented for NCHHSTP's workforce that year. This paper describes selected WDCB programs implemented by NCHHSTP during the last 4 years in the three strategic goal areas: (1) attracting, recruiting, and retaining a diverse and sustainable workforce; (2) providing staff with development opportunities to ensure the effective and innovative delivery of NCHHSTP programs; and (3) continuously recognizing performance and achievements of staff and creating an atmosphere that promotes a healthy work-life balance. Programs have included but are not limited to an Ambassador Program for new hires, career development training for all staff, leadership and coaching for mid-level managers, and a Laboratory Workforce Development Initiative for laboratory scientists. Additionally, the paper discusses three overarching areas-employee communication, evaluation and continuous review to guide program development, and the implementation of key organizational and leadership structures to ensure accountability and continuity of programs. Since 2010, many lessons have been learned regarding strategic approaches to scaling up organization-wide public health workforce development and capacity building. Perhaps the most important is the value of ensuring the high-level strategic prioritization of this issue, demonstrating to staff and partners the importance of this imperative in achieving NCHHSTP's mission. Published by Elsevier Inc.

Today's Higher Education IT Workforce

Science.gov (United States)

Bichsel, Jacqueline

2014-01-01

The professionals making up the current higher education IT workforce have been asked to adjust to a culture of increased IT consumerization, more sourcing options, broader interest in IT's transformative potential, and decreased resources. Disruptions that include the bring-your-own-everything era, cloud computing, new management practices,…

Health workforce governance and integration: the fit between planning and system.

NARCIS (Netherlands)

Batenburg, R.

2014-01-01

Background: The EU Joint Action on Health Workforce Planning and Forecasting has taken up the challenge to let countries share and exchange practices in health workforce planning. It appears however, that not many countries actually apply (needs-based forecasting) models to support this. But does

Critical Analysis on Construction Workforce Sustainability in Developed Economy

OpenAIRE

Sing, Michael; Tam, Vivian; Fung, Ivan; Liu, Henry

2017-01-01

The construction industry in the developed economy has suffered a shortage of workforce which triggers project cost escalation and project delay and suppresses the whole economy. This paper aims to explore the perceptions of the general public and construction workers towards workforce shortage in the Hong Kong construction industry and identifies the critical factors affecting their intention to join the industry. Triangulation approach was adopted in this study and a street survey was condu...

Cybersecurity Workforce Development and the Protection of Critical Infrastructure

Science.gov (United States)

2017-03-31

of cyberspace operations and the importance of cyber security for both the DoD and industry, UHWO developed the Bachelor of Applied Science degree...Distribution 13. SUPPLEMENTARY NOTES 14. A.BSTRACT This Cyber Security Workforce Development Project directly supports workforce development needs for the...Standard Form 298 (Rev. 8/98) Presclibed by .a.NSI Std. Z39.18 UNIVERSITY of HAWAI 𔃻 · WEST O’AHU Final Project Technical Report: Cyber Security

Budget Pressures Churn Workforce

Science.gov (United States)

Cavanagh, Sean

2011-01-01

When the budget-cutting ended this year in one rural North Texas school district, the people-moving began. Forced to chop its total staff to 55 employees from 64, the Perrin-Whitt Consolidated Independent school system went the route of many districts across the country: It made the majority of its reductions by encouraging early retirements and…

The role of internationally educated nurses in a quality, safe workforce.

Science.gov (United States)

D Sherwood, Gwen; Shaffer, Franklin A

2014-01-01

Migration and globalization of the nursing workforce affect source countries and destination countries. Policies and regulations governing the movement of nurses from one country to another safeguard the public by ensuring educational comparability and competence. The global movement of nurses and other health care workers calls for quality and safety competencies that meet standards such as those defined by the Institute of Medicine. This article examines nurse migration and employment of internationally educated nurses (IENs) in the context of supporting and maintaining safe, quality patient care environments. Migration to the United States is featured as an exemplar to consider the following key factors: the impact of nurse migration on the nursing workforce; issues in determining educational comparability of nursing programs between countries; quality and safety concerns in transitioning IENs into the workforce; and strategies for helping IENs transition as safe, qualified members of the nursing workforce in the destination country. Copyright © 2014 Elsevier Inc. All rights reserved.

Organizational Behavior Analysis Focusing on the University of Texas System

Science.gov (United States)

Terry, Bobby K.

2011-01-01

This project analyzes the organizational behavior of the University of Texas System. The University of Texas System is comprised of nine academic and six health institutions. The University of Texas System has over 85,000 employees; the student enrollment is 202,240 with a budget of $2.25 billion dollars. This project has a total of four parts and…

Texas turns on lignite

International Nuclear Information System (INIS)

Faulkner, T.

1992-01-01

The paper describes the author's involvement with the Texas Mining and Reclamation Association (TMRA) and some of its activities. The mission of TMRA is to solidify the needs and opinions of the various mining sectors into one voice which can be heard on the vital matters of balance between mineral production, environmental protection, economic strength and public welfare. To make this voice effective, TMRA will present the mining industry - and its value to the Texas economy and lifestyle - to the public, educators and students, regulatory officials, legislators and to the media to enhance their understanding. TMRA will promote the active participation of its members in association affairs and strive for integrity, clarity and vision throughout all its operations and activities

Remedial action plan and site design for stabilization of the inactive uranium mill tailings site at Falls City, Texas. Remedial action selection report, attachment 2, geology report; attachment 3, groundwater hydrology report; and attachment 4, water resources protection strategy. Final report

International Nuclear Information System (INIS)

1992-09-01

The uranium processing site near Falls City, Texas, was one of 24 inactive uranium mill sites designated to be remediated by the U.S. Department of Energy (DOE) under Title I of the Uranium Mill Tailings Radiation Control Act of 1978 (UMTRCA). The UMTRCA requires that the U.S. Nuclear Regulatory Commission (NRC) concur with the DOE's remedial action plan (RAP) and certify that the remedial action conducted at the site complies with the standards promulgated by the U.S. Environmental Protection Agency (EPA). The RAP, which includes this summary remedial action selection report (RAS), serves a two-fold purpose. First, it describes the activities proposed by the DOE to accomplish long-term stabilization and control of the residual radioactive materials at the inactive uranium processing site near Falls City, Texas. Second, this document and the remainder of the RAP, upon concurrence and execution by the DOE, the State of Texas, and the NRC, becomes Appendix B of the Cooperative Agreement between the DOE and the State of Texas

Remedial action plan and site design for stabilization of the inactive uranium mill tailings site at Falls City, Texas. Remedial action selection report, attachment 2, geology report; attachment 3, groundwater hydrology report; and attachment 4, water resources protection strategy. Final report

Energy Technology Data Exchange (ETDEWEB)

NONE

1992-09-01

The uranium processing site near Falls City, Texas, was one of 24 inactive uranium mill sites designated to be remediated by the U.S. Department of Energy (DOE) under Title I of the Uranium Mill Tailings Radiation Control Act of 1978 (UMTRCA). The UMTRCA requires that the U.S. Nuclear Regulatory Commission (NRC) concur with the DOE`s remedial action plan (RAP) and certify that the remedial action conducted at the site complies with the standards promulgated by the U.S. Environmental Protection Agency (EPA). The RAP, which includes this summary remedial action selection report (RAS), serves a two-fold purpose. First, it describes the activities proposed by the DOE to accomplish long-term stabilization and control of the residual radioactive materials at the inactive uranium processing site near Falls City, Texas. Second, this document and the remainder of the RAP, upon concurrence and execution by the DOE, the State of Texas, and the NRC, becomes Appendix B of the Cooperative Agreement between the DOE and the State of Texas.

The academic radiography workforce: Age profile, succession planning and academic development

International Nuclear Information System (INIS)

Knapp, K.M.; Wright, C.; Clarke, H.; McAnulla, S.J.; Nightingale, J.M.

2017-01-01

Introduction: Academia is one area of practice in which radiographers can specialise; they compile approximately 2% of the total radiography profession in the UK, but are highly influential and essential for the education and development of the workforce in addition to undertaking research. However, the academic environment is very different to clinical practice and a period of transition is required. Methods: Data were collated to explore the age and retirement profile of the academic radiography workforce in the UK; to understand the research time allocated to this workforce; the time required to develop a clinical radiographer into an academic and the mentorship and succession planning provisions nationally. An online UK wide survey was conducted and sent to all 24 Universities delivering radiography education within the UK. Results: Eighteen out of 24 Universities in the UK responded to the survey. Approximately 30% of radiography academics are due to retire over the next 10 years, with over 25% of radiographers who currently hold a doctorate qualification included within this figure. Those entering academia have notably lower qualifications as a group than those who are due to retire. Developing clinical radiographers into academics was thought to take 1–3 years on average, or longer if they are required to undertake research. Conclusion: There is vulnerability in the academic radiography workforce. Higher education institutions need to invest in developing the academic workforce to maintain research and educational expertise, which is underpinned by master's and doctorate level qualifications. - Highlights: • Approximately 30% of radiography academics are due to retire over the next 10 years. • Over 25% of radiographers who currently hold a doctorate qualification included due to retire within 10 years. • Those entering academia have significantly lower qualifications as a group than those who are due to retire. • There is vulnerability in the

Texas Bull Nettle (Cnidoscolus texanus) Exposures Reported to Texas Poison Centers.

Science.gov (United States)

Forrester, Mathias B

2017-06-01

Texas bull nettle (Cnidoscolus texanus) is covered in bristly hairs similar to stinging nettle. Contact with the plant may result in intense dermal pain, burning, itching, cellulitis, and allergic reaction. This study characterizes C texanus exposures reported to a large state-wide poison center system. Cases were C texanus exposures reported to Texas poison centers during 2000-2015. The distribution of cases was determined for patient demographics, exposure circumstances, and patient outcome. A total of 140 C texanus exposures were identified. Twenty percent of the patients were aged ≤5 years, 21% were 6 to 12 years, 5% were 13 to 19 years, and 51% were ≥20years; and 51% of the patients were male. Eighty-one percent of the exposures occurred at the patient's own residence, 11% in a public area, 2% at another residence, and 1% at school. Seventy-eight percent of the patients were managed on site, 13% were already at or en route to a health care facility, and 6% were referred to a health care facility. Eighty-eight percent of the exposures resulted in dermal effects: irritation or pain (56%), erythema or flushing (31%), edema (27%), pruritus (24%), rash (19%), puncture or wound (19%), and hives or welts (11%). C texanus exposures reported to Texas poison centers were most likely to be unintentional and occur at the patient's own residence. The outcomes of the exposures tended not to be serious and could be managed successfully outside of health care facilities. Copyright © 2017 Wilderness Medical Society. Published by Elsevier Inc. All rights reserved.

Domestic Wind Energy Workforce; NREL (National Renewable Energy Laboratory)

Energy Technology Data Exchange (ETDEWEB)

Tegen, Suzanne

2015-07-30

A robust workforce is essential to growing domestic wind manufacturing capabilities. NREL researchers conducted research to better understand today's domestic wind workforce, projected needs for the future, and how existing and new education and training programs can meet future needs. This presentation provides an overview of this research and the accompanying industry survey, as well as the Energy Department's Career Maps, Jobs & Economic Development Impacts models, and the Wind for Schools project.

System engineering in the Nuclear Regulatory Commission licensing process: Program architecture process and structure

International Nuclear Information System (INIS)

Romine, D.T.

1989-01-01

In October 1987, the U.S. Nuclear Regulatory Commission (NRC) established the Center for Nuclear Waste Regulatory Analyses at Southwest Research Institute in San Antonio, Texas. The overall mission of the center is to provide a sustained level of high-quality research and technical assistance in support of NRC regulatory responsibilities under the Nuclear Waste Policy Act (NWPA). A key part of that mission is to assist the NRC in the development of the program architecture - the systems approach to regulatory analysis for the NRC high-level waste repository licensing process - and the development and implementation of the computer-based Program Architecture Support System (PASS). This paper describes the concept of program architecture, summarizes the process and basic structure of the PASS relational data base, and describes the applications of the system

76 FR 588 - Comment Request for Information Collection for Workforce Information Grants to States Application...

Science.gov (United States)

2011-01-05

... regional use of workforce and economic information, increase data integration, expand the use of economic... increased employment and sustainable economic growth and recovery by supporting state and local workforce...; and economic research and information services to state and local policy makers, workforce system...

Forum on Workforce Development

Science.gov (United States)

Hoffman, Edward

2010-01-01

APPEL Mission: To support NASA's mission by promoting individual, team, and organizational excellence in program/project management and engineering through the application of learning strategies, methods, models, and tools. Goals: a) Provide a common frame of reference for NASA s technical workforce. b) Provide and enhance critical job skills. c) Support engineering, program and project teams. d) Promote organizational learning across the agency. e) Supplement formal educational programs.

Results of the 2014–2015 Canadian Society of Nephrology Workforce Survey

Directory of Open Access Journals (Sweden)

David R. Ward

2016-05-01

Full Text Available Background: Nephrology was previously identified as a subspecialty with few Canadian employment opportunities, and in recent years, fewer trainees are choosing nephrology. Objective: The objective of this study is to better understand the current Canadian adult nephrology workforce and the expected workforce trends over the next 5 years. Design: This is an online self-administered survey. Setting: This study is set in Canada. Survey participants: Survey participants are Canadian adult nephrologists, including self-identified division heads. Measurements: The measurements of this study are demographics, training, current practice characteristics, work hours, and projected workforce needs. Methods: Survey questions were based on previous workforce surveys. Ethics approval was obtained through the University of Saskatchewan. The survey was piloted in both English and French and modified based on the feedback to ensure that responses accurately reflected the information desired. It was circulated to all identified Canadian nephrologists via an anonymous e-mail link for self-administration. Categorical data was aggregated, and free-text answers were thematically analyzed. Additional descriptive analysis was conducted by all authors. Results: Five hundred ninety-two Canadian nephrologists were contacted and 48 % responded, with representation from all Canadian provinces. One third of the respondents were female, and the largest age cohort was 41–50 years. Most nephrologists are trained in Canada and 61 % completed additional training. The majority of the respondents (69.1 % began working as a nephrologist immediately upon completion of fellowship training. Younger nephrologists reported more challenges in finding a job. Eighty percent of responding nephrologists were satisfied with their current work hours, 13.1 % will reduce work hours within 3 years, an additional 8.2 % will reduce work hours within 5 years, and a further 14.2 % will reduce work

Paleocene coal deposits of the Wilcox group, central Texas

Science.gov (United States)

Hook, Robert W.; Warwick, Peter D.; SanFilipo, John R.; Schultz, Adam C.; Nichols, Douglas J.; Swanson, Sharon M.; Warwick, Peter D.; Karlsen, Alexander K.; Merrill, Matthew D.; Valentine, Brett J.

2011-01-01

Coal deposits in the Wilcox Group of central Texas have been regarded as the richest coal resources in the Gulf Coastal Plain. Although minable coal beds appear to be less numerous and generally higher in sulfur content (1 percent average, as-received basis; table 1) than Wilcox coal deposits in the Northeast Texas and Louisiana Sabine assessment areas (0.5 and 0.6 percent sulfur, respectively; table 1), net coal thickness in coal zones in central Texas is up to 32 ft thick and more persistent along strike (up to 15 mi) at or near the surface than coals of any other Gulf Coast assessment area. The rank of the coal beds in central Texas is generally lignite (table 1), but some coal ranks as great as subbituminous C have been reported (Mukhopadhyay, 1989). The outcrop of the Wilcox Group in central Texas strikes northeast, extends for approximately 140 mi between the Trinity and Colorado Rivers, and covers parts of Bastrop, Falls, Freestone, Lee, Leon, Limestone, Milam, Navarro, Robertson, and Williamson Counties (Figure 1). Three formations, in ascending order, the Hooper, Simsboro, and Calvert Bluff, are recognized in central Texas (Figure 2). The Wilcox Group is underlain conformably by the Midway Group, a mudstone-dominated marine sequence, and is overlain and scoured locally by the Carrizo Sand, a fluvial unit at the base of the Claiborne Group.

A global picture of pharmacy technician and other pharmacy support workforce cadres.

