Multiplex network analysis of employee performance and employee social relationships

NASA Astrophysics Data System (ADS)

Cai, Meng; Wang, Wei; Cui, Ying; Stanley, H. Eugene

2018-01-01

In human resource management, employee performance is strongly affected by both formal and informal employee networks. Most previous research on employee performance has focused on monolayer networks that can represent only single categories of employee social relationships. We study employee performance by taking into account the entire multiplex structure of underlying employee social networks. We collect three datasets consisting of five different employee relationship categories in three firms, and predict employee performance using degree centrality and eigenvector centrality in a superimposed multiplex network (SMN) and an unfolded multiplex network (UMN). We use a quadratic assignment procedure (QAP) analysis and a regression analysis to demonstrate that the different categories of relationship are mutually embedded and that the strength of their impact on employee performance differs. We also use weighted/unweighted SMN/UMN to measure the predictive accuracy of this approach and find that employees with high centrality in a weighted UMN are more likely to perform well. Our results shed new light on how social structures affect employee performance.

Morning employees are perceived as better employees: employees' start times influence supervisor performance ratings.

PubMed

Yam, Kai Chi; Fehr, Ryan; Barnes, Christopher M

2014-11-01

In this research, we draw from the stereotyping literature to suggest that supervisor ratings of job performance are affected by employees' start times-the time of day they first arrive at work. Even when accounting for total work hours, objective job performance, and employees' self-ratings of conscientiousness, we find that a later start time leads supervisors to perceive employees as less conscientious. These perceptions in turn cause supervisors to rate employees as lower performers. In addition, we show that supervisor chronotype acts as a boundary condition of the mediated model. Supervisors who prefer eveningness (i.e., owls) are less likely to hold negative stereotypes of employees with late start times than supervisors who prefer morningness (i.e., larks). Taken together, our results suggest that supervisor ratings of job performance are susceptible to stereotypic beliefs based on employees' start times. (PsycINFO Database Record (c) 2014 APA, all rights reserved).

Design and implementation of a pilot orientation program for new NASA engineering employees

NASA Technical Reports Server (NTRS)

Graham, Ronald E.; Furnas, Randall B.; Babula, Maria

1993-01-01

This paper describes the design and field testing of an orientation program for new employees of NASA Lewis Research Center's Engineering Directorate. A group of new employees designed the program using a series of TQM analysis techniques. The program objectives were: provide consistent treatment for new employees; assist management and clerical staff with their responsibility for orientation; introduce the employee to as many facets of the organization as possible; allow the employee to feel like a member of the organization as early as possible; maximize the use of existing services; and use up-to-date information. The major aspects of the program included: training of management and clerical staff; lab tours and briefings describing the organization; shepherding, using senior employees as shepherds; a handbook of information about the center and the directorate; a package of information about northeast Ohio; and social activities involving the new employees and shepherds. The program was tested on a pilot group of six new employees over a four month period and was considered to be highly successful by both the employees and management. Aspects of the program have subsequently been adopted for center-wide use.

(New) NASA Administrator Sean O'Keefe comes to Ames for employee briefing and tour. Here he welcomes

NASA Technical Reports Server (NTRS)

2002-01-01

(New) NASA Administrator Sean O'Keefe comes to Ames for employee briefing and tour. Here he welcomes JASON kids to NASA while handing out patches and pins. Tom Clausen and Donald James, Ames Education Office in background.

Addressing problems of employee performance.

PubMed

McConnell, Charles R

2011-01-01

Employee performance problems are essentially of 2 kinds: those that are motivational in origin and those resulting from skill deficiencies. Both kinds of problems are the province of the department manager. Performance problems differ from problems of conduct in that traditional disciplinary processes ordinarily do not apply. Rather, performance problems are addressed through educational and remedial processes. The manager has a basic responsibility in ensuring that everything reasonable is done to help each employee succeed. There are a number of steps the manager can take to address employee performance problems.

