An alternative approach for eliciting willingness-to-pay

Directory of Open Access Journals (Sweden)

Laura J. Damschroder

2007-04-01

Full Text Available Open-ended methods that elicit willingness-to-pay (WTP in terms of absolute dollars often result in high rates of questionable and highly skewed responses, insensitivity to changes in health state, and raise an ethical issue related to its association with personal income. We conducted a 2x2 randomized trial over the Internet to test 4 WTP formats: 1 WTP in dollars; 2 WTP as a percentage of financial resources; 3 WTP in terms of monthly payments; and 4 WTP as a single lump-sum amount. WTP as a percentage of financial resources generated fewer questionable values, had better distribution properties, greater sensitivity to severity of health states, and was not associated with income. WTP elicited on a monthly basis also showed promise.

Pay It Forward: High School Video-based Instruction Can Disseminate CPR Knowledge in Priority Neighborhoods.

Science.gov (United States)

Del Rios, Marina; Han, Josiah; Cano, Alejandra; Ramirez, Victor; Morales, Gabriel; Campbell, Teri L; Hoek, Terry Vanden

2018-03-01

The implementation of creative new strategies to increase layperson cardiopulmonary resuscitation (CPR) and defibrillation may improve resuscitation in priority populations. As more communities implement laws requiring CPR training in high schools, there is potential for a multiplier effect and reach into priority communities with low bystander-CPR rates. We investigated the feasibility, knowledge acquisition, and dissemination of a high school-centered, CPR video self-instruction program with a "pay-it-forward" component in a low-income, urban, predominantly Black neighborhood in Chicago, Illinois with historically low bystander-CPR rates. Ninth and tenth graders followed a video self-instruction kit in a classroom setting to learn CPR. As homework, students were required to use the training kit to "pay it forward" and teach CPR to their friends and family. We administered pre- and post-intervention knowledge surveys to measure knowledge acquisition among classroom and "pay-it-forward" participants. Seventy-one classroom participants trained 347 of their friends and family, for an average of 4.9 additional persons trained per kit. Classroom CPR knowledge survey scores increased from 58% to 93% (p pay-it-forward cohort saw an increase from 58% to 82% (p pay-it-forward" component can disseminate CPR knowledge beyond the classroom. Because schools are centrally-organized settings to which all children and their families have access, school-based interventions allow for a broad reach that encompasses all segments of the population and have potential to decrease disparities in bystander CPR provision.

Skills, Competencies and Gender: Issues for Pay and Training.

Science.gov (United States)

Strebler, Marie; And Others

The extent to which skill and competency-based systems used by work organizations in the United Kingdom may contribute to maintenance of the pay gap between men and women was examined through a review of the following: pertinent literature from the United Kingdom and United States; 15 published case studies; current Institute for Employment…

The Relationship between Pay-for-Performance Perceptions and Pay Satisfaction.

Science.gov (United States)

Heneman, Robert L.; And Others

1988-01-01

Assessed relationship between pay-for-performance perceptions and pay satisfaction among 104 hospital employees. Results indicated positive relationship between pay-for-performance perceptions and pay-raise satisfaction, pay-level satisfaction, and overall pay satisfaction even after effects of salary level, salary increases, performance ratings,…

5 CFR 534.305 - Pay periods and computation of pay.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Pay periods and computation of pay. 534... PAY UNDER OTHER SYSTEMS Basic Pay for Employees of Temporary Organizations § 534.305 Pay periods and computation of pay. (a) The requirements of 5 U.S.C. 5504, must be applied to employees of temporary...

Subject-specific pedagogical content knowledge: Implications for alternatively and traditionally trained biology teachers

Science.gov (United States)

Ravgiala, Rebekah Rae

Theories regarding the development of expertise hold implications for alternative and traditional certification programs and the teachers they train. The literature suggests that when compared to experts in the field of teaching, the behaviors of novices differ in ways that are directly attributed to their pedagogical content knowledge. However, few studies have examined how first and second year biology teachers entering the profession from traditional and alternative training differ in their demonstration of subject-specific pedagogical content knowledge. The research problem in this multicase, naturalistic inquiry investigated how subject-specific pedagogical content knowledge was manifested among first and second year biology teachers in the task of transforming subject matter into forms that are potentially meaningful to students when explicit formal training has been and has not been imparted to them as preservice teachers. Two first year and two second year biology teachers were the subjects of this investigation. Allen and Amber obtained their certification through an alternative summer training institute in consecutive years. Tiffany and Tricia obtained their certification through a traditional, graduate level training program in consecutive years. Both programs were offered at the same northeastern state university. Participants contributed to six data gathering techniques including an initial semi-structured interview, responses to the Conceptions of Teaching Science questionnaire (Hewson & Hewson, 1989), three videotaped biology lessons, evaluation of three corresponding lesson plans, and a final semi-structured interview conducted at the end of the investigation. An informal, end-of-study survey intended to offer participants an opportunity to disclose their thoughts and needs as first year teachers was also employed. Results indicate that while conceptions of teaching science may vary slightly among participants, there is no evidence to suggest that

Paying your marketers--properly.

Science.gov (United States)

Pearson, Elizabeth Zink

2003-09-01

Home health agencies have more freedom to market their services since the implementation of the prospective payment system. In order to do that, a number of agencies have turned to marketing professionals for help. A common method of compensating marketers in the business world, however, is through payment for referrals--something expressly forbidden by federal statute. Home health agencies need to know what they can and can't do to pay marketers and must train their marketers on the federal anti-kickback regulations to assure their compliance.

5 CFR 550.604 - Biweekly pay periods and computation of pay.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Biweekly pay periods and computation of pay. 550.604 Section 550.604 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY ADMINISTRATION (GENERAL) Computation of Pay for Biweekly Pay Periods § 550.604 Biweekly pay...

Influences of Training on Individual Outcomes for High School Sports Officials

Directory of Open Access Journals (Sweden)

Timothy D. Ryan

2014-04-01

Full Text Available The primary purpose of this study was to explore the influences of training on specific quality of work outcomes of job satisfaction, pay satisfaction, and intentions to leave within high school sports officials. Evidence suggests that there is a shortage of high school officials in all categories of high school sport. Via a web-based survey, we explored the effects of training on the individual outcomes under study. Results indicated that the level of training had a significant effect on job satisfaction, pay satisfaction, and turnover intentions. Analyses indicated that officials with less training had higher turnover intentions and lower job satisfaction than officials who had more training. Conversely, officials who engaged numerous training hours had lower pay satisfaction. This exploratory study supports the importance of training high school officials but, more importantly, provides an initial assessment on the reverse effects of training on pay satisfaction.

Alternative contract mechanisms for environmental restoration

International Nuclear Information System (INIS)

Billings, R.M.; Geotze, P.; Billings, B.G.

1994-01-01

Remediation and investigation contracting mechanisms used by Billings and Associates, Inc. (BAI), for operations within New Mexico are described, and the advantages and disadvantages are considered. Methods discussed are: time and materials, unit pricing, and pay for performance. An emphasis is placed upon the pay for performance method. While there are alternative contracting mechanisms, the state has thus far been limited to traditional contract types, such as time and materials. While the undertaking of a pay for performance remediation scenario presents higher risk with an opportunity for comparable reward, application of this type of alternative contracting has been slow to materialize. The New Mexico Environment Department/Underground Storage Tank Bureau is mandated by regulation to seek complete remediation of petroleum contaminated soils and ground water within the shortest practicable period of time

Pay It Forward: High School Video-based Instruction Can Disseminate CPR Knowledge in Priority Neighborhoods

Directory of Open Access Journals (Sweden)

Josiah Han

2018-02-01

Full Text Available Introduction: The implementation of creative new strategies to increase layperson cardiopulmonary resuscitation (CPR and defibrillation may improve resuscitation in priority populations. As more communities implement laws requiring CPR training in high schools, there is potential for a multiplier effect and reach into priority communities with low bystander-CPR rates. Methods: We investigated the feasibility, knowledge acquisition, and dissemination of a high school-centered, CPR video self-instruction program with a “pay-it-forward” component in a low-income, urban, predominantly Black neighborhood in Chicago, Illinois with historically low bystander-CPR rates. Ninth and tenth graders followed a video self-instruction kit in a classroom setting to learn CPR. As homework, students were required to use the training kit to “pay it forward” and teach CPR to their friends and family. We administered pre- and post-intervention knowledge surveys to measure knowledge acquisition among classroom and “pay-it-forward” participants. Results: Seventy-one classroom participants trained 347 of their friends and family, for an average of 4.9 additional persons trained per kit. Classroom CPR knowledge survey scores increased from 58% to 93% (p < 0.0001. The pay-it-forward cohort saw an increase from 58% to 82% (p < 0.0001. Conclusion: A high school-centered, CPR educational intervention with a “pay-it-forward” component can disseminate CPR knowledge beyond the classroom. Because schools are centrally-organized settings to which all children and their families have access, school-based interventions allow for a broad reach that encompasses all segments of the population and have potential to decrease disparities in bystander CPR provision.

Providing Training Enhances the Biomechanical Improvements of an Alternative Computer Mouse Design

NARCIS (Netherlands)

Houwink, A.; Oude Hengel, K.M.; Odell, D.; Dennerlein, J.T.

2009-01-01

Objective: The purpose of this study is to determine if an alternative mouse promotes more neutral postures and decreases forearm muscle activity and if training enhances these biomechanical benefits. Background: Computer mouse use is a risk factor for developing musculoskeletal disorders;

Pay It Forward: High School Video-based Instruction Can Disseminate CPR Knowledge in Priority Neighborhoods

Science.gov (United States)

Han, Josiah; Cano, Alejandra; Ramirez, Victor; Morales, Gabriel; Campbell, Teri L.; Hoek, Terry Vanden

2018-01-01

Introduction The implementation of creative new strategies to increase layperson cardiopulmonary resuscitation (CPR) and defibrillation may improve resuscitation in priority populations. As more communities implement laws requiring CPR training in high schools, there is potential for a multiplier effect and reach into priority communities with low bystander-CPR rates. Methods We investigated the feasibility, knowledge acquisition, and dissemination of a high school-centered, CPR video self-instruction program with a “pay-it-forward” component in a low-income, urban, predominantly Black neighborhood in Chicago, Illinois with historically low bystander-CPR rates. Ninth and tenth graders followed a video self-instruction kit in a classroom setting to learn CPR. As homework, students were required to use the training kit to “pay it forward” and teach CPR to their friends and family. We administered pre- and post-intervention knowledge surveys to measure knowledge acquisition among classroom and “pay-it-forward” participants. Results Seventy-one classroom participants trained 347 of their friends and family, for an average of 4.9 additional persons trained per kit. Classroom CPR knowledge survey scores increased from 58% to 93% (p CPR educational intervention with a “pay-it-forward” component can disseminate CPR knowledge beyond the classroom. Because schools are centrally-organized settings to which all children and their families have access, school-based interventions allow for a broad reach that encompasses all segments of the population and have potential to decrease disparities in bystander CPR provision. PMID:29560076

Alternative literacy training for business and industry

Directory of Open Access Journals (Sweden)

Justus C. Roux

2013-02-01

Full Text Available Because there is an enomwus need for literacy training in a developing country like South Africa, various organisations, including government departments, have embarked upon devising and presenting courses to meet this demand. Despite the useful and meritorious work done across the country, a certain measure of doubt is cast upon the effectiveness of these courses by questions raised about the basic approaches regarding the role of the instructor, the learner and the course material. It is argued that a literacy course, widely used in business and industry, is not conducive to optima/learning. This conviction is strengthened by examining the nature and contents of the teaching material and the proposed method of instruction. An alternative literacy programme based on a suggestopedic!SALT method, currently in the process of being applied in a mining environment, is presented as a possible viable alternative. However, the application of this approach presupposes the adequate training of instructors. While it has become practice that any literate person may in principle qualify as a literacy instructor, it is suggested that effective literacy training can take place only when administered by suitably qualified instructors and not merely by willing individuals. Omdat daar 'n geweldige behoefte is aan geletterdheidsopleiding in 'n ontwikkelende land soos Suid Afrika, het verskeie organisasies, insluitende regeringsdepartemente, onderneem om kursusse te ontwerp en aan te bied om in hierdie behoefte te voorsien. Ten spyte van nuttige en verdienstelike werkwat deurdie land gedoen is, is daar 'n mate van twyfel oordie effektiwiteit daarvan a$ gevolg van vrae wat ontstaan het oor basiese benaderings ten opsigte van die rol van die instrukteur, die leerder en die kursus-materiaal. Daar word geredeneer dat 'n geletterdheidskursus wat algemeen gebruik word, onder andere in die sake- en industriele wereld, nie bevorderlik is vir optimale leer nie. Hierdie

The measurement of low pay in the UK labour force survey

OpenAIRE

Skinner, Chris; Stuttard, Nigel; Beissel-Durrant, Gabriele; Jenkins, James

2003-01-01

Consideration of the National Minimum Wage requires estimates of the distribution of hourly pay. The UK Labour Force Survey (LFS) is a key source of such estimates. The approach most frequently adopted by researchers has been to measure hourly earnings from several questions on pay and hours. The Office for National Statistics is now applying a new approach, based on an alternative more direct measurement introduced in March 1999. These two measures do not produce identical values and this pa...

Consumer Willingness to Pay for Quality Attributes of Fresh Seafood

DEFF Research Database (Denmark)

Nguyen, Thong Tien; Haider, Wolfgang; Solgaard, Hans Stubbe

2015-01-01

We applied a labeled choice experiment (LCE) to investigate consumer demand and choice behavior for fresh seafood in a retail market. The LCE was conducted for a large number of seafood alternatives (i.e., seafood species) labeled by the respective seafood name (e.g., cod, salmon, mussels......). Consumer heterogeneity in preference was expressed by estimating a labeled latent class model with alternative-specific effects, which varies choice probability and model parameters over seafood alternatives and across classes. The willingness to pay (WTP) for extrinsic attributes (e.g., product form...

The Willingness-to-Pay for Facilities at the Amsterdam Zuidas

NARCIS (Netherlands)

de Graaff, T.; de Groot, H.L.F.; Rodenburg, C.A.; Verhoef, E.T.

2007-01-01

This paper reports the results of a stated preference study investigating the willingness-to-pay (WTP) of employees at the Amsterdam Zuidas for the presence of nonshopping and shopping facilities. The Amsterdam Zuidas area, surrounding the current train-metro-tram station Amsterdam Zuid

Confirming theoretical pay constructs of a variable pay scheme

Directory of Open Access Journals (Sweden)

Sibangilizwe Ncube

2013-05-01

Full Text Available Orientation: Return on the investment in variable pay programmes remains controversial because their cost versus contribution cannot be empirically justified. Research purpose: This study validates the findings of the model developed by De Swardt on the factors related to successful variable pay programmes. Motivation for the study: Many organisations blindly implement variable pay programmes without any means to assess the impact these programmes have on the company’s performance. This study was necessary to validate the findings of an existing instrument that validates the contribution of variable pay schemes. Research design, approach and method: The study was conducted using quantitative research. A total of 300 completed questionnaires from a non-purposive sample of 3000 participants in schemes across all South African industries were returned and analysed. Main findings: Using exploratory and confirmatory factor analysis, it was found that the validation instrument developed by De Swardt is still largely valid in evaluating variable pay schemes. The differences between the study and the model were reported. Practical/managerial implications: The study confirmed the robustness of an existing model that enables practitioners to empirically validate the use of variable pay plans. This model assists in the design and implementation of variable pay programmes that meet critical success factors. Contribution/value-add: The study contributed to the development of a measurement instrument that will assess whether a variable pay plan contributes to an organisation’s success.

Reinforcing Productivity in a Job-Skills Training Program for Unemployed Substance-Abusing Adults.

Science.gov (United States)

Subramaniam, Shrinidhi; Everly, Jeffrey J; Silverman, Kenneth

2017-05-01

Chronically unemployed adults may benefit from intensive job-skills training; however, training programs do not always reliably engage participants in mastering skills. This study examined effects of voucher reinforcement for performance on a job-skills training program in the therapeutic workplace. Participants were four unemployed, substance abusing adults who earned monetary vouchers for working on programs targeting typing skills. Participants were exposed to two payment conditions that differed in whether or not pay was dependent on performance in a within-subject reversal design. In the productivity-pay condition, participants earned $8.00 per hour for attending the workplace plus a bonus for performance. In the base-pay condition, participants were paid an hourly wage that was equivalent to the total hourly earnings from the previous productivity-pay condition. Participants completed less work on the typing programs in the base- than the productivity-pay condition, but the amount of time spent in the workroom and the accuracy and rate of typing were not affected by the pay manipulation. All participants reported preferring base pay over productivity pay. Explicit reinforcement of productivity maintains consistent work in training programs, but more aspects of productivity pay need to be refined for effective, efficient, and socially valid implementation with unemployed, substance-abusing adults.

A research approach to support the empowerment of alternatives to prison / Une approche de recherche pour soutenir le renforcement des mesures alternatives à l’incarcération

Directory of Open Access Journals (Sweden)

Gregori Emilio

2016-12-01

Full Text Available Il Progetto Europeo “Reducing prison population: advanced tools of justice in Europe” è stato finanziato dalla Commissione Europea al fine di migliorare la conoscenza e lo scambio di misure innovative di pratiche alternative alla detenzione, sia nella fase pre-processuale, sia in quella dell’esecuzione della pena. La progettazione delle linee guida per l'attuazione di alternative alla detenzione in tutti i paesi europei e del pacchetto formativo, indirizzato al personale che lavora nei servizi che si occupano di alternative alla prigione, è stata preceduta da diverse attività di ricerca svolte in sette paesi europei (Italia, Lettonia, Scozia, Francia, Bulgaria, Romania e Germania. Questo articolo descrive la metodologia utilizzata nelle attività di ricerca e la gestione di queste ultime, condotte in diversi paesi e indirizzate ad una popolazione complessa. Le projet européen « Reducing Prison Population: advanced tools of justice in Europe » a été financé par la Commission Européenne afin d’améliorer la connaissance et d’échanger les approches innovantes de mesures alternatives à l’incarcération, avant comme après le procès. La définition de lignes directrices pour la mise en ɶuvre des alternatives à l’incarcération dans chaque pays européen et du dossier de formation conçu à l’intention du personnel des services offrant des alternatives à la prison, a été précédé par des recherches menées dans sept pays européens (Italie, Lettonie, Écosse, France, Bulgarie, Roumanie et Allemagne. Cet article décrit la méthodologie de recherche utilisée dans ce projet et la gestion des différentes activités menées dans plusieurs pays et ciblées sur une population complexe. The European Project “Reducing prison population: advanced tools of justice in Europe” was funded by the European Commission in order to improve the knowledge and to exchange innovative measures of practices alternative to

OUTCOMES OF ALTERNATIVE ASSESSMENT IN ADULT LANGUAGE TRAINING

Directory of Open Access Journals (Sweden)

Brândușa Elena Octavia ȚEICAN

2016-06-01

Full Text Available The purpose of this article is to highlight the switch from traditional assessment to alternative, formative assessment, in other words assessment for learning, in adult language training. We focused on two aspects of formative assessment: self-assessment and peer-assessment, methods that can be used as teaching tools in communicative language teaching in adult English classes. Reportedly, these methods lead to improved results in language learning and production, as well as in motivation and self-esteem. Based on previous studies, our aim is to present how frequent employment of formative feedback based on adult opinions and perceptions – obtained via informal interviews – and tailored to their needs, result in improved learner outcome.

How to pay in LicenseScript

OpenAIRE

Corin, R.J.; Chong, C.N.; Etalle, Sandro; Hartel, Pieter H.

2003-01-01

Current DRM systems do not provide flexible payment methods, requiring the user to handle the payment by hand. For instance, when the user needs to pay for watching a movie, she needs to decide which available payment method is the most optimal and suitable. This is a rather cumbersome process for the user that can be avoided by the specification of payment policies. A payment policy automates the payment process of each content usage, choosing the best alternative among the possible payment ...

A novel training approach to activate alternative behaviors for smoking in depressed smokers

NARCIS (Netherlands)

Kopetz, C.; MacPherson, L.; Mitchell, A.D.; Houston-Ludlam, A.N.; Wiers, R.W.

The current research developed and tested a novel training strategy to alter the implicit associations between alternative behaviors to smoking and negative affect, and explored its effects on depressive symptoms and on smoking behavior as part of a quit attempt. Using a joystick, participants

Innovative Vehicle Concept for the Integration of Alternative Power Trains

OpenAIRE

Steinle, Philipp; Kriescher, Michael; Friedrich, Horst E.

2010-01-01

Abstract: The Institute of Vehicle Concepts is developing a safe, modularisable vehicle concept in rib and space frame design for tomorrow’s vehicles with alternative power trains. The vehicle can be powered either by a fuel cell system, a free-piston linear generator developed at the DLR, or a traction battery. Taking into account the given boundary conditions, the challenge is to design a body structure that is light and performs well in the event of an accident. The rib and space fra...

Musical training as an alternative and effective method for neuro-education and neuro-rehabilitation.

Science.gov (United States)

François, Clément; Grau-Sánchez, Jennifer; Duarte, Esther; Rodriguez-Fornells, Antoni

2015-01-01

In the last decade, important advances in the field of cognitive science, psychology, and neuroscience have largely contributed to improve our knowledge on brain functioning. More recently, a line of research has been developed that aims at using musical training and practice as alternative tools for boosting specific perceptual, motor, cognitive, and emotional skills both in healthy population and in neurologic patients. These findings are of great hope for a better treatment of language-based learning disorders or motor impairment in chronic non-communicative diseases. In the first part of this review, we highlight several studies showing that learning to play a musical instrument can induce substantial neuroplastic changes in cortical and subcortical regions of motor, auditory and speech processing networks in healthy population. In a second part, we provide an overview of the evidence showing that musical training can be an alternative, low-cost and effective method for the treatment of language-based learning impaired populations. We then report results of the few studies showing that training with musical instruments can have positive effects on motor, emotional, and cognitive deficits observed in patients with non-communicable diseases such as stroke or Parkinson Disease. Despite inherent differences between musical training in educational and rehabilitation contexts, these results favor the idea that the structural, multimodal, and emotional properties of musical training can play an important role in developing new, creative and cost-effective intervention programs for education and rehabilitation in the next future.

MUSICAL TRAINING AS AN ALTERNATIVE AND EFFECTIVE METHOD FOR NEURO-EDUCATION AND NEURO-REHABILITATION

Directory of Open Access Journals (Sweden)

Clément eFrançois

2015-04-01

Full Text Available In the last decade, important advances in the field of cognitive science, psychology and neuroscience have largely contributed to improve our knowledge on brain functioning. More recently, a line of research has been developed that aims at using musical training and practice as alternative tools for boosting specific perceptual, motor, cognitive and emotional skills both in healthy population and in neurologic patients. These findings are of great hope for a better treatment of language-based learning disorders or motor impairment in chronic non-communicative diseases. In the first part of this review, we highlight several studies showing that learning to play a musical instrument can induce substantial neuroplastic changes in cortical and subcortical regions of motor, auditory and speech processing networks in healthy population. In a second part, we provide an overview of the evidence showing that musical training can be an alternative, low-cost and effective method for the treatment of language-based learning impaired populations. We then report results of the few studies showing that training with musical instruments can have positive effects on motor, emotional and cognitive deficits observed in patients with noncommunicable diseases such as stroke or Parkinson Disease. Despite inherent differences between musical training in educational and rehabilitation contexts, these results favour the idea that the structural, multimodal and emotional properties of musical training can play an important role in developing new, creative and cost-effective intervention programs for education and rehabilitation in the next future.

5 CFR 550.1409 - Inapplicability of premium pay and aggregate pay caps.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Inapplicability of premium pay and aggregate pay caps. 550.1409 Section 550.1409 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL... Inapplicability of premium pay and aggregate pay caps. Accrued compensatory time off under this subpart is not...

Peak Velocity as an Alternative Method for Training Prescription in Mice

Directory of Open Access Journals (Sweden)

Caroline de Carvalho Picoli

2018-02-01

Full Text Available Purpose: To compare the efficiency of an aerobic physical training program prescribed according to either velocity associated with maximum oxygen uptake (vVO2max or peak running speed obtained during an incremental treadmill test (Vpeak_K in mice.Methods: Twenty male Swiss mice, 60 days old, were randomly divided into two groups with 10 animals each: 1. group trained by vVO2max (GVO2, 2. group trained by Vpeak_K (GVP. After the adaptation training period, an incremental test was performed at the beginning of each week to adjust training load and to determine the amount of VO2 and VCO2 fluxes consumed, energy expenditure (EE and run distance during the incremental test. Mice were submitted to 4 weeks of aerobic exercise training of moderate intensity (velocity referring to 70% of vVO2max and Vpeak_K in a programmable treadmill. The sessions lasted from 30 to 40 min in the first week, to reach 60 min in the fourth week, in order to provide the mice with a moderate intensity exercise, totaling 20 training sessions.Results: Mice demonstrated increases in VO2max (ml·kg−1·min−1 (GVO2 = 49.1% and GVP = 56.2%, Vpeak_K (cm·s−1 (GVO2 = 50.9% and GVP = 22.3%, EE (ml·kg−0,75·min−1 (GVO2 = 39.9% and GVP = 51.5%, and run distance (cm (GVO2 = 43.5% and GVP = 33.4%, after 4 weeks of aerobic training (time effect, P < 0.05; there were no differences between the groups.Conclusions: Vpeak_K, as well as vVO2max, can be adopted as an alternative test to determine the performance and correct prescription of systemized aerobic protocol training to mice.

Peak Velocity as an Alternative Method for Training Prescription in Mice.

Science.gov (United States)

Picoli, Caroline de Carvalho; Romero, Paulo Vitor da Silva; Gilio, Gustavo R; Guariglia, Débora A; Tófolo, Laize P; de Moraes, Solange M F; Machado, Fabiana A; Peres, Sidney B

2018-01-01

Purpose: To compare the efficiency of an aerobic physical training program prescribed according to either velocity associated with maximum oxygen uptake (vVO 2max ) or peak running speed obtained during an incremental treadmill test (V peak_K ) in mice. Methods: Twenty male Swiss mice, 60 days old, were randomly divided into two groups with 10 animals each: 1. group trained by vVO 2max (GVO 2 ), 2. group trained by V peak_K (GVP). After the adaptation training period, an incremental test was performed at the beginning of each week to adjust training load and to determine the amount of VO 2 and VCO 2 fluxes consumed, energy expenditure (EE) and run distance during the incremental test. Mice were submitted to 4 weeks of aerobic exercise training of moderate intensity (velocity referring to 70% of vVO 2max and V peak_K ) in a programmable treadmill. The sessions lasted from 30 to 40 min in the first week, to reach 60 min in the fourth week, in order to provide the mice with a moderate intensity exercise, totaling 20 training sessions. Results: Mice demonstrated increases in VO 2max (ml·kg -1 ·min -1 ) (GVO 2 = 49.1% and GVP = 56.2%), V peak_K (cm·s -1 ) (GVO 2 = 50.9% and GVP = 22.3%), EE (ml·kg -0,75 ·min -1 ) (GVO 2 = 39.9% and GVP = 51.5%), and run distance (cm) (GVO 2 = 43.5% and GVP = 33.4%), after 4 weeks of aerobic training (time effect, P < 0.05); there were no differences between the groups. Conclusions: V peak_K , as well as vVO 2max , can be adopted as an alternative test to determine the performance and correct prescription of systemized aerobic protocol training to mice.

Preliminary data suggesting the efficacy of attention training for school-aged children with ADHD.

Science.gov (United States)

Tamm, Leanne; Epstein, Jeffery N; Peugh, James L; Nakonezny, Paul A; Hughes, Carroll W

2013-04-01

A pilot randomized clinical trial was conducted to examine the initial efficacy of Pay Attention!, an intervention training sustained, selective, alternating, and divided attention, in children diagnosed with Attention-Deficit/Hyperactivity Disorder (ADHD). After a diagnostic and baseline evaluation, school-aged children with ADHD were randomized to receive 16 bi-weekly sessions of Pay Attention! (n=54) or to a waitlist control group (n=51). Participants completed an outcome evaluation approximately 12 weeks after their baseline evaluation. Results showed significant treatment effects for parent and clinician ratings of ADHD symptoms, child self-report of ability to focus, and parent ratings of executive functioning. Child performance on neuropsychological tests showed significant treatment-related improvement on strategic planning efficiency, but no treatment effects were observed on other neuropsychological outcomes. Treatment effects were also not observed for teacher ratings of ADHD. These data add to a growing body of literature supporting effects of cognitive training on attention and behavior, however, additional research is warranted. Copyright © 2012 Elsevier Ltd. All rights reserved.

A young surgeon's perspective on alternate surgical training pathways.

Science.gov (United States)

Sutherland, Michael J

2007-02-01

. Residents in general surgery training programs often do not make decisions on the type of fellowship that they will pursue until late in their residency. Many residents are apprehensive about these types of tracked training programs because it will accelerate the timeline for choosing a track. Changes in the structure of residency and fellowships would result in residents having to decide and "match" in their second or third postgraduate years of training instead of the fourth or fifth postgraduate year time frame. Many residents will not have been exposed to all of the types of tracks by their third postgraduate year and many voice concerns over being ready to make this decision that early in their training. Acceptance and enthusiasm about this concept among all residents will likely depend on the final version of any planned changes. A wholesale rewrite of surgical training in the United States would likely not be well received. However, the addition of alternate pathways, on a limited scale and under close scrutiny and supervision, could evaluate interest and ease into this type of program. Before embarking on massive changes in surgical training, scientific, statistically valid research determining the interest of residents in these types of programs will target changes to make these programs successful.

Merit pay: the Federal Government's pay-for-performance experience.

OpenAIRE

Holliman, Sherry Diane.

1983-01-01

Approved for public release; distribution is unlimited For many years, businesses in private industry have been utilizing and experimenting with various forms of performance-based pay. These innovations have been part of a continuing search by organizations for better approaches to administering pay. With the passing of the Civil Service Reform Act of 1978, the Federal Government began its form of this concept entitled, 'Merit Pay'. Although many studies have examined uses in the areas of ...

Reducing motion sickness - A comparison of autogenic-feedback training and an alternative cognitive task

Science.gov (United States)

Toscano, W. B.; Cowings, P. S.

1982-01-01

Eighteen men were randomly assigned to three groups matched for susceptibility to Coriolis motion sickness. All subjects were given six Coriolis Sickness Susceptibility Index (CSSI) tests separated by 5-d intervals. Treatment Group I subjects were taught to control their own autonomic responses before the third, fourth, and fifth CSSI tests (6 h total training). Group II subjects were given 'sham' training in an alternative cognitive task under conditions otherwise identical to those of Group I. Group III subjects received no treatment. Results showed that Group I subjects could withstand the stress of Coriolis acceleration significantly longer after training. Neither of the other two groups changed significantly.

Unions and the Sword of Justice: Unions and Pay Systems, Pay Inequality, Pay Discrimination and Low Pay

OpenAIRE

A Charlwood; K Hansen; David Metcalf

2000-01-01

Dispersion in pay is lower among union members than among non-unionists. This reflects two factors. First, union members and jobs are more homogeneous than their non-union counterparts. Second, union wage policies within and across firms lower pay dispersion. Unions'' minimum wage targets also truncate the lower tail of the union distribution. There are two major consequences of these egalitarian union wage policies. First, the return to human capital is lower in firms which recognise unions ...

Board affiliation and pay gap

Directory of Open Access Journals (Sweden)

Shenglan Chen

2014-06-01

Full Text Available This paper examines the effects of board affiliation on the corporate pay gap. Using a sample of Chinese listed firms from 2005 to 2011, we find that boards with a greater presence of directors appointed by block shareholders have lower pay gaps. Furthermore, the governance effects of board affiliation with and without pay are distinguished. The empirical results show that board affiliation without pay is negatively related to the pay gap, while board affiliation with pay is positively related to the pay gap. Overall, the results shed light on how block shareholders affect their companies’ pay gaps through board affiliation.

OPTIMIZING THE MUSCULAR TRAINING THROUGH ALTERNATED CONTRACTION REGYMES AT JUNIOR FEMALE PLAYERS I

Directory of Open Access Journals (Sweden)

VLADU Larisa

2010-04-01

Full Text Available The muscular training is amongst the most important factors and, in some cases, indeed the primordial ingredient of the sport training with a view to reaching high performance results, for it influences the manner in which the training is organized throughout the macro-cycle stages. It must be done organically and well balancedfor each motrical aptitude solicited by the practice of the performance volleyball.The selection of the muscular groups must be done in accordance with the technical requirements imposed by that sport branch, with the purpose of highly training the muscular groups implied in the specificmovements, allowing the techno-tactical actions to be executed at high potential.The physical training of sportsmen implies best establishing the relation in between the physical preparation, techno-tactical training and psychological training. The interdependency of the sport training factors is of major importance, as is the dominant physical training part. The need to continuously grow the specific andpredominant motric qualities is one of the conditions of raising the players’ efficiency. The muscular training is accomplished both by separate trainings inside the force room as through training sessions specific to volleyball, by appealing to muscle exercises. It is very important to alternate these training throughout the preparation, inorder to obtain the desired effects, while the used means must be in accordance with the game pre-requisites.When it comes to the muscular volleyball training, it is imperative that we consider the following aspects: the game specifics, the game concept, the players’ specificities, the post characteristics, the game evolution tendencies, as well as optimizing the preparation

Selected Alternative Training Techniques in HRD. [and] Invited Reaction. [and] Final Word: A Rejoinder.

Science.gov (United States)

Von Bergen, C. W.; Soper, Barlow; Rosenthal, Gary T.; Wilkinson, Lamar V.; Watkins, Karen E.

1997-01-01

Von Bergen, Soper, Rosenthal, and Wilkinson examine four alternative training methods (subliminal self-help, meditation, mental imagery/practice, and neurolinguistic programming), concluding that only mental practice is supported by scientific evidence. Watkins takes issue with their dismissal of qualitative evidence. Their rejoinder asserts the…

Hybrid All-Pay and Winner-Pay Contests

DEFF Research Database (Denmark)

Lagerlöf, Johan

2017-01-01

In many contests in economic and political life, both all-pay and winner-pay expenditures matter for winning. This paper studies such hybrid contests under symmetry and asymmetry. The symmetric model is very general but still yields a simple closed-form solution. More contestants tend to lead to ...... expenditures. An endogenous bias that maximizes total expenditures disfavors the high-valuation contestant but still makes her the more likely one to win....

Continuing education in athletic training: an alternative approach based on adult learning theory.

Science.gov (United States)

Pitney, W A

1998-01-01

To offer an alternative perspective on current continuing education practices and to propose a model for facilitating continuing education in the athletic training workplace. Professional knowledge can quickly become outdated, and the personal/professional contexts of allied medical fields such as athletic training are becoming increasingly more complex, making continuing education paramount. Adult learning theory suggests that individuals are self- directed, autonomous learners in nature and that experience is a rich source for learning, subsequently making the workplace a fruitful environment in which to engage in continuing education. Unfortunately, mandating continuing education may violate the voluntary nature of adult learning, making the practice questionable. Therefore, alternative aspects of continuing education may be helpful. This article consists of a brief synthesis of related literature that offers an alternative perspective of continuing education and proposes a model for facilitating continuing education in the workplace. The model's foundation includes preparing an environment conducive to learning and then focuses on identifying learning needs, setting goals, implementing specific strategies to facilitate self-directed learning, and assessing leaming. Additionally, the model suggests that ongoing reflection is a key factor in enhancing the identification of learning needs, goals, and strategies. The model may best be used by clinical coordinators, directors, and supervisors to better facilitate employee learning and subsequently improve patient care delivery.

Losing sleep over organizational injustice: attenuating insomniac reactions to underpayment inequity with supervisory training in interactional justice.

Science.gov (United States)

Greenberg, Jerald

2006-01-01

Self-reports of insomnia were collected among 467 nurses working at 4 hospitals. At 2 of these hospitals, a change in pay policy resulted in reduced pay for all nurses, whereas nurses' pay was unchanged at the other 2 hospitals. Nursing supervisors at 1 hospital in each group received training in promoting interactional justice, whereas no training was provided at the other 2 hospitals. Reflecting the stressful nature of underpayment, insomnia was significantly greater among nurses whose pay was reduced than among those whose pay remained unchanged. However, the degree of insomnia was significantly lower among nurses whose supervisors were trained in interactional justice, both immediately after training and 6 months later. These findings demonstrate the buffering effects of interactionally fair treatment on reactions to underpayment. (c) 2006 APA, all rights reserved.

Behind the Pay Gap

Science.gov (United States)

Dey, Judy Goldberg; Hill, Catherine

2007-01-01

Women have made remarkable gains in education during the past three decades, yet these achievements have resulted in only modest improvements in pay equity. The gender pay gap has become a fixture of the U.S. workplace and is so ubiquitous that many simply view it as normal. "Behind the Pay Gap" examines the gender pay gap for college graduates.…

5 CFR 9901.212 - Pay schedules and pay bands.

Science.gov (United States)

2010-01-01

... Section 9901.212 Administrative Personnel DEPARTMENT OF DEFENSE HUMAN RESOURCES MANAGEMENT AND LABOR RELATIONS SYSTEMS (DEPARTMENT OF DEFENSE-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF DEFENSE NATIONAL... Secretary may establish one or more pay schedules within each career group. (b) Each pay schedule may...

Measuring rural homeowners' willingness to pay for land conservation easements

Science.gov (United States)

Seong-Hoon Cho; David H. Newman; J. Michael Bowker

2005-01-01

Rapid growth of rural communities in the Blue Ridge Mountains of Macon County, North Carolina has been giving rise to concerns over declining environmental quality and increasing need for land-use policy. This paper examines willingness to pay (WTP) for hypothetical conservation easements as an alternative land-use policy for the county. Despite the fact that Macon...

An alternative approach for eliciting willingness-to-pay: A randomized Internet trial

OpenAIRE

Laura J. Damschroder; Peter A. Ubel; Jason Riis; Dylan M. Smith

2007-01-01

Open-ended methods that elicit willingness-to-pay (WTP) in terms of absolute dollars often result in high rates of questionable and highly skewed responses, insensitivity to changes in health state, and raise an ethical issue related to its association with personal income. We conducted a 2x2 randomized trial over the Internet to test 4 WTP formats: 1) WTP in dollars; 2) WTP as a percentage of financial resources; 3) WTP in terms of monthly payments; and 4) WTP as a single lump-sum amount. WT...

Electricity tariffs in India: an assessment of consumers' ability and willingness to pay in Gujarat

International Nuclear Information System (INIS)

Ranjan Kumar Bose; Megha Shukla

2001-01-01

A sample of electricity consumers covering agricultural, residential and industrial consumers, in the Indian State of Gujarat was surveyed in 1997 to investigate the consumers' ability and willingness to pay for electricity supplied from the grid. The ability to pay was estimated using the weight of the cost of electricity to meet at least the basic household needs in relation to the overall income or expenditure. The willingness to pay was estimated using the costs of meeting the needs by alternative sources of energy, namely diesel in the case of farmers to pump water for irrigation and captive power generation using diesel generators in the case of industrial users. Survey results reveal the proportion of consumers in different categories, which do not have the ability to pay more or are even not willing to pay more for electricity. The survey findings have been used as a guideline in the proposed adjustment of tariffs charged by the Gujarat Electricity Board. (author)

4 CFR 5.1 - Pay.

Science.gov (United States)

2010-01-01

... 4 Accounts 1 2010-01-01 2010-01-01 false Pay. 5.1 Section 5.1 Accounts GOVERNMENT ACCOUNTABILITY OFFICE PERSONNEL SYSTEM COMPENSATION § 5.1 Pay. (a) Pay principles. Pay of the employees of GAO shall be fixed by the Comptroller General consistent with the principles that— (1) There be equal pay for work of...