Science.gov (United States)

Koehler, Tamara; Brown, Andrew

Understanding how pharmacy technicians and other pharmacy support workforce cadres assist pharmacists in the healthcare system will facilitate developing health systems with the ability to achieve universal health coverage as it is defined in different country contexts. The aim of this paper is to provide an overview of the present global variety in the technician and other pharmacy support workforce cadres considering; their scope, roles, supervision, education and legal framework. A structured online survey instrument was administered globally using the Survey Monkey platform, designed to address the following topic areas: roles, responsibilities, supervision, education and legislation. The survey was circulated to International Pharmaceutical Federation (FIP) member organisations and a variety of global list serves where pharmaceutical services are discussed. 193 entries from 67 countries and territories were included in the final analysis revealing a vast global variety with respect to the pharmacy support workforce. From no pharmacy technicians or other pharmacy support workforce cadres in Japan, through a variety of cadre interactions with pharmacists, to the autonomous practice of pharmacy support workforce cadres in Malawi. From strictly supervised practice with a focus on supply, through autonomous practice for a variety of responsibilities, to independent practice. From complete supervision for all tasks, through geographical varied supervision, to independent practice. From on the job training, through certificate level vocational courses, to 3-4 year diploma programs. From well-regulated and registered, through part regulation with weak implementation, to completely non-regulated contexts. This paper documents wide differences in supervision requirements, education systems and supportive legislation for pharmacy support workforce cadres globally. A more detailed understanding of specific country practice settings is required if the use of pharmacy

Nurses' perception of nursing workforce and its impact on the managerial outcomes in emergency departments.

Science.gov (United States)

Hu, Yi-Chun; Chen, Jih-Chang; Chiu, Hsiao-Ting; Shen, Hsi-Che; Chang, Wen-Yin

2010-06-01

(1) To understand nurses' subjective perceptions of the current nursing workforce in their emergency departments, (2) to examine the relationship between nurses' workforce perceptions and its impact on the managerial outcomes and (3) to analyse the correlation between nurses' characteristics and the scores on workforce perception. While the association between workforce perceptions and nurse outcomes is well-documented, few studies have examined how emergency department nurses perceive current workforce and related outcomes. A cross-sectional questionnaire survey. A self-reported workforce perception questionnaire was used to survey 538 registered nurses in the emergency departments of 19 hospitals in northern Taiwan, during May to October 2006. Data were analysed using descriptive statistics, chi-square test, independent t-test, Pearson correlation and one-way anova. The mean score of workforce perception was 6.28 points (total = 10 points). Both overtime (p = 0.02) and number of callbacks on days off (p = 0.01) were significantly correlated to current nursing workforce and hospital level. Older nurses tended to have more emergency department experience (r = 0.37; p = 0.01) and those with more emergency department experience tended to have vacation accumulation (r = 0.09; p = 0.04), overtime (r = 0.10; p = 0.03) and better perception of their emergency department's current workforce (r = 0.09; p = 0.05). Although nurses' perceptions were found to be only moderate, overtime and number of callbacks on days off are potential problems that should be addressed by nursing leaders to benefit future emergency nurses. The findings can help drive strategies to ensure adequate staffing, to stabilise the nursing workforce and to prevent nurses from burnout factors such as working long hours, unpredictable schedules and a stressful work environment that may impact both the quality of emergency care and the quality of the nurses' work environment.

The National Higher Education and Workforce Initiative: Strategy in Action: Building the Cybersecurity Workforce in Maryland

Science.gov (United States)

Business-Higher Education Forum, 2014

2014-01-01

The Business-Higher Education Forum (BHEF) has achieved particular success in operationalizing the National Higher Education and Workforce Initiative (HEWI) in Maryland around cybersecurity. Leveraging its membership of corporate CEOs, university presidents, and government agency leaders, BHEF partnered with the University System of Maryland to…

Improving the resilience of the healthcare workforce.

Science.gov (United States)

Glasper, Alan

2016-11-24

Emeritus Professor Alan Glasper, from the University of Southampton, discusses government strategies to ensure a future healthcare workforce that is sustainable and does not rely on overseas recruitment.

Improving the resilience of the healthcare workforce

OpenAIRE

Glasper, Alan

2016-01-01

Emeritus Professor Alan Glasper, from the University of Southampton, discusses government strategies to ensure a future healthcare workforce that is sustainable and does not rely on overseas recruitment

Measuring Diversity of the National Institutes of Health-Funded Workforce.

Science.gov (United States)

Heggeness, Misty L; Evans, Lisa; Pohlhaus, Jennifer Reineke; Mills, Sherry L

2016-08-01

To measure diversity within the National Institutes of Health (NIH)-funded workforce. The authors use a relevant labor market perspective to more directly understand what the NIH can influence in terms of enhancing diversity through NIH policies. Using the relevant labor market (defined as persons with advanced degrees working as biomedical scientists in the United States) as the conceptual framework, and informed by accepted economic principles, the authors used the American Community Survey and NIH administrative data to calculate representation ratios of the NIH-funded biomedical workforce from 2008 to 2012 by race, ethnicity, sex, and citizenship status, and compared this against the pool of characteristic individuals in the potential labor market. In general, the U.S. population during this time period was an inaccurate comparison group for measuring diversity of the NIH-funded scientific workforce. Measuring accurately, we found the representation of women and traditionally underrepresented groups in NIH-supported postdoc fellowships and traineeships and mentored career development programs was greater than their representation in the relevant labor market. The same analysis found these demographic groups are less represented in the NIH-funded independent investigator pool. Although these findings provided a picture of the current NIH-funded workforce and a foundation for understanding the federal role in developing, maintaining, and renewing diverse scientific human resources, further study is needed to identify whether junior- and early-stage investigators who are part of more diverse cohorts will naturally transition into independent NIH-funded investigators, or whether they will leave the workforce before achieving independent researcher status.

The Joint Action on Health Workforce Planning and Forecasting: Results of a European programme to improve health workforce policies.

Science.gov (United States)

Kroezen, Marieke; Van Hoegaerden, Michel; Batenburg, Ronald

2018-02-01

Health workforce (HWF) planning and forecasting is faced with a number of challenges, most notably a lack of consistent terminology, a lack of data, limited model-, demand-based- and future-based planning, and limited inter-country collaboration. The Joint Action on Health Workforce Planning and Forecasting (JAHWF, 2013-2016) aimed to move forward on the HWF planning process and support countries in tackling the key challenges facing the HWF and HWF planning. This paper synthesizes and discusses the results of the JAHWF. It is shown that the JAHWF has provided important steps towards improved HWF planning and forecasting across Europe, among others through the creation of a minimum data set for HWF planning and the 'Handbook on Health Workforce Planning Methodologies across EU countries'. At the same time, the context-sensitivity of HWF planning was repeatedly noticeable in the application of the tools through pilot- and feasibility studies. Further investments should be made by all actors involved to support and stimulate countries in their HWF efforts, among others by implementing the tools developed by the JAHWF in diverse national and regional contexts. Simultaneously, investments should be made in evaluation to build a more robust evidence base for HWF planning methods. Copyright © 2017 Elsevier B.V. All rights reserved.

Application of Feedback Control Method to Workforce Management in a Service Supply Chain

OpenAIRE

Young M. Lee; Lianjun An; Daniel Connors

2009-01-01

Success of services businesses depend on how well the workforce is managed. Having the right size of workforce and the right skill set of the workforce at the right time under dynamic demand environments are challenges that many service businesses face. Demand disturbances in services businesses are typically managed by adjusting the resource levels such as acquiring additional resources from larger pool (borrowing resources from the corporate levels for departmental level needs), and releasi...

Practice Patterns and Projections for the US Pediatric Otolaryngology Workforce.

Science.gov (United States)

Bell, Jason R; Ruch-Ross, Holly; Hotaling, Andrew J

2016-09-01

This study represents up-to-date information on the current status of and future projections for the pediatric otolaryngology workforce. To provide an update on the practice patterns of and projections for the US pediatric otolaryngology workforce. An online survey was sent to all 172 members of the American Academy of Pediatrics Section on Otolaryngology-Head and Neck Surgery and fielded from May 29, 2014, to September 17, 2014. Current status of and perceived trends in the pediatric otolaryngology workforce. Eighty-four (48.8%) of the 172 members responded to the survey. Not all respondents answered all questions, and so totals and percentages might not reflect a total of 84 for any given response. The demographics and practice characteristics of the responding pediatric otolaryngologists were similar to those noted in a 1997 workforce survey. Fifty-four percent of respondents (n = 38) planned to continue full-time work over the next 5 years, and 47% (n = 31) believed that the number of patients in their practice was increasing. The proportion of those who believed that the need for pediatric otolaryngologists in their community was increasing (31%; n = 21) or decreasing (13%; n = 9) remained relatively constant from the 1997 survey (34% and 12%, respectively). Forty-nine percent (n = 35) reported believing that the number of pediatric otolaryngologists being trained was appropriate and that the need in their community was stable. Eighty-three percent (n = 55) reported believing that employment opportunities for pediatric otolaryngologists in the United States would be plentiful in the near future. The overall state of the pediatric otolaryngology workforce appears stable. The perceived current and future needs for pediatric otolaryngologists appear to be met by the current number of trainees. Employment opportunities appear promising for future pediatric otolaryngologists based on our respondents' opinions. This represents up

Tornado from Texas.

Science.gov (United States)

Vail, Kathleen

1996-01-01

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

A comparative analysis of emotional intelligence in the UK and Australian radiographer workforce

International Nuclear Information System (INIS)

Mackay, S.J.; Baker, R.; Collier, D.; Lewis, S.

2013-01-01

Emotional intelligence (EI) in the UK radiographer workforce has been benchmarked using the trait emotional intelligence model and the profile of the profession in the UK has begun to emerge. There are cultural differences between countries that have been shown to have an effect on EI, therefore this paper aims to benchmark the Global and four factor scores of Trait EI in the Australian radiographer population; to explore any differences within the two main professional groupings, diagnostic and therapeutic radiographers, and to compare the Australian radiographer workforce scores with those of the UK previously published. The published and validated trait EI questionnaire of Petrides was used as the survey tool for the Global EI and the four factors of Well-being, Emotionality, Self-control and Sociability. There was only one difference found in the five factors studied between the UK and Australian radiographer workforce, that of Well-being (p ≤ 0.01). No differences emerged between the diagnostic and therapy disciplines nor was a relationship found between EI and the Australian leadership in contrast to the UK workforce findings. Differences were found in the demographic profiles of the two countries and the implications of the above findings are discussed. This paper has benchmarked the EI of the Australian workforce and found a difference in well-being between the UK and Australian radiographer workforce. The Australian diagnostic and therapy disciplines were no different in their EI profiles. No relationship was found between EI and leadership in the Australian radiographer workforce

Instructional Technology Practices in Developmental Education in Texas

Science.gov (United States)

Martirosyan, Nara M.; Kennon, J. Lindsey; Saxon, D. Patrick; Edmonson, Stacey L.; Skidmore, Susan T.

2017-01-01

The purpose of this study was to examine the current state of technology integration in developmental education in Texas higher education. Analyzing survey data from developmental education faculty members in 70 2- and 4-year colleges in Texas, researchers identified instructor-reported best instructional technology practices in developmental…

Texas coral snake (Micrurus tener) bites.

Science.gov (United States)

Morgan, David L; Borys, Douglas J; Stanford, Rhandi; Kjar, Dean; Tobleman, William

2007-02-01

The clinical features of bites from Texas coral snakes (Micrurus tener) have not been well studied. Our goal was to review the largest number of victims of Texas coral snakebites to determine their characteristics, effects, treatment, and outcome. Retrospective case series of Micrurus tener exposures reported to the Texas Poison Center Network from 2000 to 2004. Eighty-two patients were included in the analysis. Most (57.3%) were 18 to 49-year-old men. Almost 90% had local swelling, pain, erythema, or paresthesias. Only 7.3% had systemic effects, and none of these were severe. Over half received coral snake antivenin, and 15.9% were given opioids for pain. No patient died and no patient required mechanical ventilation due to hypoventilation from the snakebite. There were more local findings and less severe systemic effects than previously reported. Antivenin is not needed for most of these patients, and opioids may be administered safely.

Nuclear energy in Texas: major issues and policy recommendations

International Nuclear Information System (INIS)

1979-01-01

On December 15, 1978 the Texas Energy Advisory Council (TEAC) adopted the Texas Energy Policy, 1978 Update. The Council recognized the great complexity of technical, economic, social, and political issues which have an impact on nuclear power, and therefore decided that a special committee was needed to examine in greater detail the nuclear energy issues facing Texas. This report summarizes the work of the Advisory Committee on Nuclear energy. Topics discussed include: biological affects of low levels of radiation; transportation of radioactive material in Texas; uranium mining and milling; severance tax on uranium mining; alternate reactor designs and fuel cycles; financing nuclear plant construction; cost of disposing of nuclear wastes and decommissioning nuclear plants; low-level wastes; disposal of high-level wastes; commercial spent nuclear fuel reprocessing; and transmutation of radioactive wastes

Central New York's New Workforce

Science.gov (United States)

Center for an Urban Future, 2009

2009-01-01

Conducted in late 2008 in partnership with the Greater Syracuse Chamber of Commerce and the Mohawk Valley Chamber of Commerce, this is the largest survey ever taken of Central New York businesses regarding the English language skills of the area workforce. The online survey was emailed to several hundred local businesses; 126 responses were…

How We Advocated for Gender Diversity in the Early Childhood Workforce

Science.gov (United States)

Janairo, Rolland R.; Holm, Just; Jordan, Theresa; Wright, Nida S.

2010-01-01

Men matter to young children. Furthermore, people can see that men care about children. Men are, in fact, rare in early education and care settings. Nationally, men comprise 5 percent of the child care workforce and 2.2 percent of preschool and kindergarten teachers. A representative, diverse workforce that promotes professional opportunities…

Developing the Whole-School Workforce in England: Building Cultures of Engagement

Science.gov (United States)

Simkins, Tim; Maxwell, Bronwen; Aspinwall, Kath

2009-01-01

Dramatic changes have occurred in the composition of the schools' workforce in England over recent years to incorporate a much higher proportion of support staff. Consequently, policy-makers and school leaders are now placing increasing emphasis on addressing the training and development needs of the whole workforce, rather than solely focusing on…

Training Tomorrow's Nuclear Workforce

International Nuclear Information System (INIS)

2013-01-01

Training tomorrow's Nuclear Workforce Start with the children. That is the message Brian Molloy, a human resources expert in the IAEA's Nuclear Power Engineering Section, wants to convey to any country considering launching or expanding a nuclear power programme. Mathematics and science curricular and extra-curricular activities at secondary and even primary schools are of crucial importance to future recruiting efforts at nuclear power plants, he says:''You need to interest children in science and physics and engineering. The teaching needs to be robust enough to teach them, but it must also gain their interest.'' Recruiting high-calibre engineers needed for the operation of nuclear power plants is a growing challenge, even for existing nuclear power programmes, because of a wave of retirements combined with increasing global demand. But essential as engineers are, they are only a component of the staff at any nuclear power plant. In fact, most employees at nuclear power plants are not university graduates - they are skilled technicians, electricians, welders, fitters, riggers and people in similar trades. Molloy argues that this part of the workforce needs more focus. ''It's about getting a balance between focusing on the academic and the skilled vocational'', he says, adding that countries considering nuclear power programmes often initially place undue focus on nuclear engineers.

Defense Base Realignment and Closure Budget Data for Naval Air Stations Dallas, Texas, and Memphis, Tennessee, Realigning to Carswell Air Reserve Base, Texas

National Research Council Canada - National Science Library

Granetto, Paul

1994-01-01

.... This report provides the results of the audit of 16 projects, valued at $122 million, for the realignment of the Naval Air Stations Memphis, Tennessee, and Dallas, Texas, to Carswell Air Reserve Base, Texas...

Consultation draft: Site characterization plan overview, Deaf Smith County Site, Texas: Nuclear Waste Policy Act (Section 113)

International Nuclear Information System (INIS)

1988-01-01

The Department of Energy (DOE) is preparing a site characterization plan for the candidate site in Deaf Smith County, Texas. The DOE has provided, for information and review, a consultation draft of the plan to the State of Texas and the US Nuclear Regulatory Commission. The site characterization plan is a lengthy document that describes in considerable detail the program that will be conducted to characterize the geologic, hydrologic, and other conditions relevant to the suitability of the site for a repository. The overview presented here consists of brief summaries of important topics covered in the consultation draft of the site characterization plan; it is not a substitute for the site characterization plan. The arrangement of the overview is similar to that of the plan itself, with brief descriptions of the repository system - the site, the repository, and the waste package - preceding the discussion of the characterization program to be carried out at the Deaf Smith County site. It is intended primarily for the management staff of organizations involved in the DOE's repository program or other persons who might wish to understand the general scope of the site-characterization program, the activities to be conducted, and the facilities to be constructed rather than the technical details of site characterization. 15 figs., 1 tab

A 2009 survey of the Australasian clinical medical physics and biomedical engineering workforce.