26 CFR 801.3 - Measuring employee performance.

Code of Federal Regulations, 2011 CFR

2011-04-01

... REVENUE PRACTICE BALANCED SYSTEM FOR MEASURING ORGANIZATIONAL AND EMPLOYEE PERFORMANCE WITHIN THE INTERNAL REVENUE SERVICE § 801.3 Measuring employee performance. (a) In general. All employees of the IRS will be... 26 Internal Revenue 20 2011-04-01 2011-04-01 false Measuring employee performance. 801.3 Section...

NASA in the Park, 2018

NASA Image and Video Library

2018-06-20

NASA in the Park on June 16 in Huntsville featured more than 60 exhibits and demonstrations by NASA experts, as well as performances by Marshall musicians, educational opportunities, games and hands-on activities for all ages. NASA employee Renae Scoble and her husband Ryan and son Titus enjoy the the fun and games at NASA in the Park.

Permanent change of station: The NASA employee's guide to an easier move

NASA Technical Reports Server (NTRS)

1993-01-01

This guide is for the NASA employee preparing to make a permanent change of station. Whether a transferee or a new appointee, this guide contains information that will help a Government-authorized move go more smoothly from start to finish. The guide outlines the allowances and expense reimbursements one is entitled to under Federal Travel Regulations (FTR). It provides samples of forms one may need to fill out to start the transfer rolling and to claim reimbursements. However, it is important to note that this guide is not a copy of the FTR. Information in the FTR and the NASA Travel Regulations, FMM 9760, is far more detailed and is always updated and correct.

(New) NASA Administrator Sean O'Keefe comes to Ames for employee briefing and tour. Meets with

NASA Technical Reports Server (NTRS)

2002-01-01

(New) NASA Administrator Sean O'Keefe comes to Ames for employee briefing and tour. Meets with Roberto Cruz, National Hispanic University (left) at Amesto sign the educational MOU between NHU and Ames.

High performance HRM: NHS employee perspectives.

PubMed

Hyde, Paula; Sparrow, Paul; Boaden, Ruth; Harris, Claire

2013-01-01

The purpose of this paper is to examine National Health Service (NHS) employee perspectives of how high performance human resource (HR) practices contribute to their performance. The paper draws on an extensive qualitative study of the NHS. A novel two-part method was used; the first part used focus group data from managers to identify high-performance HR practices specific to the NHS. Employees then conducted a card-sort exercise where they were asked how or whether the practices related to each other and how each practice affected their work. In total, 11 high performance HR practices relevant to the NHS were identified. Also identified were four reactions to a range of HR practices, which the authors developed into a typology according to anticipated beneficiaries (personal gain, organisation gain, both gain and no-one gains). Employees were able to form their own patterns (mental models) of performance contribution for a range of HR practices (60 interviewees produced 91 groupings). These groupings indicated three bundles particular to the NHS (professional development, employee contribution and NHS deal). These mental models indicate employee perceptions about how health services are organised and delivered in the NHS and illustrate the extant mental models of health care workers. As health services are rearranged and financial pressures begin to bite, these mental models will affect employee reactions to changes both positively and negatively. The novel method allows for identification of mental models that explain how NHS workers understand service delivery. It also delineates the complex and varied relationships between HR practices and individual performance.

Two Profiles of the Dutch High Performing Employee

ERIC Educational Resources Information Center

de Waal, A. A.; Oudshoorn, Michella

2015-01-01

Purpose: The purpose of this study is to explore the profile of an ideal employee, to be more precise the behavioral characteristics of the Dutch high-performing employee (HPE). Organizational performance depends for a large part on the commitment of employees. Employees provide their knowledge, skills, experiences and creativity to the…

NASA in the Park, 2018

NASA Image and Video Library

2018-06-20

NASA in the Park on June 16 in Huntsville featured more than 60 exhibits and demonstrations by NASA experts, as well as performances by Marshall musicians, educational opportunities, games and hands-on activities for all ages. Marshall employees Ola Metcalfe (L), and Sherrie Stroud proudly display trophies awarded to them by Downtown Inc. President, Chad Emerson, in appreciation of their efforts in the five year partnership with NASA in the Park.