Something of Value: How Franchise Sellers Make Training Pay

Science.gov (United States)

Berger, Gladys

1975-01-01

Training can be the most important benefit included in the purchase of a franchise. Several of these training programs used by franchise sellers (Castro Convertibles, Roto-Rooter, H and R Block, Dunhill Personnel Systems Inc., Carvel, Holiday Inns, Sheraton Inns Inc., McDonald's) are discussed. (Author/BP)

Two Reading Assessments for Youth in Alternative Basic Skills and Livelihood Skills Training Programs

Science.gov (United States)

Comings, John P.; Strucker, John; Bell, Brenda

2017-01-01

This article describes two assessment tools that have been used to assess the reading skills of youth participating in alternative basic skills and livelihood skills training programs. The Rapid Assessment of Reading Skills (RARS) was developed to identify potential participants who needed to improve their reading skills before beginning training…

28 CFR 345.81 - Pre-industrial training.

Science.gov (United States)

2010-07-01

... training is available and the worker has not completed both the skill training and orientation phases of... pre-industrial training is not available, new FPI assignees will receive on-the-job training in pre-industrial pay status for a period of at least 30 days before being promoted into available fourth grade jobs. ...

Gender Differences in Pay

OpenAIRE

Francine D. Blau; Lawrence M. Kahn

2000-01-01

We consider the gender pay gap in the United States. Both gender-specific factors, including gender differences in qualifications and discrimination, and overall wage structure, the rewards for skills and employment in particular sectors, importantly influence the gender pay gap. Declining gender differentials in the U.S., and the more rapid closing of the gender pay gap in the U.S. than elsewhere, appear to be primarily due to gender-specific factors. However, the relatively large gender pay...

Marine Corps Pay Incentives

Science.gov (United States)

Marines from 2000 to 2017. The thesis includes a literature review on economic theory related to pay incentives in the Department of Defense, a...The purpose of this thesis to provide the Marine Corps with a comprehensive report on pay incentive programs and special pay that were available to...summarization of pay incentive categories, a data analysis on take-up rates and average annual amounts at the end of each fiscal year, and a program review

Household willingness to pay for green electricity in urban and peri-urban Tigray, northern Ethiopia: Determinants and welfare effects

International Nuclear Information System (INIS)

Arega, Tiruwork; Tadesse, Tewodros

2017-01-01

This paper set out to estimate household willingness to pay for green electric services and welfare gains attributed to such schemes. For this purpose, contingent valuation survey was conducted on 300 urban and peri-urban households in northern Ethiopia. A bivariate probit model was used to elicit willingness to pay and analyze determinants of household willingness to pay. On the other hand, welfare gains were analyzed using consumer and producer surpluses. The mean willingness to pay was estimated to be Birr 12.5 (0.66 USD) per month per household for five years on top of monthly electricity bill. Among others, income played positive role on willingness to pay while difference in willingness to pay behavior was observed between male and female-headed households. In addition, distance to wood and charcoal (alternative energy) markets played encouraging role for willingness to pay. Results from the welfare analysis show that there is significant societal gain to be made both in terms of surplus for households and producers (government) if the previously ‘untapped’ green electricity service was implemented. The revenue (producer surplus) for the state would be instrumental in contributing to the state's endeavor to generate a much-needed capital for investment in and expansion of renewable energy. - Highlights: • Thin markets in alternative energy encourage WTP for green electricity services. • Households can significantly contribute to cost-sharing for green electricity. • Significant surpluses can be gained through improving green electricity services. • Welfare gains could be useful to support the state's effort to improve electricity.

The ecological economics of kleptoparasitism: pay-offs from self-foraging versus kleptoparasitism.

Science.gov (United States)

Flower, Tom P; Child, Matthew F; Ridley, Amanda R

2013-01-01

Animals commonly steal food from other species, termed interspecific kleptoparasitism, but why animals engage in kleptoparasitism compared with alternate foraging tactics, and under what circumstances they do so, is not fully understood. Determining what specific benefits animals gain from kleptoparasitism could provide valuable insight into its evolution. Here, we investigate the benefits of kleptoparasitism for a population of individually recognizable and free-living fork-tailed drongos (Dicrurus adsimilis) in the southern Kalahari Desert. Drongos engaged in two foraging behaviours: self-foraging for small insects or following other species which they kleptoparasitized for larger terrestrial prey that they could not capture themselves. Kleptoparasitism consequently enabled drongos to exploit a new foraging niche. Kleptoparasitism benefitted drongos most in the morning and on colder days because at these times pay-offs from kleptoparasitism remained stable, while those from self-foraging declined. However, drongos engaged in kleptoparasitism less than expected given the overall high (but more variable) pay-offs from this behaviour, suggesting that kleptoparasitism is a risky foraging tactic and may incur additional foraging costs compared with self-foraging. This is the first study to comprehensively investigate the benefits of facultatively engaging in kleptoparasitism, demonstrating that animals may switch to kleptoparasitism to exploit a new foraging niche when pay-offs exceed those from alternate foraging behaviours. © 2012 The Authors. Journal of Animal Ecology © 2012 British Ecological Society.

Preferences for alternative fuel vehicles by Dutch local governments

NARCIS (Netherlands)

Rijnsoever, F.J. van; Hagen, P.; Willems, M

2013-01-01

Using a choice model, we estimate the preferences for alternative fuel vehicles by Dutch local governments. The analysis shows that local governments are willing to pay between 25% and 50% extra for an alternative fuel vehicle without a serious loss of utility. Further, local emissions are an

28 CFR 345.51 - Inmate pay.

Science.gov (United States)

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Inmate pay. 345.51 Section 345.51... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.51 Inmate pay. (a) Grade levels. Inmate workers in FPI locations receive pay at five levels ranging from 5th grade pay (lowest) to 1st grade pay...

20 CFR 404.1242 - Back pay.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Back pay. 404.1242 Section 404.1242 Employees... Prior to 1987 § 404.1242 Back pay. (a) Back pay defined. Back pay is pay received in one period of time... an employer. It includes pay made under Federal or State laws intended to create an employment...

3 CFR - Pay Freeze

Science.gov (United States)

2010-01-01

... 3 The President 1 2010-01-01 2010-01-01 false Pay Freeze Presidential Documents Other Presidential Documents Memorandum of January 21, 2009 Pay Freeze Memorandum for the Assistant to the President and Chief... the White House staff forgo pay increases until further notice. Accordingly, as a signal of our shared...

Profit sharing for increased training investments

NARCIS (Netherlands)

Gielen, A. C.

2011-01-01

This article investigates whether paying a profit-related wage stimulates training investments. The results point to increased worker effort and wage flexibility as two channels through which profit sharing enhances investments in training. While both effects are found for young workers, for older

Willingness to pay for National Health Insurance Fund among public servants in Juba City, South Sudan: a contingent evaluation.

Science.gov (United States)

Basaza, Robert; Alier, Paul Kon; Kirabira, Peter; Ogubi, David; Lako, Richard Lino Loro

2017-08-30

This study assessed willingness to pay for National Health Insurance Fund (NHIF) among public servants in Juba City. NHIF is the proposed health insurance scheme for South Sudan and aims at achieving universal health coverage for the entire nation's population. One compounding issue is that over the years, governments' spending on healthcare has been decreasing from 8.4% of national budget in 2007 to only 2.2% in 2012. A cross-sectional study design using contingent evaluation was employed; data on willingness to pay was collected from 381 randomly selected respondents and 13 purposively selected key informants working for the national, state and Juba County in September 2015. Qualitative data were analysed using conceptual content analysis. T-tests and linear regressions were performed to determine association between WTP for NHIF and independent variables. Up to 381 public servants were interviewed, of which 68% indicated willingness to pay varying percentages of total monthly individual income for NHIF. Over two-thirds (67.8%) of those willing to pay could pay up to 5% of their total monthly income, 22.9% could pay up to 10% and the rest could pay 25%. Over 80% were willing to pay up to 50 SSP (1 USD = 10 SSP) premiums for medical consultation, laboratory services and drugs. The main factors influencing the respondents' decisions were awareness, alternative sources of income, household size, insurance cover and religion. Willingness to pay is mainly influenced by awareness, alternative sources of individual income, household size, insurance cover and religion. Most of the public servants were aware of and willing to pay for NHIF and prefer a premium of up to 5% of total monthly income. There is need to create awareness and reach out to those who do not know about the scheme in addition to a detailed analysis of other stakeholders. Consideration could be made by the Government of South Sudan to start the scheme at the earliest opportunity since the majority of

5 CFR 359.705 - Pay.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Pay. 359.705 Section 359.705... EXECUTIVE SERVICE; GUARANTEED PLACEMENT IN OTHER PERSONNEL SYSTEMS Guaranteed Placement § 359.705 Pay. (a...) is entitled to receive basic pay at the highest of— (1) The rate of basic pay in effect for the...

People's willingness to pay for health insurance in rural Vietnam.

Science.gov (United States)

Lofgren, Curt; Thanh, Nguyen X; Chuc, Nguyen Tk; Emmelin, Anders; Lindholm, Lars

2008-08-11

The inequity caused by health financing in Vietnam, which mainly relies on out-of-pocket payments, has put pre-payment reform high on the political agenda. This paper reports on a study of the willingness to pay for health insurance among a rural population in northern Vietnam, exploring whether the Vietnamese are willing to pay enough to sufficiently finance a health insurance system. Using the Epidemiological Field Laboratory for Health Systems Research in the Bavi district (FilaBavi), 2070 households were randomly selected for the study. Existing FilaBavi interviewers were trained especially for this study. The interview questionnaire was developed through a pilot study followed by focus group discussions among interviewers. Determinants of households' willingness to pay were studied through interval regression by which problems such as zero answers, skewness, outliers and the heaping effect may be solved. Households' average willingness to pay (WTP) is higher than their costs for public health care and self-treatment. For 70-80% of the respondents, average WTP is also sufficient to pay the lower range of premiums in existing health insurance programmes. However, the average WTP would only be sufficient to finance about half of total household public, as well as private, health care costs. Variables that reflect income, health care need, age and educational level were significant determinants of households' willingness to pay. Contrary to expectations, age was negatively related to willingness to pay. Since WTP is sufficient to cover household costs for public health care, it depends to what extent households would substitute private for public care and increase utilization as to whether WTP would also be sufficient enough to finance health insurance. This study highlights potential for public information schemes that may change the negative attitude towards health insurance, which this study has uncovered. A key task for policy makers is to win the trust of the

Value-Added Merit Pay.

Science.gov (United States)

Twomey, Daniel F.

The purpose of merit pay is to reward employees for their accomplishments and motivate them to continue improving. Critics of merit pay say the increased extrinsic motivation that it prompts is more than offset by the decrease in intrinsic motivation. Supporters of performance-based pay claim several benefits of the practice. This study addressed…

An Evaluation of Alternatives for Processing of Administrative Pay Vouchers: A Simulation Approach.

Science.gov (United States)

1982-09-01

simply receipts from merchants, innkeepers , blacksmiths, etc. that the military traveler collected during his official travels and submitted to the pay...being brought into existence" A model can be designed in either descriptive or prescriptive form. A descriptive model serves to explain and acts as an...t K 100 APPENDIX H Q-GERT 101 I GEN,VEELL,THESIS,8,14,82,,9,999999,1574.5,15,F,, 6 * 2 SOIJ,77,,I* BEGIN TIM~ING CIRCUIT. 3 VAS.77,5,UF,’.* 4 ACT

5 CFR 534.502 - Pay range.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Pay range. 534.502 Section 534.502 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Senior-Level and Scientific and Professional Positions § 534.502 Pay range. A pay rate fixed under this...

28 CFR 345.52 - Premium pay.

Science.gov (United States)

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Premium pay. 345.52 Section 345.52... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.52 Premium pay. Payment of premium pay to... inmates at a location. (a) Eligibility. Inmates in first grade pay status may be considered for premium...

28 CFR 345.56 - Vacation pay.

Science.gov (United States)

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Vacation pay. 345.56 Section 345.56... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.56 Vacation pay. Inmate workers are granted FPI vacation pay by the SOI when their continued good work performance justifies such pay, based on...

A comparison of pay-as-bid and marginal pricing in electricity markets

Science.gov (United States)

Ren, Yongjun

This thesis investigates the behaviour of electricity markets under marginal and pay-as-bid pricing. Marginal pricing is believed to yield the maximum social welfare and is currently implemented by most electricity markets. However, in view of recent electricity market failures, pay-as-bid has been extensively discussed as a possible alternative to marginal pricing. In this research, marginal and pay-as-bid pricing have been analyzed in electricity markets with both perfect and imperfect competition. The perfect competition case is studied under both exact and uncertain system marginal cost prediction. The comparison of the two pricing methods is conducted through two steps: (i) identify the best offer strategy of the generating companies (gencos); (ii) analyze the market performance under these optimum genco strategies. The analysis results together with numerical simulations show that pay-as-bid and marginal pricing are equivalent in a perfect market with exact system marginal cost prediction. In perfect markets with uncertain demand prediction, the two pricing methods are also equivalent but in an expected value sense. If we compare from the perspective of second order statistics, all market performance measures exhibit much lower values under pay-as-bid than under marginal pricing. The risk of deviating from the mean is therefore much higher under marginal pricing than under pay-as-bid. In an imperfect competition market with exact demand prediction, the research shows that pay-as-bid pricing yields lower consumer payments and lower genco profits. This research provides quantitative evidence that challenges some common claims about pay-as-bid pricing. One is that under pay-as-bid, participants would soon learn how to offer so as to obtain the same or higher profits than what they would have obtained under marginal pricing. This research however shows that, under pay-as-bid, participants can at best earn the same profit or expected profit as under marginal

5 CFR 532.503 - Overtime pay.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Overtime pay. 532.503 Section 532.503... Pay and Differentials § 532.503 Overtime pay. (a)(1) Employees who are exempt from the overtime pay provisions of the Fair Labor Standards Act of 1938, as amended, shall be paid overtime pay in accordance with...

An Examination of Pay Facets and Referent Groups for Assessing Pay Satisfaction of Male Elementary School Principals

Science.gov (United States)

Young, I. Phillip; Young, Karen Holsey; Okhremtchouk, Irina; Castaneda, Jose Moreno

2009-01-01

Pay satisfaction was assessed according to different facets (pay level, benefits, pay structure, and pay raises) and potential referent groups (teachers and elementary school principals) for a random sample of male elementary school principals. A structural model approach was used that considers facets of the pay process, potential others as…

Evaluation of the Effectiveness of LTR Training versus Simulation Training and Stress Inoculation

Science.gov (United States)

2016-10-01

noncash compensation including health care, 16 retirement pay, child care and free or subsidized food, housing and education . Those supplements...the impact of a stressful environment on acquisition and retention of clinical skills is critically important . The Combat Casualty Training...translation of the Department of Defense’s medical education training objectives. The integration of simulation technology has augmented but not replaced the

Ability and willingness to pay for voluntary medical male circumcision: a cross-sectional survey in Kisumu County, Kenya.

Science.gov (United States)

Wandei, Stephen; Nangami, Mabel; Egesa, Omar

2016-01-01

Voluntary medical male circumcision is one of the most effective measures in preventing male acquisition of HIV during heterosexual intercourse. In Kenya, the voluntary medical male circumcision programme was launched in the year 2008 as part of a comprehensive national HIV prevention strategy. With the global challenge of funding HIV intervention programs, the sustainability of the programme beyond the donor periods need to be assessed. The purpose of this study was to determine the household ability and willingness to pay for voluntary medical male circumcision as an alternative method of funding the programme. The findings show that 62.2% of the households were "able" to pay for medical circumcision. However, 60.4% of them were not "willing" to pay for the service regardless of the cost. The findings indicate that ability to pay is not a significant predictor of willingness to pay for voluntary medical male circumcision within Kisumu County. Knowledge on the role of medical circumcision is a more important factor in determining willingness to pay for the service.

Power and pay: The union and equal pay at B.C. Electric/Hydro

International Nuclear Information System (INIS)

Creese, G.

1993-01-01

The struggle for equal pay for women in one large office union, the Office and Technical Employees' Union (OTEU), at British Columbia Electric/Hydro is analyzed. The analysis concentrates on the second phase of the equal pay movement that preoccupied the union for over 30 years starting in 1949. Equal pay for equal job-evaluation was finally achieved in 1981, yet this struggle did not produce a subsequent questioning of gender bias within the job evaluation process or the structure of the existing hierarchy of jobs. The study illustrates some of the ways that gender hierarchies and inequities are defined and reinforced by employers seeking to maintain profits by keeping labor costs down, as BC Electric/Hydro resisted eliminating the differential in male and female pay, systematically restructured unequal pay, and continually resorted to lower community standards even when the company's own job evaluation system suggested equal comparators with male jobs. Gendered jobs are also shaped by union practices, as evidenced by the OTEU's role in restructuring the postwar gender division of labor in the late 1940s, as well as their early and persistent challenges to the female differential but, at the same time, the continued marginalization of equal pay as a women's issue rather than a general union issue. 66 refs

Worker Training: Competing in the New International Economy.

Science.gov (United States)

Congress of the U.S., Washington, DC. Office of Technology Assessment.

Workers' skills are critical to U.S. industrial productivity and competitiveness and to maintaining living standards. Training is the key. Good training pays--for workers whose skills are upgraded, for companies seeking a competitive edge, and for the nation in overall productivity. However, workers in other countries are better trained than most…

5 CFR 551.501 - Overtime pay.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Overtime pay. 551.501 Section 551.501 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY ADMINISTRATION UNDER THE FAIR LABOR STANDARDS ACT Overtime Pay Provisions Basic Provisions § 551.501 Overtime pay. (a) An agency...

China's bullet trains facilitate market integration and mitigate the cost of megacity growth.

Science.gov (United States)

Zheng, Siqi; Kahn, Matthew E

2013-04-02

Megacity growth in the developing world is fueled by a desire to access their large local labor markets. Growing megacities suffer from high levels of traffic congestion and pollution, which degrade local quality of life. Transportation technology that allows individuals to access the megacity without living within its boundaries offers potentially large social benefits, because individuals can enjoy the benefits of urban agglomeration while not paying megacity real estate rents and suffering from the city's social costs. This paper presents evidence supporting the claim that China's bullet trains are playing this role. The bullet train is regarded as one of the most significant technological breakthroughs in passenger transportation developed in the second half of the 20th century. Starting in 2007, China has introduced several new bullet trains that connect megacities such as Beijing, Shanghai, and Guangzhou with nearby cities. Through facilitating market integration, bullet trains will stimulate the development of second- and third-tier cities. By offering households and firms a larger menu of location alternatives, bullet trains help to protect the quality of life of the growing urban population. We document that this transport innovation is associated with rising real estate prices in the nearby secondary cities.

Equal pay for work of equal value in terms of the Employment Equity ...

African Journals Online (AJOL)

Equal pay for work of equal value in terms of the Employment Equity Act 55 of 1998: lessons from the International Labour Organisation and the United Kingdom. ... Alternatively, you can download the PDF file directly to your computer, from where it can be opened using a PDF reader. To download the PDF, click the ...

28 CFR 345.57 - Administrative pay.

Science.gov (United States)

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Administrative pay. 345.57 Section 345.57... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.57 Administrative pay. An inmate excused from a job assignment may receive administrative pay for such circumstances as a general recall for an...

Pay Equity Act (No. 34 of 1987), 29 June 1987.

Science.gov (United States)

1987-01-01

This document contains major provisions of Ontario, Canada's 1987 Pay Equity Act. The Act seeks to redress systemic gender discrimination in compensation for work performed by employees in "female job classes" and applies to all private sector employers in Ontario with 10 or more employees, all public sector employers, and the employees of applicable employers. The Act continues to apply even if an employer subsequently reduces the number of employees below 10. The Act calls for identification of systemic gender discrimination in compensation through comparisons between female job classes and male job classes in terms of compensation and value of work performed, which is a composite of skill, effort, and responsibility normally required. Pay equity is deemed achieved when the job rate for the female job class is at least equal to the rate for a male job class in the same establishment. If there is no male job class to use for comparison, pay equity is achieved when the female job rate is at least equal to the job rate of a male job class in the same establishment that, at the time of comparison, had a higher job rate while performing work of lower value than the female job class. Differences in compensation between a female and a male job class are allowed if they result from a formal seniority system that does not discriminate on basis of gender, a temporary training or development assignment equally available to males and females, a specified merit compensation plan, actions taken as the result of a gender-neutral reevaluation process, or a skills shortage leading to a temporary inflation in compensation. Pay equity will not be achieved by reducing any employee's compensation. The Act establishes a Pay Equity Commission to oversee implementation.

Willingness to pay for footwear, and associated factors related to podoconiosis in northern Ethiopia.

Science.gov (United States)

Tsegay, Girmay; Tamiru, Abreham; Amberbir, Tsige; Davey, Gail; Deribe, Kebede

2016-09-01

In Northern Ethiopia, use of footwear by the rural community is limited, and non-governmental organizations provide footwear for school children as a means of preventing podoconiosis. However, this is not a sustainable strategy. This study assessed willingness to pay for footwear among people with and without podoconiosis. A comparative cross-sectional community-based study was conducted in Mecha and Gozamen woredas among randomly selected people with and without podoconiosis. Trained health extension workers collected data using an interviewer-administered structured questionnaire. The data were entered into EPI-Data and exported to SPSS version 16.0 statistical software package for analysis. The willingness to pay for footwear among people with and without podoconiosis was 72.3% and 76.7% respectively (p=0.30). People with podoconiosis in the lower quintiles of economic status were less likely to be willing to pay for footwear than those in the higher quintiles. There is substantial willingness to pay for footwear. The expressed willingness to pay indicates demand for footwear in the community, suggesting an opportunity for shoe companies. There are still a substantial proportion of individuals not willing to pay for footwear. This requires intensified public education and social transformation to bring about change in behavior towards footwear use if elimination of podoconiosis within our generation is to be achieved. © The Author 2016. Published by Oxford University Press Royal Society of Tropical Medicine and Hygiene.

5 CFR 9901.356 - Pay retention.

Science.gov (United States)

2010-01-01

... position in a lower pay band offered by an activity to accommodate a disabling medical condition similar to... within the employee's new pay band or by establishing a retained rate that exceeds the maximum rate of the new pay band. Local market supplements are not considered part of base salary in applying pay...

28 CFR 345.58 - Holiday pay.

Science.gov (United States)

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Holiday pay. 345.58 Section 345.58... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.58 Holiday pay. An inmate worker in FPI work status shall receive pay at the standard hourly rate, plus longevity where applicable, for all Federal...

Retroactive Stop Loss Special Pay

Science.gov (United States)

Pay (RSLSP), providing $500 for each month/partial month served in stop loss status. Service members served under stop loss must submit a claim for the special pay. Throughout the year, the services have or extension of service, became ineligible to receive retroactive stop loss special pay. There may be

28 CFR 345.55 - Longevity pay.

Science.gov (United States)

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Longevity pay. 345.55 Section 345.55... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.55 Longevity pay. (a) Except as provided in paragraph (b) of this section, an inmate earns longevity pay raises after 18 months spent in FPI work status...

Power and pay: The union and equal pay at B. C. Electric/Hydro

Energy Technology Data Exchange (ETDEWEB)

Creese, G

The struggle for equal pay for women in one large office union, the Office and Technical Employees' Union (OTEU), at British Columbia Electric/Hydro is analyzed. The analysis concentrates on the second phase of the equal pay movement that preoccupied the union for over 30 years starting in 1949. Equal pay for equal job-evaluation was finally achieved in 1981, yet this struggle did not produce a subsequent questioning of gender bias within the job evaluation process or the structure of the existing hierarchy of jobs. The study illustrates some of the ways that gender hierarchies and inequities are defined and reinforced by employers seeking to maintain profits by keeping labor costs down, as BC Electric/Hydro resisted eliminating the differential in male and female pay, systematically restructured unequal pay, and continually resorted to lower community standards even when the company's own job evaluation system suggested equal comparators with male jobs. Gendered jobs are also shaped by union practices, as evidenced by the OTEU's role in restructuring the postwar gender division of labor in the late 1940s, as well as their early and persistent challenges to the female differential but, at the same time, the continued marginalization of equal pay as a women's issue rather than a general union issue. 66 refs.

20 CFR 218.27 - Vacation pay.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Vacation pay. 218.27 Section 218.27 Employees... Beginning Date § 218.27 Vacation pay. (a) From railroad employer. Vacation pay may be credited to the... vacation pay is credited to the vacation period, the annuity can begin no earlier than the day after the...

Explaining the Gender Wage Gap: Pay Expectations for Self, Others, and Perceptions of "Fair Pay."

Science.gov (United States)

Gardner, Philip D.; Jackson, Linda A.

This study was conducted to investigate the pay expectations of graduating seniors, and specifically, the relationship between gender and pay expectations for one's self and others. The main purpose of the study was to determine if women and men differed in their initial pay expectations. Surveys were received from 447 college seniors, including…

Analysis of Transportation Alternatives for Ejection Seat Training

OpenAIRE

Gambel, Ray; Lundy, David; Murphy, William; Southmost Consulting

2011-01-01

EMBA Project Report EXECUTIVE SUMMARY Student Military Aviators who complete primary flight training at Training Wing FOUR and select jets for their advanced training track will require Naval Aviation Survival Training Program (NASTP) Class 1 training until the T-6B replaces the T-34C as the primary flight training aircraft. This Class 1 training instructs students in ejection seat equipment and procedures for emergency egress of their new aircraft. Of the eight available Aviation Survi...

Musical training as an alternative and effective method for neuro-education and neuro-rehabilitation

OpenAIRE

Fran?ois, Cl?ment; Grau-S?nchez, Jennifer; Duarte, Esther; Rodriguez-Fornells, Antoni

2015-01-01

In the last decade, important advances in the field of cognitive science, psychology, and neuroscience have largely contributed to improve our knowledge on brain functioning. More recently, a line of research has been developed that aims at using musical training and practice as alternative tools for boosting specific perceptual, motor, cognitive, and emotional skills both in healthy population and in neurologic patients. These findings are of great hope for a better treatment of language-bas...

Shareholder voice on executive pay : A decade of Dutch say on pay

NARCIS (Netherlands)

van der Elst, Christoph; Lafarre, Anne

2017-01-01

The Netherlands adopted shareholders’ say on pay over a decade ago. The general meeting of shareholders must approve the remuneration policy and any amendments to it. This Dutch approach offers fruitful insights into how say on pay works in practice. In the light of the recent European proposal to

Gender-Pay-Gap

OpenAIRE

Eicker, Jannis

2017-01-01

Der Gender-Pay-Gap ist eine statistische Kennzahl zur Messung der Ungleichheit zwischen Männern* und Frauen* beim Verdienst. Es gibt zwei Versionen: einen "unbereinigten" und einen "bereinigten". Der "unbereinigte" Gender-Pay-Gap berechnet den geschlechtsspezifischen Verdienstunterschied auf Basis der Bruttostundenlöhne aller Männer* und Frauen* der Grundgesamtheit. Beim "bereinigten" Wert hingegen werden je nach Studie verschiedene Faktoren wie Branche, Position und Berufserfahrung herausger...

5 CFR 9901.305 - Rate of pay.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Rate of pay. 9901.305 Section 9901.305... (NSPS) Pay and Pay Administration General § 9901.305 Rate of pay. (a) The term “rate of pay” in 5 U.S.C... overtime and other premium pay rates (including compensatory time off); and (2) The rates comprising the...

33 CFR 52.71 - Authority to pay.

Science.gov (United States)

2010-07-01

... 33 Navigation and Navigable Waters 1 2010-07-01 2010-07-01 false Authority to pay. 52.71 Section... § 52.71 Authority to pay. (a) The Coast Guard is authorized to pay the claims of any person as the... authorized to pay any claim heretofore compensated by Congress through enactment of private law, or to pay...

[Women's willingness to pay for cancer screening].

Science.gov (United States)

Kwak, Min-Son; Sung, Na-Young; Yang, Jeong Hee; Park, Eun-Cheol; Choi, KuiSon

2006-07-01

The goal of this study is to measure women's willingness to pay for cancer screening and to identify those factors associated with this willingness to pay A population-based telephone survey was performed on 1,562 women (aged 30 years or over) for 2 weeks (9-23th, July, 2004). Data about sociodemographic characteristics, health behaviors, the intention of the cancer screenings and willingness to pay for cancer screening were collected. 1,400 respondents were included in the analysis. The women's willingness to pay for cancer screening and the factors associated with this willingness to pay were evaluated. The results show that 76% of all respondents have a willingness to pay for cancer screening. Among those who are willing to pay, the average and median amount of money for which the respondents are willing to pay are 126,636 (s.d.: 58,414) and 120,000 won, respectively. As the status of education & the income are higher, the average amount that women are willing to pay becomes much more. The amount of money women are willing to pay is the highest during the 'contemplation' stage. Being willing to pay or not is associated with a change of behavior (transtheoretical model), the income, the concern about the cancer risk, the family cancer history, the marital status, the general health exam, age and the place of residence. Income is associated with a greater willingness to pay. Old age was associated with a lower willingness to pay. According to the two-part model, income and TTM are the most important variables associated with the willingness to pay for cancer screening. The cancer screening participation rate is low compared with the willingness to pay for cancer screening. It is thought that we have to consider the participants' behavior that's associated with cancer screening and their willingness to pay in order to organize and manage cancer screening program.

The effect of performance related pay in employment services

DEFF Research Database (Denmark)

Sofie Johansen, Ann; Holm, Anders; Rosdahl, Anders

This paper investigates the effects of performance-related pay (PRP) in Danish local employment administration on unemployed social clients’ employment outcomes. PRP implies here that employees in the employment administration are rewarded each time a social client gets a job. There are different...... schemes involved in the programme – schemes with collective payoffs and schemes with private payoffs and schemes with monetary payoffs and non-monetary payoffs, such as training activities. The main conclusion is that PRP seems to promote employment chances of social clients. Especially it seems that PRP...

76 FR 52537 - Pay for Sunday Work

Science.gov (United States)

2011-08-23

... back pay claims permitted by the Barring Act of 1940, and noted that agencies could use the memorandum... of the Barring Act or the Back Pay Act of 1966 (as amended) and apply specifically to one Government...) An employee is entitled to pay at his or her rate of basic pay plus premium pay at a rate equal to 25...

5 CFR 892.211 - What options are available to me if I go on a period of leave without pay (LWOP) or other types...

Science.gov (United States)

2010-01-01

... make under the direct pay option are not subject to premium conversion, and are made on an after-tax... FLEXIBLE BENEFITS PLAN: PRE-TAX PAYMENT OF HEALTH BENEFITS PREMIUMS Eligibility and Participation § 892.211... conversion on a pre-tax basis. Alternatively, you may pre-pay premiums for the LWOP period on an after-tax...

Performance pay, sorting and social motivation

OpenAIRE

Eriksson, Tor; Villeval, Marie Claire

2008-01-01

International audience; Variable pay links pay and performance but may also help firms in attracting more productive employees. Our experiment investigates the impact of performance pay on both incentives and sorting and analyzes the influence of repeated interactions between firms and employees on these effects. We show that (i) the opportunity to switch from a fixed wage to variable pay scheme increases the average effort level and its variance; (ii) high skill employees concentrate under t...

Job Matching and On-the-Job Training.

OpenAIRE

Barron, John M; Black, Dan A; Loewenstein, Mark A

1989-01-01

Conventional analysis predicts that workers pay part of their on-the-job training costs by accepting a lower starting wage and subsequently realize a return to this investment in the form of greater wage growth. Missing from the conventional treatment of on-the-job training is a discussion of the process by which heterogeneous worker s are matched to jobs requiring varying amounts of training. This matching process constitutes a key feature of the on-the-job training model that is presented i...

Paying for Hitler's War

DEFF Research Database (Denmark)

Lund, Joachim

2017-01-01

Book review of: Jonas Scherner & Eugene N. White (eds.), Paying for Hitler's War: The Consequenses of Nazi Hegemony for Europe (NY: Cambridge University Press, 2016)......Book review of: Jonas Scherner & Eugene N. White (eds.), Paying for Hitler's War: The Consequenses of Nazi Hegemony for Europe (NY: Cambridge University Press, 2016)...

Financial Advice: Who Pays

Science.gov (United States)

Finke, Michael S.; Huston, Sandra J.; Winchester, Danielle D.

2011-01-01

Using a cost-benefit framework for financial planning services and proprietary data collected in the summer of 2008, the client characteristics that are associated with the likelihood of paying for professional financial advice, as well as the type of financial services purchased, are identified. Results indicate that respondents who pay for…

28 CFR 551.108 - Performance pay.

Science.gov (United States)

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Performance pay. 551.108 Section 551.108 Judicial Administration BUREAU OF PRISONS, DEPARTMENT OF JUSTICE INSTITUTIONAL MANAGEMENT MISCELLANEOUS Pretrial Inmates § 551.108 Performance pay. The Warden may approve a pretrial inmate for performance pay...

28 CFR 345.59 - Inmate performance pay.

Science.gov (United States)

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Inmate performance pay. 345.59 Section... INDUSTRIES (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.59 Inmate performance pay. Inmate workers for FPI may also receive Inmate Performance Pay for participation in programs where this award is made...

28 CFR 0.145 - Overtime pay.

Science.gov (United States)

2010-07-01

... 28 Judicial Administration 1 2010-07-01 2010-07-01 false Overtime pay. 0.145 Section 0.145... Respect to Personnel and Certain Administrative Matters § 0.145 Overtime pay. The Director of the Federal... Attorney General may prescribe, authorize overtime pay (including additional compensation in lieu of...

5 CFR 9901.364 - Foreign language proficiency pay.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Foreign language proficiency pay. 9901... NATIONAL SECURITY PERSONNEL SYSTEM (NSPS) Pay and Pay Administration Premium Pay § 9901.364 Foreign language proficiency pay. (a) General provisions. (1) This section applies to employees who may be paid...

Gender Pay Gap in Poland

OpenAIRE

Oczki, Jarosław

2016-01-01

The aim of the article is to investigate the actual and explained gender pay gaps in Poland in comparison with selected highly developed countries, and to discuss the factors determining wage disparities between men and women. Data from Eurostat EU-SILC and the International Labour Organization were used. The article concludes that the gender pay gap in Poland is relatively small and decreasing, and that estimates of the explained gender pay gap published by the Internationa...

CounsellorsL Experience During Training and Home Based HI7 ...

African Journals Online (AJOL)

training as a door to door HCT counselor they had benefited in learning to working with ..... that there is need to pay more attention to training on child counselling. ..... strategies among HIV-infected women: results from the pilot phase of a.

Does it pay to have a network contact? Social network ties, workplace racial context, and pay outcomes.

Science.gov (United States)

Kmec, Julie A; Trimble, Lindsey B

2009-06-01

This article investigates how social network use to find work affects pay. Analyses using the Multi-City Study of Urban Inequality consider the extent to which a network contact's influence level affects a job applicant's pay, whether this effect differs for white, black, and Latino contacts, and how workplace racial context moderates this relationship. Three main findings emerge. First, having an influential contact--one with hiring authority--compared to having no contact yields higher pay. Second, white and minority contact influence on pay differs: among minority contacts, being an outsider (i.e., someone not employed by the firm to which the applicant applies) is associated with higher pay, but being an employee of the firm--an insider--is not. Third, regardless of workplace racial context, black and Latino contacts' influence is most beneficial when their race/ethnicity is not known to the hiring agent. We offer a new interpretation of the mixed findings with regard to the relationship between social network use and pay.

4 CFR 5.3 - Merit pay.

Science.gov (United States)

2010-01-01

... 4 Accounts 1 2010-01-01 2010-01-01 false Merit pay. 5.3 Section 5.3 Accounts GOVERNMENT ACCOUNTABILITY OFFICE PERSONNEL SYSTEM COMPENSATION § 5.3 Merit pay. The Comptroller General may promulgate regulations establishing a merit pay system for such employees of the Government Accountability Office as the...

Does obfuscating excessive CEO pay work? The influence of remuneration report readability on say-on-pay votes

NARCIS (Netherlands)

Hooghiemstra, Reggy; Kuang, Yu Flora; Qin, Bo

2017-01-01

This paper assesses whether reducing ‘readability’ is an effective obfuscation strategy for influencing the level of shareholder say-on-pay voting dissent in firms with excessive CEO pay. Based on a sample of UK-listed firms, our results indicate that in cases of excessive CEO pay, a less readable

5 CFR 870.204 - Annual rates of pay.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Annual rates of pay. 870.204 Section 870... rates of pay. (a) (1) An insured employee's annual pay is his/her annual rate of basic pay as fixed by law or regulation. (2) Annual pay for this purpose includes the following: (i) Interim geographic...

5 CFR 534.604 - Pay administration.

Science.gov (United States)

2010-01-01

... equals or exceeds the rate of basic pay the employee received immediately prior to such appointment, not... that equals or exceeds the employee's highest previous rate of basic pay in a Federal civil service.... Advancement to a higher rate takes effect on the first day of the first pay period beginning on or after...

77 FR 36012 - Notice of Availability of Funds and Solicitation for Grant Applications for Pay for Success Pilot...

Science.gov (United States)

2012-06-15

... model, an innovative funding strategy for achieving specific social service outcomes. The complete SGA... DEPARTMENT OF LABOR Employment and Training Administration [Funding Opportunity Number SGA/DFA PY-11-13] Notice of Availability of Funds and Solicitation for Grant Applications for Pay for Success...

20 CFR 218.28 - Sick pay.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Sick pay. 218.28 Section 218.28 Employees... Beginning Date § 218.28 Sick pay. (a) From railroad employer. If the employee is carried on the payroll while sick, the annuity can begin no earlier than the day after the last day of sick pay. However, sick...

Fisherman expectations and pay-lake profits

Science.gov (United States)

George H. Moeller; John Engelken; John Engelken

1973-01-01

Personal interviews with licensed fishermen in Central New York State were used to determine characteristics of fishermen who are willing to pay to fish. Willingness to pay was related to aspects of the fishing experience that most strongly influenced fishing enjoyment. Sixty-two percent of the respondents expressed a willingness to pay for a quality fishing experience...

Alternative Fuels Data Center: Missouri Transportation Data for Alternative

Science.gov (United States)

stations in Missouri with alternative fuels Fuel Public Private Biodiesel (B20 and above) 1 2 Compressed Students Get Hands-On Training With Biodiesel Missouri High School Students Get Hands-On Training With Biodiesel Feb. 5, 2016 https://youtube.com/embed/p4pVRgoWyZw Video thumbnail for AT&T Fleet Reaches

An Explorative Study Examining Augmentative and Alternative Communication Training in the Field of Music Therapy.