Science.gov (United States)

Round, W Howell

2010-06-01

A survey of the Australasian clinical medical physics and biomedical engineering workforce was carried out in 2009 following on from a similar survey in 2006. 621 positions (equivalent to 575 equivalent full time (EFT) positions) were captured by the survey. Of these 330 EFT were in radiation oncology physics, 45 EFT were in radiology physics, 42 EFT were in nuclear medicine physics, 159 EFT were in biomedical engineering and 29 EFT were attributed to other activities. The survey reviewed the experience profile, the salary levels and the number of vacant positions in the workforce for the different disciplines in each Australian state and in New Zealand. Analysis of the data shows the changes to the workforce over the preceding 3 years and identifies shortfalls in the workforce.

Addressing medical school diversity through an undergraduate partnership at Texas A&M Health Science Center: a blueprint for success.

Science.gov (United States)

Parrish, Alan R; Daniels, Dennis E; Hester, R Kelly; Colenda, Christopher C

2008-05-01

Imperative to increasing diversity in the physician workforce is increasing the pool of qualified underrepresented minority applicants to medical schools. With this goal in mind, the Texas A&M Health Science Center College of Medicine (A&M College of Medicine) has partnered with Prairie View A&M University (PVAMU), a historically black college and university that is a component of the Texas A&M university system, to develop the undergraduate medical academy (UMA). The UMA was established by legislative mandate in 2003 and is a state-funded program. The authors describe the development of partnership between the A&M College of Medicine and PVAMU, focusing on the key attributes that have been identified for success. The administrative structure of the UMA ensures that the presidents of the two institutions collaborate to address issues of program oversight and facilitates a direct relationship between the dean and associate dean for academic affairs of A&M College of Medicine and the director of the UMA to define the program objectives and structure. The authors delineate the admission process to the UMA, as well as the academic requirements of the program. Students attend lecture series during the academic year and participate in summer programs on the A&M College of Medicine campus in addition to receiving intensive academic counseling and opportunities for tutoring in several subjects. The authors also describe the initial success in medical school admissions for UMA students. This partnership provides a model blueprint that can be adopted and adapted by other medical schools focused on increasing diversity in medicine.

Commission on Legal Matters

CERN Multimedia

Staff Association

2016-01-01

What is a commission within the Staff Association (SA)? A commission is a working group of the CERN Staff Council, led by a staff representative. The commission is composed mainly of staff representatives, but interested members of the SA can apply to participate in the work of a commission. What is the commission on legal matters? The commission on legal matters works on texts governing the employment conditions of staff (Employed Members of Personnel and Associated Members of Personnel). This covers legal documents such as the Staff Rules and Regulations, administrative and operational circulars, as well as any other document relating to employment conditions. How is the work organised in this commission? The revision process of the text is generally done along following lines: The HR department, and its legal experts, proposes new texts or modifications to existing texts. A schedule for the study of these texts is established each year and this calendar by the commission to plan its work. The new or modi...

Multi generations in the workforce: Building collaboration

Directory of Open Access Journals (Sweden)

Vasanthi Srinivasan

2012-03-01

Full Text Available Organisations the world over in today's rapid growth context are faced with the challenge of understanding a multi-generational workforce and devising policies and processes to build collaboration between them. In its first part, this article synthesises the literature on generational studies, with emphasis on the definition of generations and the characteristics of the generational cohorts. It emphasises that such studies are embedded in the socio-economic-cultural-context and India-specific scholarship must take into account the demographic and economic variations across the country. It then discusses the challenges of multi-generations in the Indian workforce, their impact on leadership styles and managerial practices, and the task of building inter-generational collaboration with an eminent panel of practitioners and researchers.

Assessment of Pharmacists Workforce in Ethiopia

African Journals Online (AJOL)

admin

Method: A national facility based census of the pharmacist workforce was conducted in Ethiopia. ... pharmacists practice in community, hospitals and other medical .... Higher proportion of female pharmacists than males were working .... Recognition they get for good work. 8 ..... pharmacists' empowerment and organizational.

20 CFR 661.430 - Under what conditions may the Governor submit a Workforce Flexibility Plan?

Science.gov (United States)

2010-04-01

... Secretary may approve, a workforce flexibility (work-flex) plan under which the State is authorized to waive... a Workforce Flexibility Plan? 661.430 Section 661.430 Employees' Benefits EMPLOYMENT AND TRAINING... I OF THE WORKFORCE INVESTMENT ACT Waivers and Work-Flex Waivers § 661.430 Under what conditions may...

Developing the Child Care Workforce: Understanding "Fight" or "Flight" Amongst Workers

Science.gov (United States)

Bretherton, Tanya

2010-01-01

The early childhood education and care sector in Australia is undergoing a shift in philosophy. Changes in policy are driving the industry towards a combined early childhood education and care focus, away from one only on child care. This move has implications for the skilling of the child care workforce. This report examines workforce development…

Final environmental statement related to the operation of South Texas Project, Units 1 and 2 (Docket Nos. 50-498 and 50-499)

International Nuclear Information System (INIS)

1986-08-01

This Final Environmental Statement contains the second assessment of the environmental impact associated with the operation of the South Texas Project, Units 1 and 2, pursuant to the National Environmental Policy Act of 1969 (NEPA) and Title 10 of the Code of Federal Regulations, Part 51, as amended, of the Nuclear Regulatory Commission regulations. This statement examines the environmental impacts, environmental consequences and mitigating actions, and environmental and economic benefits and costs associated with station operation. Land use and terrestrial and aquatic ecological impacts will be small. No operational impacts to historic and archeological sites are anticipated. The effects of routine operations, energy transmission, and periodic maintenance of rights-of-way and transmission facilities should not jeopardize any populations of endangered or threatened species. No significant impacts are anticipated from normal operational releases of radioactivity. The risk of radiation exposure associated with accidental release of radioactivity is very low. Socioeconomic impacts of the project are anticipated to be minimal. The action called for is the issuance of an operating license for South Texas Project, Units 1 and 2

Commissioning MMS

Science.gov (United States)

Wood, Paul; Gramling, Cheryl; Stone, John; Smith, Patrick; Reiter, Jenifer

2016-01-01

This paper discusses commissioning of NASAs Magnetospheric MultiScale (MMS) Mission. The mission includes four identical spacecraft with a large, complex set of instrumentation. The planning for and execution of commissioning for this mission is described. The paper concludes by discussing lessons learned.

Monitoring work zone safety and mobility impacts in Texas.

Science.gov (United States)

2009-05-01

In this report, Texas Transportation Institute researchers identify key work zone safety and mobility : performance measures that the Texas Department of Transportation (TxDOT) should target as part of a work : zone monitoring program within a distri...

Safeguards Workforce Repatriation, Retention and Utilization

Energy Technology Data Exchange (ETDEWEB)

Gallucci, Nicholas [Brookhaven National Lab. (BNL), Upton, NY (United States); Poe, Sarah [Brookhaven National Lab. (BNL), Upton, NY (United States)

2015-10-01

Brookhaven National Laboratory was tasked by NA-241 to assess the transition of former IAEA employees back to the United States, investigating the rate of retention and overall smoothness of the repatriation process among returning safeguards professionals. Upon conducting several phone interviews, study authors found that the repatriation process went smoothly for the vast majority and that workforce retention was high. However, several respondents expressed irritation over the minimal extent to which their safeguards expertise had been leveraged in their current positions. This sentiment was pervasive enough to prompt a follow-on study focusing on questions relating to the utilization rather than the retention of safeguards professionals. A second, web-based survey was conducted, soliciting responses from a larger sample pool. Results suggest that the safeguards workforce may be oversaturated, and that young professionals returning to the United States from Agency positions may soon encounter difficulties finding jobs in the field.

The future workforce in cancer prevention: advancing discovery, research, and technology.

Science.gov (United States)

Newhauser, Wayne D; Scheurer, Michael E; Faupel-Badger, Jessica M; Clague, Jessica; Weitzel, Jeffrey; Woods, Kendra V

2012-05-01

As part of a 2-day conference on October 15 and 16, 2009, a nine-member task force composed of scientists, clinicians, educators, administrators, and students from across the USA was formed to discuss research, discovery, and technology obstacles to progress in cancer prevention and control, specifically those related to the cancer prevention workforce. This article summarizes the task force's findings on the current state of the cancer prevention workforce in this area and its needs for the future. The task force identified two types of barriers impeding the current cancer prevention workforce in research, discovery, and technology from reaching its fullest potential: (1) limited cross-disciplinary research opportunities with underutilization of some disciplines is hampering discovery and research in cancer prevention, and (2) new research avenues are not being investigated because technology development and implementation are lagging. Examples of impediments and desired outcomes are provided in each of these areas. Recommended solutions to these problems are based on the goals of enhancing the current cancer prevention workforce and accelerating the pace of discovery and clinical translation.

Gender Discrimination in Workforce and its Impact on the Employees

OpenAIRE

Zahid Ali Channar (Corresponding Author); Zareen Abbassi; Imran Anwar Ujan

2011-01-01

This research paper explores the issue of gender discrimination in workforce and its impact on the satisfaction and motivation, commitment and enthusiasm and stress level of employees. Close ended questionnaire was administered from 526 males and females oflower, middle and higher category employees of public and private health and education departments of Hyderabad and Jamshoro districts. Gender discrimination in workforce was measured through independent samples-t test. The analysis shows t...

Racial and ethnic diversity of the U.S. national nurse workforce 1988-2013.

Science.gov (United States)

Xue, Ying; Brewer, Carol

2014-01-01

The objective of this article is to examine the racial and ethnic diversity profile of the nurse workforce over time and by geographic region. We conducted survey analysis using the National Sample Survey of Registered Nurses from 1988 to 2008, and further supplemented our trend analysis using published findings from the 2013 National Workforce Survey of Registered Nurses. The gap in racial/ethnic minority representation between the RN workforce and the population has been persistent and has widened over time. This diversity gap is primarily due to underrepresentation of Hispanics and Blacks in the RN workforce, which varied across states and regions, with the largest gaps occurring for Hispanics in the South and West and for Blacks in the South. Greater levels of sustained and targeted support to increase nurse workforce diversity are needed and should be geared not only to specific underrepresented groups but also to the regions and states with the greatest needs. © The Author(s) 2014 Reprints and permissions: sagepub.co.uk/journalsPermissions.nav.

Transformation by design: nursing workforce innovation and reduction strategies in turbulent times of change.

Science.gov (United States)

Palazzo, Mary O

2015-01-01

The evolution of care delivery from an acute care and inpatient standard to the outpatient setting and health promotion model is generating the need for innovative workforce and infrastructure adjustments to meet the new paradigm of population health management. Successful transformation of the nursing workforce necessitates a positive style of thinking that addresses rational concerns during times of difficult transition. Nurse leaders are called to recognize and appreciate the strengths of the nursing workforce by involving them in the course of change through collaboration, planning, and discussion. One unique way to plan and develop new care delivery models is to adopt the framework used in health facility planning and design for new services, units, or hospitals. This framework is flexible and can be adjusted easily to meet the objectives of a small nursing workforce innovation project or expanded to encompass the needs of a large-scale hospital transformation. Structured questioning further helps the team to identify barriers to care and allows for the development of new concepts that are objective and in accord with evidence-based practice and data. This article explores the advantages and disadvantages of implementing innovative workforce redesign and workforce reduction strategies.

Audit of the Federal Energy Regulatory Commission`s Office of Chief Accountant

Energy Technology Data Exchange (ETDEWEB)

NONE

1995-04-07

The Federal Energy Regulatory Commission`s (Commission) mission is to oversee America`s natural gas and oil pipeline transportation, electric utility, and hydroelectric power industries to ensure that consumers receive adequate energy supplies at just and reasonable rates. To carry out this mission, the Commission issues regulations covering the accounting, reporting, and rate-making requirements of the regulated utility companies. The Commission`s Office of Chief Accountant performs financial related audits at companies to ensure compliance with these regulations. The purpose of this audit was to evaluate the office of Chief Accountant`s audit performance. Specifically, the objectives were to determine if the most appropriate audit approach was used and if a quality assurance process was in place to ensure reports were accurate and supported by the working papers.

Bulletin of the Texas Archeological Society, Volume 71 (2000, Austin, Paper.

Directory of Open Access Journals (Sweden)

Larry D. Banks

2000-11-01

Full Text Available This annual bulletin of the Texas Archeological Society is a unique contribution specifically focused upon the history of Texas archaeology in a format that no others have done previously. The volume contains 150 pages, the majority of which consists of interviews (146 pages conducted by the first State Archaeologist of Texas, Curtis Tunnell. In 1968 Tunnell conceived of the idea of obtaining personal interviews from individuals whom he considered his heroes for their pioneering efforts in Texas archeology. This volume entails the first publication of such information, but more will certainly follow. The remaining four pages comprise two different reviews of other publications important in their own right to those interested in Southern Plains archeology of Texas. These two reviews by Timothy K Pertulla and David T. Hughes, respectively, are of The Coronado Expedition to Tierra Nueva: The 1540·1542 Route Across the Southwest by Richard Flint and Shirley Cushing flint, and GaffCreek: Artifact Collection Strategy and Occupation Prehistory on the Southern High Plains, Texas County. Oklahoma. The section by Tunnell titled "In Their Own Words: Stories from Some Pioneer Texas Archeologists" contains numerous previously unpublished photographs of people, sites and artifacts referred to the texts.

Mississippian depositional history of the Texas Panhandle: A reappraisal

International Nuclear Information System (INIS)

Ruppel, S.C.

1988-01-01

Recent lithostratigraphic and biostratigraphic study of subsurface Mississippian rocks of the Texas Panhandle indicates that previous interpretations of the sequence and timing of depositional events in the area need revision. Early Mississippian (Kinderhookian to Osagean) deposition in the area was restricted to the northeastern Panhandle (Anadarko Basin). The Texas Arch, a Devonian structure, remained positive and effectively limited sediment accumulation throughout the remainder of the area at this time. Major inundation of the southern Panhandle did not occur until the Meramecian. At that time shallow platform conditions developed in the area of the submerged Texas Arch; carbonate buildups formed locally on the outer ramp along the previous margin of the Arch. This marine transgression correlates with drowning of platform margins throughout the midcontinent region. The Texas Arch continued intermittently to control deposition until the end of the Mississippian Period. 20 refs., 2 figs

Workforce scheduling: A new model incorporating human factors

Directory of Open Access Journals (Sweden)

Mohammed Othman

2012-12-01

Full Text Available Purpose: The majority of a company’s improvement comes when the right workers with the right skills, behaviors and capacities are deployed appropriately throughout a company. This paper considers a workforce scheduling model including human aspects such as skills, training, workers’ personalities, workers’ breaks and workers’ fatigue and recovery levels. This model helps to minimize the hiring, firing, training and overtime costs, minimize the number of fired workers with high performance, minimize the break time and minimize the average worker’s fatigue level.Design/methodology/approach: To achieve this objective, a multi objective mixed integer programming model is developed to determine the amount of hiring, firing, training and overtime for each worker type.Findings: The results indicate that the worker differences should be considered in workforce scheduling to generate realistic plans with minimum costs. This paper also investigates the effects of human fatigue and recovery on the performance of the production systems.Research limitations/implications: In this research, there are some assumptions that might affect the accuracy of the model such as the assumption of certainty of the demand in each period, and the linearity function of Fatigue accumulation and recovery curves. These assumptions can be relaxed in future work.Originality/value: In this research, a new model for integrating workers’ differences with workforce scheduling is proposed. To the authors' knowledge, it is the first time to study the effects of different important human factors such as human personality, skills and fatigue and recovery in the workforce scheduling process. This research shows that considering both technical and human factors together can reduce the costs in manufacturing systems and ensure the safety of the workers.