(New) NASA Administrator Sean O'Keefe comes to Ames for employee briefing and tour. Meets with

NASA Technical Reports Server (NTRS)

2002-01-01

(New) NASA Administrator Sean O'Keefe comes to Ames for employee briefing and tour. Meets with Roberto Cruz, National Hispanic University (seated, right) and Ames Center Director Dr. Henry McDonald follow the signing of the educational MOU between NHU and Ames.

5 CFR 293.403 - Contents of employee performance files.

Code of Federal Regulations, 2011 CFR

2011-01-01

... REGULATIONS PERSONNEL RECORDS Employee Performance File System Records § 293.403 Contents of employee performance files. (a) A decision on what constitutes a performance-related document within the meaning of... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Contents of employee performance files...

5 CFR 293.403 - Contents of employee performance files.

Code of Federal Regulations, 2013 CFR

2013-01-01

... REGULATIONS PERSONNEL RECORDS Employee Performance File System Records § 293.403 Contents of employee performance files. (a) A decision on what constitutes a performance-related document within the meaning of... 5 Administrative Personnel 1 2013-01-01 2013-01-01 false Contents of employee performance files...

5 CFR 293.403 - Contents of employee performance files.

Code of Federal Regulations, 2014 CFR

2014-01-01

... REGULATIONS PERSONNEL RECORDS Employee Performance File System Records § 293.403 Contents of employee performance files. (a) A decision on what constitutes a performance-related document within the meaning of... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false Contents of employee performance files...

5 CFR 293.403 - Contents of employee performance files.

Code of Federal Regulations, 2012 CFR

2012-01-01

... REGULATIONS PERSONNEL RECORDS Employee Performance File System Records § 293.403 Contents of employee performance files. (a) A decision on what constitutes a performance-related document within the meaning of... 5 Administrative Personnel 1 2012-01-01 2012-01-01 false Contents of employee performance files...

(New) NASA Director Sean O'Keefe comes to Ames for employee briefing and tour. Meets with Roberto

NASA Technical Reports Server (NTRS)

2002-01-01

(New) NASA Director Sean O'Keefe comes to Ames for employee briefing and tour. Meets with Roberto Cruz, National Hispanic University (seated, right) and Ames Center Director Dr. Henry McDonald follow the signing of the educational MOU between NHU and Ames.

NASA Update.

NASA Image and Video Library

2011-02-15

NASA Deputy Administrator Lori Garver answers questions during a NASA Update on, Tuesday, Feb. 15, 2011, at NASA Headquarters in Washington. Garver and NASA Administrator Charles Bolden took the time discuss the agency’s fiscal year 2012 budget request and to take questions from employees. Photo Credit: (NASA/Bill Ingalls)

NASA Update

NASA Image and Video Library

2011-02-15

NASA Administrator Charles F. Bolden Jr., answers questions during a NASA Update on, Tuesday, Feb. 15, 2011, at NASA Headquarters in Washington. Bolden, NASA's 12th Administrator and NASA Deputy Administrator Lori Garver took the time discuss the agency’s fiscal year 2012 budget request and to take questions from employees. Photo Credit: (NASA/Bill Ingalls)

5 CFR 293.403 - Contents of employee performance files.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Contents of employee performance files. 293.403 Section 293.403 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERSONNEL RECORDS Employee Performance File System Records § 293.403 Contents of employee performance files. (a) A decision on what constitutes ...