Science.gov (United States)

Gadberry, Anita L; Sweeney, Alison

2017-07-01

Music therapists work with many people who require Augmentative and Alternative Communication (AAC). As communication goals are central to music therapy practice, many music therapists would benefit from training in AAC. The purpose of this survey study was to determine the state of AAC education for music therapists at the university level, how AAC is being used in music therapy sessions, and how practicing music therapists are trained in AAC. Music therapy faculty and credentialed music therapists in North America and Europe were invited to complete an online survey. Descriptive statistics were used to analyze survey data from each group of respondents. With regard to training in AAC at the university level, results indicate that almost half of music therapy faculty (44.66%) provided some training. The primary reason given for not providing training was a lack of educator knowledge in this area. Results indicate that a majority (81.77%) of music therapy clinicians are familiar with AAC and slightly over half (55.08%) reported that they work with clients who use AAC. Sixty-two percent of music therapists reported using AAC to promote expressive language, and 49% to increase receptive language. Over 80% of clinicians stated they would benefit from additional AAC training. Although a majority of music therapists are familiar with ACC, results indicate that ACC competency could be enhanced through university-level instruction and continuing professional development courses. © the American Music Therapy Association 2017. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com

Pay Dispersion and Performance in Teams

Science.gov (United States)

Bucciol, Alessandro; Foss, Nicolai J.; Piovesan, Marco

2014-01-01

Extant research offers conflicting predictions about the effect of pay dispersion on team performance. We collected a unique dataset from the Italian soccer league to study the effect of intra-firm pay dispersion on team performance, under different definitions of what constitutes a “team”. This peculiarity of our dataset can explain the conflicting evidence. Indeed, we also find positive, null, and negative effects of pay dispersion on team performance, using the same data but different definitions of team. Our results show that when the team is considered to consist of only the members who directly contribute to the outcome, high pay dispersion has a detrimental impact on team performance. Enlarging the definition of the team causes this effect to disappear or even change direction. Finally, we find that the detrimental effect of pay dispersion is due to worse individual performance, rather than a reduction of team cooperation. PMID:25397615

Take-or-Pay under Japanese energy policy

International Nuclear Information System (INIS)

Namikawa, Ryoichi

2003-01-01

Japan has tried to increase the import of liquefied natural gas (LNG) because of the nation's fragile energy supply structure. In Japan, almost all LNG is imported under long-term contracts with a Take-or-Pay clause, although buyers assume considerable risk under such a clause. This paper tries to determine why the Take-or-Pay clause has been retained in LNG import contracts in Japan, focusing on the relation between Take-or-Pay and energy security policy. It is found that the government has not pursued a consistent, consecutive policy on Take-or-Pay under the changing energy situation after oil crises. On the one hand, the government has accepted Take-or-Pay because it secures a stable supply of LNG, but on the other hand, it has tried to scrap Take-or-Pay in order to reduce buyers' risk. Furthermore, it was not until the middle/late 1990s that the government implemented deregulation. It is concluded that the government's energy security policy has played an important role in keeping Take-or-Pay in Japan

Vocational training for students with a drop out risk: An alternative educational approach

Directory of Open Access Journals (Sweden)

Klara Rokkones

2016-09-01

Full Text Available A dropout discourse has emerged; highlighting the economic risk that leaving secondary school before graduation poses to those who drop out and to society as a whole. Many initiatives aim to reduce the dropout rate. One such project, “The Third Way”, was established in 2012 with the aim of reducing dropouts in one secondary school among students on a vocational track - particularly in the programs Restaurant and food-processing and Health care, childhood and youth development. We have followed this project for two years through classroom observation and interviews with teachers and school management. "The Third Way" works at the interfaces of students, teachers, schools, and in cooperation with workplaces connected to the students’ vocational training in practical studies. Based on our analyses we see that flexibility among all actors in alternative vocational education, both in school and workplace practice, is crucial for the reduction of dropout rates. By adapting the curriculum within these alternative structures, we see that at-risk students have an increased likelihood of finishing their secondary education.

Social Benefits of Energy Conservation in Hungary. An examination of alternative methods of evaluation

Energy Technology Data Exchange (ETDEWEB)

Aaheim, H.A.; Aunan, K.; Seip, H.M.

1997-12-31

This report compares alternative methods for valuation of the social benefits of less air pollution. One can estimate such benefits by the economic consequences of less damage caused by pollution or by the willingness to pay for less pollution. As a case study, the report examines an energy conservation programme in Hungary, in which 64 PJ of fossil energy was conserved per year. According to the damage cost approach, the benefits corresponds to 75 million USD per year, divided into 41 mill for health and 33 mill in material damage. The willingness to pay approach yielded a value of 1.9 bill. USD. Most of the difference is attributed to different estimates for chronic distresses and early death. One should not regard the results of the different approaches as alternative answers to the same question. Instead, damage cost and willingness to pay assessments can be considered as necessary components of a macro economic study of environmental policy. 23 refs., 9 figs., 5 tabs.

5 CFR 9701.372 - Creating initial pay ranges.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Creating initial pay ranges. 9701.372... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Transitional Provisions § 9701.372 Creating initial pay ranges. (a) DHS must, after coordination with OPM, set the initial band rate ranges for the...

5 CFR 534.603 - Rates of basic pay.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Rates of basic pay. 534.603 Section 534.603 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Administrative Appeals Judge Positions § 534.603 Rates of basic pay. (a) The...

[Reimbursement for alternative medical treatment in the Netherlands, incomprehensible].

NARCIS (Netherlands)

Hoogen, M.W.F. van den; Popa, C.; Elving, L.D.; Meer, J.W.M. van der

2012-01-01

It is remarkable that, at a time when not only doctors but also the Health Care Inspectorate (IGZ) and the health insurance companies are paying increasing attention to the quality of conventional medicine, many alternative methods of treatments without a scientific basis are accepted in the

Psychology of Pay and Compensation

NARCIS (Netherlands)

Thierry, Hk.; Smelser, N.J.; Baltes, P.B.

2002-01-01

In most industrialized countries the compensation, of managers and employees is structured along quite comparable patterns. One part consists of base pay, a second part of results-oriented pay, and a third part of secondary labor conditions. In many instances part four is composed of perquisites:

28 CFR 545.25 - Eligibility for performance pay.

Science.gov (United States)

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Eligibility for performance pay. 545.25... WORK AND COMPENSATION Inmate Work and Performance Pay Program § 545.25 Eligibility for performance pay. (a) An inmate may receive performance pay for accomplishments in one or more of the following areas...

The International Instruments on Gender Pay Equity

OpenAIRE

Chen, Cher Weixia

2008-01-01

Today in the world women are earning around 78% of what men are earning. Gender pay gap ironically is still one major feature of the modern labor market, despite the fact that the right to equal pay is one of the founding principles recognized by the 1945 ILO constitution amendment. Since 1919 the right to equal pay was discussed during the preparation for the ILO constitution, scholars have been constantly making efforts to explore the potential solutions to gender pay differentials...

Tourists’ willingness to pay to view otters along the Wild Coast, South Africa: a potential for increased ecotourism

Directory of Open Access Journals (Sweden)

Lihle Dumalisile

2005-05-01

Full Text Available This article reports on tourists’ willingness to pay to view Cape clawless otters Aonyx capensis along the Eastern Cape Wild Coast, South Africa. We collected data from a survey carried out using a structured, selfadministered questionnaire. We analyzed 67 completed questionnaires, of which 60 respondents (89.5% indicated that they would be interested in viewing otters and would be prepared to pay an extra fee, over and above the normal entrance fees, for a trained guide to show them otters. The remaining 7 (10.4% respondents indicated that they would reconsider and pay if this would create jobs for members of the local community. Most (98.4% and 91.8% of the respondents also indicated that they would still pay even if there was only a 50% or 25% chance of seeing otters. Most of the respondents were willing to pay either less than R50.00 (ca US$8.00 or R50.00-R100.00 to view otters regardless of the chances of seeing them. We conclude from our results that otters do have the potential to increase ecotourism in the area, and also to contribute financially to the poverty stricken local Dwesa community.

38 CFR 3.654 - Active service pay.

Science.gov (United States)

2010-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 1 2010-07-01 2010-07-01 false Active service pay. 3.654..., Compensation, and Dependency and Indemnity Compensation Adjustments and Resumptions § 3.654 Active service pay. (a) General. Pension, compensation, or retirement pay will be discontinued under the circumstances...

5 CFR 531.603 - Locality pay areas.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Locality pay areas. 531.603 Section 531.603 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER THE GENERAL SCHEDULE Locality-Based Comparability Payments § 531.603 Locality pay areas. (a) Locality rates of...

Pay equity, minimum wage and equality at work

OpenAIRE

Rubery, Jill

2003-01-01

Reviews the underlying causes of pay discrimination embedded within the organization of the labour market and structures of pay and reward. Discusses the need to focus on pay equity as part of a general strategy of promoting equity and decent work and examines the case for using minimum wage policies in comparison to more targeted equal pay policies to reduce gender pay equity. Identifies potential obstacles to or support for such policies and describes experiences of the use of minimum wages...

Net Pay Estimator | Alaska Division of Retirement and Benefits

Science.gov (United States)

Benefits > Net Pay Estimator Online Counselor Scheduler Empower Retirement Account Info Online myRnB Accessibility Net Pay Estimator Click here for the Retiree Net Pay Estimator? The net pay estimator is a useful tool to estimate your net pay under different salaries, federal withholding tax exemptions, and

Achieving equal pay for comparable worth through arbitration.

Science.gov (United States)

Wisniewski, S C

1982-01-01

Traditional "women's jobs" often pay relatively low wages because of the effects of institutionalized stereotypes concerning women and their role in the work place. One way of dealing with sex discrimination that results in job segregation is to narrow the existing wage differential between "men's jobs" and "women's jobs." Where the jobs are dissimilar on their face, this narrowing of pay differences involves implementing the concept of "equal pay for jobs of comparable worth." Some time in the future, far-reaching, perhaps even industrywide, reductions in male-female pay differentials may be achieved by pursuing legal remedies based on equal pay for comparable worth. However, as the author demonstrates, immediate, albeit more limited, relief for sex-based pay inequities found in specific work places can be obtained by implementing equal pay for jobs of comparable worth through the collective bargaining and arbitration processes.

An Alternative Approach to Preservice Police Training: Combining Training and Education Learning Outcomes

Science.gov (United States)

Martin, Richard H.

2014-01-01

Many states offer police and corrections officer certification through state approved police basic training, either after hire (in-service) or before hire (preservice). Only large agencies conduct their own basic training academies after being hired. The trend is to save money through preservice training offered by colleges. This especially…

5 CFR 304.104 - Determining rate of pay.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Determining rate of pay. 304.104 Section... CONSULTANT APPOINTMENTS § 304.104 Determining rate of pay. (a) The rate of basic pay for experts and... appropriate rate of basic pay on an hourly or daily basis, subject to the limitations described in section 304...

12 CFR 268.202 - Equal Pay Act.

Science.gov (United States)

2010-01-01

... 12 Banks and Banking 3 2010-01-01 2010-01-01 false Equal Pay Act. 268.202 Section 268.202 Banks... REGARDING EQUAL OPPORTUNITY Provisions Applicable to Particular Complaints § 268.202 Equal Pay Act. Complaints alleging violations of the Equal Pay Act shall be processed under this part. ...

The Gender Pay Gap

OpenAIRE

Alan Manning

2006-01-01

Empirical research on gender pay gaps has traditionally focused on the role of gender-specific factors, particularly gender differences in qualifications and differences in the treatment of otherwise equally qualified male and female workers (i.e., labor market discrimination). This paper explores the determinants of the gender pay gap and argues for the importance of an additional factor, wage structure, the array of prices set for labor market skills and the rewards received for employment ...

The Effects of Introducing Advertising in Pay TV: A Model of Asymmetric Competition between Pay TV and Free TV

OpenAIRE

Helmut Dietl; Markus Lang; Panlang Lin

2012-01-01

This paper develops a theoretical model of asymmetric competition between a pay TV and a free TV broadcaster. Our model shows that the pay TV broadcaster has incentives to place advertising on its channel if the marginal return on advertising exceeds the viewers' disutility from advertising. In this case, however, the pay TV advertising level is always below the corresponding level on free TV. The pay TV advertising level can increase with a higher viewer disutility from advertising but the p...

5 CFR 532.507 - Pay for holiday work.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Pay for holiday work. 532.507 Section 532... SYSTEMS Premium Pay and Differentials § 532.507 Pay for holiday work. (a) An employee who is entitled to holiday premium pay and who performs work on a holiday which is not overtime work shall be paid the...

29 CFR 1450.23 - Deduction from pay.

Science.gov (United States)

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Deduction from pay. 1450.23 Section 1450.23 Labor... OWED THE UNITED STATES Salary Offset § 1450.23 Deduction from pay. (a) Deduction by salary offset, from an employee's current disposable pay, shall be subject to the following conditions: (1) Ordinarily...

5 CFR 9701.342 - Performance pay increases.

Science.gov (United States)

2010-01-01

... increases, the Secretary or designee must take into account the average value of within-grade and quality... pay pool controls to allocate pay increases based on performance points that are directly linked to... function of the amount of money in the performance pay pool, the relative point value placed on ratings...

41 CFR 301-54.2 - What is disposable pay?

Science.gov (United States)

2010-07-01

... 41 Public Contracts and Property Management 4 2010-07-01 2010-07-01 false What is disposable pay... BILLED TRAVEL CHARGE CARD General Rules § 301-54.2 What is disposable pay? Disposable pay is your..., etc. Deductions may be made from any type of pay you receive from your agency, e.g., basic pay...

Lithuanian Publisher’s Needs for Training

Directory of Open Access Journals (Sweden)

Arūnas Gudinavičius

2016-12-01

Full Text Available The survey on the training and professional development needs of Lithuanian publishers was designed and conducted. The pilot research showed that publishers in Lithuania have an interest in professional training. According to the results, the need for training among the employees of Lithuanian publishing houses depends on the previous training experience: the more training courses the employee had before, the greater need for training he/she expresses. 82% of publishing house employees from four different fields agreed and strongly agreed on the need for training. Very few employees would like to pay for training by themselves. The identified need for training appears to reflect the nature of the problems encountered in the publishing field in Lithuania: Copyright, Law & Rights is the most wanted training topic among managing directors. The list of preferred topics for training can be used as the grounds for creating a supply of publishing training courses.

29 CFR 1614.202 - Equal Pay Act.

Science.gov (United States)

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Equal Pay Act. 1614.202 Section 1614.202 Labor Regulations... OPPORTUNITY Provisions Applicable to Particular Complaints § 1614.202 Equal Pay Act. (a) In its enforcement of the Equal Pay Act, the Commission has the authority to investigate an agency's employment practices on...

22 CFR 512.22 - Deduction from pay.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Deduction from pay. 512.22 Section 512.22... 1982 Salary Offset § 512.22 Deduction from pay. (a) Deduction by salary offset, from an employee's disposable current pay, shall be subject to the following circumstances: (1) When funds are available, the...

44 CFR 354.7 - Failure to pay.

Science.gov (United States)

2010-10-01

... 44 Emergency Management and Assistance 1 2010-10-01 2010-10-01 false Failure to pay. 354.7 Section 354.7 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND... PROGRAM § 354.7 Failure to pay. Where a licensee fails to pay a prescribed fee required under this part...

27 CFR 70.103 - Failure to pay tax.

Science.gov (United States)

2010-04-01

... 27 Alcohol, Tobacco Products and Firearms 2 2010-04-01 2010-04-01 false Failure to pay tax. 70.103... § 70.103 Failure to pay tax. Whoever fails to pay any tax imposed by Part I of Subchapter A of Chapter... penalty of 5 percent of the tax due but unpaid. For additional penalties for failure to pay tax, see 27...

[Alternative medicine: really an alternative to academic medicine?].

Science.gov (United States)

Happle, R

2000-06-01

Numerous courses on alternative medicine are regularly advertised in Deutsches Arzteblatt, the organ of the German Medical Association. The present German legislation likewise supports this form of medicine, and this explains why Iscador, an extract of the mistletoe, is found in the Rote Liste, a directory of commercially available medical drugs, under the heading "cytostatic and antimetastatic drugs" although such beneficial effect is unproven. To give another example, a German health insurance fund was sentenced to pay for acupuncture as a treatment for hepatic failure. This judgement is characteristic of the present German judicial system and represents a victory of "oracling irrationalism" (Popper). The astonishing popularity of alternative medicine can be explained by a revival of romanticism. An intellectually fair opposite position has been delineated by Karl Popper in the form of critical rationalism. It is important to realize, however, that our decision to adhere to rational thinking is made in the innermost depth of our heart but not on the basis of rational arguing. Rather, the decision in favor of reason has a moral dimension.

Public sector pay in the UK

OpenAIRE

Cribb, Jonathan; Emmerson, Carl; Sibieta, Luke

2014-01-01

This report looks at trends in public sector pay and compares these with what has been happening in the private sector. We start by analysing the overall levels of public and private sector pay, including how they have evolved over recent years and the differences after accounting for the different composition of the public and private sector workforces. We then examine how the difference between pay in the public and private sector varies across different groups of workers and areas of the c...

Teacher Pay and Teacher Aptitude

Science.gov (United States)

Leigh, Andrew

2012-01-01

Can changes in teacher pay encourage more able individuals to enter the teaching profession? So far, studies of the impact of pay on the aptitude distribution of teachers have provided mixed evidence on the extent to which altering teacher salaries represents a feasible solution to the teacher quality problem. One possible reason is that these…

44 CFR 353.7 - Failure to pay.

Science.gov (United States)

2010-10-01

... 44 Emergency Management and Assistance 1 2010-10-01 2010-10-01 false Failure to pay. 353.7 Section... LICENSEE RADIOLOGICAL EMERGENCY PLANS AND PREPAREDNESS § 353.7 Failure to pay. In any case where there is a dispute over the FEMA bill or where FEMA finds that a licensee has failed to pay a prescribed fee required...

40 CFR 66.61 - Duty to pay.

Science.gov (United States)

2010-07-01

... 40 Protection of Environment 15 2010-07-01 2010-07-01 false Duty to pay. 66.61 Section 66.61... COLLECTION OF NONCOMPLIANCE PENALTIES BY EPA Payment § 66.61 Duty to pay. (a) Except where the owner or... who submits a petition pursuant to § 66.52 shall pay the penalty amount calculated by the owner or...

Social Comparison of Pay and Inequity Theory.

Science.gov (United States)

Judd, Ben

Inequity theory differs from social exchange theory in its analysis of a worker's reaction to pay by asserting that effects on work performance caused by high or low pay are due to social comparison of fairness rather than principles of direct exchange, such as reciprocity and power. The present experiment held piece-rate pay constant at two…

Acceptability of, and willingness to pay for, community health insurance in rural India.

Science.gov (United States)

Jain, Ankit; Swetha, Selva; Johar, Zeena; Raghavan, Ramesh

2014-09-01

To understand the acceptability of, and willingness to pay for, community health insurance coverage among residents of rural India. We conducted a mixed methods study of 33 respondents located in 8 villages in southern India. Interview domains focused on health-seeking behaviors of the family for primary healthcare, household expenditures on primary healthcare, interest in pre-paid health insurance, and willingness to pay for such a product. Most respondents reported that they would seek care only when symptoms were manifest; only 6 respondents recognized the importance of preventative services. None reported impoverishment due to health expenditures. Few viewed health insurance as necessary either because they did not wish to be early adopters, because they had alternate sources of financial support, or because of concerns with the design of insurance coverage or the provider. Those who were interested reported being willing to pay Rs. 1500 ($27) as the modal annual insurance premium. Penetration of community health insurance programs in rural India will require education of the consumer base, careful attention to premium rate setting, and deeper understanding of social networks that may act as financial substitutes for health insurance. Copyright © 2013 Ministry of Health, Saudi Arabia. Published by Elsevier Ltd. All rights reserved.

Teachers' Perceptions of Merit Pay

Science.gov (United States)

Jackson, Vanessa; Langheinrich, Cornelia; Loth, Dan

2012-01-01

The purpose of the study is to show the various perceptions teachers have on merit pay. This research was designed to examine the perceptions and attitudes of teachers towards the idea of performance based pay. This topic has been an ongoing battle within school systems since the 1800s. The participants in this study were teachers from the state…

Relative pay and job satisfaction: some new evidence

OpenAIRE

Nguyen, Anh; Taylor, Jim; Bradley, Steve

2003-01-01

This paper investigates the determinants of job satisfaction using data from the National Educational Longitudinal Study. The determinants of interest include actual pay, relative pay, hours of work, job autonomy and several personal characteristics. We also investigate the determinants of satisfaction with pay conditional on a worker's satisfaction with other domains of job satisfaction, such as satisfaction with job security. We find that relative pay is statistically significant but that i...

Identifying the factors affecting the willingness to pay for fuel-efficient vehicles in Turkey: A case of hybrids

International Nuclear Information System (INIS)

Erdem, Cumhur; Sentuerk, Ismail; Simsek, Tuerker

2010-01-01

This paper aims to determine the factors that have an impact on the consumers' willingness to pay a premium for hybrid automobiles in Turkey. A web-based random survey was conducted in different regions of Turkey. A questionnaire was administered to 1983 participants in January-March of 2009. The questionnaire was prepared by taking the issues raised in various sources into account. An ordered Probit model was used to meet the objective. Results show that variables such as income, gender, education, concerns about global warming, number of automobiles, importance of automobile performance, risk preference, attitude toward the alternative energy sources have an impact on the consumers' willingness to pay a premium for hybrids. Findings suggest that consumers who have high income, higher educational level, and concerns about the global warming are more likely to pay a premium for hybrids. This study is expected to make important contributions to the current literature related to the consumers' willingness to pay for hybrids by providing a research study from a developing country's perspective. Results of this study also make important contributions to the policy and decision makers, environmental groups and automotive industry.

Identifying the factors affecting the willingness to pay for fuel-efficient vehicles in Turkey: A case of hybrids

Energy Technology Data Exchange (ETDEWEB)

Erdem, Cumhur, E-mail: buguk@gop.edu.t [Department of Economics Faculty of Economics and Administrative Sciences, Gaziosmanpasa University, Tokat 60200 (Turkey); Sentuerk, Ismail, E-mail: ismailsenturk@gop.edu.t [Department of Economics Faculty of Economics and Administrative Sciences, Gaziosmanpasa University, Tokat 60200 (Turkey); Simsek, Tuerker, E-mail: turkersimsek@gop.edu.t [Department of Economics Faculty of Economics and Administrative Sciences, Gaziosmanpasa University, Tokat 60200 (Turkey)

2010-06-15

This paper aims to determine the factors that have an impact on the consumers' willingness to pay a premium for hybrid automobiles in Turkey. A web-based random survey was conducted in different regions of Turkey. A questionnaire was administered to 1983 participants in January-March of 2009. The questionnaire was prepared by taking the issues raised in various sources into account. An ordered Probit model was used to meet the objective. Results show that variables such as income, gender, education, concerns about global warming, number of automobiles, importance of automobile performance, risk preference, attitude toward the alternative energy sources have an impact on the consumers' willingness to pay a premium for hybrids. Findings suggest that consumers who have high income, higher educational level, and concerns about the global warming are more likely to pay a premium for hybrids. This study is expected to make important contributions to the current literature related to the consumers' willingness to pay for hybrids by providing a research study from a developing country's perspective. Results of this study also make important contributions to the policy and decision makers, environmental groups and automotive industry.

Identifying the factors affecting the willingness to pay for fuel-efficient vehicles in Turkey. A case of hybrids

Energy Technology Data Exchange (ETDEWEB)

Erdem, Cumhur; Sentuerk, Ismail; Simsek, Tuerker [Department of Economics Faculty of Economics and Administrative Sciences, Gaziosmanpasa University, Tokat 60200 (Turkey)

2010-06-15

This paper aims to determine the factors that have an impact on the consumers' willingness to pay a premium for hybrid automobiles in Turkey. A web-based random survey was conducted in different regions of Turkey. A questionnaire was administered to 1983 participants in January-March of 2009. The questionnaire was prepared by taking the issues raised in various sources into account. An ordered Probit model was used to meet the objective. Results show that variables such as income, gender, education, concerns about global warming, number of automobiles, importance of automobile performance, risk preference, attitude toward the alternative energy sources have an impact on the consumers' willingness to pay a premium for hybrids. Findings suggest that consumers who have high income, higher educational level, and concerns about the global warming are more likely to pay a premium for hybrids. This study is expected to make important contributions to the current literature related to the consumers' willingness to pay for hybrids by providing a research study from a developing country's perspective. Results of this study also make important contributions to the policy and decision makers, environmental groups and automotive industry. (author)

Report on Wellesley Conference on Equal Pay and Equal Opportunity Policy in the United States, Canada, and Western Europe.

Science.gov (United States)

Ratner, Ronnie Steinberg

After a brief discussion of conference background and structure, these proceedings identify and summarize equal pay and employment policy issues discussed at a four-day working conference of sixty-five people from twelve advanced industrialized countries. Focus is on progress to date and alternative strategies for implementing policies. Strategies…

75 FR 81817 - Adjustments of Certain Rates of Pay

Science.gov (United States)

2010-12-29

... Order 13561 of December 22, 2010 Adjustments of Certain Rates of Pay By the authority vested in me as..., it is hereby ordered as follows: Section 1. Statutory Pay Systems. Pursuant to the Continuing... ``Continuing Appropriations Act''), the rates of basic pay or salaries of the statutory pay systems (as defined...

41 CFR 301-76.2 - What is disposable pay?

Science.gov (United States)

2010-07-01

... 41 Public Contracts and Property Management 4 2010-07-01 2010-07-01 false What is disposable pay... What is disposable pay? Disposable pay is the part of the employee's compensation remaining after the... deductions such as savings bonds, charitable contributions, etc. Deductions may be made from any type of pay...

Performance Pay and Teacher Motivation: Separating Myth from Reality

Science.gov (United States)

Hulleman, Chris S.; Barron, Kenneth E.

2010-01-01

This article draws on research from outside of education to evaluate some common myths about performance pay and to consider future directions for designing and evaluating performance pay systems in K-12 education. The five common myths surrounding performance pay include: (1) Performance pay systems improve performance; (2) Performance pay…

5 CFR 550.131 - Authorization of pay for holiday work.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Authorization of pay for holiday work... REGULATIONS PAY ADMINISTRATION (GENERAL) Premium Pay Pay for Holiday Work § 550.131 Authorization of pay for holiday work. (a) Except as otherwise provided in this subpart, an employee who performs holiday work is...

Comparison of instructor-led automated external defibrillation training and three alternative DVD-based training methods

NARCIS (Netherlands)

de Vries, Wiebe; Turner, Nigel M.; Monsieurs, Koenraad G.; Bierens, Joost J. L. M.; Koster, Rudolph W.

2010-01-01

Background: Self-directed BLS-training, using a personal training manikin with video has been shown to be as effective as instructor-led training. This has not previously been investigated for AED-training. Materials and methods: This prospective, randomized study with a non-inferiority design

Pay Dispersion and Performance in Teams

DEFF Research Database (Denmark)

Bucciol, Alessandro; Foss, Nicolai J; Piovesan, Marco

2014-01-01

Extant research offers conflicting predictions about the effect of pay dispersion on team performance. We collected a unique dataset from the Italian soccer league to study the effect of intra-firm pay dispersion on team performance, under different definitions of what constitutes a "team". This ...

Pay Equity Act, 17 May 1988.

Science.gov (United States)

1988-01-01

This document contains major provisions of the 1988 Pay Equity Act of Prince Edward Island, Canada. (Nova Scotia enacted similar legislation in 1988.) This act defines "female-dominated class" or "male-dominated class" as a class with 60% or more female or male incumbents, respectively. The objective of this act is to achieve pay equity among public sector employers and employees by identifying systemic gender discrimination through a comparison of the relative wages and value of the work performed by female- and male-dominated classes. The value of work is to be determined by considering the skill, effort, and responsibility required by the work as well as the conditions under which it is performed. A difference in wages between a female- and male-dominated class performing work of equal or comparable value can be justified by a formal performance appraisal system or formal seniority system that does not discriminate on the basis of gender or by a skills shortage which requires a temporary inflation in wages to attract workers for a certain position. No wages shall be reduced to implement pay equity. Implementation of pay equity will include the work of bargaining agents to achieve agreement on salient points. Pay equity may be implemented in four stages over a period of 24 months.

5 CFR 534.504 - Annual adjustment in pay.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Annual adjustment in pay. 534.504 Section 534.504 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Senior-Level and Scientific and Professional Positions § 534.504 Annual adjustment...

75 FR 21155 - National Equal Pay Day, 2010

Science.gov (United States)

2010-04-23

..., helps women achieve wage fairness. This law brings us closer to ending pay disparities based on gender... Enforcement Task Force to bolster enforcement of pay discrimination laws, making sure women get equal pay for... America A Proclamation Throughout our Nation's history, extraordinary women have broken barriers to...

5 CFR 930.205 - Administrative law judge pay system.

Science.gov (United States)

2010-01-01

... paragraph (a)(1) of this section. Such adjustments take effect on the 1st day of the first pay period... basic pay that equals or exceeds the applicant's highest previous Federal rate of basic pay, not to... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Administrative law judge pay system. 930...

Weighing the Risks of Nuclear Energy and Climate Change: Trust in Different Information Sources, Perceived Risks, and Willingness to Pay for Alternatives to Nuclear Power.

Science.gov (United States)

Vainio, Annukka; Paloniemi, Riikka; Varho, Vilja

2017-03-01

We examined how individuals perceive nuclear energy in the context of climate change mitigation and how their perceptions are associated with trust in different risk information sources. We analyzed the interrelationships between trust, perceived risk of nuclear power, climate change concern, perception of nuclear energy as an acceptable way to mitigate climate change, and willingness to pay (WTP) for alternatives to nuclear power. A nationwide survey (N = 967) collected in Finland was analyzed with structural equation modeling. The associations between trust and perceived risk of nuclear power, climate change concern, and perception of nuclear power as a way to mitigate climate change varied by the type of information source. Political party support and other background variables were associated with trust in different information sources. The effect of trust in information sources on WTP was mediated by perceived risks and benefits. The results will increase our understanding of how individuals perceive nuclear energy as a way to cut CO 2 emissions and the role of trust in different information sources in shaping nuclear risk perceptions and energy choices. © 2016 Society for Risk Analysis.

Animal welfare versus food quality: factors influencing organic consumers' preferences for alternatives to piglet castration without anaesthesia.

Science.gov (United States)

Heid, Astrid; Hamm, Ulrich

2013-10-01

Surgical piglet castration without pain relief has been banned in organic farming in the EU since the beginning of 2012. Alternative methods therefore need to be implemented that improve animal welfare and solve the underlying problem of boar taint. This paper explores German organic consumers' preferences for piglet castration without pain relief and three alternative methods. In an innovative approach using a multi-criteria decision making procedure, qualitative data from focus group discussions were compared with quantitative results from Vickrey auctions. Overall, participants preferred all alternatives to castration without pain relief. Different aspects influenced willingness-to-pay for the methods. Animal welfare was important for the evaluation of castration without pain relief and castration with anaesthesia. Food safety played a major role for willingness-to-pay for immunocastration, while taste and, to some extent, animal welfare were dominant factors for fattening of boars. These differences should be considered when communicating the alternatives. Copyright © 2013 Elsevier Ltd. All rights reserved.

20 CFR 404.1044 - Vacation pay.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Vacation pay. 404.1044 Section 404.1044 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1044 Vacation pay. We consider...

77 FR 70381 - General Schedule Locality Pay Areas

Science.gov (United States)

2012-11-26

... 3206-AM51 General Schedule Locality Pay Areas AGENCY: U.S. Office of Personnel Management. ACTION: Proposed rule with request for comments. SUMMARY: On behalf of the President's Pay Agent, the Office of Personnel Management is issuing proposed regulations to tie the metropolitan area portion of locality pay...

5 CFR 534.406 - Conversion to the SES pay system.

Science.gov (United States)

2010-01-01

... to the SES pay system. (a) On the first day of the first applicable pay period beginning on or after... rate of basic pay that is equal to the employee's rate of basic pay, plus any applicable locality-based... first day of the first applicable pay period beginning on or after January 1, 2004. If an SES member's...

Interactive video instruction - Establishing a positive alternative

International Nuclear Information System (INIS)

Schillinger, F.J.; McCulloch, B.P.

1991-01-01

This paper discusses The New York Power Authority's (NYPA's) efforts to establish and implement a viable interactive video instruction program to provide an alternative to traditional instructor-led classroom training. The NYPA training department was looking for alternative methods of providing adequate training for a new apprenticeship program being developed for its nonnuclear plant employees. They were also looking for another way to provide cost-effective basic computer training for an ever-increasing number of company computer users. Interactive video instruction was selected because it offered an interesting and fresh approach to self-paced learning. The paper describes problems associated with startup, implementation, and administration, benefits expected, and obtaining college accreditation

Who needs cream and sugar when there is eco-labeling? Taste and willingness to pay for "eco-friendly" coffee.

Science.gov (United States)

Sörqvist, Patrik; Hedblom, Daniel; Holmgren, Mattias; Haga, Andreas; Langeborg, Linda; Nöstl, Anatole; Kågström, Jonas

2013-01-01

Participants tasted two cups of coffee, decided which they preferred, and then rated each coffee. They were told (in lure) that one of the cups contained "eco-friendly" coffee while the other did not, although the two cups contained identical coffee. In Experiments 1 and 3, but not in Experiment 2, the participants were also told which cup contained which type of coffee before they tasted. The participants preferred the taste of, and were willing to pay more for, the "eco-friendly" coffee, at least those who scored high on a questionnaire on attitudes toward sustainable consumer behavior (Experiment 1). High sustainability consumers were also willing to pay more for "eco-friendly" coffee, even when they were told, after their decision, that they preferred the non-labeled alternative (Experiment 2). Moreover, the eco-label effect does not appear to be a consequence of social desirability, as participants were just as biased when reporting the taste estimates and willingness to pay anonymously (Experiment 3). Eco labels not only promote a willingness to pay more for the product but also lead to a more favorable perceptual experience of it.

Who needs cream and sugar when there is eco-labeling? Taste and willingness to pay for "eco-friendly" coffee.

Directory of Open Access Journals (Sweden)

Patrik Sörqvist

Full Text Available Participants tasted two cups of coffee, decided which they preferred, and then rated each coffee. They were told (in lure that one of the cups contained "eco-friendly" coffee while the other did not, although the two cups contained identical coffee. In Experiments 1 and 3, but not in Experiment 2, the participants were also told which cup contained which type of coffee before they tasted. The participants preferred the taste of, and were willing to pay more for, the "eco-friendly" coffee, at least those who scored high on a questionnaire on attitudes toward sustainable consumer behavior (Experiment 1. High sustainability consumers were also willing to pay more for "eco-friendly" coffee, even when they were told, after their decision, that they preferred the non-labeled alternative (Experiment 2. Moreover, the eco-label effect does not appear to be a consequence of social desirability, as participants were just as biased when reporting the taste estimates and willingness to pay anonymously (Experiment 3. Eco labels not only promote a willingness to pay more for the product but also lead to a more favorable perceptual experience of it.

20 CFR 211.11 - Miscellaneous pay.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Miscellaneous pay. 211.11 Section 211.11 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT CREDITABLE RAILROAD COMPENSATION § 211.11 Miscellaneous pay. Any payment made to an employee by an employer which is...

20 CFR 404.1805 - Paying benefits.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Paying benefits. 404.1805 Section 404.1805 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Payment Procedures § 404.1805 Paying benefits. (a) As soon as possible after we have made a determination...

5 CFR 550.172 - Relation to overtime, night, and holiday pay.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Relation to overtime, night, and holiday..., and holiday pay. Premium pay for Sunday work is in addition to premium pay for holiday work, overtime... used to compute the pay for holiday work, overtime pay, or night pay differential. Law Enforcement...

Joan Robinson Meets Harold Hotelling: A Dyopsonistic Explanation of the Gender Pay Gap

OpenAIRE

Boris Hirsch

2007-01-01

This paper presents an alternative explanation of the gender pay gap resting on a simple Hotelling-style dyopsony model of the labor market. Since there are only two employers equally productive women and men have to commute and face travel cost to do so. We assume that a fraction of the women have higher travel cost, e.g., due to more domestic responsibilities. Employers exploit that women are less inclined to commute to their competitor and offer lower wages to women. Since women's labor su...

Analysis of alternative transportation methods for radioactive materials shipments including the use of special trains for spent fuel and wastes

International Nuclear Information System (INIS)

Smith, D.R.; Luna, R.E.; Taylor, J.M.

1978-01-01

Two studies were completed which evaluate the environmental impact of radioactive material transport. The first was a generic study which evaluated all radioactive materials and all transportation modes; the second addressed spent fuel and fuel-cycle wastes shipped by truck, rail and barge. A portion of each of those studies dealing with the change in impact resulting from alternative shipping methods is presented in this paper. Alternatives evaluated in each study were mode shifts, operational constraints, and, in generic case, changes in material properties and package capabilities. Data for the analyses were obtained from a shipper survey and from projections of shipments that would occur in an equilibrium fuel cycle supporting one hundred 1000-MW(e) reactors. Population exposures were deduced from point source radiation formulae using separation distances derived for scenarios appropriate to each shipping mode and to each exposed population group. Fourteen alternatives were investigated for the generic impact case. All showed relatively minor changes in the overall radiological impact. Since the radioactive material transport is estimated to be fewer than 3 latent cancer fatalities (LCF) for each shipment year (compared to some 300,000 yearly cancer fatalities or 5000 LCF's calculated for background radiation using the same radiological effects model), a 15% decrease caused by shifting from passenger air to cargo air is a relatively small effect. Eleven alternatives were considered for the fuel cycle/special train study, but only one produced a reduction in total special train baseline LCF's (.047) that was larger than 5%

78 FR 80451 - Adjustments of Certain Rates of Pay

Science.gov (United States)

2013-12-31

... of Pay By the authority vested in me as President by the Constitution and the laws of the United States of America, it is hereby ordered as follows: Section 1. Statutory Pay Systems. The rates of basic pay or salaries of the statutory pay systems (as defined in 5 U.S.C. 5302(1)), as adjusted under 5 U.S...

38 CFR 3.754 - Emergency officers' retirement pay.

Science.gov (United States)

2010-07-01

...' retirement pay. 3.754 Section 3.754 Pensions, Bonuses, and Veterans' Relief DEPARTMENT OF VETERANS AFFAIRS... officers' retirement pay. A retired emergency officer of World War I has basic eligibility to retirement pay by the Department of Veterans Affairs under Pub. L. 87-875 (sec. 11(b), Pub. L. 85-857) from date...

29 CFR 778.409 - Provision for overtime pay.

Science.gov (United States)

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Provision for overtime pay. 778.409 Section 778.409 Labor... Regular Rate Principles Guaranteed Compensation Which Includes Overtime Pay § 778.409 Provision for overtime pay. The section 7(f) contract must provide for compensation at not less than one and one-half...

Tackling the take-or-pay problem

International Nuclear Information System (INIS)

Jackson, Kim.

1997-01-01

Centrica, the gas sales, trading and services company previously part of British Gas plc, has renegotiated a number of its take-or-pay contracts with North Sea gas producers since the end of 1996. The contracts - a legacy of the British Gas monopoly era - had placed an increasing financial burden on the company as it was effectively forced to pay above-market prices for gas which it did not always want to take, while trying to remain competitive in a market where an ever growing number of independent gas suppliers were offering low-cost supplies. The author looks at how Centrica has tackled its take-or-pay problem. (author)

20 CFR 211.4 - Vacation pay.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Vacation pay. 211.4 Section 211.4 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT CREDITABLE RAILROAD COMPENSATION § 211.4 Vacation pay. Payments made to an employee with respect to vacation or holidays shall be...