Productivity impact of headache on a heavy-manufacturing workforce in Turkey

Science.gov (United States)

2013-01-01

Background Headache disorders cause substantial productivity losses through absenteeism and impaired effectiveness at work (presenteeism). We measured productivity losses from both causes at a heavy-manufacturing company with a largely male workforce in north-western Turkey. Methods We used the HALT Index as the survey instrument. We first assessed productivity losses by surveying the entire workforce. Because we anticipated much non-participation, we also applied HALT at the annual health-checks provided to all employees by the company’s on-site health clinic. Results Mean age of the workforce (N = 7,200) was 31 yr. About two thirds (90% male) were manual workers rotating weekly through early, late and night shifts. One third (50% male) were clerical/managerial, working a standard 5-day week. In the first assessment, 3,939 questionnaires (54.7%) were returned with usable data. In the previous 3 months, absenteeism of ≥1 day was reported by 360 respondents (9.1%), of whom 4 (0.10%) recorded ≥45 days (average per worker: 0.92 days/yr). Presenteeism equivalent to ≥1 day’s absence was reported by 1,187 respondents (29.4%) (average per worker: 6.0 days/yr). We estimated that 23,519 days/yr were lost in total among respondents (2.3% of workforce capacity). In the first 6 months of annual health-checks, 2,691 employees (37.4%) attended (94.4% male). Absenteeism was reported by 40 (1.5%), with 74 days lost, presenteeism by 348 (12.9%), with 1,240 days lost. We estimated that, altogether, 41,771 man-days/yr were lost in the entire workforce (2.4% of capacity; 94% due to presenteeism), closely matching the earlier estimate. A small minority (5.7%) of those with headache, who were only 2.5% of the workforce, accounted for >45% of presenteeism-related lost productivity. Conclusion The high productivity losses in a largely male workforce were surprising. Possible factors were the nature of the work – manual labour for two thirds, often heavy – and

Nuevo Leon during the Independence of Texas, 1835-1836

Directory of Open Access Journals (Sweden)

Miguel Ángel González Quiroga

2006-10-01

Full Text Available The new-born Mexican Republic suffered one of its strongest shocks in 1836, during the Texas War. The impact of this conflict in the neighbouring state of Nuevo Leon is the main subject of this work, which also describes the situation of Mexico and its army, as well as the state's reaction towards the centralist shift — Texas' main argument  for splitting from Mexico. The study of the separation of Texas, widely reviewed in Mexican historiography, is enriched through the viewpoint of one of the most affected states.

Texas freight 2055 roundtable.

Science.gov (United States)

2016-03-01

Participants were welcomed to the Roundtable discussion and to the Dallas/Fort Worth region by : Mr. Michael Morris (Director of Transportation, North Central Texas Council of Governments : (NCTCOG)). Mr. Morris began his remarks by noting the import...

On the road to a stronger public health workforce: visual tools to address complex challenges.

Science.gov (United States)

Drehobl, Patricia; Stover, Beth H; Koo, Denise

2014-11-01

The public health workforce is vital to protecting the health and safety of the public, yet for years, state and local governmental public health agencies have reported substantial workforce losses and other challenges to the workforce that threaten the public's health. These challenges are complex, often involve multiple influencing or related causal factors, and demand comprehensive solutions. However, proposed solutions often focus on selected factors and might be fragmented rather than comprehensive. This paper describes approaches to characterizing the situation more comprehensively and includes two visual tools: (1) a fishbone, or Ishikawa, diagram that depicts multiple factors affecting the public health workforce; and (2) a roadmap that displays key elements-goals and strategies-to strengthen the public health workforce, thus moving from the problems depicted in the fishbone toward solutions. The visual tools aid thinking about ways to strengthen the public health workforce through collective solutions and to help leverage resources and build on each other's work. The strategic roadmap is intended to serve as a dynamic tool for partnership, prioritization, and gap assessment. These tools reflect and support CDC's commitment to working with partners on the highest priorities for strengthening the workforce to improve the public's health. Published by Elsevier Inc.

Floods in Central Texas, September 7-14, 2010

Science.gov (United States)

Winters, Karl E.

2012-01-01

Severe flooding occurred near the Austin metropolitan area in central Texas September 7–14, 2010, because of heavy rainfall associated with Tropical Storm Hermine. The U.S. Geological Survey, in cooperation with the Upper Brushy Creek Water Control and Improvement District, determined rainfall amounts and annual exceedance probabilities for rainfall resulting in flooding in Bell, Williamson, and Travis counties in central Texas during September 2010. We documented peak streamflows and the annual exceedance probabilities for peak streamflows recorded at several streamflow-gaging stations in the study area. The 24-hour rainfall total exceeded 12 inches at some locations, with one report of 14.57 inches at Lake Georgetown. Rainfall probabilities were estimated using previously published depth-duration frequency maps for Texas. At 4 sites in Williamson County, the 24-hour rainfall had an annual exceedance probability of 0.002. Streamflow measurement data and flood-peak data from U.S. Geological Survey surface-water monitoring stations (streamflow and reservoir gaging stations) are presented, along with a comparison of September 2010 flood peaks to previous known maximums in the periods of record. Annual exceedance probabilities for peak streamflow were computed for 20 streamflow-gaging stations based on an analysis of streamflow-gaging station records. The annual exceedance probability was 0.03 for the September 2010 peak streamflow at the Geological Survey's streamflow-gaging stations 08104700 North Fork San Gabriel River near Georgetown, Texas, and 08154700 Bull Creek at Loop 360 near Austin, Texas. The annual exceedance probability was 0.02 for the peak streamflow for Geological Survey's streamflow-gaging station 08104500 Little River near Little River, Texas. The lack of similarity in the annual exceedance probabilities computed for precipitation and streamflow might be attributed to the small areal extent of the heaviest rainfall over these and the other gaged

Top-down workforce demand extrapolation based on an EC energy road-map scenario

International Nuclear Information System (INIS)

Roelofs, F.; Von Estorff, U.

2014-01-01

The EHRO-N team of JRC-IET provides the EC with essential data related to supply and demand for nuclear experts based on bottom-up information from the nuclear industry. The current paper deals with an alternative approach to derive figures for the demand side information of the nuclear workforce. Complementary to the bottom-up approach, a top-down modelling approach extrapolation of an EC Energy road-map nuclear energy demand scenario is followed here in addition to the survey information. In this top-down modelling approach, the number of nuclear power plants that are in operation and under construction is derived as a function of time from 2010 up to 2050 assuming that the current reactor park will be replaced by generic third generation reactors of 1400 MWe or 1000 MWe. Depending on the size of new build reactors, the analysis shows the number of new reactors required to fulfil the demand for nuclear energy. Based on workforce models for operation and construction of nuclear power plants, the model allows an extrapolation of these respective work-forces. Using the nuclear skills pyramid, the total workforce employed at a plant is broken down in a nuclear (experts), nuclearized, and nuclear aware workforce. With retirement profiles for nuclear power plants derived from the bottom-up EHRO-N survey, the replacement of the current workforce is taken into account. The peak of the new workforce (partly replacing the retiring workforce and additionally keeping up with the growing total workforce demand) for nuclear experts and nuclearized employees is to be expected at the end of the considered period (2050). However, the peak workforce for nuclear aware employees is to be expected around 2020. When comparing to historical data for the nuclear capacity being installed at the same time in Europe, it is clear that the expected future capacity to be installed at the same time in Europe is significantly lower (factor of 2) than in the early 1980's. However, it should

A 2012 survey of the Australasian clinical medical physics and biomedical engineering workforce.

Science.gov (United States)

Round, W H

2013-06-01

A survey of the medical physics and biomedical engineering workforce in Australia and New Zealand was carried out in 2012 following on from similar surveys in 2009 and 2006. 761 positions (equivalent to 736 equivalent full time (EFT) positions) were captured by the survey. Of these, 428 EFT were in radiation oncology physics, 63 EFT were in radiology physics, 49 EFT were in nuclear medicine physics, 150 EFT were in biomedical engineering and 46 EFT were attributed to other activities. The survey reviewed the experience profile, the salary levels and the number of vacant positions in the workforce for the different disciplines in each Australian state and in New Zealand. Analysis of the data shows the changes to the workforce over the preceding 6 years and identifies shortfalls in the workforce.

Texstar: The all-Texas educational satellite system

Science.gov (United States)

1990-01-01

Longhorn Satellite Company (LSC) has designed Texstar, and educational satellite communications system which will be considered as a means of equalizing the distribution of educational resources throughout the state of Texas. Texstar will be capable of broadcasting live lectures and documentaries in addition to transmitting data from a centralized receiving-transmitting station. Included in the design of Texstar is the system and subsystem design for the satellite and the design of the ground stations. The launch vehicle used will be the Texas-built Conestoga 421-48. The Texstar system incorporates three small satellites in slightly inclined geosynchronous orbits. Due to the configuration and spacing of these satellites, the system will be accessed as if it were one large, geostationary satellite. Texstar is shown to be a viable option to the educational crisis in the state of Texas.

Sustainability and the Tourism and Hospitality Workforce: A Thematic Analysis

OpenAIRE

Tom Baum; Catherine Cheung; Haiyan Kong; Anna Kralj; Shelagh Mooney; Hải Nguyễn Thị Thanh; Sridar Ramachandran; Marinela Dropulić Ružić; May Ling Siow

2016-01-01

This paper is about the position of workforce and employment considerations within the sustainable tourism narrative. The paper aims to address the relative neglect of this area within the discourse of sustainable tourism and highlights references to the workforce within the United Nations’ 2030 Agenda for Sustainable Development. The discussion follows the emerging field of sustainable human resource management and the contribution that this can make to meeting both the UN Sustainable Develo...

Workforce Development : Middle East and North Africa Regional Synthesis Report

OpenAIRE

Abu-Ghaida, Dina; Thacker, Simon

2015-01-01

The workforce development (WfD) systems of the seven MENA countries studied in this exercise—Egypt, Iraq, Jordan, Morocco, the Palestinian Territories, Tunisia, and Yemen—were evaluated using the Systems Approach for Better Education Results (SABER) workforce development diagnostic tool and scored similarly in many aspects. Broadly, the seven MENA countries’ WfD systems remain very much in need of policy and institutional reform in order to better match skills demand with skills supply. Wi...

Effects of Year-Round Education on Texas Middle School Student Performance

Science.gov (United States)

Coopersmith, Michael

2011-01-01

This study was designed to investigate the effects of the year-round calendar on student performance in Texas middle schools as measured by achievement on the Texas Assessment of Knowledge and Skills (TAKS) test. In the State of Texas, 15 schools served students in grades six through eight using the year-round calendar in 2009-2010. The 15…

Developing Workforce Capacity in Public Health Informatics: Core Competencies and Curriculum Design

Directory of Open Access Journals (Sweden)

Douglas R. Wholey

2018-05-01

Full Text Available We describe a master’s level public health informatics (PHI curriculum to support workforce development. Public health decision-making requires intensive information management to organize responses to health threats and develop effective health education and promotion. PHI competencies prepare the public health workforce to design and implement these information systems. The objective for a Master’s and Certificate in PHI is to prepare public health informaticians with the competencies to work collaboratively with colleagues in public health and other health professions to design and develop information systems that support population health improvement. The PHI competencies are drawn from computer, information, and organizational sciences. A curriculum is proposed to deliver the competencies and result of a pilot PHI program is presented. Since the public health workforce needs to use information technology effectively to improve population health, it is essential for public health academic institutions to develop and implement PHI workforce training programs.

Developing Workforce Capacity in Public Health Informatics: Core Competencies and Curriculum Design

Science.gov (United States)

Wholey, Douglas R.; LaVenture, Martin; Rajamani, Sripriya; Kreiger, Rob; Hedberg, Craig; Kenyon, Cynthia

2018-01-01

We describe a master’s level public health informatics (PHI) curriculum to support workforce development. Public health decision-making requires intensive information management to organize responses to health threats and develop effective health education and promotion. PHI competencies prepare the public health workforce to design and implement these information systems. The objective for a Master’s and Certificate in PHI is to prepare public health informaticians with the competencies to work collaboratively with colleagues in public health and other health professions to design and develop information systems that support population health improvement. The PHI competencies are drawn from computer, information, and organizational sciences. A curriculum is proposed to deliver the competencies and result of a pilot PHI program is presented. Since the public health workforce needs to use information technology effectively to improve population health, it is essential for public health academic institutions to develop and implement PHI workforce training programs. PMID:29770321

Wind/solar resource in Texas

Energy Technology Data Exchange (ETDEWEB)

Nelson, V.; Starcher, K.; Gaines, H. [West Texas A& M Univ., Canyon, TX (United States)

1997-12-31

Data are being collected at 17 sites to delineate a baseline for the wind and solar resource across Texas. Wind data are being collected at 10, 25, and 40 m (in some cases at 50 m) to determine wind shear and power at hub heights of large turbines. Many of the sites are located in areas of predicted terrain enhancement. The typical day in a month for power and wind turbine output was calculated for selected sites and combination of sites; distributed systems. Major result to date is that there is the possibility of load matching in South Texas during the summer months, even though the average values by month indicate a low wind potential.

Policy Brief: What is the Legal Framework for Automated Vehicles in Texas?

Science.gov (United States)

2017-11-01

During the 85th Texas Legislature in 2017, Texas enacted a law related to automated vehicles. The bill, SB 2205, creates the legal framework for automated vehicle operation and testing in Texas. Although this law addresses a number of issues that can...

International Geoscience Workforce Trends: More Challenges for Federal Agencies

Science.gov (United States)

Groat, C. G.

2005-12-01

Concern about the decreasing number of students entering undergraduate geoscience programs has been chronic and, at times, acute over the past three decades. Despite dwindling populations of undergraduate majors, graduate programs have remained relatively robust, bolstered by international students. With Increasing competition for graduate students by universities in Europe, Japan, Australia, and some developing countries, and with procedural challenges faced by international students seeking entry into the United States and its universities, this supply source is threatened. For corporations operating on a global scale, the opportunity to employ students from and trained in the regions in which they operate is generally a plus. For U.S. universities that have traditionally supplied this workforce, the changing situation poses challenges, but also opportunities for creative international partnerships. Federal government science agencies face more challenges than opportunities in meeting workforce needs under both present and changing education conditions. Restrictions on hiring non-U.S. citizens into the permanent workforce have been a long-standing issue for federal agencies. Exceptions are granted only where they can document the absence of eligible U.S.-citizen candidates. The U.S. Geological Survey has been successful in doing this in its Mendenhall Postdoctoral Research Fellowship Program, but there has been no solution to the broader limitation. Under current and forecast workforce recruitment conditions, creativity, such as that evidenced by the Mendenhall program,will be necessary if federal agencies are to draw from the increasingly international geoscience talent pool. With fewer U.S. citizens in U.S. geoscience graduate programs and a growing number of advanced-degreed scientists coming from universities outside the U.S., the need for changes in federal hiring policies is heightened. The near-term liklihood of this is low and combined with the decline in

Rural southeast Texas air quality measurements during the 2006 Texas Air Quality Study.

Science.gov (United States)

Schade, Gunnar W; Khan, Siraj; Park, Changhyoun; Boedeker, Ian

2011-10-01

The authors conducted air quality measurements of the criteria pollutants carbon monoxide, nitrogen oxides, and ozone together with meteorological measurements at a park site southeast of College Station, TX, during the 2006 Texas Air Quality Study II (TexAQS). Ozone, a primary focus of the measurements, was above 80 ppb during 3 days and above 75 ppb during additional 8 days in summer 2006, suggestive of possible violations of the ozone National Ambient Air Quality Standard (NAAQS) in this area. In concordance with other air quality measurements during the TexAQS II, elevated ozone mixing ratios coincided with northerly flows during days after cold front passages. Ozone background during these days was as high as 80 ppb, whereas southerly air flows generally provided for an ozone background lower than 40 ppb. Back trajectory analysis shows that local ozone mixing ratios can also be strongly affected by the Houston urban pollution plume, leading to late afternoon ozone increases of as high as 50 ppb above background under favorable transport conditions. The trajectory analysis also shows that ozone background increases steadily the longer a southern air mass resides over Texas after entering from the Gulf of Mexico. In light of these and other TexAQS findings, it appears that ozone air quality is affected throughout east Texas by both long-range and regional ozone transport, and that improvements therefore will require at least a regionally oriented instead of the current locally oriented ozone precursor reduction policies.

Workforce mobility: Contributing towards smart city

International Nuclear Information System (INIS)

Nor, N M; Wahap, N A

2014-01-01

Smart cities gained importance as a means of making ICT enabled services and applications available to the citizens, companies and authorities that form part of a city's system. It aims at increasing citizen's quality of life, and improving the efficiency and quality of the services provided by governing entities and businesses. This perspective requires an integrated vision of a city and of its infrastructures in all components. One of the characteristics of a smart city is mobility. The concept of mobility, especially for the workforce, is studied through a research carried out on a daily work undertaken as a prototype in the administrative town of Putrajaya, Malaysia. Utilizing the location track from GNSS integrated with mobile devices platform, information on movement and mobility was analysed for quality and efficiency of services rendered. This paper will highlight the research and outcomes that were successfully carried out and will suggest that workforce mobility management can benefit the authorities towards implementing a smart city concept

Workforce mobility: Contributing towards smart city

Science.gov (United States)

Nor, N. M.; Wahap, N. A.