NASA Update

NASA Image and Video Library

2011-02-15

NASA Administrator Charles F. Bolden Jr., and Deputy Administrator Lori Garver deliver a NASA Update on, Tuesday, Feb. 15, 2011, at NASA Headquarters in Washington. Bolden, NASA's 12th Administrator and Garver took the time discuss the agency’s fiscal year 2012 budget request and to take questions from employees. Photo Credit: (NASA/Bill Ingalls)

NASA Update

NASA Image and Video Library

2011-02-15

NASA Deputy Administrator Lori Garver listens as NASA Administrator Charles Bolden answers a question during a NASA Update on Tuesday, Feb. 15, 2011, at NASA Headquarters in Washington. Bolden and Garver took the time discuss the agency’s fiscal year 2012 budget request and to take questions from employees. Photo Credit: (NASA/Bill Ingalls)

How employee engagement matters for hospital performance.

PubMed

Lowe, Graham

2012-01-01

Managers increasingly understand that employee engagement is a prerequisite for high performance. This article examines how job, work environment, management and organizational factors influence levels of engagement among healthcare employees. Original data come from the Ontario Hospital Association-NRC Picker Employee Experience Survey, involving over 10,000 employees in 16 Ontario hospitals. The article provides a clear definition and measure of engagement relevant to healthcare. In addition to identifying the main drivers of engagement, findings shows that a high level of employee engagement is related to retention, patient-centred care, patient safety culture and employees' positive assessments of the quality of care or services provided by their team. Implications of these findings for healthcare leaders are briefly considered.

NASA Update

NASA Image and Video Library

2011-02-15

NASA Deputy Associate Administrator for the Office of Communications Bob Jacobs moderates the NASA Update program, Tuesday, Feb. 15, 2011 at NASA Headquarters in Washington. NASA's 12th Administrator Charles Bolden and Deputy Administrator Lori Garver took the time discuss the agency’s fiscal year 2012 budget request and to take questions from employees. Photo Credit: (NASA/Bill Ingalls)

Personal Costs and Benefits of Employee Intrapreneurship: Disentangling the Employee Intrapreneurship, Well-Being, and Job Performance Relationship.

PubMed

Gawke, Jason C; Gorgievski, Marjan J; Bakker, Arnold B

2017-12-28

Ample studies have confirmed the benefits of intrapreneurship (i.e., employee behaviors that contribute to new venture creation and strategic renewal activities) for firm performance, but research on the personal costs and benefits of engaging in intrapreneurial activities for employees is lacking. Building on job demands-resources and reinforcement sensitivity theories, we examined how employees' reinforcement sensitivity qualified the relationship among their intrapreneurial behavior, subjective well-being, and other-rated job performance. Using a sample of 241 employee dyads, the results of moderated mediation analyses confirmed that employee intrapreneurship related positively to work engagement for employees high (vs. low) in sensitivity to rewards (behavioral approach system), which subsequently related positively to innovativeness and in-role performance and negatively to work avoidance. In contrast, employee intrapreneurship related positively to exhaustion for employees high (vs. low) in sensitivity to punishments (behavioral inhibition system), which subsequently related positively to work avoidance and negatively to in-role performance (but not to innovativeness). Theoretical and practical implications are discussed. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Improving performance through an organizational culture of employee expertise.

PubMed

Jacobs, R L

1996-01-01

Managers can do many things to improve organizational performance, but the accomplishments of the most skillful employees often are most important. This article makes the point that managers should be aware of employee expertise and its relationship to organizational performance. The article also describes the components of an organizational culture of employee expertise. An organizational culture of employee expertise builds on the learning organization metaphor that has frequently appeared in the management literature. How employees develop expertise to do their jobs is emerging as a critical issue for organizations, and managers will likely play a key role in that process.

5 CFR 293.402 - Establishment of separate employee performance record system.

Code of Federal Regulations, 2012 CFR

2012-01-01

... performance record system. 293.402 Section 293.402 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERSONNEL RECORDS Employee Performance File System Records § 293.402 Establishment of separate employee performance record system. (a) Copies of employees' performance ratings of...

5 CFR 293.402 - Establishment of separate employee performance record system.

Code of Federal Regulations, 2011 CFR

2011-01-01

... performance record system. 293.402 Section 293.402 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERSONNEL RECORDS Employee Performance File System Records § 293.402 Establishment of separate employee performance record system. (a) Copies of employees' performance ratings of...