The Polluter Pay Principle and the damage done: controversies for sustainable development

Directory of Open Access Journals (Sweden)

Emaculate INGWANI

2010-06-01

Full Text Available In search for equity at the Rio summit, it was suggested that in case of pollution or any other environmentally negative effect, the costs are inflicted on the responsible agents to pay for the rectification. The Polluter Pay Principle (PPP has since then been touted as a useful environmental management tool that makes provisions for innovative penalties seeking to place the burden of environmental pollution control on those that abuse the environment. Despite such euphoria, the results on the ground have been appalling. In this analysis we question the practical utility of the PPP viz avis the deteriorating environmental fabric of many nations. The analysis reveals that it is cheaper for many individuals, organizations or even countries to pollute the environment and pay a fine than to install systems that require the constant monitoring of the environment. Emphasis of the PPP is misplaced as it focuses on curing damages and not on the process that brings the environmental problems to a halt. Its implementation is further constrained by the difficulty associated with placing a price tag on environment parameters. We recommend a proactive alternative to PPP that emphasize on preventative measures through environmental education. The success of such a management strategy is however not spontaneous as it needs to be rooted upon an effective system of values, institutions, attitudes, personal commitment, self confidence and active participation of all individuals in managing and detecting environmental problems that affect them.

5 CFR 531.214 - Setting pay upon promotion.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Setting pay upon promotion. 531.214... Changes § 531.214 Setting pay upon promotion. (a) General. An agency must set an employee's payable rate of basic pay upon promotion following the rules in this section, consistent with 5 U.S.C. 5334(b...

78 FR 21811 - National Equal Pay Day, 2013

Science.gov (United States)

2013-04-11

..., 2013 National Equal Pay Day, 2013 By the President of the United States of America A Proclamation Over... of the United States, do hereby proclaim April 9, 2013, as National Equal Pay Day. I call upon all... Vol. 78 Thursday, No. 70 April 11, 2013 Part V The President Proclamation 8955--National Equal Pay...

30 CFR 285.508 - What rent payments must I pay on ROW grants or RUE grants associated with renewable energy projects?

Science.gov (United States)

2010-07-01

... RUE grants associated with renewable energy projects? 285.508 Section 285.508 Mineral Resources MINERALS MANAGEMENT SERVICE, DEPARTMENT OF THE INTERIOR OFFSHORE RENEWABLE ENERGY ALTERNATE USES OF... § 285.508 What rent payments must I pay on ROW grants or RUE grants associated with renewable energy...

Merit Pay and the Music Teacher

Science.gov (United States)

Elpus, Kenneth

2011-01-01

Current proponents of education reform are at present seeking to fundamentally change the system of teacher compensation by eliminating the traditional single salary schedule and instituting a merit pay system that directly links teacher pay to student achievement. To date, the scholarly literature in music education has been silent on the subject…

User Fees in General Practice: Willingness to Pay and Potential Substitution Patterns-Results from a Danish GP Patient Survey.

Science.gov (United States)

Kronborg, Christian; Pedersen, Line Bjørnskov; Fournaise, Anders; Kronborg, Christel Nøhr

2017-10-01

Increases in public expenditures to general practitioner (GP) services and specialist care have spurred debate over whether to implement user fees for healthcare services such as GP consultations in Denmark. The objective of this study was to examine Danish patients' attitudes towards user fees and their willingness to pay (WTP) for a consultation, and to investigate how user charges may impact patients' behaviour. A questionnaire survey was conducted in a GP clinic. A total of 343 individual persons answered the questionnaire. One hundred and seventy (50%) persons were not willing to pay for a consultation. Among patients reporting positive WTP values, the mean WTP was 137 (standard deviation 140) Danish kroner (DKK). Patients who were 65 years old or older were more likely to be willing to pay for a GP consultation than patients under the age of 65 years. Furthermore, patients with a personal annual income of more than 200,000 DKK were more likely to be willing to pay for a consultation than other income groups. With respect to patients with a positive WTP value, their own assessment of the seriousness of the consultation and their self-assessed health influenced the amount they would be willing to pay. Finally, we observed a stated willingness to substitute GP consultations with alternatives that are free of charge. About half of the patients with an appointment for a GP consultation are willing to pay for the consultation. User charges may potentially influence the patients' behaviour. ClinicalTrials.gov NCT01784731.

36 CFR 1202.52 - How do I pay?

Science.gov (United States)

2010-07-01

... 36 Parks, Forests, and Public Property 3 2010-07-01 2010-07-01 false How do I pay? 1202.52 Section... REGULATIONS IMPLEMENTING THE PRIVACY ACT OF 1974 Individual Access to Records § 1202.52 How do I pay? You must pay by check or money order. Make your check or money order payable to the National Archives and...

27 CFR 70.97 - Failure to pay tax.

Science.gov (United States)

2010-04-01

... 27 Alcohol, Tobacco Products and Firearms 2 2010-04-01 2010-04-01 false Failure to pay tax. 70.97... § 70.97 Failure to pay tax. (a) Negligence—(1) General. If any part of any underpayment (as defined in... section 6651 of the Internal Revenue Code (relating to failure to file such return or pay tax) shall be...

49 CFR 92.21 - Deduction from pay.

Science.gov (United States)

2010-10-01

... salary offset may be made, the chief of the accounting or finance office of the paying DOT operating... accounting or finance office of the paying DOT operating element before collection of the indebtedness by...

Equal pay by gender and by nationality: a comparative analysis of Switzerland's unequal equal pay policy regimes across time

OpenAIRE

Erne, Roland; Imboden, Natalie

2017-01-01

What explains the adoption of two different policies on equal pay by gender (EPG) and by nationality (EPN) in Switzerland? And why is the liberal, litigation-based, equal pay policy regime set up by the Gender Equality Act of 1996 much less effective than the neocorporatist ‘accompanying measures’ to the Bilateral European Union–Switzerland Agreement on Free Movement of Persons adopted in 1999 to ensure equal pay for workers of different national origins? The formation of two different policy...

20 CFR 1002.263 - Does the employee pay interest when he or she makes up missed contributions or elective deferrals?

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Does the employee pay interest when he or she makes up missed contributions or elective deferrals? 1002.263 Section 1002.263 Employees' Benefits OFFICE OF THE ASSISTANT SECRETARY FOR VETERANS' EMPLOYMENT AND TRAINING SERVICE, DEPARTMENT OF LABOR REGULATIONS UNDER THE UNIFORMED SERVICES...

28 CFR 545.22 - Institution work and performance pay committee.

Science.gov (United States)

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Institution work and performance pay... INSTITUTIONAL MANAGEMENT WORK AND COMPENSATION Inmate Work and Performance Pay Program § 545.22 Institution work... Institution Inmate Work and Performance Pay Committee to administer the institution's work and performance pay...

29 CFR 778.221 - “Call-back” pay.

Science.gov (United States)

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false âCall-backâ pay. 778.221 Section 778.221 Labor Regulations...Regular Rateâ Payments Not for Hours Worked § 778.221 “Call-back” pay. (a) General. In the interest of... payments consist of a specified number of hours' pay at the applicable straight time or overtime rates...

29 CFR 70.42 - Consent to Pay Fees.

Science.gov (United States)

2010-07-01

... 29 Labor 1 2010-07-01 2010-07-01 true Consent to Pay Fees. 70.42 Section 70.42 Labor Office of the....42 Consent to Pay Fees. (a) The filing of a request under this subpart will be deemed to constitute an agreement by the requester to pay all applicable fees charged under this part up to and including...

Equal pay legislation and the gender wage gap

OpenAIRE

Polachek, Solomon W.

2014-01-01

Despite equal pay legislation dating back 50 years, American women still earn 22% less than their male counterparts. In the UK, with its Equal Pay Act of 1970, and France, which legislated in 1972, the gap is 21% and 17% respectively, and in Australia it remains around 17%. Thus, the gender pay gap continues to be an important policy issue.

Incentive pay and gender gaps in the Nordic countries

OpenAIRE

Westling, Tatu

2011-01-01

This paper explores the effect of incentive pay on gender pay gaps in Finland, Norway and Sweden among professionals and managers within MNCs. Mercer 2009 Total Remuneration Survey data is utilised. Uniform job ladder, occupation, industry and wage definitions enable consistent cross-country comparisons. In addition to the between-country variation, the within-country variation of gender gap with respect to incentive pay is analysed. The results indicate that gender pay gaps differ among the ...

Expecting Too Much of Performance Pay?

Science.gov (United States)

Johnson, Susan Moore; Papay, John P.

2010-01-01

Pay for performance is not a new idea, and reformers should not ignore the dismal record of merit pay over the past century. Initially adopted with a flourish of expectations during several waves of popularity in the past, every plan eventually fell into disuse. These plans proved to be unexpectedly costly and cumbersome to run. They often…

Advanced Technology and Alternative Fuel Vehicles

International Nuclear Information System (INIS)

Tuttle, J.

2001-01-01

This fact sheet provides a basic overview of today's alternative fuel choices--including biofuels, biodiesel, electricity, and hydrogen--alternative fuel vehicles, and advanced vehicle technology, such as hybrid electric vehicles, fuel cells and advanced drive trains

Who Needs Cream and Sugar When There Is Eco-Labeling? Taste and Willingness to Pay for “Eco-Friendly” Coffee

Science.gov (United States)

Sörqvist, Patrik; Hedblom, Daniel; Holmgren, Mattias; Haga, Andreas; Langeborg, Linda; Nöstl, Anatole; Kågström, Jonas

2013-01-01

Participants tasted two cups of coffee, decided which they preferred, and then rated each coffee. They were told (in lure) that one of the cups contained “eco-friendly” coffee while the other did not, although the two cups contained identical coffee. In Experiments 1 and 3, but not in Experiment 2, the participants were also told which cup contained which type of coffee before they tasted. The participants preferred the taste of, and were willing to pay more for, the “eco-friendly” coffee, at least those who scored high on a questionnaire on attitudes toward sustainable consumer behavior (Experiment 1). High sustainability consumers were also willing to pay more for “eco-friendly” coffee, even when they were told, after their decision, that they preferred the non-labeled alternative (Experiment 2). Moreover, the eco-label effect does not appear to be a consequence of social desirability, as participants were just as biased when reporting the taste estimates and willingness to pay anonymously (Experiment 3). Eco labels not only promote a willingness to pay more for the product but also lead to a more favorable perceptual experience of it. PMID:24324623

Semiotics in Academic Training of Culturologists

Science.gov (United States)

Makhlina, S. T.

2016-01-01

The article puts under the scrutiny the problem of academic training of semiotics as a part of higher education in Russia. An author provides an overview of the origins of semiotic science, its place within humanities and culture studies, paying a special attention to a historical and modern situation in Russia. An important role of semiotic…

METODE ALTERNATIVE DE FINANȚARE A STUDIILOR ÎN ÎNVĂȚĂMÂNTUL SUPERIOR

Directory of Open Access Journals (Sweden)

Olga CONENCOV

2018-03-01

Full Text Available La etapa actuală, finanțarea publică a studiilor în învățământul superior nu este suficientă pentru asigurarea unei pregătiri calitative și competitive, iar resursele financiare personale ale populației sunt prea modeste pentru a achita taxele de studii în corespundere cu costurile financiare reale suportate de instituția educațională. În acest context, re­ieșind din tendințele profilate pe plan internațional, apare necesitatea căutării unor metode alternative de finanțare a studiilor, în vederea dezvoltării capitalului uman educațional autohton și în contextul ameliorării calității vieții.ALTERNATIVE METHODS OF FINANCING STUDIES IN HIGHER EDUCATIONAt present, public funding for higher education studies is not sufficient to ensure qualitative and competitive training, and the personal financial resources of the population are too modest to pay for the study fees in line with the real financial costs incurred by the educational institution. In this context, based on the internationally developed trends, there is a need to seek alternative methods of financing studies, in order to develop the local educational human capital and to improve the quality of life.

Employee perspectives on individualized pay : Attitudes and fairness perceptions

OpenAIRE

Stråberg, Teresia

2010-01-01

The use of various types of individualized pay setting has increased dramatically in Sweden. In order for individualized pay to work as an incentive, the pay system has to be perceived as fair. This thesis focuses on the various subjective perceptions that arise in relation to individualized pay setting, since such perceptions may have consequences for employee attitudes and behavior. Using survey data from Swedish human service workers (Study I and II) as well as other public employees (Stud...

Liquefied natural gas tender crashworthiness in train-to-train collisions

Science.gov (United States)

2016-04-12

This paper focuses on technical information to help support : development of alternative static requirements for the train-to-train : collision scenario. The goal of the static requirements is to : provide the same level of crashworthiness as the dyn...

Public Perceptions of the Pay Gap

Science.gov (United States)

Hill, Catherine; Silva, Elena

2005-01-01

Women have made gains toward closing the gender pay gap during the past two decades. Much of the progress occurred during the 1980s, with smaller gains in the 1990s (Institute for Women's Policy Research 2004). Women's achievements in higher education are partly responsible for narrowing the pay gap in the 1980s and 1990s. As more women earned…

Large-scale energy consumers pay less

International Nuclear Information System (INIS)

Denneman, A.

2012-01-01

The price of electricity in the Netherlands rose with 6 percent in the first quarter of 2012, whereas large business consumers are paying less. The natural gas price has risen with about 10 percent in the last year, both for households and for large business consumers. Meanwhile, households are paying twice as much for electricity and gas as large business consumers. [nl

Visual scanning training for neglect after stroke with and without a computerized lane tracking dual task

NARCIS (Netherlands)

van Kessel, M. E.; Geurts, A. C. H.; Brouwer, W. H.; Fasotti, L.

2013-01-01

Neglect patients typically fail to explore the contralesional half-space. During visual scanning training, these patients learn to consciously pay attention to contralesional target stimuli. It has been suggested that combining scanning training with methods addressing non-spatial attention might

Pay-as-bid based reactive power market

International Nuclear Information System (INIS)

Amjady, N.; Rabiee, A.; Shayanfar, H.A.

2010-01-01

In energy market clearing, the offers are stacked in increasing order and the offer that intersects demand curve, determines the market clearing price (MCP). In reactive power market, the location of reactive power compensator is so important. A low cost reactive producer may not essentially be favorable if it is far from the consumer. Likewise, a high cost local reactive compensator at a heavily loaded demand center of network could be inevitably an alternative required to produce reactive power to maintain the integrity of power system. Given the background, this paper presents a day-ahead reactive power market based on pay-as-bid (PAB) mechanism. Generators expected payment function (EPF) is used to construct a bidding framework. Then, total payment function (TPF) of generators is used as the objective function of optimal power flow (OPF) problem to clear the PAB based market. The CIGRE-32 bus test system is used to examine the effectiveness of the proposed reactive power market.

Pay-as-bid based reactive power market

Energy Technology Data Exchange (ETDEWEB)

Amjady, N. [Department of Electrical Engineering, Semnan University, Semnan (Iran, Islamic Republic of); Rabiee, A., E-mail: Rabiee@iust.ac.i [Center of Excellence for Power System Automation and Operation, Department of Electrical Engineering, Iran University of Science and Technology, Tehran (Iran, Islamic Republic of); Shayanfar, H.A. [Center of Excellence for Power System Automation and Operation, Department of Electrical Engineering, Iran University of Science and Technology, Tehran (Iran, Islamic Republic of)

2010-02-15

In energy market clearing, the offers are stacked in increasing order and the offer that intersects demand curve, determines the market clearing price (MCP). In reactive power market, the location of reactive power compensator is so important. A low cost reactive producer may not essentially be favorable if it is far from the consumer. Likewise, a high cost local reactive compensator at a heavily loaded demand center of network could be inevitably an alternative required to produce reactive power to maintain the integrity of power system. Given the background, this paper presents a day-ahead reactive power market based on pay-as-bid (PAB) mechanism. Generators expected payment function (EPF) is used to construct a bidding framework. Then, total payment function (TPF) of generators is used as the objective function of optimal power flow (OPF) problem to clear the PAB based market. The CIGRE-32 bus test system is used to examine the effectiveness of the proposed reactive power market.

Non-performance of the Severance Pay Program in Slovenia

Directory of Open Access Journals (Sweden)

Milan Vodopivec

2009-03-01

Full Text Available Combining information from the Firm Survey of Labor Costs with the information about claims filed with the Guarantee Fund by workers whose employers defaulted on their severance pay obligations, the paper analyzes the so-called non-performance problem of severance pay – the fact that coverage, and thus legal entitlement, does not guarantee the actual receipt of the benefit – as experienced in Slovenia in 2000. The findings are threefold: (i one-third of total obligations incurred by firms failed to be honored and only a small portion of defaulted severance pay claims was reimbursed by the Guarantee Fund; (ii while both men and women seem to be equally affected, workers older than 40 were disproportionally represented among those whose severance pay claims failed to be honored; and, (iii among firms that incurred severance pay liabilities, larger and more productive firms were more likely to observe their fiduciary obligations and pay them out. These findings corroborate the weaknesses of severance pay as an income protection program, pointing to the large scale of the non-performance problem and the inequities created by it.

Flexible training under threat.

Science.gov (United States)

Houghton, Anita; Eaton, Jennifer

2002-10-01

As the number of women in medicine and the general demand for a better work-life balance rises, flexible training is an increasingly important mechanism for maintaining the medical workforce. The new pay deal, together with entrenched cultural attitudes, are potential threats. Ways forward include more substantive part-time posts, more part-time opportunities at consultant level, and using positive experiences as a way of tackling attitudes in the less accepting specialties.

Evaluating the need for alternative didactic learning options in pediatric dental residency training.

Science.gov (United States)

Keck, Douglas B; Rutkauskas, John S; Clothey, Rebecca A

2009-06-01

The need for an alternative means of delivery of a didactic curriculum to pediatric dental residents is described. It is our hope with this project to encourage a much-needed didactic curriculum for programs lacking faculty and to endorse other programs in which academicians exist but cannot cover all the material with which a resident needs to become familiar in the two years of postgraduate residency training. A decrease in faculty number due to retirement, debt burden, or marginal recruitment techniques along with an increase in positions in pediatric dentistry residency programs poses a unique educational dilemma. Using a mixed-method research methodology, we sent a twelve-question survey to 105 pediatric dentistry residency program directors and department chairs, followed by eight telephone interviews. Results from a 55 percent return rate show that the debt burden of most pediatric dental residents is well over $100,000 and that this affects a resident's decision to enter academia, as does the relative lack of positive recruitment techniques and poor faculty remuneration. The survey results affirm the need for improvement in the didactic curriculum of pediatric dentistry residents and show that program directors and department chairs also feel that an alternative delivery method using DVD or online/web-based programs would be welcomed. Despite their extremely heavy workloads, educators are willing to contribute by providing lectures or reading lists in their area of expertise.

78 FR 21503 - Adjustments of Certain Rates of Pay

Science.gov (United States)

2013-04-11

... Order 13641 of April 5, 2013 Adjustments of Certain Rates of Pay By the authority vested in me as... Consolidated and Further Continuing Appropriations Act, 2013 (Public Law 113-6), which requires certain pay... follows: Section 1. Statutory Pay Systems. Pursuant to the Consolidated and Further Continuing...

75 FR 9544 - Inmate Work and Performance Pay Program

Science.gov (United States)

2010-03-03

... inmate may receive performance pay only for that portion of the month that the inmate was working... Inmate Work and Performance Pay Program AGENCY: Bureau of Prisons, Justice. ACTION: Proposed rule... work and performance pay by removing redundant language and provisions that relate solely to staff...

Willingness to pay for anterior cruciate ligament reconstruction.

Science.gov (United States)

Hall, Michael P; Chiang-Colvin, Alexis S; Bosco, Joseph A

2013-01-01

The outcomes of ACL reconstructions in terms of patient satisfaction and function are well known. Most orthopaedic surgeons feel that Medicare and other payors do not reimburse enough for this surgery. The purpose of this study is to determine how much patients are willing to pay for this surgery and compare it to reimbursement rates. We constructed a survey which described the function and limitations of an ACL deficient knee and the expected function of that knee after an ACL reconstruction. We then asked the volunteers how much they would be willing to pay for an ACL reconstruction if it were their knee. We also gathered data on the yearly earnings and Tegner activity level of the volunteers. In all, 143 volunteers completed the survey. We computed correlation coefficients between willingness to pay and both yearly earnings and Tegner activity level. The average amount that the volunteers were willing to pay for an ACL reconstruction was $4,867.00. There was no correlation between yearly earnings and willingness to pay. The correlation coefficient was 0.34. There was a weak correlation between Tegner activity level and willingness to pay. This correlation coefficient was 0.81. The Medicare allowable rate for ACL reconstruction (CPT 29888) in the geographic area of the study was $1,132.00. The data demonstrates that patients are willing to pay much more than traditional payors for ACL reconstruction. These payors undervalue the benefit of this surgery to the patient. There is increasing pressure on orthopaedic surgeons to not participate in insurance plans that reimburse poorly. This places an increasing financial burden on the patient. This study suggests that patients may be willing to pay more for their surgery than their insurance plan and accept more of this burden.

29 CFR 1620.28 - Relationship to other equal pay laws.

Science.gov (United States)

2010-07-01

... PAY ACT § 1620.28 Relationship to other equal pay laws. The provisions of various State or local laws may differ from the equal pay provisions set forth in the FLSA. No provisions of the EPA will excuse... 29 Labor 4 2010-07-01 2010-07-01 false Relationship to other equal pay laws. 1620.28 Section 1620...

Executive compensation, financial performance and say on pay votes

Directory of Open Access Journals (Sweden)

Xiaoli Yuan

2017-03-01

Full Text Available The Dodd–Frank Wall Street Reform and Consumer Protection Act of 2010 was passed as a response to the late-2000s recession. A shareholder opt-in executive pay vote was introduced as a solution to the managerial power problem. We examine the results of this recommended solution and prove its viability. We find that there is a stronger association between high CEO pay and low say-on-pay vote support for firms with negative financial performance. We also find the market-to-book ratio is significantly lower for companies that failed say-on-pay votes. Furthermore, regulated industries such as financial services are more likely receive unfavourable say-on-pay votes. We document an increase in the sensitivity of CEO pay to poor performance. Overall, these finds are consistent with calls for less “rewards for failure” that led to the Dodd–Frank Wall Street Reform and Consumer Protection Act.

Executive turnover: the influence of dispersion and other pay system characteristics.

Science.gov (United States)

Messersmith, Jake G; Guthrie, James P; Ji, Yong-Yeon; Lee, Jeong-Yeon

2011-05-01

Using tournament theory as a guiding theoretical framework, in this study, we assess the organizational implications of pay dispersion and other pay system characteristics on the likelihood of turnover among individual executives in organizational teams. Specifically, we estimate the effect of these pay system characteristics on executive turnover decisions. We use a multi-industry, multilevel data set composed of executives in publicly held firms to assess the effects of pay dispersion at the individual level. Consistent with previous findings, we find that pay dispersion is associated with an increased likelihood of executive turnover. In addition, we find that other pay characteristics also affect turnover, both directly and through a moderating effect on pay dispersion. Turnover is more likely when executives receive lower portions of overall top management team compensation and when they have more pay at risk. These conditions also moderate the relationship between pay dispersion and individual turnover decisions, as does receiving lower compensation relative to the market.

Experience in development and implementation of Control Room continuing training programme at Ignalina NPP

International Nuclear Information System (INIS)

Peradze, K.

2002-01-01

Based on the same SAT principles each NPP (or operating organisation) goes by its own way, which is defined by available resources, assistance, NPP operational conditions, including policy, economics and public opinion. There were several groups of factors, which are very important to provide quality of training- Time, Human Resources and material resources. We pay especial attention to simulator training. In different conditions personnel behaviour is defined by knowledge, rule or skills. It is very difficult to develop unknown to personnel scenarios. But sometimes- real events not described in plant procedures take place at Nuclear Power Plants. Therefore during NPP events analysis we pay a especial attention searching for situation when knowledge or rule defines personnel behaviour. To provide analysis and statistics of Control Room Personnel training at INPP simulator we developed 'INPP events computer data base'. (author)

Households' willingness to pay for public housing

NARCIS (Netherlands)

van Ommeren, J.; van der Vlist, A.J.

2016-01-01

In the presence of price controls, nonmarket housing allocation mechanisms such as queueing prevent households from revealing their marginal willingness to pay for housing through market prices. We derive the households' marginal willingness to pay using the intuitive idea that the length of the

Teachers’ perceptions of individual performance-related pay in practice : A picture of a counterproductive pay system

OpenAIRE

Lundström, Ulf

2012-01-01

This article describes and discusses Swedish upper-secondary teachers’ perceptions of the effects of individual performance-related pay (PRP) in the context of educational restructuring and governance. The empirical data were generated through semi-structured interviews of 23 teachers. Power’s distinction between programmatic and technological elements of audit is used as a frame of reference for the problematization of the pay system. The findings demonstrate a wide gap between the programma...

76 FR 80191 - Adjustments of Certain Rates of Pay

Science.gov (United States)

2011-12-23

... Order 13594 of December 19, 2011 Adjustments of Certain Rates of Pay By the authority vested in me as... Appropriations and Surface Transportation Extensions Act, 2011 (Public Law 111-322), which freezes certain pay... full applicable locality pay rates in non-foreign areas pursuant to the Non-Foreign Area Retirement...

Constructing a Measure of Private-pay Nursing Home Days.

Science.gov (United States)

Thomas, Kali S; Silver, Benjamin; Gozalo, Pedro L; Dosa, David; Grabowski, David C; Makineni, Rajesh; Mor, Vincent

2018-05-01

Nursing home (NH) care is financed through multiple sources. Although Medicaid is the predominant payer for NH care, over 20% of residents pay out-of-pocket for their care. Despite this large percentage, an accepted measure of private-pay NH occupancy has not been established and little is known about the types of facilities and the long-term care markets that cater to this population. To describe 2 novel measures of private-pay utilization in the NH setting, including the proportion of privately financed residents and resident days, and examine their construct validity. Retrospective descriptive analysis of US NHs in 2007-2009. We used Medicare claims, Medicare Enrollment records, and the Minimum Data Set to create measures of private-pay resident prevalence and proportion of privately financed NH days. We compared our estimates of private-pay utilization to payer data collected in the NH annual certification survey and evaluated the relationships of our measures with facility characteristics. Our measures of private-pay resident prevalence and private-pay days are highly correlated (r=0.83, Ppay residents and days in higher quality facilities. This new methodology provides estimates of private-pay resident prevalence and resident days. These measures were correlated with estimates using other data sources and validated against measures of facility quality. These data set the stage for additional work to examine questions related to NH payment, quality of care, and responses to changes in the long-term care market.

Valuing the delivery of dental care: Heterogeneity in patients' preferences and willingness-to-pay for dental care attributes.

Science.gov (United States)

Sever, Ivan; Verbič, Miroslav; Sever, Eva Klaric

2018-02-01

To examine the amount of heterogeneity in patients' preferences for dental care, what factors affect their preferences, and how much they would be willing to pay for improvement in specific dental care attributes. A discrete choice experiment (DCE) was used to elicit patients' preferences. Three alternative dental care services that differed in the type of care provider, treatment explanation, dental staff behavior, waiting time and treatment cost were described to patients. Patients (n=265) were asked to choose their preferred alternative. The study was conducted at a public dental clinic of the School of Dental Medicine, University of Zagreb. Mixed logit and latent class models were used for analysis. On average, the patients would be willing to pay €45 for getting a detailed explanation of treatment over no explanation. This was the most valued attribute of dental care, followed by dental staff behavior with marginal willingness-to-pay (WTP) of €28. Dental care provided by the faculty members and private dental care were valued similarly, while student-provided care was valued €23 less. Patients also disliked longer waiting time in the office, but this was the least important attribute. Four classes of patients with distinct preferences for dental care were identified. Older and/or more educated patients tended to give relatively less importance to treatment explanation. Higher education was also associated with a higher propensity to substitute faculty dental care with the private care providers. Large heterogeneity in patients' preferences was detected. Understanding their preferences may improve the delivery of dental care. Dental care providers should pay particular attention to providing a detailed treatment explanation to their patients. Dental care for older and/or more educated patients should be more attentive to interpersonal characteristics. Faculty dental care provided by faculty members could be price competitive to private care, and student

Information Security of Apple Pay

OpenAIRE

Chen, Xinru

2016-01-01

In the era of high-tech, the mode of payment is no longer just use cash or credit card. There are various payments come to our daily life. Online payment and other kinds of electronic payments are wildly in use by people. Apple Pay is a tool that provides easier and safer payment service for consumer. The main objective of this thesis is to understand deeply and analyze how easy and convenient Apple Pay is to use and why it is known as most secure form of payment. Besides that, there is a ...

CULTURAL INFLUENCES ON PRE-PAY MOBILE TELECOMMUNICATIONS SERVICES USERS

Directory of Open Access Journals (Sweden)

Georgeta-Madalina MEGHISAN

2015-06-01

Full Text Available Purpose: The purpose of this research paper is to identify the preferences of the pre-pay mobile telecommunications services young users from Romania. Approach/ methodology: The analysis of the pre-pay mobile telecommunications services was made using statistical functions: descriptive statistics, t test, correlation and factor analysis. Results: According to the analysis made, we could underline the habits of usage from the part of pre-pay mobile telecommunications services consumers. Originality: The paper drew an objective analysis on the pre-pay mobile telecommunications services from the perspective of young consumers.

40 CFR 57.109 - Maintenance of pay.

Science.gov (United States)

2010-07-01

... 40 Protection of Environment 5 2010-07-01 2010-07-01 false Maintenance of pay. 57.109 Section 57.109 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) AIR PROGRAMS (CONTINUED) PRIMARY NONFERROUS SMELTER ORDERS General § 57.109 Maintenance of pay. The Administrator will not approve...

5 CFR 831.1003 - Deductions from pay.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Deductions from pay. 831.1003 Section 831.1003 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) RETIREMENT CSRS Offset § 831.1003 Deductions from pay. (a) Except as otherwise provided in this...

Cross-Country Evidence on Teacher Performance Pay

Science.gov (United States)

Woessmann, Ludger

2011-01-01

The general-equilibrium effects of performance-related teacher pay include long-term incentive and teacher-sorting mechanisms that usually elude experimental studies but are captured in cross-country comparisons. Combining country-level performance-pay measures with rich PISA-2003 international achievement micro data, this paper estimates…

44 CFR 12.18 - Uniform pay guidelines.

Science.gov (United States)

2010-10-01

... 44 Emergency Management and Assistance 1 2010-10-01 2010-10-01 false Uniform pay guidelines. 12.18 Section 12.18 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND SECURITY GENERAL ADVISORY COMMITTEES § 12.18 Uniform pay guidelines. (a) Members. Subject to the...

Alternative Assessment Techniques.

Science.gov (United States)

Lowenthal, Barbara

1988-01-01

Maintaining the precision necessary for administering norm referenced tests can be a problem for the special education teacher who is trained to assist the student. Criterion-referenced tests, observations, and interviews are presented as effective alternative assessment techniques. (JDD)

A systematic review and meta-analysis of online versus alternative methods for training licensed health care professionals to deliver clinical interventions

Directory of Open Access Journals (Sweden)

Helen Richmond

2017-11-01

Full Text Available Abstract Background Online training is growing in popularity and yet its effectiveness for training licensed health professionals (HCPs in clinical interventions is not clear. We aimed to systematically review the literature on the effectiveness of online versus alternative training methods in clinical interventions for licensed Health Care Professionals (HCPs on outcomes of knowledge acquisition, practical skills, clinical behaviour, self-efficacy and satisfaction. Methods Seven databases were searched for randomised controlled trials (RCTs from January 2000 to June 2015. Two independent reviewers rated trial quality and extracted trial data. Comparative effects were summarised as standardised mean differences (SMD and 95% confidence intervals. Pooled effect sizes were calculated using a random-effects model for three contrasts of online versus (i interactive workshops (ii taught lectures and (iii written/electronic manuals. Results We included 14 studies with a total of 1089 participants. Most trials studied medical professionals, used a workshop or lecture comparison, were of high risk of bias and had small sample sizes (range 21-183. Using the GRADE approach, we found low quality evidence that there was no difference between online training and an interactive workshop for clinical behaviour SMD 0.12 (95% CI -0.13 to 0.37. We found very low quality evidence of no difference between online methods and both a workshop and lecture for knowledge (workshop: SMD 0.04 (95% CI -0.28 to 0.36; lecture: SMD 0.22 (95% CI: -0.08, 0.51. Lastly, compared to a manual (n = 3/14, we found very low quality evidence that online methods were superior for knowledge SMD 0.99 (95% CI 0.02 to 1.96. There were too few studies to draw any conclusions on the effects of online training for practical skills, self-efficacy, and satisfaction across all contrasts. Conclusions It is likely that online methods may be as effective as alternative methods for training HCPs in

A systematic review and meta-analysis of online versus alternative methods for training licensed health care professionals to deliver clinical interventions.

Science.gov (United States)

Richmond, Helen; Copsey, Bethan; Hall, Amanda M; Davies, David; Lamb, Sarah E

2017-11-23

Online training is growing in popularity and yet its effectiveness for training licensed health professionals (HCPs) in clinical interventions is not clear. We aimed to systematically review the literature on the effectiveness of online versus alternative training methods in clinical interventions for licensed Health Care Professionals (HCPs) on outcomes of knowledge acquisition, practical skills, clinical behaviour, self-efficacy and satisfaction. Seven databases were searched for randomised controlled trials (RCTs) from January 2000 to June 2015. Two independent reviewers rated trial quality and extracted trial data. Comparative effects were summarised as standardised mean differences (SMD) and 95% confidence intervals. Pooled effect sizes were calculated using a random-effects model for three contrasts of online versus (i) interactive workshops (ii) taught lectures and (iii) written/electronic manuals. We included 14 studies with a total of 1089 participants. Most trials studied medical professionals, used a workshop or lecture comparison, were of high risk of bias and had small sample sizes (range 21-183). Using the GRADE approach, we found low quality evidence that there was no difference between online training and an interactive workshop for clinical behaviour SMD 0.12 (95% CI -0.13 to 0.37). We found very low quality evidence of no difference between online methods and both a workshop and lecture for knowledge (workshop: SMD 0.04 (95% CI -0.28 to 0.36); lecture: SMD 0.22 (95% CI: -0.08, 0.51)). Lastly, compared to a manual (n = 3/14), we found very low quality evidence that online methods were superior for knowledge SMD 0.99 (95% CI 0.02 to 1.96). There were too few studies to draw any conclusions on the effects of online training for practical skills, self-efficacy, and satisfaction across all contrasts. It is likely that online methods may be as effective as alternative methods for training HCPs in clinical interventions for the outcomes of knowledge

Lousy Pay with Lousy Conditions:The Role of Occupational Desegregation in Explaining the UK Gender Pay and Work Intensity Gaps.

OpenAIRE

Lindley, Joanne

2015-01-01

The UK gender pay gap has fallen by around 7 % during the 2000s. This is partly due to occupational desegregation, but largely due to a closing of the within-occupational gender pay gap. The paper finds that men are more likely than women to be employed in jobs that require working to tight deadlines. These jobs are associated with higher pay and the gender difference arises entirely as a consequence of such occupations being over-represented in male dominated industrial sectors. However, the...

78 FR 649 - Adjustments of Certain Rates of Pay

Science.gov (United States)

2013-01-03

... Adjustments of Certain Rates of Pay By the authority vested in me as President by the Constitution and the... certain pay schedules for civilian Federal employees may take effect on the first day of the first applicable pay period beginning after the date specified in section 106(3) of Public Law 112-175, it is...

Transient nature of cooperation by pay-it-forward reciprocity.

Science.gov (United States)

Horita, Yutaka; Takezawa, Masanori; Kinjo, Takuji; Nakawake, Yo; Masuda, Naoki

2016-01-20

Humans often forward kindness received from others to strangers, a phenomenon called the upstream or pay-it-forward indirect reciprocity. Some field observations and laboratory experiments found evidence of pay-it-forward reciprocity in which chains of cooperative acts persist in social dilemma situations. Theoretically, however, cooperation based on pay-it-forward reciprocity is not sustainable. We carried out laboratory experiments of a pay-it-forward indirect reciprocity game (i.e., chained gift-giving game) on a large scale in terms of group size and time. We found that cooperation consistent with pay-it-forward reciprocity occurred only in a first few decisions per participant and that cooperation originated from inherent pro-sociality of individuals. In contrast, the same groups of participants showed persisting chains of cooperation in a different indirect reciprocity game in which participants earned reputation by cooperating. Our experimental results suggest that pay-it-forward reciprocity is transient and disappears when a person makes decisions repeatedly, whereas the reputation-based reciprocity is stable in the same situation.

Nursing Gender Pay Differentials in the New Millennium.

Science.gov (United States)

Wilson, Barbara L; Butler, Matthew J; Butler, Richard J; Johnson, William G

2018-01-01

The gender pay gap in the United States is an ongoing issue, affecting women in nearly all occupations. Jobs traditionally associated with men tend to pay better than traditionally female-dominated jobs, and there is evidence to suggest within-occupation gender pay differences as well. We compared and contrasted gender wage disparities for registered nurses (RNs), relative to gender wage disparities for another female-dominated occupation, teachers, while controlling for sociodemographic factors. Using data in the American Community Survey, we analyzed the largest U.S. random representative sample of self-identified RNs and primary or secondary school teachers from 2000 to 2013 using fixed-effects regression analysis. There is greater disparity between nurse pay by gender than in teacher pay by gender. In addition, the net return in wages for additional education is higher for school teachers (21.7%) than for RNs (4.7%). Findings support preferential wages for men in nursing, more so than for men in teaching. The substantial gender disparities are an indirect measure of the misallocation of resources in effective patient care. © 2017 Sigma Theta Tau International.

77 FR 52751 - National Center for Complementary & Alternative Medicine; Notice of Closed Meeting

Science.gov (United States)

2012-08-30

... Complementary & Alternative Medicine; Notice of Closed Meeting Pursuant to section 10(d) of the Federal Advisory..., Research and Training in Complementary and Alternative Medicine, National Institutes of Health, HHS) Dated... Alternative Medicine Special Emphasis Panel; Training, fellowships and career development. Date: October 19...

29 CFR 778.204 - “Clock pattern” premium pay.

Science.gov (United States)

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false âClock patternâ premium pay. 778.204 Section 778.204 Labor... Excluded From the âRegular Rateâ Extra Compensation Paid for Overtime § 778.204 “Clock pattern” premium pay... pursuance of an applicable employment contract or collective bargaining agreement,” and the rates of pay and...

29 CFR 1614.408 - Civil action: Equal Pay Act.

Science.gov (United States)

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Civil action: Equal Pay Act. 1614.408 Section 1614.408... EQUAL EMPLOYMENT OPPORTUNITY Appeals and Civil Actions § 1614.408 Civil action: Equal Pay Act. A..., three years of the date of the alleged violation of the Equal Pay Act regardless of whether he or she...

12 CFR 268.407 - Civil action: Equal Pay Act.

Science.gov (United States)

2010-01-01

... 12 Banks and Banking 3 2010-01-01 2010-01-01 false Civil action: Equal Pay Act. 268.407 Section... Civil action: Equal Pay Act. A complainant is authorized under section 16(b) of the Fair Labor Standards..., if the violation is willful, three years of the date of the alleged violation of the Equal Pay Act...