2014-02-01

Smart cities gained importance as a means of making ICT enabled services and applications available to the citizens, companies and authorities that form part of a city's system. It aims at increasing citizen's quality of life, and improving the efficiency and quality of the services provided by governing entities and businesses. This perspective requires an integrated vision of a city and of its infrastructures in all components. One of the characteristics of a smart city is mobility. The concept of mobility, especially for the workforce, is studied through a research carried out on a daily work undertaken as a prototype in the administrative town of Putrajaya, Malaysia. Utilizing the location track from GNSS integrated with mobile devices platform, information on movement and mobility was analysed for quality and efficiency of services rendered. This paper will highlight the research and outcomes that were successfully carried out and will suggest that workforce mobility management can benefit the authorities towards implementing a smart city concept.

Region V Transportation Workforce Assessment and Summit

Science.gov (United States)

2017-05-01

The transportation workforce is undergoing unprecedented change due to rapid retirement of baby boomers while at the same time information, communication, and automation technologies are rapidly changing the transportation of people and goods. The pu...

Workforce diversity among public healthcare workers in Nigeria: Implications on job satisfaction and organisational commitment

Directory of Open Access Journals (Sweden)

Ayodotun Stephen Ibidunni

2018-06-01

Full Text Available The aim of this research was to present a data article that identify the relationship between workforce diversity, job satisfaction and employee commitment among public healthcare workers in Nigeria. Copies of structured questionnaire were administered to 133 public healthcare workers from the Lagos state ministry of health in Nigeria. Using descriptive and structural equation modelling statistical analysis, the data revealed the relationship between workforce diversity and job satisfaction, workforce diversity and organisational commitment, and the role of job satisfaction on organisational commitment was also established. Keywords: Workforce diversity, Job satisfaction, Employee commitment, Public healthcare, Diversity management

Strategic management of the health workforce in developing countries: what have we learned?

Directory of Open Access Journals (Sweden)

Fritzen Scott A

2007-02-01

Full Text Available Abstract The study of the health workforce has gained in prominence in recent years, as the dynamic interconnections between human resource issues and health system effectiveness have come into sharper focus. This paper reviews lessons relating to strategic management challenges emerging from the growing literature in this area. Workforce issues are strategic: they affect overall system performance as well as the feasibility and sustainability of health reforms. Viewing workforce issues strategically forces health authorities to confront the yawning gaps between policy and implementation in many developing countries. Lessons emerge in four areas. One concerns imbalances in workforce structure, whether from a functional specialization, geographical or facility lens. These imbalances pose a strategic challenge in that authorities must attempt to steer workforce distribution over time using a limited range of policy tools. A second group of lessons concerns the difficulties of central-level steering of the health workforce, often critically weak due to the lack of proper information systems and the complexities of public sector decentralization and service commercialization trends affecting the grassroots. A third cluster examines worker capacity and motivation, often shaped in developing countries as much by the informal norms and incentives as by formal attempts to support workers or to hold them accountable. Finally, a range of reforms centering on service contracting and improvements to human resource management are emerging. Since these have as a necessary (but not sufficient condition some flexibility in personnel practices, recent trends towards the sharing of such functions with local authorities are promising. The paper identifies a number of current lines of productive research, focusing on the relationship between health policy reforms and the local institutional environments in which the workforce, both public and private, is deployed.

Recently Identified Changes to the Demographics of the Current and Future Geoscience Workforce

Science.gov (United States)

Wilson, C. E.; Keane, C. M.; Houlton, H. R.

2014-12-01

The American Geosciences Institute's (AGI) Geoscience Workforce Program collects and analyzes data pertaining to the changes in the supply, demand, and training of the geoscience workforce. Much of these trends are displayed in detail in AGI's Status of the Geoscience Workforce reports. In May, AGI released the Status of the Geoscience Workforce 2014, which updates these trends since the 2011 edition of this report. These updates highlight areas of change in the education of future geoscientists from K-12 through graduate school, the transition of geoscience graduates into early-career geoscientists, the dynamics of the current geoscience workforce, and the future predictions of the changes in the availability of geoscience jobs. Some examples of these changes include the increase in the number of states that will allow a high school course of earth sciences as a credit for graduation and the increasing importance of two-year college students as a talent pool for the geosciences, with over 25% of geoscience bachelor's graduates attending a two-year college for at least a semester. The continued increase in field camp hinted that these programs are at or reaching capacity. The overall number of faculty and research staff at four-year institutions increased slightly, but the percentages of academics in tenure-track positions continued to slowly decrease since 2009. However, the percentage of female faculty rose in 2013 for all tenure-track positions. Major geoscience industries, such as petroleum and mining, have seen an influx of early-career geoscientists. Demographic trends in the various industries in the geoscience workforce forecasted a shortage of approximately 135,000 geoscientists in the next decade—a decrease from the previously predicted shortage of 150,000 geoscientists. These changes and other changes identified in the Status of the Geoscience Workforce will be addressed in this talk.

Strategic management of the health workforce in developing countries: what have we learned?

Science.gov (United States)

Fritzen, Scott A

2007-02-26

The study of the health workforce has gained in prominence in recent years, as the dynamic interconnections between human resource issues and health system effectiveness have come into sharper focus. This paper reviews lessons relating to strategic management challenges emerging from the growing literature in this area. Workforce issues are strategic: they affect overall system performance as well as the feasibility and sustainability of health reforms. Viewing workforce issues strategically forces health authorities to confront the yawning gaps between policy and implementation in many developing countries. Lessons emerge in four areas. One concerns imbalances in workforce structure, whether from a functional specialization, geographical or facility lens. These imbalances pose a strategic challenge in that authorities must attempt to steer workforce distribution over time using a limited range of policy tools. A second group of lessons concerns the difficulties of central-level steering of the health workforce, often critically weak due to the lack of proper information systems and the complexities of public sector decentralization and service commercialization trends affecting the grassroots.A third cluster examines worker capacity and motivation, often shaped in developing countries as much by the informal norms and incentives as by formal attempts to support workers or to hold them accountable. Finally, a range of reforms centering on service contracting and improvements to human resource management are emerging. Since these have as a necessary (but not sufficient) condition some flexibility in personnel practices, recent trends towards the sharing of such functions with local authorities are promising. The paper identifies a number of current lines of productive research, focusing on the relationship between health policy reforms and the local institutional environments in which the workforce, both public and private, is deployed.

The effects of workforce-shaping tools on retirement: the case of the Department of Defense civil service.

Science.gov (United States)

Asch, Beth J; Haider, Steven J; Zissimopoulos, Julie M

2009-11-01

Apriority area for the public health workforce research agenda is the study of the public health labor market and how wages and benefits affect workforce outcomes, including recruiting, retention, and retirement. This study provides an example of such a study for the Department of Defense civil service workforce. We analyze the financial incentives to retire that are specifically embedded in the retirement system and how different workforce-shaping policies would affect these incentives. The study then uses a recently estimated model of the effects of financial incentives on retirement behavior among defense civilians to predict how these workforce-shaping tools would affect retirement behavior. We find that buyouts, retention incentives, and other workforce-shaping tools have a sizable effect on predicted retirement behavior and therefore, could be useful policies to help manage retirement outflows.

Sustainability and the Tourism and Hospitality Workforce: A Thematic Analysis

Directory of Open Access Journals (Sweden)

Tom Baum

2016-08-01

Full Text Available This paper is about the position of workforce and employment considerations within the sustainable tourism narrative. The paper aims to address the relative neglect of this area within the discourse of sustainable tourism and highlights references to the workforce within the United Nations’ 2030 Agenda for Sustainable Development. The discussion follows the emerging field of sustainable human resource management and the contribution that this can make to meeting both the UN Sustainable Development Goals and to enhancing the recognition of workforce and employment issues within the related debate in tourism. The body of the paper highlights examples of key dimensions of work and employment across varied tourism contexts, where sustainability is of increasing consequence and significance. The paper concludes by drawing together the implications of these “mini-cases” and locating them within key principles of the 2030 Agenda for Sustainable Development.

National Uranium Resource Evaluation: Crystal City Quadrangle, Texas

International Nuclear Information System (INIS)

Greimel, T.C.

1982-08-01

The uranium resources of the Crystal City Quadrangle, Texas, were evaluated to a depth of 1500 m using surface and subsurface geologic information. Uranium occurrences reported in the literature, in reports of the US Atomic Energy Commission and the US Geological Survey Computerized Resources Information Bank, were located, described, and sampled. Geochemical anomalies interpreted from hydrogeochemical and stream-sediment reconnaissance were also investigated and sampled in detail. Areas of uranium favorability in the subsurface were located through interpretation of lithofacies patterns and structure derived from electric-log data. Gamma-ray well logs and results of geochemical sample analyses were used as supportive data in locating these areas. Fifteen surface and subsurface favorable areas were delineated in the quadrangle. Eight are in fluvial and genetically associated facies of the Pliocene Goliad Sandstone, Miocene Oakville Sandstone, Miocene Catahoula Tuff, and Oligocene Frio Clay. One area encompasses strand plain-barrier bar, fluvial-deltaic, and lagoonal-margin facies of the Eocene Jackson Group. Two areas are in strand plain-barrier bar and probable fluvial facies of the Eocene Yegua Formation. Four areas are in fluvial-deltaic, barrier-bar, and lagoonal-margin facies of the Eocene Queen City Formation and stratigraphically equivalent units. Seventeen geologic units are considered unfavorable, and seven are unevaluated due to lack of data

Profile of the Pediatric Infectious Disease Workforce in 2015.

Science.gov (United States)

Yeh, Sylvia H; Vijayan, Vini; Hahn, Andrea; Ruch-Ross, Holly; Kirkwood, Suzanne; Phillips, Terri Christene; Harrison, Christopher J

2017-12-22

Almost 20 years have elapsed since the last workforce survey of pediatric infectious disease (PID) subspecialists was conducted in 1997-1998. The American Academy of Pediatrics Section on Infectious Diseases in collaboration with the Pediatric Infectious Diseases Society sought to assess the status of the current PID workforce. A Web-based survey conducted in 2015 collected data on demographics, practice patterns, and job satisfaction among the PID workforce, and identified factors related to job placement among recent fellowship graduates. Of 946 respondents (48% response rate), 50% were female. The average age was 51 years (range, 29-88 years); 63% were employed by an academic center/hospital, and 85% provided direct patient care; and 18% were not current PID practitioners. Of the 138 (21%) respondents who had completed a PID fellowship within the previous 5 years, 83% applied for maintain the pipeline and improve satisfaction among its physicians. © The Author 2017. Published by Oxford University Press on behalf of The Journal of the Pediatric Infectious Diseases Society. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

Casualisation of the nursing workforce in Australia: driving forces and implications.

Science.gov (United States)

Creegan, Reta; Duffield, Christine; Forrester, Kim

2003-01-01

This article provides an overview of the extent of casualisation of the nursing workforce in Australia, focusing on the impact for those managing the system. The implications for nurse managers in particular are considerable in an industry where service demand is difficult to control and where individual nurses are thought to be increasingly choosing to work casually. While little is known of the reasons behind nurses exercising their preference for casual work arrangements, some reasons postulated include visa status (overseas trained nurses on holiday/working visas); permanent employees taking on additional shifts to increase their income levels; and those who elect to work under casual contracts for lifestyle reasons. Unknown is the demography of the casual nursing workforce, how these groups are distributed within the workforce, and how many contracts of employment they have across the health service--either through privately managed nursing agencies or hospital managed casual pools. A more detailed knowledge of the forces driving the decisions of this group is essential if health care organisations are to equip themselves to manage this changing workforce and maintain a standard of patient care that is acceptable to the community.

Multiple Chronic Conditions, Resilience, and Workforce Transitions in Later Life: A Socio-Ecological Model.

Science.gov (United States)

Jason, Kendra J; Carr, Dawn C; Washington, Tiffany R; Hilliard, Tandrea S; Mingo, Chivon A

2017-04-01

Despite the growing prevalence of multiple chronic conditions (MCC), a problem that disproportionally affects older adults, few studies have examined the impact of MCC status on changes in workforce participation in later life. Recent research suggests that resilience, the ability to recover from adversity, may buffer the negative impact of chronic disease. Guided by an adapted socio-ecological risk and resilience conceptual model, this study examined the buffering effect of resilience on the relationship between individual and contextual risks, including MCC, and workforce transitions (i.e., leaving the workforce, working fewer hours, working the same hours, or working more hours). Using the Health and Retirement Study, this study pooled a sample of 4,861 older workers aged 51 and older with 2 consecutive biannual waves of data. Nonnested multinomial logistic regression analysis was applied. MCC are related to higher risk of transitioning out of the workforce. Resilience buffered the negative effects of MCC on workforce engagement and remained independently associated with increased probability of working the same or more hours compared with leaving work. MCC are associated with movement out of the paid workforce in later life. Despite the challenges MCC impose on older workers, having higher levels of resilience may provide the psychological resources needed to sustain work engagement in the face of new deficits. These findings suggest that identifying ways to bolster resilience may enhance the longevity of productive workforce engagement. © The Author 2015. Published by Oxford University Press on behalf of The Gerontological Society of America. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

Geoscience Workforce Development at UNAVCO: Leveraging the NSF GAGE Facility

Science.gov (United States)

Morris, A. R.; Charlevoix, D. J.; Miller, M.

2013-12-01

Global economic development demands that the United States remain competitive in the STEM fields, and developing a forward-looking and well-trained geoscience workforce is imperative. According to the Bureau of Labor Statistics, the geosciences will experience a growth of 19% by 2016. Fifty percent of the current geoscience workforce is within 10-15 years of retirement, and as a result, the U.S. is facing a gap between the supply of prepared geoscientists and the demand for well-trained labor. Barring aggressive intervention, the imbalance in the geoscience workforce will continue to grow, leaving the increased demand unmet. UNAVCO, Inc. is well situated to prepare undergraduate students for placement in geoscience technical positions and advanced graduate study. UNAVCO is a university-governed consortium facilitating research and education in the geosciences and in addition UNAVCO manages the NSF Geodesy Advancing Geosciences and EarthScope (GAGE) facility. The GAGE facility supports many facets of geoscience research including instrumentation and infrastructure, data analysis, cyberinfrastructure, and broader impacts. UNAVCO supports the Research Experiences in the Solid Earth Sciences for Students (RESESS), an NSF-funded multiyear geoscience research internship, community support, and professional development program. The primary goal of the RESESS program is to increase the number of historically underrepresented students entering graduate school in the geosciences. RESESS has met with high success in the first 9 years of the program, as more than 75% of RESESS alumni are currently in Master's and PhD programs across the U.S. Building upon the successes of RESESS, UNAVCO is launching a comprehensive workforce development program that will network underrepresented groups in the geosciences to research and opportunities throughout the geosciences. This presentation will focus on the successes of the RESESS program and plans to expand on this success with broader

Strategies for Managing a Multigenerational Workforce

Science.gov (United States)

Iden, Ronald

2016-01-01

The multigenerational workforce presents a critical challenge for business managers, and each generation has different expectations. A human resource management study of organizations with more than 500 employees reported 58% of the managers experiencing conflict between younger and older workers. The purpose of this single case study was to…

MO-DE-304-00: Workforce Assessment Committee Update

Energy Technology Data Exchange (ETDEWEB)

NONE

2015-06-15

The Abt study of medical physicist work values for radiation oncology physics services, Round IV is completed. It supersedes the Abt III study of 2008. The 2015 Abt study measured qualified medical physicist (QMP) work associated with routine radiation oncology procedures as well as some special procedures. As before, a work model was created to allow the medical physicist to defend QMP work based on both routine and special procedures service mix. The work model can be used to develop a cost justification report for setting charges for radiation oncology physics services. The Abt study Round IV was designed to empower the medical physicist to negotiate a service or employment contract with providers based on measured national QMP workforce and staffing data. For a variety of reasons, the diagnostic imaging contingent of AAPM has had a more difficult time trying estimate workforce requirements than their therapy counterparts. Over the past several years, the Diagnostic Work and Workforce Study Subcommittee (DWWSS) has collected survey data from AAPM members, but the data have been very difficult to interpret. The DWWSS has reached out to include more AAPM volunteers to create a more full and accurate representation of actual clinical practice models on the subcommittee. Though much work remains, through hours of discussion and brainstorming, the DWWSS has somewhat of a clear path forward. This talk will provide attendees with an update on the efforts of the subcommittee. Learning Objectives: Understand the new information documented in the Abt studies. Understand how to use the Abt studies to justify medical physicist staffing. Learn relevant historical information on imaging physicist workforce. Understand the process of the DWWSS in 2014. Understand the intended path forward for the DWWSS.