5 CFR 293.402 - Establishment of separate employee performance record system.

Code of Federal Regulations, 2014 CFR

2014-01-01

... performance record system. 293.402 Section 293.402 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERSONNEL RECORDS Employee Performance File System Records § 293.402 Establishment of separate employee performance record system. (a) Copies of employees' performance ratings of...

5 CFR 293.402 - Establishment of separate employee performance record system.

Code of Federal Regulations, 2010 CFR

2010-01-01

... performance record system. 293.402 Section 293.402 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERSONNEL RECORDS Employee Performance File System Records § 293.402 Establishment of separate employee performance record system. (a) Copies of employees' performance ratings of...

5 CFR 293.402 - Establishment of separate employee performance record system.

Code of Federal Regulations, 2013 CFR

2013-01-01

... performance record system. 293.402 Section 293.402 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERSONNEL RECORDS Employee Performance File System Records § 293.402 Establishment of separate employee performance record system. (a) Copies of employees' performance ratings of...

Strategic Employee Development (SED) Program

NASA Technical Reports Server (NTRS)

Nguyen, Johnny; Guevara (Castano), Nathalie; Thorpe, Barbara; Barnett, Rebecca

2017-01-01

As with many other U.S. agencies, succession planning is becoming a critical need for NASA. The primary drivers include (a) NASAs higher-than-average aged workforce with approximately 50 of employees eligible for retirement within 5 years; and (b) employees who need better developmental conversations to increase morale and retention. This problem is particularly concerning for Safety Mission Assurance (SMA) organizations since they traditionally rely on more experienced engineers and specialists to perform their organizations functions.In response to this challenge, the Kennedy Space Center (KSC) SMA organization created the Strategic Employee Development (SED) program. The SED programs goal is to provide a proactive method to counter the primary drivers by creating a deeper bench strength and providing a more comprehensive developmental feedback experience for the employee. The SED is a new succession planning framework that enables customization to any organization, and in this case, specifically for an SMA organization. This is accomplished via the identification of key positions, the corresponding critical competencies, and a process to help managers have relevant and meaningful development conversations with the workforce. As a result of the SED, several tools and products were created that allows management to make better strategic workforce decisions. Although there are opportunities for improvement for the SED program, the most important impact has been on the quality of developmental discussions for employees.

Employee self-enhancement motives and job performance behaviors: investigating the moderating effects of employee role ambiguity and managerial perceptions of employee commitment.

PubMed

Yun, Seokhwa; Takeuchi, Riki; Liu, Wei

2007-05-01

This study examined the effects of employee self-enhancement motives on job performance behaviors (organizational citizenship behaviors and task performance) and the value of these behaviors to them. The authors propose that employees display job performance behaviors in part to enhance their self-image, especially when their role is not clearly defined. They further argue that the effects of these behaviors on managerial reward recommendation decisions should be stronger when managers believe the employees to be more committed. The results from a sample of 84 working students indicate that role ambiguity moderated the effects of self-enhancement motives on job performance behaviors and that managerial perceptions of an employee's commitment moderated the effects of those organizational citizenship behaviors that are aimed at other individuals on managers' reward allocation decisions. 2007 APA, all rights reserved

Employee well-being, early-retirement intentions, and company performance.

PubMed

von Bonsdorff, Monika E; Vanhala, Sinikka; Seitsamo, Jorma; Janhonen, Minna; Husman, Päivi

2010-12-01

To explore the relationship between employee well-being and early-retirement intentions, and the extent to which early-retirement intentions are associated with company performance. This study is based on cross-sectional survey data on the ageing employees of the Finnish metal industry and retail trade, collected in 2007 (company-level n = 129, employee-level n = 1281). It was analyzed using multinomial logistic and multiple regression analysis. Poor work ability, frequent emotional exhaustion, low organizational commitment, and job control were associated with the prevalence of early-retirement intentions among aging employees in both industries. Metal industry employees' early-retirement intentions were associated with weaker company performance measured by the perceptions of the manager. By enhancing well-being, employees may stay at work for longer rather than retiring early. Early-retirement intentions can be counterproductive for companies.