European status on temporal bone training

DEFF Research Database (Denmark)

Frithioff, Andreas; Sørensen, Mads Sølvsten; Andersen, Steven Arild Wuyts

2018-01-01

laboratory facilities for training seems to be decreasing. Alternatives to traditional training can consist of drilling artificial models made of plaster or plastic but also virtual reality (VR) simulation. Nevertheless, the integration and availability of these alternatives into specialist training programs...... training modality. CONCLUSIONS: VR simulation and artificial models are reported to be used at many leading training departments already. Decreasing availability of cadavers, lower costs of VR simulation and artificial models, in addition to established evidence for a positive effect on the trainees......' competency, were reported as the main reasons. Most remaining departments expect to implement VR simulation and artificial models for temporal bone training into their residency programs in the near future....

Performance Pay for Teachers: Determinants and Consequences

Science.gov (United States)

Belfield, Clive R.; Heywood, John S.

2008-01-01

Theory and evidence on performance-related pay for teaching remain inconclusive. Teachers will respond to rewards, but an appropriate reward structure may not be devised because education is a collaborative endeavor. Here we test three hypotheses: performance-related pay among teachers is more likely to be observed when there are evident…

Who Pays for Dates? Following Versus Challenging Gender Norms

Directory of Open Access Journals (Sweden)

Janet Lever

2015-10-01

Full Text Available Chivalry dictates that on a “date,” the man pays, whereas egalitarian ideals suggest that gender should not determine who pays. We examined the extent to which people embrace or reject these competing notions. Unmarried heterosexual participants (N = 17,607 reported their behaviors and attitudes regarding who does and who should pay for dates on a survey posted on NBCNews.com. Although most men (74% and women (83% report that both members of the couple contribute to dating expenses after dating for 6 months, most men (84% and women (58% reported that men still pay more expenses. Many women (39% wished men would reject their offers to pay and 44% of women were bothered when men expected women to help pay. Many women, however, were bothered when men won’t accept their money (40%. Nearly two thirds of men (64% believed that women should contribute and nearly half of men (44% said they would stop dating a woman who never pays. Nevertheless, the majority of men said they feel guilty when accepting women’s money (76%. These data illustrate how many people are resisting or conforming to traditional gender norms in one telling aspect of dating that historically was related to the male’s displaying benevolent sexism, dominance, and ability to fulfill breadwinner role during courtship.

Linking quality of care and training costs

DEFF Research Database (Denmark)

Tolsgaard, Martin G; Tabor, Ann; Madsen, Mette E

2015-01-01

), as compared with obstetricians. METHODS: The model included four steps: (i) gathering data on training outcomes, (ii) assessing total costs and effects, (iii) calculating the incremental cost-effectiveness ratio (ICER) and (iv) estimating cost-effectiveness probability for different willingness to pay (WTP......) values. To provide a model example, we conducted a randomised cost-effectiveness trial. Midwives were randomised to CLM training (midwife-performed CLMs) or no training (initial management by midwife, and CLM performed by obstetrician). Intervention-group participants underwent simulation......-based and clinical training until they were proficient. During the following 6 months, waiting times from arrival to admission or discharge were recorded for women who presented with symptoms of pre-term labour. Outcomes for women managed by intervention and control-group participants were compared. These data were...

50 CFR 510.9 - Uniform pay guidelines.

Science.gov (United States)

2010-10-01

... 50 Wildlife and Fisheries 7 2010-10-01 2010-10-01 false Uniform pay guidelines. 510.9 Section 510... ACT § 510.9 Uniform pay guidelines. (a) Compensation of members and staff of, and consultants to the... accordance with guidelines established by the Director of the Office of Management and Budget pursuant to...

26 CFR 301.6653-1 - Failure to pay tax.

Science.gov (United States)

2010-04-01

... 26 Internal Revenue 18 2010-04-01 2010-04-01 false Failure to pay tax. 301.6653-1 Section 301.6653... Additions to the Tax and Additional Amounts § 301.6653-1 Failure to pay tax. (a) Negligence or intentional... paragraph (b)(2) of this section. (e) Failure to pay stamp tax. Any person (as defined in section 6671(b...

Farmers’ willingness to pay for surface water in the West Mitidja irrigated perimeter, northern Algeria

International Nuclear Information System (INIS)

Azzi, M.; Calatrava, J.; Bedrani, S.

2018-01-01

Algeria is among the most water-stressed countries in the world. Because of its climatic conditions, irrigation is essential for agricultural production. Water prices paid by farmers in public irrigation districts are very low and do not cover the operation and maintenance (O&M) costs of the irrigated perimeters, thus leading to the deterioration of these infrastructures. The objective of this paper is to analyse whether farmer’s in the West Mitidja irrigation district in northern Algeria would be willing to pay more for surface water in order to maintain the water supply service in its current conditions. We estimated farmers’ willingness to pay (WTP) for water using data from a dichotomous choice contingent valuation survey to 112 randomly selected farmers. Farmers’ responses were modelled using logistic regression techniques. We also analysed which technical, structural, social and economic characteristics of farms and farmers explain the differences in WTP. Our results showed that nearly 80% of the surveyed farmers are willing to pay an extra price for irrigation water. The average WTP was 64% greater than the price currently paid by farmers, suggesting some scope for improving the financial resources of the Mitidja irrigated perimeter, but insufficient to cover all O&M costs. Some of the key identified factors that affect WTP for surface water relate to farm ownership, access to groundwater resources, cropping patterns, farmers’ agricultural training and risk exposure.

Performance Pay and Ethnic Wage Differences in Britain

OpenAIRE

Colin P. Green; John S. Heywood; Nikolaos Theodoropoulos

2012-01-01

In the first study using British data, we show that the average wage advantage of holding a performance pay job is greater for minorities than that for Whites. This generates a smaller ethnic wage gap among performance pay jobs than among time rate jobs. Yet, this pattern is driven by those receiving bonuses not those receiving performance related pay and it is evident only for Asians and for those in managerial jobs. Moreover, it is partially driven by sorting in which the more able take bon...

22 CFR 214.42 - Uniform pay guidelines.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Uniform pay guidelines. 214.42 Section 214.42... Advisory Committees § 214.42 Uniform pay guidelines. (a) A.I.D. follows OMB/CSC guidelines in section 11 of... experts, their compensation shall be fixed in accordance with CSC guidelines and regulations, and the...

The Pays de Gex on the Menu

CERN Multimedia

2001-01-01

Did you know that you can swing from tree to tree like Tarzan (or Jane!) in the brand new forest adventure centre at the Col de la Faucille? And that, in addition to Crozet-Lélex, Mijoux-La Faucille and La Vattay, the Pays de Gex boasts a fourth ski resort at Menthières above Bellegarde-sur-Valserine? All these attractions, and hundreds of others that the Pays de Gex has to offer, were presented at a special exhibition stand in CERN's Restaurant No. 1 last week. For the tenth year running, the Pays de Gex-La Faucille Tourist Office and Geneva's fourteen Coop restaurants had organised a special week devoted to promoting the Pays de Gex-Monts Jura region. Thousands of information leaflets were handed out and visitors had the opportunity to take part in a big raffle with no fewer than 145 prizes to be won: ski passes, Juraventure entrance tickets, meal vouchers courtesy of local hotels and restaurants, and subscriptions to the Val Vital fitness centre in Divonne-les-Bains. The Coop restaur...

20 CFR 617.19 - Requirement for participation in training.

Science.gov (United States)

2010-04-01

... available at a reasonable cost, (D) Funds are not available to pay the total costs of training, or (E... which the individual was separated plans to recall the individual within the reasonably foreseeable future (State agencies must verify planned recalls with the employer), (2) Planned recall. For the...

20 CFR 10.216 - How is the pay rate for COP calculated?

Science.gov (United States)

2010-04-01

... for COP purposes is equal to the employee's regular “weekly” pay (the average of the weekly pay over... occurred during the 45-day period are to be reflected in the weekly pay determination. (b) The weekly pay... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false How is the pay rate for COP calculated? 10...

Development of Teachers’ Alternative Certification in the USA

OpenAIRE

Pazyura Natalia

2015-01-01

The article reveals the prerequisites of appearance of alternative ways to train teachers in the USA at the end of the XX century as main mechanisms to increase qualitative and quantitative characteristics of teaching staff. The author concentrates the attention on the advantages and disadvantages of non-traditional ways to acquire teaching profession. The peculiarities of the development in different states of the country, main characteristics of the training with the help of alternative pro...

Merit Pay Misfires

Science.gov (United States)

Ramirez, Al

2011-01-01

Critics argue that the uniform salary schedule is unfair because it promotes mediocrity by rewarding poor performers while failing to recognize outstanding achievement on the job. Advocates for merit pay systems for preK-12 education also contend that the uniform salary schedule ignores the basic purpose of education--student learning. Although…

Research on the Countermeasures Based on TTPM Theory for the Improvement of the Basic Education Teachers Training Performance

Science.gov (United States)

Huabai, Bu; Dengyu, Zhang; Xiuying, Shen; Hao, Tu

2012-01-01

Many elements of the basic education teachers' training performance are embedded in the training interaction and sharing, so the enhancement of the training performance needs a whole process management and control. Based on TTPM theory, this paper has put forward four measures that must be pay attention to during the management of the basic…

29 CFR 1620.1 - Basic applicability of the Equal Pay Act.

Science.gov (United States)

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Basic applicability of the Equal Pay Act. 1620.1 Section 1620.1 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION THE EQUAL PAY ACT § 1620.1 Basic applicability of the Equal Pay Act. (a) Since the Equal Pay Act, 29 U.S.C...

Understanding the "Family Gap" in Pay for Women with Children

OpenAIRE

Jane Waldfogel

1998-01-01

As the gender gap in pay between women and men has been narrowing, the 'family gap' in pay between mothers and nonmothers has been widening. One reason may be the institutional structure in the United States, which has emphasized equal pay and opportunity policies but not family policies, in contrast to other countries that have implemented both. The authors now have evidence on the links between one such family policy and women's pay. Recent research suggests that maternity leave coverage, b...

Reviving Pay Equity: New Strategies for Attacking the Wage Gap.

Science.gov (United States)

Kahn, Peggy; Figart, Deborah M.

1998-01-01

Pay equity remains a problem linked to the problem of low pay. Pay equity must be understood as one solution to the problem of securing a living wage for women and men in the restructuring economy as well as a means for challenging gender equity. (JOW)

Performance pay, sorting and the dimensions of job satisfaction

OpenAIRE

C Green; J S Heywood

2007-01-01

This paper investigates the influence of performance related pay on several dimensions of job satisfaction. In cross-sectional estimates, performance related pay is associated with increased overall satisfaction, satisfaction with pay, satisfaction with job security and satisfaction with hours. It appears to be negatively associated with satisfaction with the work itself. Yet, after accounting for worker fixed-effects, the positive associations remain and the negative association vanishes. Th...

Trends in China’s gender employment and pay gap: estimating gender pay gaps with employment selection

OpenAIRE

Chi, Wei; Li, Bo

2012-01-01

In contrast to the United States and European countries, China has witnessed a widening gender pay gap in the past two decades. Nevertheless, the size of the gender pay gap could still be underestimated as a result of not accounting for the low-wage women who have dropped out of the labor force. As shown by a large and representative set of household survey data in China, since the 1980s the female employment rate has been falling and the gap between male and female employment rates has been ...

When Punishment Pays

Science.gov (United States)

Roberts, Gilbert

2013-01-01

Explaining cooperation in groups remains a key problem because reciprocity breaks down between more than two. Punishing individuals who contribute little provides a potential answer but changes the dilemma to why pay the costs of punishing which, like cooperation itself, provides a public good. Nevertheless, people are observed to punish others in behavioural economic games, posing a problem for existing theory which highlights the difficulty in explaining the spread and persistence of punishment. Here, I consider the apparent mismatch between theory and evidence and show by means of instructive analysis and simulation how much of the experimental evidence for punishment comes from scenarios in which punishers may expect to obtain a net benefit from punishing free-riders. In repeated games within groups, punishment works by imposing costs on defectors so that it pays them to switch to cooperating. Both punishers and non-punishers then benefit from the resulting increase in cooperation, hence investing in punishment can constitute a social dilemma. However, I show the conditions in which the benefits of increased cooperation are so great that they more than offset the costs of punishing, thereby removing the temptation to free-ride on others' investments and making punishment explicable in terms of direct self-interest. Crucially, this is because of the leveraging effect imposed in typical studies whereby people can pay a small cost to inflict a heavy loss on a punished individual. In contrast to previous models suggesting punishment is disadvantaged when rare, I show it can invade until it comes into a producer-scrounger equilibrium with non-punishers. I conclude that adding punishment to an iterated public goods game can solve the problem of achieving cooperation by removing the social dilemma. PMID:23483907

75 FR 6039 - National Center for Complementary & Alternative Medicine; Notice of Closed Meeting

Science.gov (United States)

2010-02-05

... Complementary & Alternative Medicine; Notice of Closed Meeting Pursuant to section 10(d) of the Federal Advisory... Domestic Assistance Program Nos. 93.213, Research and Training in Complementary and Alternative Medicine... Alternative Medicine Special Emphasis Panel Training. Date: March 1, 2010. Time: 8 a.m. to 5 p.m. Agenda: To...

Pay inequality in 25 European countries

OpenAIRE

Sile Padraigin O'Dorchai

2008-01-01

This paper analyses disparity in women’s pay across 25 European countries using EU-SILC 2005. First, the gender pay gap is examined. Next, the impact of parenthood is analysed. We show that women suffer a wage disadvantage compared with men all over Europe, except for Poland. Motherhood usually reinforces the gender gap but most discrimination is sex-related so that it concerns all women as potential mothers. There is no uniform relationship between the parenthood and the gender wage gap.

Sex, Money and the Equal Pay Act

Science.gov (United States)

Feldman, Edwin B.

1973-01-01

Institutions who justify a wage differential between male and female custodians on the basis that women typically do the lighter work, and men the heavier, can find themselves in trouble. The Equal Pay Act of 1963 requires that men and women get the same pay for equal work -- and all custodial work is substantially equal to the Labor Department.…

Equal Pay: A Thirty-Five Year Perspective.

Science.gov (United States)

Castro, Ida L.

Issued on the 35th anniversary of the signing of the Equal Pay Act (1963), this report is a historical analysis of the economic trends affecting women workers from the years leading up to passage of the act through the present. It is divided into three time periods to highlight important developments: Part I--The Early Impact of the Equal Pay Act,…

Laos. Un pays en mutation, Vatthana Pholsena

Directory of Open Access Journals (Sweden)

Vanina Bouté

2012-09-01

Full Text Available C’est avec un regard neuf et une approche originale que Vatthana Pholsena a relevé le défi d’écrire l’ouvrage Laos. Un pays en mutation, le dernier-né de la collection « Asie Plurielle » (Belin qui a déjà proposé une longue série d’ouvrages de présentation générale des pays d’Asie. Cet ouvrage vient combler un grand manque dans la littérature sur le Laos. Aucun ouvrage généraliste en langue française n’existant jusque-là sur ce petit pays d’Asie du Sud-Est, le lecteur curieux devait se référ...

An Analysis of Merit Pay Reforms in Educational Institutions

Directory of Open Access Journals (Sweden)

Andrew Brulle

2006-05-01

Full Text Available With roots in behaviorist philosophy, performance pay for teachers is often linked to accountability regimes in school reform. The theory girding such programs suggests that pay as an economic incentive can help cause teachers to increase student outcomes as measured by standardized test scores. What is little noticed by many educationists, but particularly by policy makers, is how programmatic effects affect the ontology of educational environment. There are several ways to approach the viability of such programs. In this study of three pay-for-performance programs, two in the U.S. and one in the UK, we provide theoretic insights in light of three variables: (i their psychological framework, (ii teacher efficacy and the teacher-student relationship, and (iii how the psychological impact of such programs coincides with larger institutional forces. Using theory to examine pay-for-performance is necessary in order to get beneath mere data and secure more thorough understandings of the phenomenological impacts of performance pay. And better understanding of these foundational features is necessary, even critical, in order to fully appreciate the economic and informational trade-offs in implementation. Our study suggests that as a small-scale reform measure and when it specifically accounts for complexities of educational production, performance pay may be a viable reform option.

The effectiveness of take-or-pay clauses under the Brazilian courts; A eficacia das clausulas de 'take-or-pay' nos tribunais brasileiros

Energy Technology Data Exchange (ETDEWEB)

Goncalves, Bruno A.; Travassos, Cristiano H. [Tess Advogados, Sao Paulo, SP (Brazil)

2008-07-01

The international energy industry, where the sale of their commodities (oil, natural gas, biofuels and its derivatives), typically uses in its long-term contracts clauses take-or-pay. However, questioning about the Brazilian judicial effectiveness of such clauses appears each day. This paper aims to establish a rationale clause of take-or-pay; have terms and typical conditions of one clause of take-or-pay; discuss the existing national law on the subject; list the main questions arising from the applicability of the terms of take-or-pay, and the potential solutions to the current scenario.

Volume 10 No. 11 November 2010 4364 WILLINGNESS TO PAY ...

African Journals Online (AJOL)

user

2010-11-11

Nov 11, 2010 ... to pay a premium, to buy an organic vegetable instead of a conventional one. The amount is a percentage ... the attitude, motives and willingness to pay for a range of organic products. The author laid ... organic products, buying preferences and willingness to pay premiums for selected organic vegetables.

ANALYSIS OF ALTERNATIVE PAYMENT DESIGNS FOR FARMLAND DEVELOPMENT RIGHTS

OpenAIRE

Hanson, Steven D.

1999-01-01

Four alternative payment rules were examined to evaluate their ability to accomplish the objectives of the development rights purchase program. Paying the true economic value for the development rights does not allow the program to target high quality agricultural land. Modifying the payment strategy by offering a minimum payment will provide some extra incentive for high quality agricultural land in areas with little development pressure, but will provide little help in areas with high devel...

Use of alternative and complementary therapies in labor and delivery care: a cross-sectional study of midwives' training in Catalan hospitals accredited as centers for normal birth.

Science.gov (United States)

Muñoz-Sellés, Ester; Vallès-Segalés, Antoni; Goberna-Tricas, Josefina

2013-11-15

The use of complementary and alternative medicine (CAM) and complementary and alternative therapies (CAT) during pregnancy is increasing. Scientific evidence for CAM and CAT in the field of obstetrics mainly covers pain relief in labor. Midwives are responsible for labor and delivery care: hence, their knowledge of CAM and CAT is important. The aims of this study are to describe the professional profile of midwives who provide care for natural childbirth in Catalan hospitals accredited as centers for normal birth, to assess midwives' level of training in CAT and their use of these therapies, and to identify specific resources for CAT in labor wards. A descriptive, cross-sectional, quantitative method was used to assess the level of training and use of CAT by midwives working at 28 hospitals in Catalonia, Spain, accredited as public normal birth centers. Just under a third of midwives (30.4%) trained in CAT after completion of basic training. They trained in an average of 5.97 therapies (SD 3.56). The number of CAT in which the midwives were trained correlated negatively with age (r = - 0.284; p trained in CAT considered that the following therapies were useful or very useful for pain relief during labor and delivery: relaxation techniques (64.3%), hydrotherapy (84.8%) and the application of compresses to the perineum (75.9%). The availability of resources for providing CAT during normal birth care varied widely from center to center. Age may influence attitudes towards training. It is important to increase the number of midwives trained in CAM for pain relief during childbirth, in order to promote the use of CAT and ensure efficiency and safety. CAT resources at accredited hospitals providing normal childbirth care should also be standardized.

Monitoring the Performance of the Pedestrian Transfer Function of Train Stations Using Automatic Fare Collection Data

NARCIS (Netherlands)

Van den Heuvel, J.P.A.; Hoogenraad, J.H.

2014-01-01

Over the last years all train stations in The Netherlands have been equipped with automatic fare collection gates and/or validators. All public transport passengers use a smart card to pay their fare. In this paper we present a monitor for the performance of the pedestrian function of train stations

Equal pay for women in science is achievable

Indian Academy of Sciences (India)

x

2007-10-18

Oct 18, 2007 ... introduced a bill, the SECURE Water Act, that would expand the survey's groundwater and stream-flow monitoring programmes. Equal pay for women in science is achievable. Aggressive academic management can correct pay disparities between male and female scientists, say researchers. Their study.

Willingness to pay for excreta pellet fertilizer: Empirical evidence from Ghana

Directory of Open Access Journals (Sweden)

JOHN K. M. Kuwornu

2017-09-01

Full Text Available This study examined farmers’ willingness to pay for excreta pellet fertilizer in Ghana. Primary data was obtained from 461 farmers in 10 districts in the Western and Greater Accra regions of Ghana through randomized questionnaire administration. The contingent valuation method was used in eliciting the farmers’ willingness to pay decisions (WTP and maximum amount they are willing to pay. The Tobit regression model results revealed that being a household head, unit cost of current fertilizer used, and farm size positively influenced the willingness to pay amount whereas previous use of organic fertilizer influenced the willingness to pay amount negatively.

Adequacy of Pay Structure and Its Impact on Personal Outcomes

Directory of Open Access Journals (Sweden)

Siti Salwa Salim

2015-12-01

Full Text Available Pay structure consists of two salient elements: monetary and non-monetary rewards. The ability of administrators to adequately provide these rewards may have a significant impact on personal outcomes. Although this relationship is vital, the role of adequacy of pay structures as an important antecedent was given less emphasis in the organizational pay structure research literature. Thus, this study was undertaken to examine the association between the adequacy of pay structure and personal outcomes. A survey method was conducted to collect data from employees who worked in private institutions of higher learning in Malaysia. The SmartPLS path model analysis demonstrated that job satisfaction and organizational commitment were important outcomes of the adequacy of pay structure in the studied organizations. Furthermore, this study also provided the relevant discussions, implications and conclusion.

Future-Focused Training Exercises with Alternative Coaching Conditions (CD-ROM)

National Research Council Canada - National Science Library

Kiser, Robert D; Childs, Jerry M; Leibrecht, Bruce C; Lockaby, Karen J

2005-01-01

.... This product presents the results of a research effort to advance the methodology for training companies and platoons, particularly in regard to the provision of coaching, in the future training environment...

The university workers' willingness to pay for commuting

NARCIS (Netherlands)

Russo, G.; van Ommeren, J.N.; Rietveld, P.

2012-01-01

Using a dynamic approach, employing data on job mobility, we demonstrate that university workers' marginal willingness to pay for reducing commuting distance is about €0. 25 per kilometre travelled. This corresponds to a marginal willingness to pay for reducing commuting time of about 75 % of the

Some Thoughts on the Equal Pay Act and Coaching Salaries.

Science.gov (United States)

Boring, Phyllis

This paper discusses the Equal Pay Act, Title VII of the Civil Rights Act of 1964, as it applies to women athletic coaches and physical education teachers. The following points are considered: (1) application of the Equal Pay Act; (2) advantage of voluntary compliance with the Equal Pay Act; (3) factors used to measure "equal work"; (4)…

Reuse of Solid Waste as Alternative Training Environment Conservation for Brewing in New Materials of Initial Education Teacher

Directory of Open Access Journals (Sweden)

Francys Yuviana Garrido Rojas

2016-08-01

Full Text Available The study focuses its objective to establish the reuse of solid waste as an alternative training in environmental conservation by developing new materials for teachers C.E.I.N. "Sebastian Araujo Briceño" Ciudad Bolivia, Barinas Pedraza municipality. The nature of the research is qualitative, the method is Action Research. Key informants shall consist of the director of the institution, the educational coordinator and classroom teacher. The technique used is the semi-structured interview, and the interview guide instrument. The analysis of information will be done through coding, categorization, triangulation and structuring theories. In conclusion, through the experience that has been the research in this institution, it has been shown that there is a pressing need in terms of training of staff of the institution in relation to the importance and benefits of environmental conservation and Similarly, the need for teaching and learning materials accompanying the different spaces where children are served, all this reality, gives an important sense this study.

77 FR 23595 - National Equal Pay Day, 2012

Science.gov (United States)

2012-04-20

... President, empowers women to recover wages lost to discrimination by extending the time period in which an...--regardless of the innovator's gender. On National Equal Pay Day, let us resolve to become a Nation that... injustice of wage discrimination, and join efforts to achieve equal pay. [[Page 23596

Java Card for PayTv Application

OpenAIRE

Dutta, Pallab

2013-01-01

Smart cards are widely used along with PayTV receivers to store secret user keys and to perform security functions to prevent any unauthorized viewing of PayTV channels. Java Card technology enables programs written in the Java programming language to run on smart cards. Smart cards represent one of the smallest computing platforms in use today. The memory configuration of a smart card are of the order of 4K of RAM, 72K of EEPROM, and 24K of ROM. Using Java card provides advantages to the ind...

Do we pay our community preceptors? Results from a CERA clerkship directors' survey.

Science.gov (United States)

Anthony, David; Jerpbak, Christine M; Margo, Katherine L; Power, David V; Slatt, Lisa M; Tarn, Derjung M

2014-03-01

Family medicine clerkships depend heavily on community-based family physician preceptors to teach medical students. These preceptors have traditionally been unpaid, but in recent years some clerkships have started to pay preceptors. This study determines trends in the number and geographic region of programs that pay their community preceptors, identifies reasons programs pay or do not pay, and investigates perceived advantages and disadvantages of payment. We conducted a cross-sectional, electronic survey of 134 family medicine clerkship directors at allopathic US medical schools. The response rate was 62% (83/132 clerkship directors). Nineteen of these (23%) currently pay community preceptors, 11 of whom are located in either New England or the South Atlantic region. Sixty-three percent of programs who pay report that their community preceptors are also paid for teaching other learners, compared to 32% of those programs who do not pay. Paying respondents displayed more positive attitudes toward paying community preceptors, though a majority of non-paying respondents indicated they would pay if they had the financial resources. The majority of clerkships do not pay their community preceptors to teach medical students, but competition from other learners may drive more medical schools to consider payment to help with preceptor recruitment and retention. Medical schools located in regions where there is competition for community preceptors from other medical and non-medical schools may need to consider paying preceptors as part of recruitment and retention efforts.

Farmers’ willingness to pay for surface water in the West Mitidja irrigated perimeter, northern Algeria

Directory of Open Access Journals (Sweden)

Malika Azzi

2018-04-01

Full Text Available Algeria is among the most water-stressed countries in the world. Because of its climatic conditions, irrigation is essential for agricultural production. Water prices paid by farmers in public irrigation districts are very low and do not cover the operation and maintenance (O&M costs of the irrigated perimeters, thus leading to the deterioration of these infrastructures. The objective of this paper is to analyse whether farmer’s in the West Mitidja irrigation district in northern Algeria would be willing to pay more for surface water in order to maintain the water supply service in its current conditions. We estimated farmers’ willingness to pay (WTP for water using data from a dichotomous choice contingent valuation survey to 112 randomly selected farmers. Farmers’ responses were modelled using logistic regression techniques. We also analysed which technical, structural, social and economic characteristics of farms and farmers explain the differences in WTP. Our results showed that nearly 80% of the surveyed farmers are willing to pay an extra price for irrigation water. The average WTP was 64% greater than the price currently paid by farmers, suggesting some scope for improving the financial resources of the Mitidja irrigated perimeter, but insufficient to cover all O&M costs. Some of the key identified factors that affect WTP for surface water relate to farm ownership, access to groundwater resources, cropping patterns, farmers’ agricultural training and risk exposure.

El concepto de willingness-to-pay en tela de juicio O conceito de willingness to pay em questão The willingness-to-pay concept in question

Directory of Open Access Journals (Sweden)

Joaquín F Mould Quevedo

2009-04-01

Full Text Available La idoneidad del concepto de willingness to pay (disponibilidad a pagar es revisado en las evaluaciones económicas que se realizan en el campo de la salud. Por un lado, existe dentro de la literatura económica un número importante de investigadores que señalan los múltiples problemas metodológicos que entrañan las estimaciones de willingness to pay. Por otro lado, aún el debate teórico-conceptual acerca de la agregación de las preferencias individuales dentro de una demanda agregada no ésta del todo resuelto. Sin embargo, durante los últimos 20 años la estimación de la disponibilidad a pagar dentro de las investigaciones económicas ha aumentado de forma significativa, siendo en muchos casos uno de los principales factores de la toma de decisión en políticas de salud. Plantease alguna de las limitaciones de esta técnica, así como el posible efecto distorsionador que podría tener sobre las evaluaciones económicas que se realizan en el área de la economía de la salud.São revisadas as limitações do uso do conceito de willingness to pay (disposição a pagar nas avaliações econômicas que se realizam no campo da saúde. Há na literatura econômica muitos investigadores que assinalam os múltiplos problemas metodológicos inerentes às estimações de willingness to pay. Por outro lado, o debate teórico-conceitual acerca da agregação das preferências individuais dentro de uma demanda agregada não está totalmente resolvido. Contudo, durante os últimos 20 anos, a estimação da disposição a pagar calculada pelos estudos tem aumentado de forma significativa, sendo em muitos casos um dos principais fatores de tomada de decisão em políticas de saúde. São apresentadas algumas das limitações desta técnica, assim como o possível efeito de distorção que poderia ter sobre as avaliações econômicas em saúde.The adequacy of the concept of willingness to pay within health economics evaluations is reviewed. A

Incremental cost and cost-effectiveness of low-dose, high-frequency training in basic emergency obstetric and newborn care as compared to status quo: part of a cluster-randomized training intervention evaluation in Ghana.

Science.gov (United States)

Willcox, Michelle; Harrison, Heather; Asiedu, Amos; Nelson, Allyson; Gomez, Patricia; LeFevre, Amnesty

2017-12-06

Low-dose, high-frequency (LDHF) training is a new approach best practices to improve clinical knowledge, build and retain competency, and transfer skills into practice after training. LDHF training in Ghana is an opportunity to build health workforce capacity in critical areas of maternal and newborn health and translate improved capacity into better health outcomes. This study examined the costs of an LDHF training approach for basic emergency obstetric and newborn care and calculates the incremental cost-effectiveness of the LDHF training program for health outcomes of newborn survival, compared to the status quo alternative of no training. The costs of LDHF were compared to costs of traditional workshop-based training per provider trained. Retrospective program cost analysis with activity-based costing was used to measure all resources of the LDHF training program over a 3-year analytic time horizon. Economic costs were estimated from financial records, informant interviews, and regional market prices. Health effects from the program's impact evaluation were used to model lives saved and disability-adjusted life years (DALYs) averted. Uncertainty analysis included one-way and probabilistic sensitivity analysis to explore incremental cost-effectiveness results when fluctuating key parameters. For the 40 health facilities included in the evaluation, the total LDHF training cost was $823,134. During the follow-up period after the first LDHF training-1 year at each participating facility-approximately 544 lives were saved. With deterministic calculation, these findings translate to $1497.77 per life saved or $53.07 per DALY averted. Probabilistic sensitivity analysis, with mean incremental cost-effectiveness ratio of $54.79 per DALY averted ($24.42-$107.01), suggests the LDHF training program as compared to no training has 100% probability of being cost-effective above a willingness to pay threshold of $1480, Ghana's gross national income per capita in 2015. This

Are Consumers Willing to Pay for Irradiated Foods

International Nuclear Information System (INIS)

Nayga, Rodolfo M. Jr.; Woodward, Richard; Aiew, Wipon

2005-09-01

This paper focuses on estimating willingness to pay for irradiated food using a non-hypothetical experiment utilizing real food products (i.e., ground beef), real cash, and actual exchange in a market setting. Single-bounded and one and one-half bounded models are developed using dichotomous choice experiments. Our results indicate that individuals are willing to pay for a reduction in the risk of food-borne illness once informed about the nature of food irradiation. Our respondents are willing to pay a premium of about $0.77 for a pound of irradiated ground beef, which is higher than the cost to irradiate the product

Modernizing the Federal Government: Paying for Performance

Science.gov (United States)

2007-01-01

works (Barr, 2007d). Employees are rated on performance measures such as “fair and equitable treatment of taxpayers” and “customer satisfaction ... Performance Act of 2007, Senate bill 1046, Washington, D.C., 2007b. 38 Modernizing the Federal Government: Paying for Performance Vroom , Victor H...AND SUBTITLE Modernizing the federal government paying for performance 5a. CONTRACT NUMBER 5b. GRANT NUMBER 5c. PROGRAM ELEMENT NUMBER 6. AUTHOR

A systematic review of Functional Communication Training (FCT) interventions involving augmentative and alternative communication in school settings.

Science.gov (United States)

Walker, Virginia L; Lyon, Kristin J; Loman, Sheldon L; Sennott, Samuel

2018-06-01

The purpose of this meta-analysis was to summarize single-case intervention studies in which Functional Communication Training (FCT) involving augmentative and alternative communication (AAC) was implemented in school settings. Overall, the findings suggest that FCT involving AAC was effective in reducing challenging behaviour and promoting aided or unaided AAC use among participants with disability. FCT was more effective for the participants who engaged in less severe forms of challenging behaviour prior to intervention. Additionally, FCT was more effective when informed by a descriptive functional behaviour assessment and delivered within inclusive school settings. Implications for practice and directions for future research related to FCT for students who use AAC are addressed.

Does fellowship pay: what is the long-term financial impact of subspecialty training in pediatrics?

Science.gov (United States)

Rochlin, Jonathan M; Simon, Harold K

2011-02-01

To (1) analyze the financial returns of fellowship training in pediatrics and to compare them with those generated from a career in general pediatrics and (2) evaluate the effects of including the newly enacted federal loan-repayment program and of changing the length of fellowship training. Although the choice to enter fellowship is based on many factors, economic considerations are important. We are not aware of any study that has focused on the financial impact of fellowship training in pediatrics. Using standard financial techniques, we estimated the financial returns that a graduating pediatric resident might anticipate from additional fellowship training followed by a career as a pediatric subspecialist and compared them with the returns that might be expected from starting a career as a general pediatrician immediately after residency. The financial returns of pediatric fellowship training varied greatly depending on which subspecialty fellowship was chosen. Pursuing a fellowship in most pediatric subspecialties was a negative financial decision when compared with pursuing no fellowship at all and practicing as a general pediatrician. Incorporating the federal loan-repayment program targeted toward pediatric subspecialists and decreasing the length of fellowship training from 3 to 2 years would substantially increase the financial returns of the pediatric subspecialties. Pediatric subspecialization yielded variable financial returns. The results from this study can be helpful to current pediatric residents as they contemplate their career options. In addition, our study may be valuable to policy makers evaluating health care reform and pediatric workforce-allocation issues.

Reactions to merit pay increases: a longitudinal test of a signal sensitivity perspective.

Science.gov (United States)

Shaw, Jason D; Duffy, Michelle K; Mitra, Atul; Lockhart, Daniel E; Bowler, Matthew

2003-06-01

The relationships among merit pay raises, trait positive affectivity (PA), and reactions to merit pay increases (pay attitudes and behavioral intentions) were explored in a longitudinal study of hospital employees. Drawing on signal sensitivity theory, the authors expected that PA would moderate the relationship between merit pay raise size and reactions to the increase such that pay raise size would be more strongly related to pay attitudes and behavioral intentions among those low in PA. Results strongly supported the predictions in the case of reactions to the raise amount (happiness and effort intentions) but not for pay level satisfaction. Implications of the results and directions for future research are identified.

Merit Pay and Music Education: A Motivation Perspective

Science.gov (United States)

Vagi, Robert

2014-01-01

Recently, state and federal legislators have emphasized teacher quality in their efforts to improve public education. Many reformers believe that merit pay may prove invaluable in attracting highly qualified educators to the workforce and retaining them, as well as in improving students' test scores. While merit pay's ability to recruit and retain…

5 CFR 9701.353 - Setting pay upon promotion.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Setting pay upon promotion. 9701.353... upon promotion. (a) Except as otherwise provided in this section, upon an employee's promotion, DHS... basic pay after promotion may not be less than the minimum rate of the higher band. (b) DHS will issue...

Alternative Work Patterns: Implications for Worklife Education and Training. Worker Education and Training Policies Project.

Science.gov (United States)

Shore, Jane

This monograph explores the major categories of alternative work patterns, e.g., flexitime, permanent part-time employment, job sharing, the compressed work week, and reduced work time. Advantages and disadvantages of each type are discussed, and new insight is offered into an unexplored dimension of the major types of alternative work patterns:…

The Part-Time Pay Penalty for Women in Britain

OpenAIRE

Manning, Alan; Petrongolo, Barbara

2007-01-01

Women in Britain who work part-time have, on average, hourly earnings about 25% less than that of women working full-time. This gap has widened greatly over the past 30 years. This paper tries to explain this part-time pay penalty. It shows that a sizeable part of the penalty can be explained by the differing characteristics pf FT and PT women. Inclusion of standard demographics halves the estimate of the pay penalty. But inclusion of occupation makes the pay penalty very small, suggesting th...

The gender pay gap in informal employment in Poland

OpenAIRE

Rokicka, Magdalena; Ruzik, Anna

2010-01-01

This paper addresses the issue of the gender pay gap in the formal and informal labour markets in Poland. The authors verify the hypothesis of the existence of a gender pay gap in informal work and compare this gap with the one observed in the formal (registered) labour market. Various analyses of available data show that size and characteristics of gender pay gap differ depending on the level of earnings. The inequality of earnings among unregistered women and men is more pronounced at the b...

Do discriminatory pay regimes unleash antisocial behavior?

OpenAIRE

Grosch, Kerstin; Rau, Holger A.

2017-01-01

In this paper, we analyze how pay-regime procedures affect antisocial behavior at the workplace. In a real-effort experiment we vary two determinants of pay regimes: discrimination and justification of payments by performance. In our Discrimination treatment half of the workforce is randomly selected and promoted and participate in a tournament (high-income workers) whereas the other half receives no payment (lowincome workers). Afterwards, antisocial behavior is measured by a Joy-of-Destruct...

STS-47 MS Davis trains at Payload Crew Training Complex at Marshall SFC

Science.gov (United States)

1992-01-01

STS-47 Endeavour, Orbiter Vehicle (OV) 105, Mission Specialist (MS) N. Jan Davis, wearing the Autogenic Feedback Training System 2 suit and lightweight headset, reviews a Payload Systems Handbook in the Spacelab Japan (SLJ) mockup during training at the Payload Crew Training Complex at Marshall Space Flight Center (MSFC) in Huntsville, Alabama. View provided with alternate number 92P-137.

Teacher Merit Pay: Is It a Good Idea?

Science.gov (United States)

Clabaugh, Gary K.

2009-01-01

President Obama's education agenda, which unhappily seems to be George W. Bush's program squared, contains two major features that will impact teacher pay and working conditions. The first is that charter schools are to be promoted aggressively. The second is an insistence on teacher merit pay. In this article, the author talks about teacher merit…

Pays en transition

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

Les périodes de transformation risquent de provoquer le chaos, mais elles sont également porteuses de rapides progrès sur le plan social et économique. Le CRDI est intervenu dans quelque 25 pays ayant amorcé une transition de la guerre à la paix, de la dictature à la démocratie ou d'une économie fermée à une.

Willingness to pay for electricity from renewable energy

Energy Technology Data Exchange (ETDEWEB)

Farhar, B.C.; Houston, A.H.