MO-DE-304-00: Workforce Assessment Committee Update

International Nuclear Information System (INIS)

2015-01-01

The Abt study of medical physicist work values for radiation oncology physics services, Round IV is completed. It supersedes the Abt III study of 2008. The 2015 Abt study measured qualified medical physicist (QMP) work associated with routine radiation oncology procedures as well as some special procedures. As before, a work model was created to allow the medical physicist to defend QMP work based on both routine and special procedures service mix. The work model can be used to develop a cost justification report for setting charges for radiation oncology physics services. The Abt study Round IV was designed to empower the medical physicist to negotiate a service or employment contract with providers based on measured national QMP workforce and staffing data. For a variety of reasons, the diagnostic imaging contingent of AAPM has had a more difficult time trying estimate workforce requirements than their therapy counterparts. Over the past several years, the Diagnostic Work and Workforce Study Subcommittee (DWWSS) has collected survey data from AAPM members, but the data have been very difficult to interpret. The DWWSS has reached out to include more AAPM volunteers to create a more full and accurate representation of actual clinical practice models on the subcommittee. Though much work remains, through hours of discussion and brainstorming, the DWWSS has somewhat of a clear path forward. This talk will provide attendees with an update on the efforts of the subcommittee. Learning Objectives: Understand the new information documented in the Abt studies. Understand how to use the Abt studies to justify medical physicist staffing. Learn relevant historical information on imaging physicist workforce. Understand the process of the DWWSS in 2014. Understand the intended path forward for the DWWSS

Gastrointestinal helminths in raccoons in Texas.

Science.gov (United States)

Kresta, Amy E; Henke, Scott E; Pence, Danny B

2009-01-01

Raccoons (n=590) were collected from October 1999 to August 2003 from 35 counties across Texas, and gastrointestinal tracts were examined for helminth parasites. Prevalence was calculated and differences in mean abundance were examined among habitat ecoregions, age classes, and between sexes. Twenty different species of helminths (13 nematodes, two cestodes, two acanthocephalans, and three trematodes) were positively identified in the gastrointestinal tracts of 590 raccoons in Texas. Five of the 20 helminth species collected (Physaloptera rara, Placoconus lotoris, Molineus barbatus, Atriotaenia procyonis, and Macracanthorhynchus ingens) had a prevalence >20%. The total number of individuals of these five species (n=22,777) accounted for over 86% of the total number of individuals of all helminth species (n=26,426) collected. Subsequent analyses were based on these five helminths. Mean abundance differed among habitat ecoregions, age classes, and between sexes for all five parasites evaluated. This study is the most comprehensive statewide survey ever done of gastrointestinal helminths of raccoons across Texas. The five most prevalent helminths identified have all been reported in at least one previous survey, indicating that these parasites are not new to Texas and that raccoons are not naïve to the effects these parasites have on them. It may be helpful to wildlife rehabilitators, trappers, wildlife biologists, and other professionals to be aware of parasite abundance in raccoons from different areas of the state, as frequent human-raccoon interactions occur, and some of these parasites could be harmful to humans and domestic animals.

Virtual Learning Communities as a Vehicle for Workforce Development: A Case Study

Science.gov (United States)

Allan, Barbara; Lewis, Dina

2006-01-01

Purpose: The purpose of this paper is to explore the benefits and challenges of using a virtual learning community (VLC) as a vehicle for workforce development. This paper argues that VLCs provide a flexible vehicle for workforce development. However, workplace realities may lead to unexpected challenges for participants wanting exploit the…

75 FR 11166 - Joint Meeting of the Nuclear Regulatory Commission and the Federal Energy Regulatory Commission...

Science.gov (United States)

2010-03-10

... the Nuclear Regulatory Commission and the Federal Energy Regulatory Commission; Notice of Joint Meeting of the Nuclear Regulatory Commission and the Federal Energy Regulatory Commission March 2, 2010. The Federal Energy Regulatory Commission (FERC) and the Nuclear Regulatory Commission (NRC) will hold...

A review of efforts to restructure Texas' electricity market

International Nuclear Information System (INIS)

Zarnikau, Jay

2005-01-01

Comparisons suggest that Texas has been relatively successful in its efforts to introduce greater competition and customer choice into its unique electricity market (Center for Advancement of Electricity Markets, 2002). Yet, Texas has defied many of the common prescriptions in designing its market. Texas has yet to establish a nodal congestion management system that directly assigns local congestion costs to entities responsible for creating transmission congestion. A liquid power exchange or spot market is absent. Programs designed to encourage demand side responsiveness had a slow start. Market concentration remains high. Market oversight activities are poorly funded. A generation adequacy mechanism or planning reserve margin requirement remains under debate. Has Texas simply been lucky in averting any real disasters? Or are these market features less important than commonly recognized? This article reviews the restructuring initiative and reports some key lessons learned following the first twenty months under the new wholesale market structure and fifteen months of retail competition

A review of efforts to restructure Texas' electricity market

International Nuclear Information System (INIS)

Zarnikau, J.

2005-01-01

Comparisons suggest that Texas has been relatively successful in its efforts to introduce greater competition and customer choice into its unique electricity market (Center for Advancement of Electricity Markets, 2002). Yet, Texas has defied many of the common prescriptions in designing its market. Texas has yet to establish a nodal congestion management system that directly assigns local congestion costs to entities responsible for creating transmission congestion. A liquid power exchange or spot market is absent. Programs designed to encourage demand side responsiveness had a slow start. Market concentration remains high. Market oversight activities are poorly funded. A generation adequacy mechanism or planning reserve margin requirement remains under debate. Has Texas simply been lucky in averting any real disasters? Or are these market features less important than commonly recognized? This article reviews the restructuring initiative and reports some key lessons learned following the first twenty months under the new wholesale market structure and fifteen months of retail competition. (author)

Leveraging multi-generational workforce values in interactive information societies

Directory of Open Access Journals (Sweden)

Sophie van der Walt

2010-08-01

Full Text Available Background: The success of organisations relies on various factors including the ability of its multi-generational workforce to collaborate within the interactive information society. By developing an awareness of the different values of a diverse workforce, organisations may benefit from diversity. Various diversity factors, such as ethnicity, age and gender, impact on the way people interact, especially in the interactive information society.Objectives: This article advocates the need for generational awareness and addresses how this awareness presents benefits to companies, such as, increased productivity, improved succession planning policies and strategies to recruit and retain a diverse workforce. The research problem is directed at how diversity management influences Traditionalists, Baby Boomers, Generation X and Generation Y in terms of their work performance and co-worker relationships.Method: The research design combines Critical Theory and Generational Theory within the mixed-method paradigm. The sequential exploratory design was decided upon as it studies the unknown relationships between different generations of employees. The literature review was followed by a quantitative empirical research component and data was collected by means of a questionnaire. Results: The findings highlight specific differences between generations regarding their perspectives on work values and co-worker relationships, rewards, work-life balance and retirement.Conclusion: The article concludes with recommendations on the role diversity management plays in terms of work performance and co-worker relationships. By leveraging generational awareness in the interactive information society organizations with a multi-generational workforce will succeed in the competitive business environment.

Physical therapy workforce shortage for aging and aged societies in Thailand.

Science.gov (United States)

Kraiwong, Ratchanok; Vongsirinavarat, Mantana; Soonthorndhada, Kusol

2014-07-01

According to demographic changes, the size of the aging population has rapidly increased. Thailand has been facing the "aging society" since 2005 and the "aged society" has been projected to appear by the year 2025. Increased life expectancy is associated with health problems and risks, specifically chronic diseases and disability. Aging and aged societies and related specific conditions as stroke require the provision of services from health professionals. The shortage of the physical therapy workforce in Thailand has been reported. This study investigated the size of physical therapy workforce required for the approaching aging society of Thailand and estimated the number of needed physical therapists, specifically regarding stroke condition. Evidently, the issue of the physical therapy workforce to serve aging and aged societies in Thailand requires advocating and careful arranging.

NCATE and Texas Eyeball to Eyeball: Who Will Blink?

Science.gov (United States)

Watts, Doyle

1989-01-01

The National Council for Accreditation of Teacher Education (NCATE) and Texas teacher training institutions are squaring off because of Texas SB 994, a law that eliminates undergraduate degrees in education and caps required credit hours in undergraduate teacher education courses. This article interviews Carl Parker, Hendrik Gideonse, Mary…

The home health workforce: a distinction between worker categories.

Science.gov (United States)

Stone, Robyn; Sutton, Janet P; Bryant, Natasha; Adams, Annelise; Squillace, Marie

2013-01-01

The demand for home health aides is expected to rise, despite concerns about the sustainability of this workforce. Home health workers receive low wages and little training and have high turnover. It is difficult to recruit and retain workers to improve clinical outcomes. This study presents national estimates to examine how home health workers and the subgroup of workers differ in terms of sociodemographic characteristics, compensation, benefits, satisfaction, and retention. Hospice aides fare better than other categories of workers and are less likely to leave their job. Policymakers should consider strategies to increase the quality and stability of this workforce.

TEXAS TAXES: A COMPARISON WITH OTHER STATES

OpenAIRE

Stallmann, Judith I.; Jones, Lonnie L.

1998-01-01

This document is part of an educational series on Texas taxes. State and local taxes in Texas are compared with those of the fifty states and the District of Columbia. Taxes are compared per capita and per $1,000 of personal income. The taxes include: all state and local taxes, property taxes, sales and gross receipts taxes, personal income taxes, corporate income taxes and corporate franchise taxes. For each tax the national average, median, maximum and minimum are given along with the corre...

Isolation of avian influenza virus in Texas.

Science.gov (United States)

Glass, S E; Naqi, S A; Grumbles, L C

1981-01-01

An avian influenza virus with surface antigens similar to those of fowl plague virus (Hav 1 Nav 2) was isolated in 1979 from 2 commercial turkey flocks in Central Texas. Two flocks in contact with these infected flocks developed clinical signs, gross lesions, and seroconversion but yielded no virus. This was the first recorded incidence of clinical avian influenza in Texas turkeys and only the second time that an agent with these surface antigens was isolated from turkeys in U.S.

Health Workforce Development: A Needs Assessment Study in French Speaking African Countries

Science.gov (United States)

Chastonay, Philippe; Moretti, Roberto; Zesiger, Veronique; Cremaschini, Marco; Bailey, Rebecca; Pariyo, George; Kabengele, Emmanuel Mpinga

2013-01-01

In 2006, WHO alerted the world to a global health workforce crisis, demonstrated through critical shortages of health workers, primarily in Sub-Saharan Africa (WHO in World Health Report, 2006). The objective of our study was to assess, in a participative way, the educational needs for public health and health workforce development among potential…

Workforce Optimization for Bank Operation Centers: A Machine Learning Approach

Directory of Open Access Journals (Sweden)

Sefik Ilkin Serengil

2017-12-01

Full Text Available Online Banking Systems evolved and improved in recent years with the use of mobile and online technologies, performing money transfer transactions on these channels can be done without delay and human interaction, however commercial customers still tend to transfer money on bank branches due to several concerns. Bank Operation Centers serve to reduce the operational workload of branches. Centralized management also offers personalized service by appointed expert employees in these centers. Inherently, workload volume of money transfer transactions changes dramatically in hours. Therefore, work-force should be planned instantly or early to save labor force and increase operational efficiency. This paper introduces a hybrid multi stage approach for workforce planning in bank operation centers by the application of supervised and unsu-pervised learning algorithms. Expected workload would be predicted as supervised learning whereas employees are clus-tered into different skill groups as unsupervised learning to match transactions and proper employees. Finally, workforce optimization is analyzed for proposed approach on production data.

The changing utility workforce and the evolution of utility design

Energy Technology Data Exchange (ETDEWEB)

Saunders, A. [Autodesk Inc., (United States); Zeiss, G. [Autodesk Inc., (Canada)

2008-07-01

Electric utilities are experiencing an unprecedented workforce turnover as a wave of retirement approaches. The challenge for the industry is to mitigate the loss of industry knowledge and attract talented new designers and engineers. Utilities need to effectively transfer knowledge from an existing workforce with up to three decades of experience to their new hires who have very different skill levels as well as different expectations regarding design tools compared to their predecessors. Knowledge transfer from the retiring workforce to the new hires can be facilitated with rules-based design software. Easy-to-use design software with built-in validations can accelerate training. By investing in utility design software that incorporates the best elements of design processes from other industries, utilities can attract the new generation of engineers and designers to help utilities define new processes to upgrade existing infrastructure, bring online new distributed and renewable generation facilities, implement smart devices and meters, and improve customer service. 3 refs.

An approach to assess trends of pharmacist workforce production and density rate in Serbia.

Science.gov (United States)

Milicevic, Milena Santric; Matejic, Bojana; Terzic-Supic, Zorica; Dedovic, Neveka; Novak, Sonja

2010-01-01

The policy dialog on human resource in health care is one of the central issues of the ongoing health care system reform in the Republic of Serbia. Pharmacists are the third largest health care professional group, after nurses and doctors. This study's objective was to analyze population coverage with pharmacists employed in the public sector of health care system of Serbia during 1961 - 2007, and to project their density by 2017. In this respect, additionally, time-series of annual number of enrolled and graduate pharmacy students were modelled. Time trends of routinely collected national statistical data, concerning the pharmacists, were analyzed by join point regression program, according to grid-search method. During the observed period of time, in Serbia, pharmacist workforce production and deployment trends were generally positive, but with different annual dynamic. Key findings were the slow rise of pharmacist workforce density rates per 100,000 population; the insufficient balance between pharmacists workforce supply side (annual number of enrolled and graduated students) and the public health care sector's ability to absorb annual number of pharmacy graduates. For ten years ahead, density rates of publicly active pharmacist workforce would probably increase for 46%, if no policy interventions were planned to adverse trends of pharmacist workforce production and deployment in public health care sector. The study results may be useful for variety of stakeholders to better understand how and why the supply and deployment of pharmacists were changing; and that the coordination among policy interventions is a crucial successes factor for a health workforce development plan implementation. The repercussions of any changes made to the pharmacy workforce, need to be considered carefully in advance.

Comal County, Texas: Preparing for Life after High School

Science.gov (United States)

Walter, Frank

2018-01-01

Comal County, Texas, may be rural but its students face many of the same challenges as students in urban districts. Communities In Schools of South Central Texas works with the local school district to identify student needs and provide critical supports to help young people prepare for life after high school.

Guidelines for residential commissioning

Energy Technology Data Exchange (ETDEWEB)

Wray, Craig P.; Walker, Iain S.; Sherman, Max H.

2003-01-31

Currently, houses do not perform optimally or even as many codes and forecasts predict, largely because they are field assembled and there is no consistent process to identify problems or to correct them. Residential commissioning is a solution to this problem. This guide is the culmination of a 30-month project that began in September 1999. The ultimate objective of the project is to increase the number of houses that undergo commissioning, which will improve the quality, comfort, and safety of homes for California citizens. The project goal is to lay the groundwork for a residential commissioning industry in California focused on end-use energy and non-energy issues. As such, we intend this guide to be a beginning and not an end. Our intent is that the guide will lead to the programmatic integration of commissioning with other building industry processes, which in turn will provide more value to a single site visit for people such as home energy auditors and raters, home inspectors, and building performance contractors. Project work to support the development of this guide includes: a literature review and annotated bibliography, which facilitates access to 469 documents related to residential commissioning published over the past 20 years (Wray et al. 2000), an analysis of the potential benefits one can realistically expect from commissioning new and existing California houses (Matson et al. 2002), and an assessment of 107 diagnostic tools for evaluating residential commissioning metrics (Wray et al. 2002). In this guide, we describe the issues that non-experts should consider in developing a commissioning program to achieve the benefits we have identified. We do this by providing specific recommendations about: how to structure the commissioning process, which diagnostics to use, and how to use them to commission new and existing houses. Using examples, we also demonstrate the potential benefits of applying the recommended whole-house commissioning approach to

Formulating a Long-Term Employment Strategy for Construction Workforce in Malaysia

OpenAIRE

Salleh Norazlin Mat; Mat Isa Siti Siti Sarah; Syed Jamalulil Syarifah Nur Nazihah; Ibrahim Irma Hanie; Hussein Edelin

2016-01-01

This paper provides a preliminary idea about the research outline to be conducted by the researcher. Overall idea starts with the unremitting issues regarding skilled construction workforce in Malaysia. Unfortunately, unemployment in Malaysia is becoming increasingly serious. Lack of employment factors there is also a source of unemployment. The main purpose of this research is to investigate the existing strategy to encourage the involvement of local skilled construction workforce (LSCW) ons...

Right-Sizing the Department of Defense Acquisition Workforce

National Research Council Canada - National Science Library

1997-01-01

.... Through the leadership of vigorous acquisition reform, astute management in a highly dynamic environment and great innovation, the acquisition workforce will be significantly smaller at the end of FY...