Covariance of engineering management characteristics with engineering employee performance

NASA Astrophysics Data System (ADS)

Hesketh, Andrew Arthur

1998-12-01

As business in the 1990's grapples with the impact of continuous improvement and quality to meet market demands, there is an increased need to improve the leadership capabilities of our managers. Engineers have indicated desire for certain managerial characteristics in their leadership but there have been no studies completed that approached the problem of determining what managerial characteristics were best at improving employee performance. This study addressed the idea of identifying certain managerial characteristics that enhance employee performance. In the early 1990's, McDonnell Douglas Aerospace in St. Louis used a forced distribution system and allocated 35% of its employees into a "exceeds expectations" category and 60% into a "meets expectations" category. A twenty-question 5 point Likert scale survey on managerial capabilities was administered to a sample engineering population that also obtained their "expectations" category. A single factor ANOVA on the survey results determined a statistical difference between the "exceeds" and "meets" employees with four of the managerial capability questions. The "exceeds expectations" employee indicated that supervision did a better job of supporting subordinate development, clearly communicating performance expectations, and providing timely performance feedback when compared to the "meets expectations" employee. The "meets expectations" employee felt that their opinions, when different from their supervisor's, were more often ignored when compared to the "exceeds expectations" employee. These four questions relate to two specific managerial characteristics, "gaining (informal) authority and support" or "control" characteristic and "providing assistance and guidance" or "command" characteristic, that can be emphasized in managerial training programs.

Job control and coworker support improve employee job performance.

PubMed

Nagami, Makiko; Tsutsumi, Akizumi; Tsuchiya, Masao; Morimoto, Kanehisa

2010-01-01

We examined the prospective association of psychosocial job characteristics with employee job performance among 777 full-time employees at a manufacturing company in Japan, using data from a one-year follow-up survey. Psychosocial job characteristics were measured by the Job Content Questionnaire in 2008; job performance was evaluated using the item from the World Mental Health Survey Instrument in 2008 and 2009. The association between psychosocial job characteristics and job performance was tested using multiple regression analysis, controlling for demographic variables, work status, average working hours per day, job type and job performance in 2008. Job control and coworker support in 2008 were positively related to job performance in 2009. Stratified analyses revealed that job control for staff and coworker support for managers were positively related to job performance in 2009. These associations were prominent among men; however, supervisor support in 2008 was negatively related to job performance in 2009 among men. Job demand was not significantly related to job performance. Our findings suggest that it is worthwhile to enhance employees' job control and provide a mutually supportive environment to ensure positive employee job performance.

High Performance Computing at NASA

NASA Technical Reports Server (NTRS)

Bailey, David H.; Cooper, D. M. (Technical Monitor)

1994-01-01

The speaker will give an overview of high performance computing in the U.S. in general and within NASA in particular, including a description of the recently signed NASA-IBM cooperative agreement. The latest performance figures of various parallel systems on the NAS Parallel Benchmarks will be presented. The speaker was one of the authors of the NAS (National Aerospace Standards) Parallel Benchmarks, which are now widely cited in the industry as a measure of sustained performance on realistic high-end scientific applications. It will be shown that significant progress has been made by the highly parallel supercomputer industry during the past year or so, with several new systems, based on high-performance RISC processors, that now deliver superior performance per dollar compared to conventional supercomputers. Various pitfalls in reporting performance will be discussed. The speaker will then conclude by assessing the general state of the high performance computing field.

Web-based application on employee performance assessment using exponential comparison method

NASA Astrophysics Data System (ADS)

Maryana, S.; Kurnia, E.; Ruyani, A.