1996-09-01

National polls reveal widespread public preference and willingness to pay more for renewables. ``Green pricing`` programs attempt to capitalize on these preferences and on an expressed willingness to pay more for environmental protection. This report explores the utility option of green pricing as a method of aggregating public preferences for renewables. It summarizes national data on public preferences for renewables and willingness to pay (WTP) for electricity from renewable energy sources; examines utility market studies on WTP for renewables and green-pricing program features; critiques utility market research on green pricing; and discusses experiences with selected green-pricing programs. The report draws inferences for program design and future research. Given the limited experiences with the programs so far, the evidence suggests that programs in which customers pay a monthly premium for a specific renewable electricity product elicit a higher monthly financial commitment per customer than programs asking for contributions to unspecified future actions involving renewables. The experience with green-pricing programs is summarized and factors likely to affect customer participation are identified.

Comparative case study on website traffic generated by search engine optimisation and a pay-per-click campaign, versus marketing expenditure

Directory of Open Access Journals (Sweden)

Wouter T. Kritzinger

2015-09-01

Full Text Available Background: No empirical work was found on how marketing expenses compare when used solely for either the one or the other of the two main types of search engine marketing. Objectives: This research set out to determine how the results of the implementation of a pay-per-click campaign compared to those of a search engine optimisation campaign, given the same website and environment. At the same time, the expenses incurred on both these marketing methods were recorded and compared. Method: The active website of an existing, successful e-commerce concern was used as platform. The company had been using pay-per-click only for a period, whilst traffic was monitored. This system was decommissioned on a particular date and time, and an alternative search engine optimisation system was started at the same time. Again, both traffic and expenses were monitored. Results: The results indicate that the pay-per-click system did produce favourable results, but on the condition that a monthly fee has to be set aside to guarantee consistent traffic. The implementation of search engine optimisation required a relatively large investment at the outset, but it was once-off. After a drop in traffic owing to crawler visitation delays, the website traffic bypassed the average figure achieved during the pay-per-click period after a little over three months, whilst the expenditure crossed over after just six months. Conclusion: Whilst considering the specific parameters of this study, an investment in search engine optimisation rather than a pay-per-click campaign appears to produce better results at a lower cost, after a given period of time. [PDF to follow

Shortchanged: The Hidden Costs of Lockstep Teacher Pay

Science.gov (United States)

TNTP, 2014

2014-01-01

Nobody goes into teaching to get rich, but that's no excuse not to pay teachers as professionals. Compensation is one of the most important factors in determining who enters the teaching profession and how long they stay--yet 90 percent of all U.S. school districts pay teachers without any regard for their actual performance with students,…

Advanced training systems

Science.gov (United States)

Savely, Robert T.; Loftin, R. Bowen

1990-01-01

Training is a major endeavor in all modern societies. Common training methods include training manuals, formal classes, procedural computer programs, simulations, and on-the-job training. NASA's training approach has focussed primarily on on-the-job training in a simulation environment for both crew and ground based personnel. NASA must explore new approaches to training for the 1990's and beyond. Specific autonomous training systems are described which are based on artificial intelligence technology for use by NASA astronauts, flight controllers, and ground based support personnel that show an alternative to current training systems. In addition to these specific systems, the evolution of a general architecture for autonomous intelligent training systems that integrates many of the features of traditional training programs with artificial intelligence techniques is presented. These Intelligent Computer Aided Training (ICAT) systems would provide much of the same experience that could be gained from the best on-the-job training.

Effect of Participation in Performance Pay Systems and Employees’ Satisfaction with Job Conditions

Directory of Open Access Journals (Sweden)

Arman Ismail

2017-10-01

Full Text Available The aim of this research is to evaluate the association between participation in performance pay systems and employees’ satisfaction with job conditions. A survey method was utilized to collect data from subordinates who serve at disaster management agencies in West Malaysia. The findings of SmartPLS path model analysis display four important outcomes: first, the relationship between participation in pay plans and satisfaction with intrinsic job conditions was not significant. Second, relationship between participation in pay operations and satisfaction with intrinsic job conditions was not significant. Third, the relationship between participation in pay plans and satisfaction with extrinsic job conditions was significance. Finally, the relationship between participation in pay operations and satisfaction with extrinsic job conditions was significance. This finding demonstrates that participation in pay plans and participation in pay operations do not act as important predictors of employees’ satisfaction with intrinsic job conditions. Conversely, participation in pay plans and participation in pay operations do act as important predictors of employees’ satisfaction with extrinsic job conditions. Further, this research delivers discussion, implications and conclusion.

Bank CEO Pay-Performance Relations and the Effects of Deregulation.

OpenAIRE

Crawford, Anthony J; Ezzell, John R; Miles, James A

1995-01-01

The authors test the deregulation hypothesis that posits that bank CEO compensation became more sensitive to performance as bank management became less regulated. They observe a significant increase in pay-performance sensitivities from their 1976-81 regulation subsample to their 1982-88 deregulation subsample. These increases in pay sensitivities after deregulation are observed for salary and bonus, stock options, and common stock holdings. The authors observe increases in the pay-performanc...

Gender pay gap varies greatly by occupation

OpenAIRE

Wrohlich, Katharina

2017-01-01

The German labor market is characterized by marked occupational segregation between women and men. The median earnings in female dominated occupations are lower than those in male dominated professions. This is one of the reasons for the gender pay gap. However, there are also large differences in earnings between men and women within occupations. These profession-specific gender pay gaps are smaller in professions with a high proportion of employees in the public sector. This finding indicat...

Performance-related pay and gender wage differences

OpenAIRE

Kangasniemi, Mari; Kauhanen, Antti

2011-01-01

We study the impact of performance-related pay (PRP) on gender wage differences using Finnish linked employer-employee panel data. Controlling for unobserved person and firm effects, we find that bonuses increase women's earnings slightly less than men's, but the economic significance of the difference is negligible. Piece rates and reward rates, however, tend to increase gender wage differentials. Thus, the nature of a performance related pay plan is important for gauging the impact of PRP o...

Wage compression and the gender pay gap

OpenAIRE

Lawrence M. Kahn

2015-01-01

There are large international differences in the gender pay gap. In some developed countries in 2010–2012, women were close to earnings parity with men, while in others large gaps remained. Since women and men have different average levels of education and experience and commonly work in different industries and occupations, multiple factors can influence the gender pay gap. Among them are skill supply and demand, unions, and minimum wages, which influence the economywide wage returns to educ...

Does Collective Bargaining Influence the Pay Satisfaction of Elementary School Teachers?

Science.gov (United States)

Buckman, David G.; Tran, Henry; Young, I. Phillip

2016-01-01

The purpose of this study is to determine the impact of collective bargaining on teacher pay satisfaction and offer knowledge of the factors contributing to the pay satisfaction of public elementary school teachers. The study focuses on how human capital, occupational characteristics, and job related characteristics impact the pay satisfaction of…

Joint models for noise annoyance and willingness to pay for road noise reduction

DEFF Research Database (Denmark)

Fosgerau, Mogens; Bue Bjørner, Thomas

2006-01-01

Recent contingent valuation (CV) studies of the willingness to pay (WTP) for road noise reduction have used stated annoyance as an independent variable. We argue that this may be inappropriate due to potential endogeneity bias. Instead, an alternative model is proposed that treats both WTP...... and annoyance as endogenous variables in a simultaneous equation model as a combination of a linear regression with an ordered probit with correlated error terms and possibly common parameters. Thus, information on stated annoyance is utilised to estimate WTP with increased efficiency. Application of the model...... to a dataset from Copenhagen indicates a potential for improving the precision of the estimate of WTP for noise reduction with CV data....

MODEL OF TRAINING OF SUCCESS IN LIFE

Directory of Open Access Journals (Sweden)

Екатерина Александровна Лежнева

2014-04-01

Full Text Available The article explains the importance of the development of motive to succeed in adolescence. It is determined the value of the motive to achieve success in the further development of the teenager: a motive to achieve effective internal forces mobilized for the implementation of successful operation ensures the active involvement of teenagers in social and interpersonal relationships. As the primary means of motive development success is considered training. The author provides a definition of "training for success in life," creates a model of training for success in life, and describes its units (targeted, informative, technological, productive, reveals the successful development of the technology life strategy used during the training (self-presentation, targets, incentives, subject-orientation. The author pays attention to the need for a future psychologist to develop teenagers’ motive to achieve success through the mastery of competence in constructing a model of training for success in life, and its implementation in the course of professional activities. The main means of training students of psychology to the use of training success in life identified the additional educational programs and psychological section.DOI: http://dx.doi.org/10.12731/2218-7405-2013-9-77

SOME EFFECTIVE METHODS OF TRAINING COMMUNICATIONS AND IT SPECIALISTS FROM MILITARY STRUCTURES

Directory of Open Access Journals (Sweden)

Gheorghe BOARU

2016-12-01

Full Text Available Service training military specialists in communications and informatics is part of the general system of training and education of the Romanian Armed Forces. Due to the place and the increasingly important role of the communications and information in the command and control of tactical, operational and strategic military structures, decision makers pay special attention to training this category of specialists, so that the technical support provided by them might meet all technical requirements and operational management of any military operation. There is a permanent concern to ensure the training principle of compatibility with modern armies of NATO, by choosing similar forms and methods of effective training, ensuring operational training. In this article we analyzed and proposed the most affordable and effective ways of training in communication and information, with suggestions for institutionalized training.

5 CFR 531.610 - Treatment of locality rate as basic pay.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Treatment of locality rate as basic pay... REGULATIONS PAY UNDER THE GENERAL SCHEDULE Locality-Based Comparability Payments § 531.610 Treatment of... part 550, subpart L, for accumulated and accrued annual leave; (m) Grade and pay retention under 5 U.S...

Do Americans want ethanol? A comparative contingent-valuation study of willingness to pay for E-10 and E-85

Energy Technology Data Exchange (ETDEWEB)

Petrolia, Daniel R.; Bhattacharjee, Sanjoy [Department of Agricultural Economics, Mississippi State University, P.O. Box 5187, Mississippi State, MS 39762 (United States); Hudson, Darren [Department of Agricultural and Applied Economics, Texas Tech University, Lubbock, TX 79409 (United States); Herndon, Cary W. [North Mississippi Research and Extension Center, Mississippi State University, Verona, MS 38879 (United States)

2010-01-15

A nationwide contingent-valuation survey of consumer preferences for consumer fuel blends E-10 (a blend of 10% ethanol and 90% gasoline for use in standard vehicles) and E-85 (a blend of 85% ethanol and 15% gasoline for use in flex-fuel vehicles) was conducted to estimate willingness to pay (WTP) and identify key characteristics driving demand. Results indicate that overall perceptions of ethanol are positive, but ethanol is not the globally-preferred transportation-energy alternative, even among consumers with a positive WTP. Results indicate also that demand for E-85 is more price inelastic than E-10, with this result driven by consumers with no preference for E-10 but strong preferences for E-85. Finally, results also indicate that those consumers who are unsure about the micro-level benefits of E-85 are nonetheless more inclined to pay a premium. (author)

Do Americans want ethanol? A comparative contingent-valuation study of willingness to pay for E-10 and E-85

International Nuclear Information System (INIS)

Petrolia, Daniel R.; Bhattacharjee, Sanjoy; Hudson, Darren; Herndon, Cary W.

2010-01-01

A nationwide contingent-valuation survey of consumer preferences for consumer fuel blends E-10 (a blend of 10% ethanol and 90% gasoline for use in standard vehicles) and E-85 (a blend of 85% ethanol and 15% gasoline for use in flex-fuel vehicles) was conducted to estimate willingness to pay (WTP) and identify key characteristics driving demand. Results indicate that overall perceptions of ethanol are positive, but ethanol is not the globally-preferred transportation-energy alternative, even among consumers with a positive WTP. Results indicate also that demand for E-85 is more price inelastic than E-10, with this result driven by consumers with no preference for E-10 but strong preferences for E-85. Finally, results also indicate that those consumers who are unsure about the micro-level benefits of E-85 are nonetheless more inclined to pay a premium. (author)

5 CFR 9701.335 - Eligibility for pay increase associated with a supplement adjustment.

Science.gov (United States)

2010-01-01

... expectations and is entitled to any pay increase associated with a supplement adjustment, as provided in... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Eligibility for pay increase associated...) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Locality and...

Comparative evaluation of three alternative power cycles for waste heat recovery from the exhaust of adiabatic diesel engines

Science.gov (United States)

Bailey, M. M.

1985-01-01

Three alternative power cycles were compared in application as an exhaust-gas heat-recovery system for use with advanced adiabatic diesel engines. The power cycle alternatives considered were steam Rankine, organic Rankine with RC-1 as the working fluid, and variations of an air Brayton cycle. The comparison was made in terms of fuel economy and economic payback potential for heavy-duty trucks operating in line-haul service. The results indicate that, in terms of engine rated specific fuel consumption, a diesel/alternative-power-cycle engine offers a significant improvement over the turbocompound diesel used as the baseline for comparison. The maximum imporvement resulted from the use of a Rankine cycle heat-recovery system in series with turbocompounding. The air Brayton cycle alternatives studied, which included both simple-cycle and compression-intercooled configurations, were less effective and provided about half the fuel consumption improvement of the Rankine cycle alternatives under the same conditions. Capital and maintenance cost estimates were also developed for each of the heat-recovery power cycle systems. These costs were integrated with the fuel savings to identify the time required for net annual savings to pay back the initial capital investment. The sensitivity of capital payback time to arbitrary increases in fuel price, not accompanied by corresponding hardware cost inflation, was also examined. The results indicate that a fuel price increase is required for the alternative power cycles to pay back capital within an acceptable time period.

The gender pay gap in the UK

OpenAIRE

Debra Leaker

2008-01-01

Measuring differences between mens' and womens' earnings, presents estimates from ASHE, the LFS and the NES panel data setThe gender pay gap is a measure of the difference between the earnings of men and women. This article presents estimates of the gender pay gap from the Annual Survey of Hours and Earnings, the Labour Force Survey and the New Earnings Survey panel data set. It examines how different personal and labour market characteristics influence the earnings of men and women.The resul...

Don't pay taxes, save your money!

OpenAIRE

Bradáč, Michal

2011-01-01

Bachelor thesis "Don't Pay Taxes, Save Your Money!" focuses on the impact of the existence of tax havens on private and public sector. On the theoretical level, it shows the attractivity of tax havens for sufficiently large firms that can afford to pay costs of tax planning and profit manipulations. On the empirical level, it shows that tax havens are really the most successful jurisdictions in attracting foreign investors. In the end, two models of tax competition are introduced in order to ...

The public sector pay gap in Italy

OpenAIRE

Giordano Raffaela

2010-01-01

I investigate the public-private pay gap using Italian microdata covering the period 1980-2006. Even after controlling for observable characteristics of the labour force, I find a positive wage premium for the public sector, almost negligible during the eighties and averaging at about 12 percent in the period 1993-2006. While the pay gap for women and workers in southern regions turns out to be higher than the average in the whole sample period, the greater advantage from working in the publi...

Consumers’Willingness to Pay for Safety Attributes of Bread in Lagos Metropolis, Nigeria

OpenAIRE

Anyam, Osemeke E.; Fashogbon, Ayodele E.; Oni, Omobowale A.

2013-01-01

This study examined consumer’s willingness to pay for food safety attributes in bread in Lagos metropolis. It empirically analyzed the factors driving willingness to pay for improved bread and the effect of attributes on willingness to pay and mean willingness to pay for improved bread. The data for the study using a well-structured questionnaire containing Choice Experiment (CE) questions for eliciting willingness to pay was collected from 150 respondents using a two-stage random sampling te...

Understanding Transfer of Training.

Science.gov (United States)

Brown, Mark G.

1983-01-01

Stresses the difficulty of "maintenance" of newly learned behaviors by reinforcement and feedback on the job and proposes an alternative means of promoting transfer of training--establishing rule-governed behavior. Some ways of establishing rules in training are listed and discussed, including use of behavior-modeling and other…

Alternative considerations for environmental oversight training: Results from a needs assessment

Energy Technology Data Exchange (ETDEWEB)

Young, C.; Hensley, J.

1995-11-01

For staff to perform their jobs effectively and efficiently, they must be adequately trained. Well-trained staff are also more likely to be satisfied with their jobs and to remain with a given organization. In addition to hiring staff with relevant backgrounds and skills, critical steps in maintaining adequately trained staff are to analyze skill levels needed for the various tasks that personnel are required to perform and to provide training to improve staff s skill base. This first analysis is commonly referred to as a training needs assessment. Training needs are usually determined by defining the tasks required for a particular job and the associated knowledge, skills, and abilities necessary to adequately accomplish these tasks. The Office of Northwestern Area Programs of the U.S. Department of Energy`s (DOE`s) Office of Environmental Management (EM) oversees environmental remediation activities in the Chicago, Idaho, Oakland, and Richland Operations Offices. For this organization to effectively carry out its mission, its staff need to be as proficient as possible in the appropriate knowledge and skills. Therefore, a training needs assessment was conducted to determine staff`s level of knowledge and proficiency in various skills. The purpose of the assessment was to: (1) Examine the types of activities or tasks in which staff are involved, (2) Determine the skills needed to perform relevant tasks, and (3) Assess gaps in knowledge and skills for the tasks performed in order to suggest opportunities for skill development.

M&E-NetPay: A Micropayment System for Mobile and Electronic Commerce

Directory of Open Access Journals (Sweden)

Xiaodi Huang

2016-08-01

Full Text Available As an increasing number of people purchase goods and services online, micropayment systems are becoming particularly important for mobile and electronic commerce. We have designed and developed such a system called M&E-NetPay (Mobile and Electronic NetPay. With open interoperability and mobility, M&E-NetPay uses web services to connect brokers and vendors, providing secure, flexible and reliable credit services over the Internet. In particular, M&E-NetPay makes use of a secure, inexpensive and debit-based off-line protocol that allows vendors to interact only with customers, after validating coins. The design of the architecture and protocol of M&E-NetPay are presented, together with the implementation of its prototype in ringtone and wallpaper sites. To validate our system, we have conducted its evaluations on performance, usability and heuristics. Furthermore, we compare our system to the CORBA-based (Common Object Request Broker Architecture off-line micro-payment systems. The results have demonstrated that M&E-NetPay outperforms the .NET-based M&E-NetPay system in terms of performance and user satisfaction.

Pay as You Speed, ISA with incentive for not speeding

DEFF Research Database (Denmark)

Lahrmann, Harry Spaabæk; Agerholm, Niels; Tradisauskas, Nerius

2012-01-01

To simulate a market introduction of Intelligent Speed Adaptation (ISA) and to study the effect of a Pay as You Speed (PAYS) concept, a field trial with 153 drivers was conducted during 2007–2009. The participants drove under PAYS conditions for a shorter or a longer period. The PAYS concept......, with and without incentive crossed with informative ISA present or absent. The results showed that ISA is an efficient tool for reducing speeding particularly on rural roads. The analysis of speed data demonstrated that the proportion of distance driven above the speed where the ISA equipment responded (PDA...... level. Both informative ISA and incentive ISA reduced the PDA, but there was no statistically significant interaction. Informative reduced it more than the incentive....

42 CFR 124.515 - Compliance alternative for community health centers, migrant health centers and certain National...

Science.gov (United States)

2010-10-01

..., migrant health centers and certain National Health Service Corps sites. 124.515 Section 124.515 Public... Unable To Pay § 124.515 Compliance alternative for community health centers, migrant health centers and... migrant health center under section 329 of the Act is in substantial compliance with the terms and...

Electronic pay and leave statements (e-Payslips)

CERN Document Server

2004-01-01

Within the framework of measures to simplify and rationalise administrative procedures, the FI and IT Departments proposed a project to introduce electronic pay and leave statements. The project was launched at the beginning of 2004 after it had been approved by the Director of the Finance and Human Resources Departments. The project was presented to the GTPA (Groupe de Travail sur les Procédures Administratives) and discussed at the meeting of the SCC (Standing Concertation Committee) on 8 July 2004. The system designed and developed by the IT Department is now operational. What will change? Members of the personnel who currently receive a paper copy of their pay and/or leave statement will, in future, receive monthly e-mail notification of their electronic pay and leave statement, instead of the paper document. The current project does not affect retired members of the personnel. Each person receiving the e-mail notification will be invited to consult these electronic statements by clicking on a link p...

An immodest proposal: pay equity for nursing faculty who do clinical teaching.

Science.gov (United States)

Boughn, S

1992-05-01

Pay equity, the concept of equal pay for equal or comparable work, will continue to be of paramount importance to women as the 20th century draws to a close. While it might have been anticipated that women in academic settings would enjoy pay equity, clinical teaching in nursing education provides a model for gender discrimination as related to women's work. Elements of proposal development and a case study for contesting pay inequity are presented.

The 40-year pursuit of equal pay: a case of constantly moving goalposts

OpenAIRE

Jill Rubery; Damian Grimshaw

2015-01-01

Progress towards equal pay is elusive. This article reviews debates on and prescribed remedies for gender pay equality over the past 40 years of equal pay policy. It looks at pay from four perspectives—the economic, the sociological, the institutional and the organisational—and explores how and why once an apparent remedy for unequal pay is pursued, the goalposts tend to shift. The argument is made that the difficulties in securing long-term progress may be attributed to a number of factors, ...

Gender Differences in Pay Histories and Views on Pay Entitlement among University Students.

Science.gov (United States)

Desmarais, Serge; Curtis, James

1997-01-01

Examines whether gender differences in recent pay experience influence entitlement views by providing different standards for female and male students' judgments of their entitlements. Responses from 309 undergraduate students reveal that income gaps in the full-time working world extended to their own recent work experiences and that these past…

Paying you back or paying me forward: understanding rewarded and unrewarded organizational citizenship behavior.

Science.gov (United States)

Korsgaard, M Audrey; Meglino, Bruce M; Lester, Scott W; Jeong, Sophia S

2010-03-01

The definition of organizational citizenship behavior (OCB) has evolved from one in which the behavior is unrewarded to one in which rewards play a significant role. As a result, little is known about mechanisms that sustain unrewarded OCB. We used the theory of other orientation to examine 2 mechanisms based on the norm of reciprocity: the obligation to reciprocate the benefits already received from another ("paying you back") and the expected reciprocity that one's actions will stimulate future benefits from another ("paying me forward"). We propose that these mechanisms are more or less influential depending on one's motivational orientation. In 3 experiments using both trait and state indicators of other orientation, we found that the prosocial behavior of individuals higher in other orientation was more strongly influenced by the obligation to reciprocate and less affected by the expectation of reciprocity. 2010 APA, all rights reserved

Two-step rating-based 'double-faced applicability' test for sensory analysis of spread products as an alternative to descriptive analysis with trained panel.

Science.gov (United States)

Kim, In-Ah; den-Hollander, Elyn; Lee, Hye-Seong

2018-03-01

Descriptive analysis with a trained sensory panel has thus far been the most well defined methodology to characterize various products. However, in practical terms, intensive training in descriptive analysis has been recognized as a serious defect. To overcome this limitation, various novel rapid sensory profiling methodologies have been suggested in the literature. Among these, attribute-based methodologies such as check-all-that-apply (CATA) questions showed results comparable to those of conventional sensory descriptive analysis. Kim, Hopkinson, van Hout, and Lee (2017a, 2017b) have proposed a novel attribute-based methodology termed the two-step rating-based 'double-faced applicability' test with a novel output measure of applicability magnitude (d' A ) for measuring consumers' product usage experience throughout various product usage stages. In this paper, the potential of the two-step rating-based 'double-faced applicability' test with d' A was investigated as an alternative to conventional sensory descriptive analysis in terms of sensory characterization and product discrimination. Twelve commercial spread products were evaluated using both conventional sensory descriptive analysis with a trained sensory panel and two-step rating-based 'double-faced applicability' test with an untrained sensory panel. The results demonstrated that the 'double-faced applicability' test can be used to provide a direct measure of the applicability magnitude of sensory attributes of the samples tested in terms of d' A for sensory characterization of individual samples and multiple sample comparisons. This suggests that when the appropriate list of attributes to be used in the questionnaire is already available, the two-step rating-based 'double-faced applicability' test with d' A can be used as a more efficient alternative to conventional descriptive analysis, without requiring any intensive training process. Copyright © 2017 Elsevier Ltd. All rights reserved.

The Relationship between Pay and Job Satisfaction: A Meta-Analysis of the Literature

Science.gov (United States)

Judge, Timothy A.; Piccolo, Ronald F.; Podsakoff, Nathan P.; Shaw, John C.; Rich, Bruce L.

2010-01-01

Whereas the motivational aspects of pay are well-documented, the notion that high pay leads to high levels of satisfaction is not without debate. The current study used meta-analysis to estimate the population correlation between pay level and measures of pay and job satisfaction. Cumulating across 115 correlations from 92 independent samples,…

"You Pay Your Share, We'll Pay Our Share": The College Cost Burden and the Role of Race, Income, and College Assets

Science.gov (United States)

Elliott, William; Friedline, Terri

2013-01-01

Changes in financial aid policies raise questions about students being asked to pay too much for college and whether parents' college savings for their children helps reduce the burden on students to pay for college. Using trivariate probit analysis with predicted probabilities, in this exploratory study we find recent changes in the financial aid…

Do Consumers Pay More Using Debit Cards than Cash

DEFF Research Database (Denmark)

Runnemark, Emma; Hedman, Jonas; Xiao, Xiao

2015-01-01

We conduct an incentivized experiment to study the effect of the payment method on spending. We find that the willingness to pay is higher when subjects pay with debit cards compared to cash. The result is robust to controlling for cash-on-hand constraints, spending type, price familiarity...

Initial training for trainers the spiral process or ''getting trained while training''

International Nuclear Information System (INIS)

Croes, R.

1996-01-01

The initial training program for trainers is part of an overall gradual development towards full professionalism. Based on the two key words, responsibility and autonomy, the global aim is to provide assistance to new instructors so that they become full actors in their own training process and to prepare them to deal with all the different situations they may meet. The SPIRAL process lasts one full year and could be characterized in four words: alternation, support, individualization and project. From the first weeks in the process, the new trainers already deliver training instructions. The SPIRAL year terminates with the presentation to the project before an evaluation board. The evaluation takes into account the project and the on going assessment of acquisition of knowledge and skills

Impacts of Alternative Implementations of the Single Farm Payment on Organi-cally and Conventionally Producing Farms in Austria

OpenAIRE

Schmid, Erwin; Sinabell, Franz

2007-01-01

In 2003, the Common Agricultural Policy underwent a substantial reform. Direct pay-ments that were linked to the production of certain crops and livestock were abolished. Alternatively, the Single Farm Payment was introduced in EU-15 Member States. We investigate the distributional consequences of alternative implementation choices for organic farms in Austria. Results show that net-returns of farms and the distribution of farm revenues depend on the particular implementation of the reform.

29 CFR 778.325 - Effect on salary covering more than 40 hours' pay.

Science.gov (United States)

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Effect on salary covering more than 40 hours' pay. 778.325... COMPENSATION Special Problems Reduction in Workweek Schedule with No Change in Pay § 778.325 Effect on salary covering more than 40 hours' pay. The same reasoning applies to salary covering straight time pay for a...

The Dilemmas of Adopting Performance Related Pay as a Reward ...

African Journals Online (AJOL)

The Dilemmas of Adopting Performance Related Pay as a Reward Strategy for ... over automatic pay increase (formal and transparent reward systems linked to ... of reward and compensation, and low level of motivation and performance.

Computer-Based Cognitive Training in Aging.

Science.gov (United States)

Klimova, Blanka

2016-01-01

At present there is a rapid growth of aging population groups worldwide, which brings about serious economic and social problems. Thus, there is considerable effort to prolong the active life of these older people and keep them independent. The purpose of this mini review is to explore available clinical studies implementing computer-based cognitive training programs as intervention tools in the prevention and delay of cognitive decline in aging, with a special focus on their effectiveness. This was done by conducting a literature search in the databases Web of Science, Scopus, MEDLINE and Springer, and consequently by evaluating the findings of the relevant studies. The findings show that computerized cognitive training can lead to the improvement of cognitive functions such as working memory and reasoning skills in particular. However, this training should be performed over a longer time span since a short-term cognitive training mainly has an impact on short-term memory with temporary effects. In addition, the training must be intense to become effective. Furthermore, the results indicate that it is important to pay close attention to the methodological standards in future clinical studies.

Willingness to Pay Additional Water Rate and Irrigation Knowledge of Farmers in Dinar Karakuyu Irrigation Areas in Turkey

Directory of Open Access Journals (Sweden)

Mevlüt Gül

2017-08-01

Full Text Available Water which has become commodity product which is an important product today. Turkey is not a water rich country. In this study, agricultural enterprises in the field of Irrigation Project in Dinar Karakuyu which was implemented in 1992 by DSI. The study analysed which factors affect the willingness to pay additional irrigation water rate with the help of logit model and the irrigation knowledge of farmers was determined by Likert scale. Dinar Karakuyu irrigation network has begun to lose the function in the region. It was supposed 100% irrigation rate but decreased by approximately 9% today. In this context, DSI (General Directorate of State Hydraulic Works plans to rehabilitation work in the same area. The main material of this study was data obtained from 67 agricultural enterprises through a survey covered by the Irrigation Rehabilitation Project in the province of Afyonkarahisar Karakuyu Dinar. The data was gathered with the help of questionnaires which were answered by farmers in Karakuyu Dinar region. The results indicated that 74.6% of farmers were willingness to pay additional water charge. The data were statistically analysed with the use of the logit model. The model results show that agricultural income, farmers’ educational level, computer ownership, attendance of agricultural training activities, family size and agricultural experience were positive factors affect farmers’ willingness to pay additional water fee.

The case of the unpopular pay plan.

Science.gov (United States)

Ehrenfeld, T; Coil, M; Berwick, D; Nyberg, T; Beer, M

1992-01-01

Three years after launching the team-based Quality For All program, Top Chemical Company CEO Sam Verde was searching for a team-based compensation system that would reflect his company's new philosophy. With a committee gathered to discuss the issue, Verde confronts the fact that changing pay plans is an issue few people can agree on. "Very simply," explains vice president for compensation Gilbert Porterfield, "the plan is designed to give employees working on teams real incentives for constant improvement and overall excellence. The variable aspect of the system pays employees for the performance of their group." This doesn't sit well with the others. "It's going to punish teams like mine for the failings of others instead of rewarding us for the work we do and have already done," says packaging team representative Ruth Gibson. Another committee member feels that team-based anything is a "motivational happy land that doesn't square with how people really work." While Verde likes the proposed pay plan, he has doubts over whether his employees will accept the risk. Upper management has no problem basing 60% of its pay on TopChem's performance. But getting line employees to risk part of their salaries--even as little as 4%--on the ups and downs of the chemical industry may be more trouble than it's worth. Four experts on compensation reveal where Top Chemical went wrong in its plan and how Sam Verde might bring about change successfully.

Well-To-Wheel based fiscal systems. Can a WTW fiscal basis accelerate the introduction of alternative fuels?

International Nuclear Information System (INIS)

Van Bree, B.; Hanschke, C.B.

2011-09-01

This report explores to which extent alternative, (partially) Well-To-Wheel based fiscal systems may accelerate the introduction of low-carbon fuels and vehicles. The design of two alternative fiscal systems is described, as well as the challenges that any fiscal system must meet. The alternative systems are compared to the existing fiscal system with regard to (1) the extent to which they honour the 'polluter pays' principle, (2) the extent to which they are expected to accelerate the introduction of (alternative) gaseous fuels, liquid biofuels, and zero-emission vehicles, (3) their expected impact on the vehicle stock, and (4) a number of (undesired) side-effects. The results show that the alternative systems provide a stronger fiscal support for some alternative fuels and vehicles, but not for all.

State cost sharing of training

International Nuclear Information System (INIS)

Montgomery, J.M.; Flater, D.A.; Hughes, D.R. Sr.; Lubenau, J.O.; Merges, P.J.; Mobley, M.H.; Raglin, K.A.

1989-08-01

In March 1988, The Office of Governmental and Public Affairs (GPA) completed a report (NUREG-1311) entitled, ''Funding the NRC Training Program for States.'' This report responded to a Commission's request for study of NRC's long-standing practice of paying the travel and per diem of state personnel who attend NRC sponsored training. In May 1988, the Chairman endorsed the report in most respects but asked for further study of a cost sharing of travel and per diem costs. As a result, the Director of GPA's State, Local and Indian Tribe Programs (SLITP) established a Task Force comprised of representatives from the Conference of Radiation Control Program Directors, Inc., the Agreement States and the NRC to look at ways that the states can share the costs of NRC training, particularly travel and per diem. At the request of the Director, GPA, the Task Force also looked at related cost and quantity issues associated with the NRC training program for state personnel. This report includes a discussion of NRC and state perspectives on the issue of sharing travel and per diem costs, a discussion of options, and recommendations for likely cost savings and quality of training improvement. 1 ref., 3 figs., 2 tabs

Be vigilant, this government is coming after your pay.

Science.gov (United States)

Travis, Mike

2016-02-10

When chancellor George Osborne accepted what might have been a couple of luncheon vouchers from Google in payment of ten years' unpaid UK tax, the Department of Health submitted its evidence to the Pay Review Body in favour of extending 'plain time working' and introducing performance-related incremental pay progression.

Willingness to Pay for Home-Based Rehabilitation Service Among Older Adults.

Science.gov (United States)

Li, Xuemei; Wan, Xia; Pang, Yajuan; Zhou, Lanshu

2018-06-18

This study aims to investigate the willingness to pay (WTP) for a home-based rehabilitation service and explore the influencing factors of WTP among older adults in Shanghai, China. A cross-sectional design was used. A questionnaire survey based on the contingent valuation method was conducted by face-to-face survey over 3 months. Only 242 (44%) participants were willing to pay for a home-based rehabilitation service. The median amount they were willing to pay was RMB 8 (US$1.15) per visit. Older adults who had higher monthly income, had at least one partner who worked, and had medical insurance were willing to pay more for the service. Older adults showed low WTP for a home-based rehabilitation service. Economic status and health condition are the significant influencing factors of WTP. Studies on recipients' precise needs and ability to pay are required before home-based services are implemented.

History of Pay Equity Studies.

Science.gov (United States)

Barbezat, Debra A.

2002-01-01

Traces the evolution of salary-equity studies over time, and how the findings have changed with regard to pay differences by gender and race/ethnicity. Reviews the literature on salary equity for both faculty and nonfaculty academic employees. (EV)

Meaningful radiation worker training for temporary craftsmen

International Nuclear Information System (INIS)

Williams, S.L.

1976-01-01

The carefully organized Radiation Worker Training Program presented to permanently assigned personnel at a power reactor facility too often falls by the wayside when temporary craftsmen are brought in for an outage. Even though these temporary workers will frequently be assigned to outage jobs with high radiation and/or contamination exposures, their Radiation Worker Training is often squeezed into an already busy schedule, thus reducing its effectiveness. As an aid for evaluating the effectiveness of an existing Radiation Worker Training Program for temporary craftsmen or for setting up a new program, the following guides are presented and discussed in this paper: the training environment; the interest and meaningfulness of the presentation; the method or methods used for presentation of the training information; the use of demonstrations; trainee participation; and, measuring the amount and type of information retained by a trainee. Meaningful Radiation Worker Training for temporary craftsmen can pay big dividends. Craftsmen can be expected to make fewer mistakes, thus reducing radiation exposure and lessening the chance for the spread of contamination. The craftsmen will also benefit by being able to work longer and utility management will benefit by having lower outage costs

Willingness to Pay for Insurance in Denmark

DEFF Research Database (Denmark)

Hansen, Jan V.; Højbjerg Jacobsen, Rasmus; Lau, Morten

2016-01-01

Danish population, and information on household income and wealth from registers at Statistics Denmark. The results show that the willingness to pay is marginally higher than the actuarially fair value under expected utility theory, but significantly higher under rank-dependent utility theory, and up......We estimate how much Danish households are willing to pay for auto, home, and house insurance. We use a unique combination of claims data from a large Danish insurance company, measures of individual risk attitudes and discount rates from a field experiment with a representative sample of the adult...

Les pays émergents, nouveau moteur de l'aide internationale | CRDI ...

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

11 mars 2014 ... La contribution totale que fait un pays aux pays en développement donne donc une meilleure mesure de sa générosité que le seul montant de l'aide, a conclu Mme Adelman. La compassion est l'affaire de tous dans un pays, et pas uniquement du gouvernement. Kelly Haggart est rédactrice principale au ...

The impact of the public sector pay review bodies in the UK

OpenAIRE

Dolton, Peter J.; Makepeace, Gerald; Marcenaro-Gutierrez, Oscar

2008-01-01

This paper examines the impact of the Pay Review Bodies (PRBs) on the public sector pay of their remit groups. We compare the real weekly earnings of groups of workers in occupations covered by PRBs, in the remainder of the public sector and in the private sector using LFS data from 1993 to 2006 for 10 occupational sub-groups. We describe how the pattern of relative occupational pay varies over time and by gender and can be interpreted as compensating pay differentials. In several public sect...

The Impact of the Public Sector Pay Review Bodies in the UK

OpenAIRE

Dolton, Peter; Makepeace, Gerry

2008-01-01

This paper examines the impact of the Pay Review Bodies (PRBs) on the public sector pay of their remit groups. We compare the real weekly earnings of groups of workers in occupations covered by PRBs, in the remainder of the public sector and in the private sector using LFS data from 1993 to 2006 for 10 occupational sub-groups. We describe how the pattern of relative occupational pay varies over time and by gender and can be interpreted as compensating pay differentials. In several public sect...

Using Outperformance Pay to Motivate Academics: Insiders' Accounts of Promises and Problems

Science.gov (United States)

Field, Laurie

2015-01-01

Many researchers have investigated the appropriateness of pay for outperformance, (also called "merit-based pay" and "performance-based pay") for academics, but a review of this body of work shows that the voice of academics themselves is largely absent. This article is a contribution to addressing this gap, summarising the…

75 FR 35953 - Enhancing Payment Accuracy Through a ``Do Not Pay List''

Science.gov (United States)

2010-06-23

... Payment Accuracy Through a ``Do Not Pay List'' Memorandum for the Heads of Executive Departments and... Management and Budget (OMB) in consultation with agencies, shall be collectively known as the ``Do Not Pay... process for determining whether the information provided on the ``Do Not Pay List'' is sufficient to stop...

76 FR 80268 - Pay for Senior-Level and Scientific or Professional Positions

Science.gov (United States)

2011-12-23

... 3206-AL88 Pay for Senior-Level and Scientific or Professional Positions AGENCY: U.S. Office of... to amend rules for setting and adjusting pay of senior-level (SL) and scientific or professional (ST) employees. The Senior Professional Performance Act of 2008 changes pay for these employees by providing for...

5 CFR 9701.323 - Eligibility for pay increase associated with a rate range adjustment.

Science.gov (United States)

2010-01-01

... individual pay increase. An employee who meets or exceeds performance expectations (i.e., has a rating of... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Eligibility for pay increase associated...) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Setting and...

Alternative right ventricular pacing sites.