77 FR 24337 - Establishing Policies for Addressing Domestic Violence in the Federal Workforce

Science.gov (United States)

2012-04-23

...--Establishing Policies for Addressing Domestic Violence in the Federal Workforce #0; #0; #0; Presidential... Policies for Addressing Domestic Violence in the Federal Workforce Memorandum for the Heads of Executive... Against Women Act in 1994 (Public Law 103-322), domestic violence remains a significant problem facing...

Commercial truck platooning demonstration in Texas – level 2 automation.

Science.gov (United States)

2017-08-01

Through this project, the Texas Department of Transportation (TxDOT) funded the creation of a comprehensive truck platooning demonstration in Texas, serving as a proactive effort in assessing innovative operational strategies to position TxDOT as a l...

Is health workforce sustainability in Australia and New Zealand a realistic policy goal?

Science.gov (United States)

Buchan, James M; Naccarella, Lucio; Brooks, Peter M

2011-05-01

This paper assesses what health workforce 'sustainability' might mean for Australia and New Zealand, given the policy direction set out in the World Health Organization draft code on international recruitment of health workers. The governments in both countries have in the past made policy statements about the desirability of health workforce 'self-sufficiency', but OECD data show that both have a high level of dependence on internationally recruited health professionals relative to most other OECD countries. The paper argues that if a target of 'self-sufficiency' or sustainability were to be based on meeting health workforce requirements from home based training, both Australia and New Zealand fall far short of this measure, and continue to be active recruiters. The paper stresses that there is no common agreed definition of what health workforce 'self-sufficiency', or 'sustainability' is in practice, and that without an agreed definition it will be difficult for policy-makers to move the debate on to reaching agreement and possibly setting measurable targets or timelines for achievement. The paper concludes that any policy decisions related to health workforce sustainability will also have to taken in the context of a wider community debate on what is required of a health system and how is it to be funded.

Goodenough Spring, Texas, USA: Discharge and water chemistry of a large spring deeply submerged under the binational Amistad Reservoir

Science.gov (United States)

Kamps, Ray H.; Tatum, Gregg S.; Gault, Mike; Groeger, Alan W.

2009-06-01

Goodenough Spring (Texas, USA) is a large spring near the border of the American state of Texas and the Mexican state of Coahuila, discharging into the international Amistad Reservoir on the river Rio Grande (Rio Bravo). Discharge was routinely measured from 1928 until 1968 to partition the flow of the river between the two countries in accordance with water-use treaties. Samples were analyzed for water-quality parameters in 1967-1968 prior to inundation under 45 m of Amistad Reservoir in 1968. Subsequently, discharge has been estimated indirectly by the International Boundary and Water Commission (IBWC). For the first direct measurements of the spring in 37 years, velocity and cross-sectional measurements were made and water samples collected in the summer of 2005 using advanced self-contained underwater breathing apparatus (SCUBA) techniques. Spring discharge was calculated at 2.03 m3 s-1, approximately one-half of the historical mean of 3.94 m3 s-1. In situ and laboratory analyses of samples for temperature, pH, dissolved oxygen, specific conductance, alkalinity, nitrate-nitrogen, dissolved solids, chloride, sulfate, fluoride, phosphorus, calcium, sodium, potassium, magnesium, and iron showed the water quality to be very good for human consumption and crop irrigation. Measurement values are relatively unchanged from those reported 37 years prior.

Is health workforce planning recognising the dynamic interplay between health literacy at an individual, organisation and system level?

Science.gov (United States)

Naccarella, Lucio; Wraight, Brenda; Gorman, Des

2016-02-01

The growing demands on the health system to adapt to constant change has led to investment in health workforce planning agencies and approaches. Health workforce planning approaches focusing on identifying, predicting and modelling workforce supply and demand are criticised as being simplistic and not contributing to system-level resiliency. Alternative evidence- and needs-based health workforce planning approaches are being suggested. However, to contribute to system-level resiliency, workforce planning approaches need to also adopt system-based approaches. The increased complexity and fragmentation of the healthcare system, especially for patients with complex and chronic conditions, has also led to a focus on health literacy not simply as an individual trait, but also as a dynamic product of the interaction between individual (patients, workforce)-, organisational- and system-level health literacy. Although it is absolutely essential that patients have a level of health literacy that enables them to navigate and make decisions, so too the health workforce, organisations and indeed the system also needs to be health literate. Herein we explore whether health workforce planning is recognising the dynamic interplay between health literacy at an individual, organisation and system level, and the potential for strengthening resiliency across all those levels.

The influence of Government’s role and workforce’s competence towards the construction workforce performance in Central Sulawesi

Science.gov (United States)

Nirmalawati; Labombang, Mastura

2018-05-01

The performance of construction workforce should be enhanced, as it is a form of success of Central Sulawesi government in optimizing its management of construction workforces. The quality of construction workforces is when the proliferation of competence meets the standard. This research aims to identify the relationship between the role of the government and workforce competence in the advancement of construction workforce performance. This research used the quantitative method with the descriptive-correlation approach. The population in this research includes contractors, field observers, and project owner that conduct construction works in Central Sulawesi. The data collection in this research is conducted by distributing questionnaires directly to 42 respondents. The data analysis is done with statistics with the support of SPSS software. The result of the study shows that the role factor of the government has a powerful effect of 0401 on the performance of local workforce, while the competence of the construction workforce is 0.264 to the labor performance. Based on the research result, it is suggested that the policymakers, particularly in Central Sulawesi, take advantage of the research result as a reference in supervising and enhancing the performance of construction workforce in Central Sulawesi.

78 FR 32295 - Commission Meeting

Science.gov (United States)

2013-05-29

... SUSQUEHANNA RIVER BASIN COMMISSION Commission Meeting AGENCY: Susquehanna River Basin Commission. ACTION: Notice. SUMMARY: The Susquehanna River Basin Commission will hold its regular business meeting on... business meeting are contained in the Supplementary Information section of this notice. DATES: June 20...

77 FR 10599 - Commission Meeting

Science.gov (United States)

2012-02-22

... SUSQUEHANNA RIVER BASIN COMMISSION Commission Meeting AGENCY: Susquehanna River Basin Commission. ACTION: Notice. SUMMARY: The Susquehanna River Basin Commission will hold its regular business meeting on... business meeting are contained in the Supplementary Information section of this notice. DATES: March 15...

78 FR 12412 - Commission Meeting

Science.gov (United States)

2013-02-22

... SUSQUEHANNA RIVER BASIN COMMISSION Commission Meeting AGENCY: Susquehanna River Basin Commission. ACTION: Notice. SUMMARY: The Susquehanna River Basin Commission will hold its regular business meeting on... business meeting are contained in the Supplementary Information section of this notice. DATES: March 21...

78 FR 52601 - Commission Meeting

Science.gov (United States)

2013-08-23

... SUSQUEHANNA RIVER BASIN COMMISSION Commission Meeting AGENCY: Susquehanna River Basin Commission. ACTION: Notice. SUMMARY: The Susquehanna River Basin Commission will hold its regular business meeting on... meeting are contained in the Supplementary Information section of this notice. DATES: September 19, 2013...

77 FR 70204 - Commission Meeting

Science.gov (United States)

2012-11-23

... SUSQUEHANNA RIVER BASIN COMMISSION Commission Meeting AGENCY: Susquehanna River Basin Commission. ACTION: Notice. SUMMARY: The Susquehanna River Basin Commission will hold its regular business meeting on... meeting are contained in the SUPPLEMENTARY INFORMATION section of this notice. DATES: December 14, 2012...

78 FR 69517 - Commission Meeting

Science.gov (United States)

2013-11-19

... SUSQUEHANNA RIVER BASIN COMMISSION Commission Meeting AGENCY: Susquehanna River Basin Commission. ACTION: Notice. SUMMARY: The Susquehanna River Basin Commission will hold its regular business meeting on... meeting are contained in the Supplementary Information section of this notice. DATES: December 12, 2013...

77 FR 52106 - Commission Meeting

Science.gov (United States)

2012-08-28

... SUSQUEHANNA RIVER BASIN COMMISSION Commission Meeting AGENCY: Susquehanna River Basin Commission. ACTION: Notice. SUMMARY: The Susquehanna River Basin Commission will hold its regular business meeting on... business meeting are contained in the Supplementary Information section of this notice. DATES: September 20...

The economic efficiency of allowing longer combination vehicles in Texas.

Science.gov (United States)

2011-08-01

This paper shows the economic efficiency of allowing longer combination vehicles in Texas. First, an : overview of the truck size and weight policies is explained, with an emphasis on those that affect : Texas. Next, LCV operations in other countries...

Delivery of workshops on corridor management and preservation in Texas.

Science.gov (United States)

2010-12-01

This report summarizes the delivery and outcome of a series of workshops conducted at 23 Texas : Department of Transportation (TxDOT) districts across the state on corridor management and preservation : in Texas. The workshops served as follow-up imp...

77 FR 28420 - Commission Meeting

Science.gov (United States)

2012-05-14

... SUSQUEHANNA RIVER BASIN COMMISSION Commission Meeting AGENCY: Susquehanna River Basin Commission. ACTION: Notice. SUMMARY: The Susquehanna River Basin Commission will hold its regular business meeting on... meeting are contained in the Supplementary Information section of this notice. DATES: June 7, 2012, at 9...

Tracking the Health of the Geoscience Workforce

Science.gov (United States)

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

2008-12-01

Increased demands for resources and environmental activities, relative declines in college students entering technical fields, and expectations of growth commensurate with society as a whole challenge the competitiveness of the U.S. geoscience workforce. Because of prior business cycles, more than 50% of the workforce needed in natural resource industries in 10 years is currently not in the workforce. This issue is even more acute in government at all levels and in academic institutions. Here, we present a snapshot of the current status of the geoscience profession that spans geoscientists in training to geoscience professionals in government, industry, and academia to understand the disparity between the supply of and demand for geoscientists. Since 1996, only 1% of high school SAT test takers plan to major in geosciences at college. Although the total number of geoscience degrees granted at community colleges have increased by 9% since 1996 , the number of geoscience undergraduate degrees has decreased by 7%. The number of geoscience master's and doctoral degrees have increased 4% and 14% respectively in the same time period. However, by 2005, 68 geoscience departments were consolidated or closed in U.S. universities. Students who graduate with geoscience degrees command competitive salaries. Recent bachelors geoscience graduates earned an average salary of 31,366, whereas recent master's recipients earned an average of 81,300. New geosciences doctorates commanded an average salary of 72,600. Also, fFederal funding for geoscience research has increase steadily from 485 million in 1970 to $3.5 billion in 2005. Economic indicators suggest continued growth in geoscience commodity output and in market capitalization of geoscience industries. Additionally, the Bureau of Labor Statistics projects a 19% increase in the number of geoscience jobs from 2006 to 2016. Despite the increased demand for geoscientists and increase in federal funding of geoscience research

Beyond Disaster Preparedness: Building a Resilience-Oriented Workforce for the Future

OpenAIRE

Jaime Madrigano; Anita Chandra; Tracy Costigan; Joie D. Acosta

2017-01-01

Enhancing citizens’ and communities’ resilience is critical to adapt successfully to ongoing challenges faced by communities, as well as acute shocks resulting from disasters. While significant progress has been made in this area, several research and practice gaps remain. A crucial next step to advance resilience is the development of a resilience-oriented workforce. This narrative review examines existing literature to determine key components of a resilience-oriented workforce, with a focu...

Tracking the Career Paths of Physics Teachers in Texas

Science.gov (United States)

Mount, Jennifer; Marshall, Jill; Fuller, Edward

2013-10-01

In Texas, and some other states, there is a documented shortage of physics teachers, in terms of both number and qualifications. The shortage in Texas is due as much to teachers leaving the field (attrition) as to a lack of teachers entering. There are efforts under way to prepare more and better-qualified physics teachers who will stay in the field longer,2 but increasing the overall supply and retention will not necessarily address localized teacher shortages. To investigate this issue, we obtained a database cataloging every teacher who taught science in Texas public schools from 2003 to 2008, indicating the school where they taught during each of those years, the subjects they taught, and their route to certification. This allowed us to track not only teachers entering and leaving the public school system, but also migration between schools within the system. We found that migration poses a much bigger problem than attrition for some schools. We also found patterns in the movement of physics teachers in Texas that we would not necessarily have predicted and that varied substantially depending on certification.

Muleshoe Virus and Other Hantaviruses Associated with Neotomine or Sigmodontine Rodents in Texas.

Science.gov (United States)

Milazzo, Mary Louise; Cajimat, Maria N B; Richter, Martin H; Bradley, Robert D; Fulhorst, Charles F

2017-10-01

The broad objective of this study was to increase our knowledge of Muleshoe virus and other hantaviruses associated with cricetid rodents in Texas. Anti-hantavirus antibody was found in 38 (3.2%) of 1171 neotomine rodents and 6 (1.8%) of 332 sigmodontine rodents from 10 Texas counties; hantaviral RNA was detected in 23 (71.9%) of 32 antibody-positive rodents. Analyses of nucleocapsid protein gene sequences indicated Muleshoe virus infection in four hispid cotton rats (Sigmodon hispidus) from northern Texas; Bayou virus, three Texas marsh oryzomys (Oryzomys texensis) from the Gulf Coast; Limestone Canyon virus, five brush mice (Peromyscus boylii) from western Texas; and Sin Nombre virus-five Texas mice (P. attwateri), one Lacey's white-ankled deer mouse (P. laceianus), four white-footed mice (P. leucopus), and one fulvous harvest mouse (Reithrodontomys fulvescens) from northern, central, or southern Texas. The results of this study together with the results of a previous study revealed that Muleshoe virus, perhaps in association with S. hispidus, is distributed across northern Texas. Finally, the results of Bayesian analyses of glycoprotein precursor (GPC) gene sequences and pairwise comparisons of complete GPC (amino acid) sequences strengthened support for the notion that Muleshoe virus is distinct from Black Creek Canal virus, Bayou virus, and all other species included in the Bunyaviridae, genus Hantavirus.

Rethinking workforce boundaries: roles, responsibilities and skill mix and readiness for change in general practice

OpenAIRE

Topping, Annie; Nkosana Nyawata, Idah; Stephenson, John; Featherstone, Valerie A.

2012-01-01

Title: Rethinking workforce boundaries: roles, responsibilities and skill mix and readiness for change in general practice \\ud The Problem \\ud The last 10 years has seen major changes in the way services are delivered in primary care. Skill mix, has offered many practices real opportunities for doing things differently. As the introduction of advanced nurse practitioners (ANPs) and health care assistants (HCAs) into the primary care workforce demonstrate. While workforce redesign has its crit...

A model linking clinical workforce skill mix planning to health and health care dynamics

Directory of Open Access Journals (Sweden)

McDonnell Geoff

2010-04-01

Full Text Available Abstract Background In an attempt to devise a simpler computable tool to assist workforce planners in determining what might be an appropriate mix of health service skills, our discussion led us to consider the implications of skill mixing and workforce composition beyond the 'stock and flow' approach of much workforce planning activity. Methods Taking a dynamic systems approach, we were able to address the interactions, delays and feedbacks that influence the balance between the major components of health and health care. Results We linked clinical workforce requirements to clinical workforce workload, taking into account the requisite facilities, technologies, other material resources and their funding to support clinical care microsystems; gave recognition to productivity and quality issues; took cognisance of policies, governance and power concerns in the establishment and operation of the health care system; and, going back to the individual, gave due attention to personal behaviour and biology within the socio-political family environment. Conclusion We have produced the broad endogenous systems model of health and health care which will enable human resource planners to operate within real world variables. We are now considering the development of simple, computable national versions of this model.

A model linking clinical workforce skill mix planning to health and health care dynamics.

Science.gov (United States)

Masnick, Keith; McDonnell, Geoff

2010-04-30

In an attempt to devise a simpler computable tool to assist workforce planners in determining what might be an appropriate mix of health service skills, our discussion led us to consider the implications of skill mixing and workforce composition beyond the 'stock and flow' approach of much workforce planning activity. Taking a dynamic systems approach, we were able to address the interactions, delays and feedbacks that influence the balance between the major components of health and health care. We linked clinical workforce requirements to clinical workforce workload, taking into account the requisite facilities, technologies, other material resources and their funding to support clinical care microsystems; gave recognition to productivity and quality issues; took cognisance of policies, governance and power concerns in the establishment and operation of the health care system; and, going back to the individual, gave due attention to personal behaviour and biology within the socio-political family environment. We have produced the broad endogenous systems model of health and health care which will enable human resource planners to operate within real world variables. We are now considering the development of simple, computable national versions of this model.