2017-02-01

Employee performance assessment is also called a performance review, performance evaluation, or assessment of employees, is an effort to assess the achievements of staffing performance with the aim to increase productivity of employees and companies. This application helps in the assessment of employee performance using five criteria: Presence, Quality of Work, Quantity of Work, Discipline, and Teamwork. The system uses the Exponential Comparative Method and Weighting Eckenrode. Calculation results using graphs were provided to see the assessment of each employee. Programming language used in this system is written in Notepad++ and MySQL database. The testing result on the system can be concluded that this application is correspond with the design and running properly. The test conducted is structural test, functional test, and validation, sensitivity analysis, and SUMI testing.

NASA Performance Plan

NASA Technical Reports Server (NTRS)

1999-01-01

The Government Performance and Results Act (GPRA) passed by Congress and signed by the President in 1993 provides a new tool to improve the efficiency of all Federal agencies. The goals of GPRA are to: Improve citizen confidence in Government performance; Improve Federal program management, effectiveness, and public accountability; and Improve congressional decisionmaking on where to commit the Nation's financial and human resources. The Act directs Executive Branch agencies to develop a customer-focused strategic plan that aligns activities with concrete missions and goals. The first plans were submitted in September 1998 as part of the Fiscal Year 1999 (FY99) budget process. These budget submissions were expected to support the goals expressed in the agency strategic plans. The Act also directs agencies to manage and measure results to justify congressional appropriations and authorizations. Six months after the completion of the fiscal year, agencies will report on the degree of success in achieving the goals and evaluation measures defined in the strategic and performance plans. The plans required by GPRA have been submitted to the Office of Management and Budget (OMB) and to Congress. Copies of NASA plans are available from the Office of Policy and Plans at NASA Headquarters and can be accessed on the i nterinet web sites identified in the Appendix.

NASA specification for manufacturing and performance requirements of NASA standard aerospace nickel-cadmium cells

NASA Technical Reports Server (NTRS)

1988-01-01

On November 25, 1985, the NASA Chief Engineer established a NASA-wide policy to maintain and to require the use of the NASA standard for aerospace nickel-cadmium cells and batteries. The Associate Administrator for Safety, Reliability, Maintainability, and Quality Assurance stated on December 29, 1986, the intent to retain the NASA standard cell usage policy established by the Office of the Chief Engineer. The current NASA policy is also to incorporate technological advances as they are tested and proven for spaceflight applications. This policy will be implemented by modifying the existing standard cells or by developing new NASA standards and their specifications in accordance with the NASA's Aerospace Battery Systems Program Plan. This NASA Specification for Manufacturing and Performance Requirements of NASA Standard Aerospace Nickel-Cadmium Cells is prepared to provide requirements for the NASA standard nickel-cadmium cell. It is an interim specification pending resolution of the separator material availability. This specification has evolved from over 15 years of nickel-cadmium cell experience by NASA. Consequently, considerable experience has been collected and cell performance has been well characterized from many years of ground testing and from in-flight operations in both geosynchronous (GEO) and low earth orbit (LEO) applications. NASA has developed and successfully used two standard flight qualified cell designs.

Building 1100--NASA

NASA Technical Reports Server (NTRS)

1996-01-01

Building 1100 is the NASA administrative building. Services located in this building include two banks, a post office, barber shop, cafeteria, snack bar, travel agency, dry cleaners, the NASA Exchange retail store and medical facilities for employees.

26 CFR 31.3121(b)(9)-1 - Railroad industry; services performed by an employee or an employee representative as defined in...

Code of Federal Regulations, 2013 CFR

2013-04-01

... 26 Internal Revenue 15 2013-04-01 2013-04-01 false Railroad industry; services performed by an employee or an employee representative as defined in section 3231. 31.3121(b)(9)-1 Section 31.3121(b)(9)-1... industry; services performed by an employee or an employee representative as defined in section 3231...

26 CFR 31.3121(b)(9)-1 - Railroad industry; services performed by an employee or an employee representative as defined in...