Science.gov (United States)

Łuciuk, Dariusz; Łuciuk, Marek; Gajek, Jacek

2015-01-01

The main adverse effect of chronic stimulation is stimulation-induced heart failure in case of ventricular contraction dyssynchrony. Because of this fact, new techniques of stimulation should be considered to optimize electrotherapy. One of these methods is pacing from alternative right ventricular sites. The purpose of this article is to review currently accumulated data about alternative sites of cardiac pacing. Medline and PubMed bases were used to search English and Polish reports published recently. Recent studies report a deleterious effect of long term apical pacing. It is suggested that permanent apical stimulation, by omitting physiological conduction pattern with His-Purkinie network, may lead to electrical and mechanical dyssynchrony of heart muscle contraction. In the long term this pathological situation can lead to severe heart failure and death. Because of this, scientists began to search for some alternative sites of cardiac pacing to reduce the deleterious effect of stimulation. Based on current accumulated data, it is suggested that the right ventricular outflow tract, right ventricular septum, direct His-bundle or biventricular pacing are better alternatives due to more physiological electrical impulse propagation within the heart and the reduction of the dyssynchrony effect. These methods should preserve a better left ventricular function and prevent the development of heart failure in permanent paced patients. As there is still not enough, long-term, randomized, prospective, cross-over and multicenter studies, further research is required to validate the benefits of using this kind of therapy. The article should pay attention to new sites of cardiac stimulation as a better and safer method of treatment.

THE GENDER PAY DISCREPANCIES – A GLOBAL ISSUE. THE CASE OF ROMANIA

OpenAIRE

Meral (Ibraim) Kagitci

2013-01-01

The purpose of this article is to present the gender pay gap in the Member States of the European Union. The European legislation had a good impact on eliminating the direct discrimination between women and men regarding the pay gap. However, beside all efforts, the statistics show a persisting gender pay gap of 16,4 % on average for the 27 EU Member States in 2010, recording a slight downward trend in recent years, when the figure was around 17% or higher. The causes of the gender pay gap ar...

THE GENDER PAY GAP IN VIETNAM, 1993-2002: A QUANTILE REGRESSION APPROACH

OpenAIRE

Pham, Hung T; Reilly, Barry

2007-01-01

This paper uses mean and quantile regression analysis to investigate the gender pay gap for the wage employed in Vietnam over the period 1993 to 2002. It finds that the Doi moi reforms appear to have been associated with a sharp reduction in gender pay gap disparities for the wage employed. The average gender pay gap in this sector halved between 1993 and 2002 with most of the contraction evident by 1998. There has also been a narrowing in the gender pay gap at most selected points of the con...

47 CFR 64.1509 - Disclosure and dissemination of pay-per-call information.

Science.gov (United States)

2010-10-01

... each such service; and (4) A statement of the pay-per-call service provider's name, business address... name and mailing address of any provider of pay-per-call services offered by that carrier; and (2... 47 Telecommunication 3 2010-10-01 2010-10-01 false Disclosure and dissemination of pay-per-call...

Women Labor Market: Gender Pay Gap and Its Determinants / Trh práce žen: Gender pay gap a jeho determinanty [available in Czech only

OpenAIRE

Martina Mysíková

2007-01-01

This study is concerned with decomposing the gender pay gap in the Czech Republic. It aims not only to compare male and female wage-equations but also to uncover the gender pay gap structure. The decision of many women not to participate in the labor market can be influenced by potentially low wages. Their entry into the labor market could increase the gender pay gap in large measure. The advantage of this study is that it uses a selection method to estimate the male and female wage equations...

Economic and market issues on the sustainability of egg production in the United States: analysis of alternative production systems.

Science.gov (United States)

Sumner, D A; Gow, H; Hayes, D; Matthews, W; Norwood, B; Rosen-Molina, J T; Thurman, W

2011-01-01

Conventional cage housing for laying hens evolved as a cost-effective egg production system. Complying with mandated hen housing alternatives would raise marginal production costs and require sizable capital investment. California data indicate that shifts from conventional cages to barn housing would likely cause farm-level cost increases of about 40% per dozen. The US data on production costs of such alternatives as furnished cages are not readily available and European data are not applicable to the US industry structure. Economic analysis relies on key facts about production and marketing of conventional and noncage eggs. Even if mandated by government or buyers, shifts to alternative housing would likely occur with lead times of at least 5 yr. Therefore, egg producers and input suppliers would have considerable time to plan new systems and build new facilities. Relatively few US consumers now pay the high retail premiums required for nonconventional eggs from hens housed in alternative systems. However, data from consumer experiments indicate that additional consumers would also be willing to pay some premium. Nonetheless, current data do not allow easy extrapolation to understand the willingness to pay for such eggs by the vast majority of conventional egg consumers. Egg consumption in the United States tends to be relatively unresponsive to price changes, such that sustained farm price increases of 40% would likely reduce consumption by less than 10%. This combination of facts and relationships suggests that, unless low-cost imports grew rapidly, requirements for higher cost hen housing systems would raise US egg prices considerably while reducing egg consumption marginally. Eggs are a low-cost source of animal protein and low-income consumers would be hardest hit. However, because egg expenditures are a very small share of the consumer budget, real income loss for consumers would be small in percentage terms. Finally, the high egg prices imposed by

Hospital staffing and local pay: an investigation into the impact of local variations in the competitiveness of nurses' pay on the staffing of hospitals in France.

Science.gov (United States)

Combes, Jean-Baptiste; Delattre, Eric; Elliott, Bob; Skåtun, Diane

2015-09-01

Spatial wage theory suggests that employers in different regions may offer different pay rates to reflect local amenities and cost of living. Higher wages may be required to compensate for a less pleasant environment or a higher cost of living. If wages in a competing sector within an area are less flexible and therefore less competitive this may lead to an inability to employ staff. This paper considers the market for nursing staff in France where there is general regulation of wages and public hospitals compete for staff with the private hospital and non-hospital sectors. We consider two types of nursing staff, registered and assistant nurses and first establish the degree of spatial variation in the competitiveness of pay of nurses in public hospitals. We then consider whether these spatial variations are associated with variation in the employment of nursing staff. We find that despite regulation of pay in the public and private sector, there are substantial local variations in the competitiveness of nurses' pay. We find evidence that the spatial variations in the competitiveness of pay are associated with relative numbers of assistant nurses but not registered nurses. While we find the influence of the competitiveness of pay is small, it suggests that nonpay conditions may be an important factor in adjusting the labour market as might be expected in such a regulated market.

5 CFR 9901.372 - Conversion or movement out of NSPS pay system.

Science.gov (United States)

2010-01-01

... worksite, and pay as of the day immediately before the date of conversion or movement out of NSPS. An... employee's pay band. If the employee's adjusted salary equals or exceeds the step 4 rate of the second... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Conversion or movement out of NSPS pay...

Assessment of willingness to pay for improved air quality using contingent valuation method

Directory of Open Access Journals (Sweden)

S. Akhtar

2017-09-01

Full Text Available Rapid urbanization and severe air quality deterioration in Pakistan have increased citizens’s concern towards air pollution. This study, conducted in November, 2016, aimed to develop relationship between degraded air quality and resident’s willingness to pay for improved air quality in city of Lahore, Pakistan through contingent valuation method to quantify an individual’s willingness to pay for improved air quality. Hypothetical market was created and 250 respondents, selected through random sampling, were asked to respond to pre tested questionnaire. Results revealed that 92.5% of respondents showed positive willingness to pay and average predicted willingness to pay by each person was $9.86 per month. Respondents were willing to pay $118 per year which was 1.27% of their mean monthly income. Stepwise regression model was used to develop relationship between independent variables and willingness to pay. Most parameters accompanied by econometric analysis elaborated expected results. Results disclosed that annual household income, symptoms of respiratory diseases and self observed air pollution pointedly impact willingness to pay. It is concluded that despite of the fact that Pakistan is among the lower income countries with no rigid budget allocation for improvement in air quality, people of Pakistan are willing to pay to reduce air pollution load. One of the factor which effected the positivity of willingness to pay is that, a quite large number of people were suffering from pollution related respiratory disorders like asthma, chronic bronchitis, wheezing, cough, and chest congestion. Only 7.5% of respondents were not interested to pay for improved air quality which reported unconcerned attitude and lack of environmental awareness.

Willingness to Pay for Insurance in Denmark

DEFF Research Database (Denmark)

Hansen, Jan V.; Højbjerg Jacobsen, Rasmus; Lau, Morten I.

We estimate the maximum amount that Danish households are willing to pay for three different types of insurance: auto, home and house insurance. We use a unique combination of claims data from the largest private insurance company in Denmark, measures of individual risk attitudes and discount rates...... possible states of nature, where all uncertainty is realized in the initial period and any loss incurred by an accident is subtracted from initial wealth. The estimated willingness to pay is based on annual claims and should thus be considered as an annual premium. Since there is some uncertainty about...... of the insurance claims....

Qualifying of Employees for Communica­tion of Knowledge - Internal Training and Training of Educators

Directory of Open Access Journals (Sweden)

Nevenka Bevk

2001-12-01

Full Text Available In the period of privatisation of NLB d.d. and accession and integration in the European Union, we here at NLB d.d. are more than ever before aware that we will only be able to retain our competitive advantage or even further increase it with a well qualified personnel. Above all, we see our key opportunity to reach this goal in training end educating internal educators, who will be capa­ ble of communicating the acquired knowledge to others, too, either directly at their job posts, via seminars, workshops or in any other form. Therefore we will pay much attention to continuous search for new internal educators as well as to further training and educating of the existing ones and we'll encourage gathering knowl edge in various new forms and methods.

Understanding International Differences in the Gender Pay Gap

OpenAIRE

Francine D. Blau; Lawrence M. Kahn

2003-01-01

This paper tests the hypotheses that overall wage compression and low female supply relative to demand reduce a country's gender pay gap. Using micro-data for 22 countries over the 1985-94 period, we find that more compressed male wage structures and lower female net supply are both associated with a lower gender pay gap. Since it is likely that labor market institutions are responsible for an important portion of international differences in wage inequality, the inverse relationship between ...

Willingness-To-Pay for Improving Marine Biodiversity: A Case Study of Lastovo Archipelago Marine Park (Croatia

Directory of Open Access Journals (Sweden)

Michael Getzner

2016-12-01

Full Text Available The sustainable financing of marine protected areas is still an important issue on the conservation agenda even in European countries with strong governance and regulatory frameworks. With the example of the Lastovo Archipelago Marine Park in Croatia, this paper discusses options for funding based on visitors’ willingness-to-pay to conserve marine biodiversity. The site is attractive to general tourists coming by ferries and sailors with private boats alike, which is at the same time a challenge and an opportunity for designing an efficient and effective funding scheme. The authors investigate the willingness-to-pay (WTP of these two groups of visitors for the conservation of characteristic habitats and species based on the visualization of three different scenarios. In the statistical analysis, the authors find a significant WTP that could contribute to the long-term management and financing of the site, taking into account the perceptions and attitudes of the different groups of tourists. All in all, this study provides several conclusions for levying entry fees depending on a segmentation of tourists with respect to their preferences, behavior, socio-economic characteristics, and alternative destinations.

Le train de l’histoire : une géographie.

Directory of Open Access Journals (Sweden)

Jacques Lévy

2005-06-01

Full Text Available En prévision de la grève qui allait affecter son réseau le 2 juin 2005, la Société nationale des chemins de fer français a acheté dans la presse de son pays de vastes espaces publicitaires pour indiquer quels trains circuleraient ce jour-là. Dans la rubrique des trains « au départ de la province », on trouvait notamment les points d’origine suivants : Bâle, Barcelone, Berlin, Brigue, Bruxelles, Chur [Coire], Francfort, Hambourg, Lausanne, Luxembourg, Madrid, Munich, Rome, ...

26 CFR 301.6316-5 - Manner of paying tax by foreign currency.

Science.gov (United States)

2010-04-01

... currency to be deposited shall be that amount which, when converted at the rate of exchange used on the... 26 Internal Revenue 18 2010-04-01 2010-04-01 false Manner of paying tax by foreign currency. 301....6316-5 Manner of paying tax by foreign currency. (a) Time and place to pay. The unpaid tax required to...

Survey of pay satisfaction, job satisfaction and employee turnover in ...

African Journals Online (AJOL)

Survey of pay satisfaction, job satisfaction and employee turnover in selected business organisations in Lagos, Nigeria. ... Global Journal of Social Sciences ... The study was an attempt at investigating the relatedness of pay satisfaction, job satisfaction and employee turnover in business organizations in Lagos Nigeria.

78 FR 68783 - Refuge Alternatives for Underground Coal Mines

Science.gov (United States)

2013-11-15

... Alternatives for Underground Coal Mines AGENCY: Mine Safety and Health Administration, Labor. ACTION: Reopen... coal mines. The U.S. Court of Appeals for the District of Columbia Circuit remanded a training... for refuge alternatives in underground coal mines. On January 13, 2009, the United Mine Workers of...

Consumers' willingness to pay for irradiated prepared ground beef

International Nuclear Information System (INIS)

Nayga, R.M. Jr.; Woodward, R.; Aiew, W.

2009-01-01

This paper focuses on estimating willingness to pay for reducing the risk of contracting foodborne illness using a non-hypothetical experiment utilizing real food products (i.e. prepared ground beef), real cash and actual exchange in a market setting. Respondents were given positive information about the nature of food irradiation. Single bounded and one and one-half bounded models are developed using dichotomous choice experiments. The results indicate that individuals are willing to pay for a reduction in the risk of foodborne illness once informed about the nature of food irradiation. Respondents are willing to pay a premium of about US $0.77 for 450 g (1 pound) of irradiated ground beef, which is higher than the cost of irradiating the product. (author)

Valuing Treatment With Infliximab for Ankylosing Spondylitis Using a Willingness-to-Pay Approach.

Science.gov (United States)

Webers, Casper; Essers, Ivette; van Tubergen, Astrid; Braun, Jürgen; Heldmann, Frank; Baraliakos, Xenofon; Boonen, Annelies

2018-04-01

To investigate willingness to pay (WTP) for treatment with infliximab by patients with ankylosing spondylitis (AS) and explore factors associated with WTP. Data from 85 patients participating in the European AS Infliximab Cohort (EASIC) open-label extension of the AS Study for the Evaluation of Recombinant Infliximab Therapy (ASSERT) were used. WTP was included at baseline in EASIC and comprised a hypothetical scenario exploring whether the patient would be willing to pay for beneficial effects of infliximab and, if so, what amount they would be willing to pay per administration. Factors associated with WTP were explored using zero-inflated negative binomial (ZINB) regressions. Of the 85 patients, 63 (74.1%) were willing to pay, and among these, the mean amount they were willing to pay per administration was €275 (median €100 [interquartile range €50-200]). Multivariable ZINB analysis showed that Assessment of SpondyloArthritis international Society criteria for 20% improvement (ASAS20) response was associated with a 7-fold lower likelihood to pay 0 euros (odds ratio [OR] 0.14 [95% confidence interval (95% CI) 0.03-0.71]) and a 3-fold increase in the amount willing to pay (exp(β) = 3.32 [95% CI 1.44-7.69]). In addition, the country of residence was associated with a lower likelihood to pay 0 euros (OR 0.07 [95% CI 0.02-0.36]), while increased age was associated with the amount willing to pay (exp(β) = 1.05 [95% CI 1.01-1.09]). In a hypothetical scenario, three-quarters of patients with AS receiving long-term infliximab stated that they were willing to pay an out-of-pocket contribution for this treatment. Treatment response contributed to the willingness as well as to the amount patients were willing to pay. © 2017, The Authors. Arthritis Care & Research published by Wiley Periodicals, Inc. on behalf of American College of Rheumatology.

Retention, Incentives, and DoD Experience Under the 40-Year Military Pay Table

Science.gov (United States)

2016-01-01

Beth J. Asch, James Hosek, Jennifer Kavanagh, Michael G. Mattock Retention, Incentives, and DoD Experience Under the 40-Year Military Pay Table C O...Authorization Act (NDAA) directed the Secretary of Defense to review the military’s pay tables, focusing on whether the 40-year pay table is still justified as...a retention tool. Congress extended the pay tables to 40 years as part of the fiscal year 2007 NDAA to pro- vide an incentive for the most

Evaluation of Multiple-Alternative Prompts during Tact Training

Science.gov (United States)

Leaf, Justin B.; Townley-Cochran, Donna; Mitchell, Erin; Milne, Christine; Alcalay, Aditt; Leaf, Jeremy; Leaf, Ron; Taubman, Mitch; McEachin, John; Oppenheim-Leaf, Misty L.

2016-01-01

This study compared 2 methods of fading prompts while teaching tacts to 3 individuals who had been diagnosed with autism spectrum disorder (ASD). The 1st method involved use of an echoic prompt and prompt fading. The 2nd method involved providing multiple-alternative answers and fading by increasing the difficulty of the discrimination. An adapted…

Effects of Demographics and Attitudes on Willingness-to-Pay for Fuel Import Reductions through Ethanol Purchases

Directory of Open Access Journals (Sweden)

Dustin Toliver

2012-07-01

Full Text Available One potential means to ameliorate consumer concerns over energy security is to increase the domestic production of alternative fuels. However, in the United States, the public’s attitude toward ethanol, one of the most readily available alternative fuels, has been somewhat ambiguous. This study examines consumer attitudes related to energy security and how import levels influence preferences for ethanol blends using an online survey of fuel consumers across the United States. The results suggest that while consumers generally favor both environmental protection and energy security, they are less clear about how to pursue these goals, with no clear majority agreeing with additional drilling or potential effect of corn ethanol production on food prices. The results do suggest that consumers are willing to pay a premium for fuel blends that contain a lower percentage of imported fuel and that the amount of this premium is influenced by both consumer demographics and views on energy security and environmental issues.

LES PAYS EN TRANSITION

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

Cathy Egan

En 2002, une certaine paix sociale avait été rétablie, bien qu'elle fut instable et souvent entachée de violence. Le pays amorçait le ... mieux comprendre comment il recueille et diffuse l'information destinée ... transition) et les technologies de l'information et de la communication (TIC). Les étapes suivantes ont consisté à ...

Security personnel training using a computer-based game

International Nuclear Information System (INIS)

Ralph, J.; Bickner, L.

1987-01-01

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

77 FR 67348 - Privacy Act of 1974; System of Records-Alternative Dispute Resolution (ADR) Center Case Tracking...

Science.gov (United States)

2012-11-09

....S.C. 791 et seq.; the Equal Pay Act, 29 U.S.C. 206(d); the Genetic Information Nondiscrimination Act... DEPARTMENT OF EDUCATION Privacy Act of 1974; System of Records--Alternative Dispute Resolution... with the Privacy Act of 1974, as amended, 5 U.S.C. 552a (Privacy Act), the Department of Education...

Household willingness to pay for green electricity in Slovenia

International Nuclear Information System (INIS)

Zorić, Jelena; Hrovatin, Nevenka

2012-01-01

This paper analyses the willingness to pay for electricity generated from renewable energy sources in Slovenia. The results confirm that age, household income, education and environmental awareness play the most important role in explaining household attitudes to green electricity programmes. While the willingness to participate in green electricity programmes is influenced by education and environmental awareness, the willingness to pay for green electricity predominantly depends on household income. The results imply that green marketing should be accompanied by awareness-raising campaigns and should target younger, well-educated and high-income households. The expressed median willingness to pay is found to exceed the current level of mandatory charges for green electricity. Nevertheless, recent increases in final electricity prices might have already exhausted the capacity for additional voluntary contributions. - Highlights: ► Paper analyses attitudes to green electricity in one of the new EU member states. ► Willingness to participate is primarily influenced by education and environmental awareness. ► In contrast, willingness to pay for green electricity depends on household income. ► Both decisions are negatively influenced by age. ► Due to the recent price increases there may be no room left for additional voluntary contributions.

Impact of trained oncology financial navigators on patient out-of-pocket spending.

Science.gov (United States)

Yezefski, Todd; Steelquist, Jordan; Watabayashi, Kate; Sherman, Dan; Shankaran, Veena

2018-03-01

Patients with cancer often face financial hardships, including loss of productivity, high out-of-pocket (OOP) costs, depletion of savings, and bankruptcy. By providing financial guidance and assistance through specially trained navigators, hospitals and cancer care clinics may be able mitigate the financial burdens to patients and also minimize financial losses for the treating institutions. Financial navigators at 4 hospitals were trained through The NaVectis Group, an organization that provides training to healthcare staff to increase patient access to care and assist with OOP expenses. Data regarding financial assistance and hospital revenue were collected after instituting these programs. Amount and type of assistance (free medication, new insurance enrollment, premium/co-pay assistance) were determined annually for all qualifying patients at the participating hospitals. Of 11,186 new patients with cancer seen across the 4 participating hospitals between 2012 and 2016, 3572 (32%) qualified for financial assistance. They obtained $39 million in total financial assistance, averaging $3.5 million per year in the 11 years under observation. Patients saved an average of $33,265 annually on medication, $12,256 through enrollment in insurance plans, $35,294 with premium assistance, and $3076 with co-pay assistance. The 4 hospitals were able to avoid write-offs and save on charity care by an average of $2.1 million per year. Providing financial navigation training to staff at hospitals and cancer centers can significantly benefit patients through decreased OOP expenditures and also mitigate financial losses for healthcare institutions.

Cost Effectiveness of Alternative Route Special Education Teacher Preparation

Science.gov (United States)

Sindelar, Paul T.; Dewey, James F.; Rosenberg, Michael S.; Corbett, Nancy L.; Denslow, David; Lotfinia, Babik

2012-01-01

In this study, the authors estimated costs of alternative route preparation to provide states a basis for allocating training funds to maximize production. Thirty-one special education alternative route program directors were interviewed and completed cost tables. Two hundred and twenty-four program graduates were also surveyed. The authors…

Compensation Consultants and CEO Pay

NARCIS (Netherlands)

Kabir, Mohammed Rezaul; Minhat, Marizah

2014-01-01

The study examines the practice of employing multiple compensation consultants. Examining data of a sample of UK companies over the period 2003–2006 we find that CEOs receive higher equity-based pay when firms employ more than one compensation consultant. An increase in the number of compensation

Explaining the Public-Sector Pay Gap: The Role of Skill and College Major

OpenAIRE

Max Schanzenbach

2015-01-01

This paper reassesses the public-sector pay gap using AFQT score and college major as measures of skill. Among the college educated, there is strong evidence that those with lower skills enter the public sector. In contrast to the private sector, for college-educated public-sector workers, AFQT score is not correlated with pay, and college major is only weakly predictive of pay. Furthermore, simple controls for college major explain most of the public-private-sector pay gap. I conclude that t...

Willingness To Pay for Social Health Insurance in Iran

Science.gov (United States)

Nosratnejad, Shirin; Rashidian, Arash; Mehrara, Mohsen; Sari, Ali Akbari; Mahdavi, Ghadir; Moeini, Maryam

2014-01-01

Objective: The substantial level of out-of-pocket expenditure for health care by the population causes policy makers to draw particular attention to the proposal of a social health insurance for uninsured members of the community. Hence, it is essential to gather reliable information about the amount of Willingness To Pay (WTP) for health insurance. We assessed the WTP for health insurance in Iran in order to suggest an affordable social health insurance. Method: The study sample included 300 household heads in all Iranian provinces. The double bounded dichotomous choice approach was used to elicit the WTP. Result: The average WTP for social health insurance per person per month was 137 000 Rial (5.5 $US). Household heads with higher levels of education, income and those who worked had more WTP for the health insurance. Besides, the WTP increased in direct proportion to the number of insured members of each household and in inverse proportion to the family size. Conclusions: From a policy point of view, the WTP value can be used as a premium in a society. An important finding of this study is that although households’ Willingness To Pay is not more than the total insurance premium, households are willing to pay more than the premium they ought to pay for health insurance coverage. That is, total insurance premium is 150 000 Rials and households ought to pay approximately half of this sum. This can afford policy makers the ideal opportunity to provide good insurance coverage for medical services according to the need of society. PMID:25168979

Documentation of in-training assessment for radiology trainees

International Nuclear Information System (INIS)

Long, Gillian

2001-01-01

AIM: To determine if the assessment of radiology trainees can be improved by modifying the in-training assessment form issued by the Royal College of Radiologists (RCR). MATERIALS AND METHODS: A qualitative study comparing the RCR assessment form with other alternative forms in use in the U.K. Individual semi-structured interviews were conducted with trainees (21) and trainers (18) in Sheffield to collect their views on the RCR form and an alternative form introduced on the North Trent Training Scheme. A postal questionnaire was sent to Heads of Training (24) to find out what assessment forms were in use at other centres and collect their views on the different forms. RESULTS: Trainees and trainers in Sheffield were virtually unanimous in their support of the new North Trent assessment form. The main advantages perceived were the encouragement of appraisal, setting of objectives and feedback from the trainees. Six other radiology training centres were using alternative assessment forms and all believed their forms had advantages over the RCR in-training assessment form. CONCLUSION: The results of this study suggest that the assessment process for radiology trainees can be improved by modifications to the RCR in-training assessment form and allows various recommendations to be made. Long, G. (2001)

19 CFR 111.29 - Diligence in correspondence and paying monies.

Science.gov (United States)

2010-04-01

... 19 Customs Duties 1 2010-04-01 2010-04-01 false Diligence in correspondence and paying monies. 111...; DEPARTMENT OF THE TREASURY CUSTOMS BROKERS Duties and Responsibilities of Customs Brokers § 111.29 Diligence in correspondence and paying monies. (a) Due diligence by broker. Each broker must exercise due...

PERFORMANCE BASED PAY AS A DETERMINANT OF JOB SATISFACTION: A STUDY IN MALAYSIA GIATMARA CENTERS

OpenAIRE

Azman ISMAIL; Nurhana M RAFIUDDIN; Mohd Hamran MOHAMAD; Norashikin Sahol HAMID; Aniza WAMIN; Nurzawani ZAKARIA

2011-01-01

Compensation management literature highlights that performance based pay has two major characteristics: participation in pay systems and adequacy of pay. The ability of management to properly implement such pay systems may lead to increased job satisfaction in organizations. Though, the nature of this relationship is interesting, little is known about the influence of performance based pay on job satisfaction in compensation management literature. Therefore, this study was conducted to examin...

Semi-Markov reliability analysis of alternating systems in a nuclear power plant

International Nuclear Information System (INIS)

Lee, K.N.; Cho, N.Z.

1992-01-01

Nuclear power plant operations that follow current testing and maintenance requirements sometimes result in inadvertent reactor trips, and operating staffs devote a significant amount of time and effort in complying with these requirements. Significant benefits could result from changes in current technical specifications. In this paper the benefits and impacts of changes in allowed outage times (AOTs) and surveillance test intervals (STIs) are evaluated for an alternative system that consists of multiple trains and whose operation is alternated train by train. because of testing and AOT requirements, the alternating system exhibits semi-Markovian characteristics that change states in accordance with a Markov process but take an arbitrarily distributed amount of time between changes. The state probabilities are quantified by memorizing the necessary number of past state probabilities. Two measures of plant performance, namely, core damage probability and plant unavailability (reactor downtime), were calculated for the evaluation of AOT and STI. Results indicate that there is an optimal point that gives the lowest core damage probability and that the methodology developed in this study can be applied to existing alternating systems to evaluate accurately the various alternatives in the technical specifications

Equal pay for work of equal value in terms of the Employment Equity ...

African Journals Online (AJOL)

Lastly, this article seeks to ascertain whether the EEA (including the Employment Equity Regulations) provides an adequate legal framework for determining an equal pay for work of equal value claim. Keywords: Equal pay; Employment Equity Act; Equality Act; International Labour Organisation; Equal Pay Guide; Equal ...

Beyond Ability to Pay: Procedural Justice and Offender Compliance With Restitution Orders.

Science.gov (United States)

Gladfelter, Andrew S; Lantz, Brendan; Ruback, R Barry

2018-03-01

Restitution to victims is rarely paid in full. One reason for low rates of payments is that offenders lack financial resources. Beyond ability to pay, however, we argue that fair treatment has implications for offender behavior. This study, a survey of probationers who owed restitution, investigated the links between (a) ability to pay, (b) beliefs about restitution and the criminal justice system, and (c) restitution payment, both the amount paid and number of payments. Results indicate that perceived fair treatment by probation staff-those most directly involved with the collection of restitution payments-was significantly associated with greater payment, net of past payment behavior, intention to pay, and ability to pay. Because restitution has potentially rehabilitative aspects if offenders pay more of the court-ordered amount and if they make regular monthly payments, how fairly probation staff treat probationers has implications for both victims and for the criminal justice system.

Effect of Manager’s Role in Performance Based Pay on Employee Outcomes

Directory of Open Access Journals (Sweden)

Azman, I

2014-12-01

Full Text Available According to the recent literature pertaining on Islamic based organizational compensation, performance based pay consists of two essential features: communication and performance appraisal. Recent studies in this field highlights that the ability of managers to appropriately communicate pay information and appraise employee performance may have a significant impact on employee outcomes, especially job satisfaction and organizational commitment. Therefore, this study was undertaken to assess the relationship between manager’s role in performance based pay and employee outcomes using self-administered questionnaires collected from employees at a district council in Peninsular Malaysia. The outcomes of the SmartPLS path model analysis showed that pay communication does not act as an important determinant of job satisfaction, but performance appraisal does act as an important determinant of job satisfaction. Conversely, pay communication and performance appraisal act as important determinants of organizational commitment. In addition, this study provides discussion, implications and conclusion

The Impact of Location and Proximity on Consumers' Willingness to Pay for Green Electricity: The Case of West Virginia

Science.gov (United States)

Nkansah, Kofi

During the 2015 legislative session, West Virginia lawmakers passed a bill to repeal the Renewable and Alternative Energy Portfolio Standards Act of 2009 (ARPS). Legislators stated concerns about ARPS's impacts on coal industry related jobs in the state as the major factor driving this repeal. However, no comprehensive study on public acceptance, opinions, or willingness to pay (WTP) for renewable/and or alternative sources of electricity within West Virginia was used to inform this repeal decision. As the state of West Virginia struggles to find the right path to expand its renewable energy portfolio, public acceptance of renewable electricity is crucial to establishing a viable market for these forms of energy and also ensure the long-term sustainability of any RPS policy that may be enacted in the future. This study sought to assess consumers' preferences, attitudes and WTP for renewable and alternative electricity in West Virginia. The monetary values that consumers placed on proximity as an attribute of a renewable and alternative electricity generation source were also estimated. Two counties in West Virginia were selected as study areas based on the types of electricity generation facility that already exist in each county -one county with coal-fired power plants (Monongalia County) and another with both a coal-fired power plant and a wind farm (Grant County). A forced choice experiment survey was used with attributes that varied in source of energy (wind versus natural gas), proximity of the generation source relative to the respondent's residence (near, moderate or far) and an additional premium per month on the electric bill (varying from 1 to 15). Respondents were asked to choose between generating 10% of the electricity supplied to them from wind or natural gas. Random samples of 1500 residents from each county were sent surveys and response rates were 27.0% (Monongalia) and 35.3% (Grant). A Mixed logit econometric models were used to analyze consumer

The mediating effect of distributive justice in the relationship between pay design and job satisfaction

Directory of Open Access Journals (Sweden)

Antonia Girardi

2009-06-01

Full Text Available This study was conducted to investigate the mediating effect of distributive justice in the relationship between pay design issues (i.e., pay structure and pay level and job satisfaction. A survey method was used to gather 190 usable questionnaires from academic employees who have worked in Malaysian public community colleges (PUBLICOLLEGE. Outcomes of stepwise regression analysis showed that relationship between pay design features (i.e., pay structure and pay level significantly correlated with job satisfaction. This result confirms that distributive justice plays an important role as a mediating variable in the pay design models of the organizational sector sample. In addition, implications of this study to compensation theory and practice, conceptual and methodological limitations, as well as directions for future research are discussed.

How Much (More) Should CEOs Make? A Universal Desire for More Equal Pay.

Science.gov (United States)

Kiatpongsan, Sorapop; Norton, Michael I

2014-11-01

Do people from different countries and different backgrounds have similar preferences for how much more the rich should earn than the poor? Using survey data from 40 countries (N = 55,238), we compare respondents' estimates of the wages of people in different occupations-chief executive officers, cabinet ministers, and unskilled workers-to their ideals for what those wages should be. We show that ideal pay gaps between skilled and unskilled workers are significantly smaller than estimated pay gaps and that there is consensus across countries, socioeconomic status, and political beliefs. Moreover, data from 16 countries reveals that people dramatically underestimate actual pay inequality. In the United States-where underestimation was particularly pronounced-the actual pay ratio of CEOs to unskilled workers (354:1) far exceeded the estimated ratio (30:1), which in turn far exceeded the ideal ratio (7:1). In sum, respondents underestimate actual pay gaps, and their ideal pay gaps are even further from reality than those underestimates. © The Author(s) 2014.

Measurement of consumer preference for treatments used to induce labour: a willingness-to-pay approach.

Science.gov (United States)

Taylor, Susan J.; Armour, Carol L.

2000-09-01

AIM: The purpose of the study was to assess the acceptability to consumers of two methods of induction of labour using a willingness-to-pay (WTP) approach. The methods compared were amniotomy plus oxytocin and prostaglandin E2 vaginal gel, followed by oxytocin if necessary. METHODS: A description of each method was presented, in questionnaire format, to pregnant women attending a public hospital ante-natal clinic. Women were asked to choose one of the two treatments, then give a valuation in dollar terms for both their preferred treatment and the alternative. RESULTS: It was found that 73.7% of patients preferred gel. The mean maximum WTP for amniotomy plus oxytocin was Aus$133 while that for gel was Aus$178 (P=0.0001). Those who chose amniotomy plus oxytocin were WTP 90% more for their preferred treatment compared with the alternative (Aus$180 vs. Aus$95). Similarly, those who preferred gel were WTP 90% more for their preferred treatment compared with the alternative (Aus$222 vs. Aus$119). CONCLUSION: Consumers were able to assess drug information provided on the two therapies, make an informed choice and to value that choice. Information obtained in this way, combined with information on costs, could be used in policy decision-making.

Measurement of consumer preference for treatments used to induce labour: a willingness‐to‐pay approach

Science.gov (United States)

Taylor, Susan J.; Armour, Carol L.

2001-01-01

Aim The purpose of the study was to assess the acceptability to consumers of two methods of induction of labour using a willingness‐to‐pay (WTP) approach. The methods compared were amniotomy plus oxytocin and prostaglandin E2 vaginal gel, followed by oxytocin if necessary. Methods A description of each method was presented, in questionnaire format, to pregnant women attending a public hospital ante‐natal clinic. Women were asked to choose one of the two treatments, then give a valuation in dollar terms for both their preferred treatment and the alternative. Results It was found that 73.7% of patients preferred gel. The mean maximum WTP for amniotomy plus oxytocin was Aus$133 while that for gel was Aus$178 (P=0.0001). Those who chose amniotomy plus oxytocin were WTP 90% more for their preferred treatment compared with the alternative (Aus$180 vs. Aus$95). Similarly, those who preferred gel were WTP 90% more for their preferred treatment compared with the alternative (Aus$222 vs. Aus$119). Conclusion Consumers were able to assess drug information provided on the two therapies, make an informed choice and to value that choice. Information obtained in this way, combined with information on costs, could be used in policy decision‐making. PMID:11281930

Detrimental Effects of Performance-Related Pay in the Public Sector?

DEFF Research Database (Denmark)

Bregn, Kirsten

2013-01-01

Performance-related pay has been a key ingredient in New Public Management reforms. Nevertheless, the research presented here indicates some adverse effects of such incentives. These incentives may impair an initial motivation to work and change the norms that guide behavior. An issue which...... in particular has been given insufficient attention is fairness. Findings drawn from experimental economics supported by field studies demonstrate that perceived unfairness may have important negative effects on performance. The implication of a broader perspective in the analysis of performance-related pay...... in the public sector is that such a pay system, contrary to its aim, may have detrimental effects on performance....

Performance Related Pay and Labor Productivity

NARCIS (Netherlands)

Gielen, A. C.; Kerkhofs, M.J.M.; van Ours, J.C.

2006-01-01

This paper uses information from a panel of Dutch firms to investigate the labor productivity effects of performance related pay (PRP).We find that PRP increases labor productivity at the firm level with about 9%.

Performance Related Pay and Labour Productivity

OpenAIRE

Gielen, Anne; Kerkhofs, Marcel J M; van Ours, Jan C

2006-01-01

This paper uses information from a panel of Dutch firms to investigate the labour productivity effects of performance related pay (PRP). We find that PRP increases labour productivity at the firm level with about 9%.

Consumer patronage and willingness-to-pay at different levels of ...

African Journals Online (AJOL)

Consumer patronage and willingness-to-pay at different levels of restaurant attributes: A study from Kenya. ... Research in Hospitality Management ... Findings indicate that food quality is the only attribute to have a positive relationship with both consumer patronage and willingness-to-pay, in high-end as well as limited ...

An Application of the Equal Pay Act to Higher Education.

Science.gov (United States)

Green, Debra H.

1981-01-01

The applicability of legal principles governing equal pay and sex discrimination in university settings is discussed. The most objective mechanism that a university can utilize to achieve compliance with the Equal Pay Act would be implementation of a salary system that relies on experience, formal education, and time in grade. (MLW)

Pharmacoeconomic aspects of osteoporosis problem: analysis of patients willing to pay for the treatment

Directory of Open Access Journals (Sweden)

Y F Lesnyak

2005-01-01

Full Text Available Objective. To study willingness of pts to pay for osteoporosis (OP treatment by themselves and analysis of factors influencing this decision. Material and methods. 342 pts (317 female, 25 male, mean age 61,4±8,9 years required a special consultation for osteoporosis were asked to fill a questionnaire. All answered questions concerning social, demographic, medical data, assessment of pt knowledge about OP, quality of life assessment with QALY score. To assess pts willingness to pay for OP treatment they were asked to determine sum of money they were ready to pay for an appropriate drug decreasing fracture risk in two times. The pt was to consider 4 scenarios: low, small, moderate and high fracture risk during subsequent life. Results. 86% of pts were ready to pay for OP treatment. The main factors associated with absence of such willingness were older age (OR=1,06, 95% confidence interval 1,о2-1,1, invalidity (OR=3,18, 95% confidence interval 1,54-6,60, loneliness (OR=2,4(, 95% confidence interval 1,27-4,50. These pts were also worse informed about the disease. But family income did not influence the decision to pay. Number of pts ready to pay for the treatment and sum which they were ready to pay directly depended on the probability of fracture (rank test r=0,99 and r=0,28 respectively. The most powerful factor determining the sum pt was ready to pay for the treatment was family income. Next on importance were presence of the work and families consisted of 3 or more members. Personal experience of the pt in treatment with such drugs also had some significance. So pts treated with miacalcic were ready to pay significantly larger sums than other pts with equivalent incomes. Conclusion. Pts willingness to pay for OP treatment depends firstly on social factors and his knowledge about OP. The main factor determining the sum the pt is ready to pay is family income. On the whole sums the pts are ready to pay are significantly less than market price

29 CFR 1620.20 - Pay differentials claimed to be based on extra duties.

Science.gov (United States)

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Pay differentials claimed to be based on extra duties. 1620.20 Section 1620.20 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION THE EQUAL PAY ACT § 1620.20 Pay differentials claimed to be based on extra duties. Additional...