Research Skills for the Future: Research Workforce Under the Spotlight

Directory of Open Access Journals (Sweden)

Eva Dobozy

2013-01-01

Full Text Available The value and training needs of the future research workforce is under the spotlight. In this article, I take up Ulrich and Dash's (2013 somewhat provocative invitation to engage in discussion and debate about current and future research. In my three-tiered response, I first discuss Ulrich and Dash's article, followed by my own observations about the APEC/Deloitte (2010 research report: "Skills and Competencies Needed in the Research Field: Objectives 2020," and finally, I explore, in some detail, challenges of building a twentyfirst-century research workforce.

Return to the Workforce After First Hospitalization for Heart Failure

DEFF Research Database (Denmark)

Rørth, Rasmus; Wong, Chih; Kragholm, Kristian

2016-01-01

Background: Return to work is important financially, as a marker of functional status and for self-esteem in patients developing chronic illness. We examined return to work after first heart failure (HF) hospitalization. Methods: By individual-level linkage of nationwide Danish registries, we...... with lower chance of return to work. Conclusions: Patients in the workforce before HF hospitalization had low mortality but high risk of detachment from the workforce 1 year later. Young age, male sex, and a higher level of education were predictors of return to work....

Will the NP workforce grow in the future? New forecasts and implications for healthcare delivery.

Science.gov (United States)

Auerbach, David I

2012-07-01

The nurse practitioner (NP) workforce has been a focus of considerable policy interest recently, particularly as the Patient Protection and Affordable Care Act may place additional demands on the healthcare professional workforce. The NP workforce has been growing rapidly in recent years, but fluctuation in enrollments in the past decades has resulted in a wide range of forecasts. To forecast the future NP workforce using a novel method that has been applied to the registered nurse and physician workforces and is robust to fluctuating enrollment trends. An age-cohort regression-based model was applied to the current and historical workforce, which was then forecasted to future years assuming stable age effects and a continuation of recent cohort trends. A total of 6798 NPs who were identified as having completed NP training in the National Sample Survey of Registered Nurses between 1992 and 2008. The future workforce is projected to grow to 244,000 in 2025, an increase of 94% from 128,000 in 2008. If NPs are defined more restrictively as those who self-identify their position title as "NP," supply is projected to grow from 86,000 to 198,000 (130%) over this period. The large projected increase in NP supply is higher and more grounded than other forecasts and has several implications: NPs will likely fulfill a substantial amount of future demand for care. Furthermore, as the ratio of NPs to Nurse Practitioners to physicians will surely grow, there could be implications for quality of care and for the configuration of future care delivery systems.

Texas State Briefing Book for low-level radioactive waste management

Energy Technology Data Exchange (ETDEWEB)

1981-08-01

The Texas State Briefing Book is one of a series of state briefing books on low-level radioactivee waste management practices. It has been prepared to assist state and federal agency officials in planning for safe low-level radioactive waste disposal. The report contains a profile of low-level radioactive waste generators in Texas. The profile is the result of a survey of NRC licensees in Texas. The briefing book also contains a comprehensive assessment of low-level radioactive waste management issues and concerns as defined by all major interested parties including industry, government, the media, and interest groups. The assessment was developed through personal communications with representatives of interested parties, and through a review of media sources. Lastly, the briefing book provides demographic and socioeconomic data and a discussion of relevant government agencies and activities, all of which may impact waste management practices in Texas.

Texas State Briefing Book for low-level radioactive waste management

International Nuclear Information System (INIS)

1981-08-01

The Texas State Briefing Book is one of a series of state briefing books on low-level radioactivee waste management practices. It has been prepared to assist state and federal agency officials in planning for safe low-level radioactive waste disposal. The report contains a profile of low-level radioactive waste generators in Texas. The profile is the result of a survey of NRC licensees in Texas. The briefing book also contains a comprehensive assessment of low-level radioactive waste management issues and concerns as defined by all major interested parties including industry, government, the media, and interest groups. The assessment was developed through personal communications with representatives of interested parties, and through a review of media sources. Lastly, the briefing book provides demographic and socioeconomic data and a discussion of relevant government agencies and activities, all of which may impact waste management practices in Texas

Palliative Workforce Development and a Regional Training Program.

Science.gov (United States)

O'Mahony, Sean; Levine, Stacie; Baron, Aliza; Johnson, Tricia J; Ansari, Aziz; Leyva, Ileana; Marschke, Michael; Szmuilowicz, Eytan; Deamant, Catherine

2018-01-01

Our primary aims were to assess growth in the local hospital based workforce, changes in the composition of the workforce and use of an interdisciplinary team, and sources of support for palliative medicine teams in hospitals participating in a regional palliative training program in Chicago. PC program directors and administrators at 16 sites were sent an electronic survey on institutional and PC program characteristics such as: hospital type, number of beds, PC staffing composition, PC programs offered, start-up years, PC service utilization and sources of financial support for fiscal years 2012 and 2014. The median number of consultations reported for existing programs in 2012 was 345 (IQR 109 - 2168) compared with 840 (IQR 320 - 4268) in 2014. At the same time there were small increases in the overall team size from a median of 3.2 full time equivalent positions (FTE) in 2012 to 3.3 FTE in 2013, with a median increase of 0.4 (IQR 0-1.0). Discharge to hospice was more common than deaths in the acute care setting in hospitals with palliative medicine teams that included both social workers and advanced practice nurses ( p < .0001). Given the shortage of palliative medicine specialist providers more emphasis should be placed on training other clinicians to provide primary level palliative care while addressing the need to hire sufficient workforce to care for seriously ill patients.

Liberalism, authority, and bioethics commissions.

Science.gov (United States)

MacDougall, D Robert

2013-12-01

Bioethicists working on national ethics commissions frequently think of themselves as advisors to the government, but distance themselves from any claims to actual authority. Governments however may find it beneficial to appear to defer to the authority of these commissions when designing laws and policies, and might appoint such commissions for exactly this reason. Where does the authority for setting laws and policies come from? This question is best answered from within a normative political philosophy. This paper explains the locus of moral authority as understood within one family of normative political theories--liberal political theories--and argues that most major "liberal" commentators have understood both the source and scope of ethics commissions' authority in a manner at odds with liberalism, rightly interpreted. The author argues that reexamining the implications of liberalism for bioethics commissions would mean changing what are considered valid criticisms of such commissions and also changing the content of national bioethics commission mandates. The author concludes that bioethicists who participate in such commissions ought to carefully examine their own views about the normative limits of governmental authority because such limits have important implications for the contribution that bioethicists can legitimately make to government commissions.

Advanced Learning Technologies and Learning Networks and Their Impact on Future Aerospace Workforce

Science.gov (United States)

Noor, Ahmed K. (Compiler)

2003-01-01

This document contains the proceedings of the training workshop on Advanced Learning Technologies and Learning Networks and their impact on Future Aerospace Workforce. The workshop was held at the Peninsula Workforce Development Center, Hampton, Virginia, April 2 3, 2003. The workshop was jointly sponsored by Old Dominion University and NASA. Workshop attendees came from NASA, other government agencies, industry, and universities. The objectives of the workshop were to: 1) provide broad overviews of the diverse activities related to advanced learning technologies and learning environments, and 2) identify future directions for research that have high potential for aerospace workforce development. Eighteen half-hour overviewtype presentations were made at the workshop.

Analysis of KROTOS KS-2 and KS-4 steam explosion experiments with TEXAS-VI

Energy Technology Data Exchange (ETDEWEB)

Chen, Ronghua, E-mail: rhchen@mail.xjtu.edu.cn [State Key Laboratory of Multiphase Flow in Power Engineering, School of Nuclear Science and Technology, Xi’an Jiaotong University, Xi’an 710049 (China); Wang, Jun [Nuclear Engineering and Engineering Physics, College of Engineering, University of Wisconsin Madison, WI 53706 (United States); Su, G.H.; Qiu, Suizheng [State Key Laboratory of Multiphase Flow in Power Engineering, School of Nuclear Science and Technology, Xi’an Jiaotong University, Xi’an 710049 (China); Corradini, M.L., E-mail: Corradini@engr.wisc.edu [Nuclear Engineering and Engineering Physics, College of Engineering, University of Wisconsin Madison, WI 53706 (United States)

2016-12-01

Highlights: • The KS-2 and KS-4 steam explosion experiments were analyzed by TEXAS-VI. • The coarse mixing status up to the explosion triggering time was well predicted by TEXAS-VI. • The predicted dynamic explosion pressure was in good agreement with the experimental results. - Abstract: TEXAS-VI is a transient, three-field, one-dimensional mechanistic model for the steam explosion phenomena. A fuel solidification model and associated fragmentation criteria of the solidifying particle for both the mixing phase and explosion phase were developed and incorporated into TEXAS-VI to account for solidification. In the present study, TEXAS-VI was used to analyze the KS-2 and KS-4 steam explosion experiments, which were performed in the KROTOS facility as part of the OECD-SERENA-2 program. In the simulation, the KROTOS experimental facility was modeled as Eulerian control volumes based on the facility geometry. The molten corium jet was divided up into a series of LaGrangian master particles equal to the initial jet diameter. Both the mixing phase and the explosion phase of the experiments were simulated by TEXAS-VI. Comparison to test data indicates that the fuel jet kinematics and the vapor volume during the mixing phase were well predicted by TEXAS-VI. The TEXAS-VI prediction of the dynamic explosion pressure at different axial locations in the test was also in good agreement with the experimental results. The maximum pressure of KS-2 and KS-4 predicted by TEXAS-VI were 16.7 MPa and 41.9 MPa, respectively. The KS-4 maximum steam explosion pressure predicted by TEXAS-VI was higher than that of KS-2, which was consistent with experiment observation. The observed differences of the dynamic explosion pressure between the KS-2 and KS-4 experiments were also successfully simulated by TEXAS-VI. This suggests that TEXAS-VI is able to analyze the effect of prototypic melt compositions on the steam explosion phenomena. Additional benchmarking and evaluations are ongoing.

Return to the workforce following infective endocarditis

DEFF Research Database (Denmark)

Butt, Jawad H.; Kragholm, Kristian; Dalager-Pedersen, Michael

2018-01-01

Background The ability to return to work after infective endocarditis (IE) holds important socioeconomic consequences for both patients and society, yet data on this issue are sparse. We examined return to the workforce and associated factors in IE patients of working age. Methods Using Danish...

An evidence-based health workforce model for primary and community care

Directory of Open Access Journals (Sweden)

Leach Matthew J

2011-08-01

Full Text Available Abstract Background The delivery of best practice care can markedly improve clinical outcomes in patients with chronic disease. While the provision of a skilled, multidisciplinary team is pivotal to the delivery of best practice care, the occupational or skill mix required to deliver this care is unclear; it is also uncertain whether such a team would have the capacity to adequately address the complex needs of the clinic population. This is the role of needs-based health workforce planning. The objective of this article is to describe the development of an evidence-informed, needs-based health workforce model to support the delivery of best-practice interdisciplinary chronic disease management in the primary and community care setting using diabetes as a case exemplar. Discussion Development of the workforce model was informed by a strategic review of the literature, critical appraisal of clinical practice guidelines, and a consensus elicitation technique using expert multidisciplinary clinical panels. Twenty-four distinct patient attributes that require unique clinical competencies for the management of diabetes in the primary care setting were identified. Patient attributes were grouped into four major themes and developed into a conceptual model: the Workforce Evidence-Based (WEB planning model. The four levels of the WEB model are (1 promotion, prevention, and screening of the general or high-risk population; (2 type or stage of disease; (3 complications; and (4 threats to self-care capacity. Given the number of potential combinations of attributes, the model can account for literally millions of individual patient types, each with a distinct clinical team need, which can be used to estimate the total health workforce requirement. Summary The WEB model was developed in a way that is not only reflective of the diversity in the community and clinic populations but also parsimonious and clear to present and operationalize. A key feature of the

CSHCN in Texas: meeting the need for specialist care.

Science.gov (United States)

Young, M Cherilyn; Drayton, Vonna L C; Menon, Ramdas; Walker, Lesa R; Parker, Colleen M; Cooper, Sam B; Bultman, Linda L

2005-06-01

Assuring the sufficiency and suitability of systems of care and services for children with special health care needs (CSHCN) presents a challenge to Texas providers, agencies, and state Title V programs. To meet the need for specialist care, referrals from primary care doctors are often necessary. The objective of this study was to describe the factors associated with the need for specialist care and problems associated with obtaining referrals in Texas. Bivariate and multivariate analyses were performed using the National Survey of Children with Special Health Care Needs (NS-CSHCN) weighted sample for Texas (n = 719,014) to identify variables associated with the need for specialist care and problems obtaining referrals for specialist care. Medical need of the CSHCN and sensitivity to family values/customs was associated with greater need for specialist care, and Hispanic ethnicity and lower maternal education were associated with less need. Medical need, amount of time spent with doctors and sensitivity to values/customs, living in a large metropolitan statistical area, and lack of medical information were associated with problems obtaining a specialist care referral. Findings revealed some similarities and differences with meeting the need for specialist care when comparing Texas results to other studies. In Texas, aspects of customer satisfaction variables, especially doctors' sensitivity to family values/customs and parents' not receiving enough information on medical problems, were significantly associated with problems obtaining specialist referrals. Findings indicate a need to further research relationships and communication among doctors, CSHCN, and their families.

Annual report for the High Energy Physics Program at Texas A and M University, October 1, 1993--September 30, 1994

International Nuclear Information System (INIS)

1994-10-01

The experimental and theoretical high energy physics programs at Texas A and M University have continued their ambitious research activities over the past year. On the experimental side, the authors have continued their participation in two major operating experiments, CDF and MACRO, and each of these programs have attained significant milestones during this period. Especially note worthy is the CDF Collaborations paper on the ''evidence'' for the top quark and MACRO's completion of the construction of the ''Attico''. In CDF, the Texas A and M group continues to play a leading role in the plans for upgrading the silicon vertex detector, as well as supporting the on going running of this experiment during its current data taking run. In addition, the group has focused its analysis efforts on studies of trilepton events and as well searching for supersymmetric particles. In MACRO, the authors have continued their work on the development of the final version of the wave form digitizing system. Within the past month the final production circuits have been assembled and they are currently testing these units at Texas A and M. The authors plan to complete this testing and commission the wave form digitizing system on the MACRO detector by the end of 1994. The theoretical high energy physics program has also continued to develop during the past funding cycle. D. Nanopoulos and colleagues have continued the study of their very successful string-derived model that unifies all known interactions; flipped SU(5), which is the leading candidate for a theory of everything. C. Pope has continued his work on generalizations of the symmetries of string theory, known as W algebras

The U.S. Department of Defenses Earned Value ManagementAnalyst Workforce

Science.gov (United States)

2016-01-01

Military Departments or the Combat- ant Commands” ( Higgins and Ramsey, 2009, p. 2). 2 The Defense Contract Management Agency (DCMA) offers its workforce its...LeBlanc, Michelle Trigg, and Jonathan Higgins . The data call would not have been fielded without their expertise and support. Finally, we acknowledge...the BFM workforce. As indicated in Figure 3.1, EVM 101 (Fundamentals of EVM) is required for level I certification and EVM 201 ( Intermediate EVM) is

Disruptive innovation in community pharmacy - Impact of automation on the pharmacist workforce.

Science.gov (United States)

Spinks, Jean; Jackson, John; Kirkpatrick, Carl M; Wheeler, Amanda J

Pharmacy workforce planning has been relatively static for many decades. However, like all industries, health care is exposed to potentially disruptive technological changes. Automated dispensing systems have been available to pharmacy for over a decade and have been applied to a range of repetitive technical processes which are at risk of error, including record keeping, item selection, labeling and dose packing. To date, most applications of this technology have been at the local level, such as hospital pharmacies or single-site community pharmacies. However, widespread implementation of a more centralized automated dispensing model, such as the 'hub and spoke' model currently being debated in the United Kingdom, could cause a 'technology shock,' delivering industry-wide efficiencies, improving medication accessibility and lowering costs to consumers and funding agencies. Some of pharmacists' historical roles may be made redundant, and new roles may be created, decoupling pharmacists to a certain extent from the dispensing and supply process. It may also create an additional opportunity for pharmacists to be acknowledged and renumerated for professional services that extend beyond the dispensary. Such a change would have significant implications for the organization and funding of community pharmacy services as well as pharmacy workforce planning. This paper discusses the prospect of centralized automated dispensing systems and how this may impact on the pharmacy workforce. It concludes that more work needs to be done in the realm of pharmacy workforce planning to ensure that the introduction of any new technology delivers optimal outcomes to consumers, insurers and the pharmacy workforce. Copyright © 2016 Elsevier Inc. All rights reserved.

Quality of the ECEC Workforce in Romania: Empirical Evidence from Parents' Experiences