An Analysis of Alternative Shore Activity Personnel Execution to Improve Productive Work

Science.gov (United States)

2014-06-01

Naval History and Heritage Command n.d.) 1 The Navy is also moving to align with civilian workforces, both in pay schedules and work life balance . Although...LEFT BLANK 8 III. ALTERNATIVE WORKWEEKS When considering work - life balance outcomes it is useful to delineate two dimensions of working time... life balance at non seagoing commands. The push for recognition of the Alfred P. Sloan award and their attempt to be one of the top 500 desired

Employee Reactions to Merit Pay: Cognitive Approach and Social Approach

Science.gov (United States)

Wang, Yingchun

2010-01-01

The dissertation aims to tackle one of the most pressing questions facing the merit pay system researchers and practitioners: Why do merit pay raises have such a small effect on employees' satisfaction, commitment and job performance? My approach to the study of this question is to develop explanatory frameworks from two perspectives: cognitive…

Patients' willingness to pay for cognitive pharmacist services in community pharmacies.

Science.gov (United States)

Lakić, Dragana; Stević, Ivana; Odalović, Marina; Vezmar-Kovačević, Sandra; Tadić, Ivana

2017-10-31

To determine the general population willingness to pay for cognitive pharmacist service in community pharmacy, describe the behavior of participants regarding health care issues, and evaluate correlation between participants' sociodemographic characteristics or attitudes and their willingness to pay. A questionnaire-based survey was conducted among general population visiting community pharmacies. The participants were asked about receiving cognitive pharmacist services to identify and resolve potential medication therapy problems after the initiation of a new medicine to optimize health outcomes of the patients. A univariate and multivariate analysis were used to analyze associations between different variables and willingness to pay for pharmacy service. Of 444 respondents, 167 (38%) reported that they were willing to pay for a medication management service provided in the community pharmacy. Univariate analysis showed significant association between the willingness to pay for pharmacist-provided service and respondents' socio-demographic factors, health-related characteristics, and behavior, dilemmas, or need for certain pharmacist-provided service. The logistic regression model was statistically significant (χ2=4.599, Ppay for cognitive pharmacist services, which has not been fully recognized within the health care system. In future, pharmacists should focus on practical implementation of the service and models of funding.

Integrated Personnel and Pay System-Army Increment 2 (IPPS-A Inc 2)

Science.gov (United States)

2016-03-01

system maintenance, and minimizing pay discrepancies . IPPS-A Inc 2 will account for status changes between Active, Reserve, and National Guard components...2016 Major Automated Information System Annual Report Integrated Personnel and Pay System-Army Increment 2 (IPPS-A Inc 2) Defense Acquisition...703-325-3747 DSN Phone: 865-2915 DSN Fax: 221-3747 Date Assigned: May 2, 2014 Program Information Program Name Integrated Personnel and Pay System

Teacher Pay-for-Performance in School Turnaround: How Bonuses and Differentiated Pay Scales Can Help Support School Turnaround. Meeting the Turnaround Challenge: Strategies, Resources & Tools to Transform a Framework into Practice

Science.gov (United States)

Mass Insight Education (NJ1), 2009

2009-01-01

Given the importance of good teaching and leadership for school success, turnaround schools should think carefully about how to structure professional environments that reward and motivate excellence. A system of "Pay-for-Contribution" that includes tools such as hard-to-staff and skill shortage pay, performance pay, and/or retention…

Research Paper: Effectiveness of Social Skills Training on Behavioral Problems in Adolescents with Intellectual Disability

Directory of Open Access Journals (Sweden)

Abbas Nesayan

2016-07-01

Conclusion This research showed that social skills training were not significantly effective on behavioral problems in adolescents with intellectual disability. Although our results were not effective, research evidence shows that people with cognitive delays (such as intellectual disability require social skill training programs that include all of their academic, career, daily life, and social skills. As social skills learning plays a role in personal and social adjustment, it is necessary to pay more attention to these skills.

Combat Risk and Pay: Theory and Some Evidence

Science.gov (United States)

2011-10-01

1776) theory of compensating differences, and Rosen (1986) devised what has become the standard neoclassical economic theory relating wages to the...I N S T I T U T E F O R D E F E N S E A N A L Y S E S IDA Paper P-4774 October 2011 Combat Risk and Pay: Theory and Some Evidence Curtis J. Simon...OCT 2011 2. REPORT TYPE N/A 3. DATES COVERED - 4. TITLE AND SUBTITLE Combat Risk and Pay: Theory and Some Evidence 5a. CONTRACT NUMBER 5b

76 FR 59707 - National Center for Complementary & Alternative Medicine; Notice of Closed Meetings

Science.gov (United States)

2011-09-27

... Complementary & Alternative Medicine; Notice of Closed Meetings Pursuant to section 10(d) of the Federal... for Complementary and Alternative Medicine Special Emphasis Panel, Training and Education. Date... Complementary and Alternative Medicine Special Emphasis Panel, Clinical Studies of CAM Therapies. Date: November...

Gender-Based Pay Disparities in Intercollegiate Coaching: The Legal Issues.

Science.gov (United States)

Gaal, John; Glazier, Michael S.; Evans, Thomas S.

2002-01-01

Explores the legal issues surrounding pay disparities between men and women in intercollegiate coaching, including how courts have treated disparate wage claims under the Equal Pay Act, Title VII of the Civil Rights Act of 1964, and Title IX, and the defenses used by institutions. Offers suggestions for defending claims and a detailed review of…

Cost sharing and hereditary cancer risk: predictors of willingness-to-pay for genetic testing.

Science.gov (United States)

Matro, Jennifer M; Ruth, Karen J; Wong, Yu-Ning; McCully, Katen C; Rybak, Christina M; Meropol, Neal J; Hall, Michael J

2014-12-01

Increasing use of predictive genetic testing to gauge hereditary cancer risk has been paralleled by rising cost-sharing practices. Little is known about how demographic and psychosocial factors may influence individuals' willingness-to-pay for genetic testing. The Gastrointestinal Tumor Risk Assessment Program Registry includes individuals presenting for genetic risk assessment based on personal/family cancer history. Participants complete a baseline survey assessing cancer history and psychosocial items. Willingness-to-pay items include intention for: genetic testing only if paid by insurance; testing with self-pay; and amount willing-to-pay ($25-$2,000). Multivariable models examined predictors of willingness-to-pay out-of-pocket (versus only if paid by insurance) and willingness-to-pay a smaller versus larger sum (≤$200 vs. ≥$500). All statistical tests are two-sided (α = 0.05). Of 385 evaluable participants, a minority (42%) had a personal cancer history, while 56% had ≥1 first-degree relative with colorectal cancer. Overall, 21.3% were willing to have testing only if paid by insurance, and 78.7% were willing-to-pay. Predictors of willingness-to-pay were: 1) concern for positive result; 2) confidence to control cancer risk; 3) fewer perceived barriers to colorectal cancer screening; 4) benefit of testing to guide screening (all p testing (all p testing, and anticipate benefits to reducing cancer risk. Identifying factors associated with willingness-to-pay for genetic services is increasingly important as testing is integrated into routine cancer care.

5 CFR 536.307 - Treatment of a retained rate as basic pay for other purposes.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Treatment of a retained rate as basic pay... CIVIL SERVICE REGULATIONS GRADE AND PAY RETENTION Pay Retention § 536.307 Treatment of a retained rate... for accumulated and annual leave under 5 CFR part 550, subpart L; (8) General Schedule pay...

47 CFR 64.1510 - Billing and collection of pay-per-call and similar service charges.

Science.gov (United States)

2010-10-01

... Pay-Per-Call and Other Information Services § 64.1510 Billing and collection of pay-per-call and... pay-per-call services and offering billing and collection services to such provider shall: (1) Ensure... 47 Telecommunication 3 2010-10-01 2010-10-01 false Billing and collection of pay-per-call and...

12 CFR 557.14 - What interest rate may I pay on savings accounts?

Science.gov (United States)

2010-01-01

... 12 Banks and Banking 5 2010-01-01 2010-01-01 false What interest rate may I pay on savings... DEPOSITS Deposit Activities of Federal Savings Associations § 557.14 What interest rate may I pay on savings accounts? (a) You may pay interest at any rate or anticipated rate of return on savings accounts...

Evaluating the Effectiveness of Traditional and Alternative Principal Preparation Programs

Science.gov (United States)

Pannell, Summer; Peltier-Glaze, Bernnell M.; Haynes, Ingrid; Davis, Delilah; Skelton, Carrie

2015-01-01

This study sought to determine the effectiveness on increasing student achievement of principals trained in a traditional principal preparation program and those trained in an alternate route principal preparation program within the same Mississippi university. Sixty-six Mississippi principals and assistant principals participated in the study. Of…

12 CFR 502.5 - Who must pay assessments and fees?

Science.gov (United States)

2010-01-01

... 12 Banks and Banking 5 2010-01-01 2010-01-01 false Who must pay assessments and fees? 502.5 Section 502.5 Banks and Banking OFFICE OF THRIFT SUPERVISION, DEPARTMENT OF THE TREASURY ASSESSMENTS AND FEES § 502.5 Who must pay assessments and fees? (a) Authority. Section 9 of the HOLA, 12 U.S.C. 1467...

5 CFR 9901.363 - Premium pay for health care personnel.

Science.gov (United States)

2010-01-01

... health care personnel. (1) Health care personnel working a tour of duty, any part of which falls between....362(c). (2) Health care personnel are entitled to pay for night duty for a period of paid absence only... excused from work. (d) Pay for weekend duty for health care personnel. (1) Health care personnel who work...

75 FR 35075 - National Center for Complementary & Alternative Medicine; Notice of Closed Meeting

Science.gov (United States)

2010-06-21

... Complementary & Alternative Medicine; Notice of Closed Meeting Pursuant to section 10(d) of the Federal Advisory..., Office of Scientific Review, National Center for Complementary, & Alternative Medicine, NIH, 6707... Domestic Assistance Program Nos. 93.213, Research and Training in Complementary and Alternative Medicine...

76 FR 35227 - National Center for Complementary & Alternative Medicine; Notice of Closed Meeting

Science.gov (United States)

2011-06-16

... Complementary & Alternative Medicine; Notice of Closed Meeting Pursuant to section 10(d) of the Federal Advisory... Scientific Review, National Center for Complementary, and Alternative Medicine, NIH, 6707 Democracy Blvd... Assistance Program Nos. 93.213, Research and Training in Complementary and Alternative Medicine, National...

78 FR 47328 - National Center for Complementary & Alternative Medicine; Notice of Closed Meeting

Science.gov (United States)

2013-08-05

... Complementary & Alternative Medicine; Notice of Closed Meeting Pursuant to section 10(d) of the Federal Advisory..., Ph.D., Scientific Review Officer, National Center For Complementary and Alternative Medicine... Training in Complementary and Alternative Medicine, National Institutes of Health, HHS) Dated: July 30...

78 FR 66755 - National Center for Complementary & Alternative Medicine; Notice of Closed Meeting

Science.gov (United States)

2013-11-06

... Complementary & Alternative Medicine; Notice of Closed Meeting Pursuant to section 10(d) of the Federal Advisory... Scientific Review, National Center for Complementary, & Alternative Medicine, NIH, 6707 Democracy Blvd... Assistance Program Nos. 93.213, Research and Training in Complementary and Alternative Medicine, National...

76 FR 38404 - National Center for Complementary & Alternative Medicine; Notice of Closed Meeting

Science.gov (United States)

2011-06-30

... Complementary & Alternative Medicine; Notice of Closed Meeting Pursuant to section 10(d) of the Federal Advisory.... 93.213, Research and Training in Complementary and Alternative Medicine, National Institutes of... Alternative Medicine Special Emphasis Panel, Preliminary Clinical Studies of CAM Therapies. Date: July 25...

76 FR 17140 - National Center for Complementary & Alternative Medicine; Notice of Closed Meeting

Science.gov (United States)

2011-03-28

... Complementary & Alternative Medicine; Notice of Closed Meeting Pursuant to section 10(d) of the Federal Advisory... Complementary and Alternative Medicine, National Institutes of Health, 6707 Democracy Boulevard, Suite 401... Nos. 93.213, Research and Training in Complementary and Alternative Medicine, National Institutes of...

5 CFR 610.407 - Premium pay for holiday work for employees on compressed work schedules.

Science.gov (United States)

2010-01-01

... schedule who performs work on a holiday is entitled to basic pay, plus premium pay at a rate equal to basic pay, for the work that is not in excess of the employee's compressed work schedule for that day. For... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Premium pay for holiday work for...

Teaching personal initiative beats traditional training in boosting small business in West Africa.

Science.gov (United States)

Campos, Francisco; Frese, Michael; Goldstein, Markus; Iacovone, Leonardo; Johnson, Hillary C; McKenzie, David; Mensmann, Mona

2017-09-22

Standard business training programs aim to boost the incomes of the millions of self-employed business owners in developing countries by teaching basic financial and marketing practices, yet the impacts of such programs are mixed. We tested whether a psychology-based personal initiative training approach, which teaches a proactive mindset and focuses on entrepreneurial behaviors, could have more success. A randomized controlled trial in Togo assigned microenterprise owners to a control group ( n = 500), a leading business training program ( n = 500), or a personal initiative training program ( n = 500). Four follow-up surveys tracked outcomes for firms over 2 years and showed that personal initiative training increased firm profits by 30%, compared with a statistically insignificant 11% for traditional training. The training is cost-effective, paying for itself within 1 year. Copyright © 2017 The Authors, some rights reserved; exclusive licensee American Association for the Advancement of Science. No claim to original U.S. Government Works.

Public Willingness to Pay to Improve Services for Individuals With Serious Mental Illness.

Science.gov (United States)

Stone, Elizabeth M; McGinty, Emma E

2018-05-08

This study measured Americans' willingness to pay an additional $50 in taxes to improve health care and social services for individuals with serious mental illness. A nationally representative online survey was conducted with 1,010 respondents. Analysis examined how respondents' demographic characteristics and attitudes toward individuals with serious mental illness correlated with their willingness to pay additional taxes to improve health care and social services for this vulnerable population. A majority of respondents expressed willingness to pay $50 in additional taxes to improve health care services (60%) and social services (58%) for individuals with serious mental illness. Those with more negative attitudes toward individuals with serious mental illness were less willing to pay additional taxes to improve either service type. Many Americans are willing to pay additional taxes to improve health care and social services for individuals with serious mental illness.

Cognitive training for children with ADHD: a randomized controlled trial of cogmed working memory training and 'paying attention in class'

NARCIS (Netherlands)

van der Donk, Marthe; Hiemstra-Beernink, Anne-Claire; Tjeenk-Kalff, Ariane; van der Leij, Aryan; Lindauer, Ramón

2015-01-01

The goal of this randomized controlled trial was to replicate and extend previous studies of Cogmed Working Memory Training (CWMT) in children with Attention-deficit/hyperactivity disorder (ADHD). While a large proportion of children with ADHD suffer from academic difficulties, only few previous

Outside Offers and the Gender Pay Gap: Empirical Evidence from the UK

OpenAIRE

Blackaby, David; Booth, Alison L; Frank, Jeff

2002-01-01

Using a unique data source on academic economist labour market experiences, we explore gender, pay and promotions. In addition to earnings and productivity measures, we have information on outside offers and perceptions of discrimination. In contrast to the existing literature, we find both a gender promotions gap and a within-rank gender pay gap. A driving factor may be the role of outside offers: men receive more outside offers than women of comparable characteristics, and gain higher pay i...

The Impact of Higher Fixed Pay and Lower Bonuses on Productivity

NARCIS (Netherlands)

Bun, M.J.G.; Huberts, L.C.E.

This study analyzes the effects of performance related pay on productivity exploiting a change in the payment structure of a large Dutch marketing company. Specifically, we investigate the consequences for company sales of higher fixed pay in combination with lower bonuses. Exploiting shift level

Tabanidae (Diptera) des pays-bas

NARCIS (Netherlands)

Leclercq, M.

1967-01-01

INTRODUCTION Cette mise au point des Tabanides des Pays-Bas a été rendue possible grâce à la collaboration de M. V. S. van der Goot, département d'Entomologie, Zoölogisch Museum, Amsterdam, que nous remercions pour son amabilité. Nous avons pu étudier aussi les collections du Rijksmuseum van

Recent experience of Almaraz NPP in operator training

International Nuclear Information System (INIS)

Sanchez Cabanero, J.G.; Gomez de la Torre, J.M.

1994-01-01

In recent years the nuclear industry has been paying special attention to boosting nuclear power plant operation. To this end, it has optimized its maintenance, engineering, safety, management and other systems, using the appropriate resources to achieve its target. Optimization of these systems required the allocation of new resources for training plant personnel. The activity of training, which hitherto dedicated most of its attention and resources to the operating area, now extends them to schooling required in other areas of the plant, with the aim of updating the skills and knowledge of personnel to deal with new needs which have arisen. Regulations at present cover the training and qualification of only personnel responsible for handling reactor or for directing plant operation activities and capable of evaluating the nature and magnitude of possible incidents, especially those causing radioactive emissions, and of personnel requiring knowledge and experience to guarantee effective protection of individuals, ie, operators, supervisors, and qualified radiological protection experts. However, it should be borne in mind that, in the future, the training of other plant personnel could also be subject to regulations. (Author)

Paying health workers for performance in Battagram district, Pakistan

Directory of Open Access Journals (Sweden)

Javeed Sarah

2011-10-01

Full Text Available Abstract Background There is a growing interest in using pay-for-performance mechanisms in low and middle-income countries in order to improve the performance of health care providers. However, at present there is a dearth of independent evaluations of such approaches which can guide understanding of their potential and risks in differing contexts. This article presents the results of an evaluation of a project managed by an international non-governmental organisation in one district of Pakistan. It aims to contribute to learning about the design and implementation of pay-for-performance systems and their impact on health worker motivation. Methods Quantitative analysis was conducted of health management information system (HMIS data, financial records, and project documents covering the period 2007-2010. Key informant interviews were carried out with stakeholders at all levels. At facility level, in-depth interviews were held, as were focus group discussions with staff and community members. Results The wider project in Battagram had contributed to rebuilding district health services at a cost of less than US$4.5 per capita and achieved growth in outputs. Staff, managers and clients were appreciative of the gains in availability and quality of services. However, the role that the performance-based incentive (PBI component played was less clear--PBI formed a relatively small component of pay, and did not increase in line with outputs. There was little evidence from interviews and data that the conditional element of the PBIs influenced behaviour. They were appreciated as a top-up to pay, but remained low in relative terms, and only slightly and indirectly related to individual performance. Moreover, they were implemented independently of the wider health system and presented a clear challenge for longer term integration and sustainability. Conclusions Challenges for performance-based pay approaches include the balance of rewarding individual

STS-47 MS Jemison trains in SLJ module at MSFC Payload Crew Training Complex

Science.gov (United States)

1992-01-01

STS-47 Endeavour, Orbiter Vehicle (OV) 105, Mission Specialist (MS) Mae C. Jemison, wearing Autogenic Feedback Training System 2 suit, works with the Frog Embryology Experiment in a General Purpose Workstation (GPWS) in the Spacelab Japan (SLJ) module mockup at the Payload Crew Training Complex. The experiment will study the effects of weightlessness on the development of frog eggs fertilized in space. The Payload Crew Training Complex is located at the Marshall Space Flight Center (MSFC) in Huntsville, Alabama. View provided with alternate number 92P-139.

29 CFR 1604.8 - Relationship of title VII to the Equal Pay Act.

Science.gov (United States)

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Relationship of title VII to the Equal Pay Act. 1604.8... GUIDELINES ON DISCRIMINATION BECAUSE OF SEX § 1604.8 Relationship of title VII to the Equal Pay Act. (a) The... based on the Equal Pay Act may be raised in a proceeding under title VII. (c) Where such a defense is...

Gender Differences in Pay Expectations: The Roles of Job Intention and Self-View

Science.gov (United States)

Hogue, Mary; Dubois, Cathy L. Z.; Fox-Cardamone, Lee

2010-01-01

Because pay expectations play a role in the persistent gender pay gap, we surveyed 435 undergraduate students to examine the impacts of gender, job intentions, and self-views on the pay expectations of pre-career women and men. Our findings showed a gender gap in which women expected to be paid less than men expected to be paid at the beginning…

Merit pay as a motivator in the federal sector.

OpenAIRE

Engel, James D.

1982-01-01

Approved for public release; distribution is unlimited The Civil Service Reform Act of 1978 required the implementation of the Merit Pay System for a portion of the Federal civilian workforce as a means of increasing productivity through the use of monetary incentives. To test the validity of this concept, several theories of worker motivation are reviewed and their relation to money motivation and pay-for-performance is established. These relationships are compared to the results of dat...

Health at Work and Low-pay:a European Perspective

OpenAIRE

Elena Cottini; Claudio Lucifora

2009-01-01

This study investigates the relationship between health, working conditions and pay in Europe. In particular, we measure health at work using self-assessed indicators for overall, as well as physical and mental health, using the 2005 wave of the EWCS (European Working Conditions Survey) for 15 EU countries. We find that, controlling for personal characteristics, (adverse) working conditions are associated with poor health status – both physical and mental. Low pay plays a role, mainly for men...

Domestic supply, job-specialisation and sex-differences in pay

OpenAIRE

Polavieja, Javier G.

2008-01-01

This paper proposes an explanation of sex-differences in job-allocation and pay. Job allocation calculations are considered to be related to 1) the distribution of housework and 2) the skill-specialization requirements of jobs. Both elements combined generate a particular incentive structure for each sex. Welfare policies and services can, however, lower the risks of skill-depreciation for women as well as increase their intra-household bargaining power, hence reducing the economic pay-offs o...

77 FR 28396 - National Center for Complementary & Alternative Medicine Notice of Closed Meeting

Science.gov (United States)

2012-05-14

... Complementary & Alternative Medicine Notice of Closed Meeting Pursuant to section 10(d) of the Federal Advisory... Alternative Medicine Special Emphasis Pane,l Clinical Research of Complementary Medical Care. Date: June 5.... 93.213, Research and Training in Complementary and Alternative Medicine, National Institutes of...

78 FR 42528 - National Center for Complementary & Alternative Medicine; Notice of Closed Meeting

Science.gov (United States)

2013-07-16

... Complementary & Alternative Medicine; Notice of Closed Meeting Pursuant to section 10(d) of the Federal Advisory... Center for Complementary & Alternative Medicine, NIH, 6707 Democracy Blvd., Suite 401, Bethesda, MD 20892..., Research and Training in Complementary and Alternative Medicine, National Institutes of Health, HHS) Dated...

Managing imperfect competition by pay for performance and reference pricing.

Science.gov (United States)

Mak, Henry Y

2018-01-01

I study a managed health service market where differentiated providers compete for consumers by choosing multiple service qualities, and where copayments that consumers pay and payments that providers receive for services are set by a payer. The optimal regulation scheme is two-sided. On the demand side, it justifies and clarifies value-based reference pricing. On the supply side, it prescribes pay for performance when consumers misperceive service benefits or providers have intrinsic quality incentives. The optimal bonuses are expressed in terms of demand elasticities, service technology, and provider characteristics. However, pay for performance may not outperform prospective payment when consumers are rational and providers are profit maximizing, or when one of the service qualities is not contractible. Copyright © 2017 Elsevier B.V. All rights reserved.

Valuing climate protection through willingness to pay for biomass ethanol

International Nuclear Information System (INIS)

Solomon, Barry D.; Johnson, Nicholas H.

2009-01-01

This study uses a multi-part, split-sample contingent valuation method (CVM) and fair share (FS) survey to better understand the public's valuation of mitigating global climate change through its willingness to pay for biomass or 'cellulosic' ethanol. In addition to a basic CVM question, a related scenario was developed that asked half of the survey respondents to state their fair share cost to lessen a potential food shortage in the next decade, also through the expanded use of cellulosic ethanol. Three alternative biomass feedstocks were assessed: farming residues, forestry residues and paper mill wastes, and municipal solid wastes. Overall a slightly larger proportion of respondents were WTP extra for cellulosic ethanol in the basic CVM scenario than in the FS scenario, though no significant differences were found in the WTP for the different feedstocks. Bid curve lognormal regression results for the two models were similar, supporting the idea that asking a FS rather than a conventional WTP question may be justifiable in some circumstances, such as in cases of a national emergency. (author)

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

Science.gov (United States)

2011-01-07

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

[THE ALTERNATIVE MODEL IN TRAINING FOR OPERATION MANAGEMENT ON LUMBAR SPINE].

Science.gov (United States)

Zakondyrin, D E

2015-01-01

The authors proposed to use a lumbar part of calf carcass as a new biological model for training of basic practical skills in order to perform the neurosurgical operative interventions on the spine. The proximity of anatomico-surgical parameters of given model and human cavader lumbar spine was estimated. The study proved the possibility of use of lumbar part of calf carcass for training techniques of transpedicular fixation and microdiskectomy in lumbar part.

The ‘Alternative Quality Contract’ in Massachusetts, Based on Global Budgets, Lowered Medical Spending and Improved Quality

Science.gov (United States)

Song, Zirui; Safran, Dana Gelb; Landon, Bruce E.; Landrum, Mary Beth; He, Yulei; Mechanic, Robert E.; Day, Matthew P.; Chernew, Michael E.

2012-01-01

Seven provider organizations in Massachusetts entered the Blue Cross Blue Shield Alternative Quality Contract in 2009, followed by four more organizations in 2010. This contract, based on a global budget and pay-for-performance for achieving certain quality benchmarks, places providers at risk for excessive spending and rewards them for quality, similar to the new Pioneer Accountable Care Organizations in Medicare. We analyzed changes in spending and quality associated with the Alternative Quality Contract and found that the rate of increase in spending slowed compared to control groups. Overall, participation in the contract over two years led to a savings of 3.3% (1.9% in year-1, 3.3% in year-2) compared to spending in groups not participating in the contract. The savings were even higher for groups whose previous experience had been only in fee-for-service contracting. Such groups’ quarterly savings over two years averaged 8.2% (6.3% in year-1, 9.9% in year-2). Quality of care also improved within organizations participating in the Alternative Quality Contract compared to control organizations in both years. Chronic care management, adult preventive care, and pediatric care improved from year 1 to year 2 within the contracting groups. These results suggest that global budgets coupled with pay-for-performance can begin to slow the underlying growth in medical spending while improving quality. PMID:22786651

Australia’s gender pay equity legislation: how new, how different, what prospects?

OpenAIRE

Sara Charlesworth; Fiona Macdonald

2015-01-01

Australia’s equal pay laws have recently been renovated through the Workplace Gender Equality Act 2012 and the Fair Work Act 2009. In light of these changes, it is timely to ask how effective Australia’s legislative approach is likely to be for progressing pay equity. This article presents an analysis of Australia’s current equal pay provisions, assessing their potential on the basis of their operation to date and through recent experience in Canada and the UK. Although focused on outcomes, w...

Willingness and ability to pay for unexpected dental expenses by Finnish adults

Directory of Open Access Journals (Sweden)

Widström Eeva

2012-08-01

Full Text Available Abstract Background Since 2002, adults have been able to choose oral health care services in the public sector or in the private sector in Finland. Though various subsidies for care exist in both sectors, the Public Dental Service (PDS is a cheaper option for the patient but, on the other hand, there are no waiting lists for private care. The aim of this study was to assess middle-aged adults' use of dental services, willingness to pay (WTP and ability to pay (ATP for unexpected, urgent dental treatment. Methods Postal questionnaires on use of dental services were sent to a random sample of 1500 47-59 year old adults living in three large municipalities in the Helsinki region. The initial response rate was 65.8%. Two hypothetical scenarios were presented: "What would be the highest price you would be prepared to pay to have a lost filling replaced immediately, or, at the latest, the day after losing the filling?" and " How much could you pay for unexpected dental expenses at two weeks notice, if you suddenly needed more comprehensive treatment?" Logistic regression analysis was used to analyse factors related to WTP and ATP. Results Most respondents (89.6% had visited a dentist recently and a majority (76.1% had used private services. For immediate replacement of a lost filling, almost all respondents (93.2% were willing to pay the lower price charged in the PDS and 46.2% were willing to pay the private fee. High income and no subjective need for dental treatment were positively associated with the probability of paying a higher price. Most respondents (93.0% were able to pay a low fee, EUR 50 and almost half (41.6% at least EUR 300 for unexpected treatment at short notice. High income and male sex were associated with high ATP. Conclusion There was a strong and statistically significant relationship between income and WTP and ATP for urgent dental care, indicating that access to publicly provided services improved equity for persons with low

Perceived fairness of pay among people with and without disabilities: a propensity score matched analysis of working Australians.

Science.gov (United States)

Milner, Allison; Aitken, Zoe; Krnjacki, Lauren; Bentley, Rebecca; Blakely, Tony; LaMontagne, Anthony D; Kavanagh, Anne M

2015-09-01

Equity and fairness at work are associated with a range of organizational and health outcomes. Past research suggests that workers with disabilities experience inequity in the workplace. It is difficult to conclude whether the presence of disability is the reason for perceived unfair treatment due to the possible confounding of effect estimates by other demographic or socioeconomic factors. The data source was the Household, Income, and Labor Dynamics in Australia (HILDA) survey (2001-2012). Propensity for disability was calculated from logistic models including gender, age, education, country of birth, and father's occupational skill level as predictors. We then used nearest neighbor (on propensity score) matched analysis to match workers with disabilities to workers without disability. Results suggest that disability is independently associated with lower fairness of pay after controlling for confounding factors in the propensity score matched analysis; although results do suggest less than half a standard deviation difference, indicating small effects. Similar results were apparent in standard multivariable regression models and alternative propensity score analyses (stratification, covariate adjustment using the propensity score, and inverse probability of treatment weighting). Whilst neither multivariable regression nor propensity scores adjust for unmeasured confounding, and there remains the potential for other biases, similar results for the two methodological approaches to confounder adjustment provide some confidence of an independent association of disability with perceived unfairness of pay. Based on this, we suggest that the disparity in the perceived fairness of pay between people with and without disabilities may be explained by worse treatment of people with disabilities in the workplace.

12 CFR 608.841 - Requesting current paying agency to offset salary.

Science.gov (United States)

2010-01-01

... salary. 608.841 Section 608.841 Banks and Banking FARM CREDIT ADMINISTRATION ADMINISTRATIVE PROVISIONS COLLECTION OF CLAIMS OWED THE UNITED STATES Offset Against Salary § 608.841 Requesting current paying agency to offset salary. (a) To request a paying agency to impose a salary offset against amounts owed to...

Investigating the role of male advantage and female disadvantage in explaining the discrimination effect of the gender pay gap in the Cameroon labor market. Oaxaca-Ransom decomposition approach

Directory of Open Access Journals (Sweden)

Dickson Thomas NDAMSA

2015-05-01

Full Text Available The paper assesses the sources of gender-based wage differentials and investigates the relative importance of the endowment effect, female disadvantage and male advantage in explaining gender-based wage differentials in the Cameroon labor market. Use is made of the Ordinary Least Square technique and the Oaxaca-Ransom decomposition. Oaxaca-Ransom decomposition results show that primary education, secondary education, tertiary education and professional training are sources of the gender pay gap. Our results also underline the importance of working experience, formal sector employment and urban residency in explaining wage differentials between male and female workers in the Cameroon labour market. Our findings reveal that education human capital explains a greater portion of the endowment effect and contributes little to the discrimination effect. Essentially, we observe that the discrimination effect has a worsening effect on the gender pay gap compared to the mitigating role of the endowment effect. Again, our results show that a greater part of the discrimination effect of the gender pay gap is attributed to female disadvantage in the Cameroon labor market.

Nursing home administrator compensation: pay equity and determinants of salary.

Science.gov (United States)

Singh, Douglas A

2002-01-01

This study evaluates the issue of gender-based pay inequality. Male NHAs earn 7 percent more than female NHAs, but factors such as education, experience, tenure, facility size, ownership, location, competition, and emphasis on private pay census account for the difference. The findings, however, indicate that racial inequalities and gender differences among married NHAs may be present, requiring further investigation. Key implications of the results are discussed.

29 CFR 1620.27 - Relationship to the Equal Pay Act of title VII of the Civil Rights Act.

Science.gov (United States)

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Relationship to the Equal Pay Act of title VII of the Civil... OPPORTUNITY COMMISSION THE EQUAL PAY ACT § 1620.27 Relationship to the Equal Pay Act of title VII of the Civil... equal pay under the Equal Pay Act has no relationship to whether the employee is in the lower paying job...

Understanding Frame-of-Reference Training Success: A Social Learning Theory Perspective

Science.gov (United States)

Sulsky, Lorne M.; Kline, Theresa J. B.

2007-01-01

Employing the social learning theory (SLT) perspective on training, we analysed the effects of alternative frame-of-reference (FOR) training protocols on various criteria of training effectiveness. Undergraduate participants (N = 65) were randomly assigned to one of four FOR training conditions and a control condition. Training effectiveness was…

Neurology training in sub-Saharan Africa: A survey of people in training from 19 countries.

Science.gov (United States)

Mateen, Farrah J; Clark, Sarah J; Borzello, Mia; Kabore, Jean; Seidi, Osheik

2016-06-01

To provide a comprehensive understanding of neurology training from the sub-Saharan African perspective. A 40-question survey was distributed to attendees of the 7th annual sub-Saharan African neurology teaching course in Khartoum, Sudan (2015). Themes included the student body, faculty, curriculum, assessment and examinations, technology, and work hours and compensation. Of 19 responding countries, 10 had no formal neurology training programs; Burkina Faso, Cameroon, Republic of the Congo, and Mozambique had an adult neurology program; Ethiopia, Madagascar, Nigeria, Senegal, and South Africa had adult and pediatric neurology programs (training duration range = 3-6 years). There was a median of 2.5 full-time neurologists on the teaching faculty at the respondents' training institutions (neurologists on-faculty:in-country ratio = 0.48), with the lowest ratios in Sudan and Nigeria. Neurology was perceived to be a competitive specialty for entrance in 57% of countries, with 78% of respondents reporting a requisite entrance examination. Ninety-five percent had access to a personal smartphone, 62% used the Internet more than occasionally, and 60% had access to online neurology journals. The average number of weekly work hours was 51 (range = 40-75), and average monthly salary among those earning income was 1,191 USD (range = 285-3,560). Twenty percent of respondents reported paying for training. The most common barriers to neurology postgraduate education were few training programs and lack of training in neurodiagnostic tests. Among 17 reporting countries, there is an estimated average of 0.6 neurologists per million people. Neurology training programs in sub-Saharan Africa are relatively limited in number and have several unmet needs including a small cadre of faculty and an opportunity to standardize curricula and financing of programs. Ann Neurol 2016;79:871-881. © 2016 American Neurological Association.

Metacognitive competence as a goal for medical training

Directory of Open Access Journals (Sweden)

Alessandro Antonietti

2014-07-01

Full Text Available Professionals who are faced with emergency situations daily during their work can rely on three different ways of thinking. They can base their judgments and decisions on intuition. Alternatively they can apply heuristic strategies, which offer simple procedures to simplify situations and find satisfactory solutions. Finally, they can reflect analytically. The optimal approach would be a flexible use of these three systems, since it enables doctors to activate the system that is more relevant to the given situation and eventually to pass to another system when they realize that the previous one is inadequate. Metacognitive competence is required in order to identify the mental system that is more relevant to a specific case. This competence consists in the ability to self-regulate cognitive processes in order to match the specific needs of the moment. To do so, individuals have to pay attention to their cognitive processes and understand how they can be trusted and what is the best way to handle them. Operatively, metacognitive competence should be developed by leading professionals to identify the mode of thinking – intuitive, heuristic or analytical – that is best suited to make the choices required by the clinical cases that they are facing. Suggestions concerning the way physicians working in emergency department can be trained to enhance their metacognitive skills are reported.

Person-based differences in pay reactions: A compensation-activation theory and integrative conceptual review.

Science.gov (United States)

Fulmer, Ingrid Smithey; Shaw, Jason D

2018-06-07

Compensation research has focused traditionally on how pay design characteristics (e.g., pay level, individual or group incentives) relate to average employee outcomes and, in toto, on how these outcomes affect organizational performance. Recently, scholars have begun to pay more attention to how individuals vary in the strength of their reactions to pay. Empirical research in several disciplines examines how the interplay of pay systems and person-based characteristics (psychological individual differences, demographics, and relative performance or position in a group) relate to important work-related outcomes. We develop a compensation-activation theory that frames compensation design characteristics as workplace "situations" providing cues that activate individuals' corresponding fundamental social motives made salient due to chronic or transient person-based characteristics. Where activation occurs, stronger-than-average responses to the compensation "situation" are expected. Using the theory as a lens, we synthesize and reinterpret existing research on person-based reactions to pay characteristics, including sorting, incentive/motivational effects, and effects on collective pay system reactions and unit/organizational outcomes. We conclude with a research agenda aimed at refining compensation-activation theory and advancing the study of compensation as it affects individual and organizational outcomes. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Ability and Willingness to Pay Premium in the Framework of National Health Insurance System

Directory of Open Access Journals (Sweden)

Aulia Abdillah Ramadhan

2015-12-01

Full Text Available Background: The National Health Insurance is one of the government’s efforts to improve community access to health services. The government has fixed the premiums to be paid by community, except for underprivileged community. The aim of the study was to identify Ability to Pay (ATP and Willingness to Pay (WTP of the national health insurance premium. Methods: A descriptive study which involved 210 housewives who were chosen by rapid survey method was conducted from September to November 2013 in Cipacing village, Jatinangor, Sumedang, West Java. Data collection was using questionnaire to obtain level of ability and willingness to pay the health insurance premium. The results were compared to the required premium by the government (Rp 22,000,-. Results: Most of the respondents were only housewives, but there were still respondents who were private workers. Most of them were 20–39 years old. About 57.6% of the respondents were able to pay for the required premium, but Only 17.4% of the them were willing to pay according to the required premium. Conclusions: The ATP of the respondents are higher compared to the WTP, meaning that most of the respondents are able to pay the requires premium but are not willing to pay it.

Pricing of on-line advertising: pay-per-view or pay-per-click?

OpenAIRE

Fjell, Kenneth

2007-01-01

We analyse the choice of pay-per-view (PPV) and price-per-click (PPC) when a web publisher is a price taker in the market for advertising banners, and the number of visits is decreasing in advertising. The main result is that the web publisher should always choose either PPV or PPC. If the click-through rate is exogenous, then the optimal amount of advertising is the same for both pricing metholds and the choice of pricing method is given by the click-through rate. If the click-through rate i...

Pay Matters: The Piece Rate and Health in the Developing World.

Science.gov (United States)

Davis, Mary E

Piece rate pay remains a common form of compensation in developing-world industries. While the piece rate may boost productivity, it has been shown to have unintended consequences for occupational safety and health, including increased accident and injury risk. This paper explores the relationship between worker pay and physical and emotional health, and questions the modern day business case for piece rate pay in the developing world. The relationship between piece rate and self-reported measures of physical and emotional health is estimated using a large survey of garment workers in 109 Vietnamese factories between 2010 and 2014. A random effects logit model controls for factory and year, predicting worker health as a function of pay type, demographics, and factory characteristics. Workers paid by the piece report worse physical and emotional health than workers paid by the hour (OR = 1.38-1.81). Wage incentives provide the most consistently significant evidence of all demographic and factory-level variables, including the factory's own performance on occupational safety and health compliance measures. These results highlight the importance of how workers are paid to understanding the variability in worker health outcomes. More research is needed to better understand the business case supporting the continued use of piece rate pay in the developing world. Copyright © 2016 The Author. Published by Elsevier Inc. All rights reserved.