Code of Federal Regulations, 2014 CFR

2014-04-01

... 26 Internal Revenue 15 2014-04-01 2014-04-01 false Railroad industry; services performed by an employee or an employee representative as defined in section 3231. 31.3121(b)(9)-1 Section 31.3121(b)(9)-1... industry; services performed by an employee or an employee representative as defined in section 3231...

Prosocial Bonuses Increase Employee Satisfaction and Team Performance

PubMed Central

Anik, Lalin; Aknin, Lara B.; Norton, Michael I.; Dunn, Elizabeth W.; Quoidbach, Jordi

2013-01-01

In three field studies, we explore the impact of providing employees and teammates with prosocial bonuses, a novel type of bonus spent on others rather than on oneself. In Experiment 1, we show that prosocial bonuses in the form of donations to charity lead to happier and more satisfied employees at an Australian bank. In Experiments 2a and 2b, we show that prosocial bonuses in the form of expenditures on teammates lead to better performance in both sports teams in Canada and pharmaceutical sales teams in Belgium. These results suggest that a minor adjustment to employee bonuses – shifting the focus from the self to others – can produce measurable benefits for employees and organizations. PMID:24058691

Prosocial bonuses increase employee satisfaction and team performance.

PubMed

Anik, Lalin; Aknin, Lara B; Norton, Michael I; Dunn, Elizabeth W; Quoidbach, Jordi

2013-01-01

In three field studies, we explore the impact of providing employees and teammates with prosocial bonuses, a novel type of bonus spent on others rather than on oneself. In Experiment 1, we show that prosocial bonuses in the form of donations to charity lead to happier and more satisfied employees at an Australian bank. In Experiments 2a and 2b, we show that prosocial bonuses in the form of expenditures on teammates lead to better performance in both sports teams in Canada and pharmaceutical sales teams in Belgium. These results suggest that a minor adjustment to employee bonuses--shifting the focus from the self to others--can produce measurable benefits for employees and organizations.

Strategic Employee Development in The Government Sector

NASA Technical Reports Server (NTRS)

Nguyen, Johnny; Guevara, Nathalie; Barnett, Rebecca; Thorpe, Barbara

2017-01-01

As with many other U.S. agencies, succession planning is becoming a critical need for NASA. The primary drivers include (a) NASA's higher-than-average aged workforce with approximately 50% of employees eligible for retirement within 5 years; and (b) employees who need better developmental conversations to increase morale and retention. This problem is particularly concerning for Safety & Mission Assurance (S&MA) organizations since they traditionally rely on more experienced engineers and specialists to perform their organizations' functions. In response to this challenge, the Kennedy Space Center (KSC) S&MA organization created the Strategic Employee Development (SED) program. The SED program's goal is to provide a proactive method to counter the primary drivers by creating a deeper "bench strength" and providing a more comprehensive developmental feedback experience for the employee. The SED is a new succession planning framework that enables customization to any organization, and in this case, specifically for an S&MA organization. This is accomplished via the identification of key positions, the corresponding critical competencies, and a process to help managers have relevant and meaningful development conversations with the workforce. As a result of the SED, several tools and products were created that allows management to make better strategic workforce decisions. Although there are opportunities for improvement for the SED program, the most important impact has been on the quality of developmental discussions for employees.

Development of an Outreach Program for NASA: "NASA Ambassadors"

NASA Technical Reports Server (NTRS)

Lebo, George R.

1996-01-01

It is widely known that the average American citizen has either no idea or the wrong impression of what NASA is doing. The most common impression is that NASA's sole mission is to build and launch spacecraft and that the everyday experience of the common citizen would be impacted very little if NASA failed to exist altogether. Some feel that most of NASA's efforts are much too expensive and that the money would be better used on other efforts. Others feel that most of NASA's efforts either fail altogether or fail to meet their original objectives. Yet others feel that NASA is so mired in bureaucracy that it is no longer able to function. The goal of the NASA Ambassadors Program (NAP) is to educate the general populace as to what NASA's mission and goals actually are, to re-excite the "man on the street" with NASA's discoveries and technologies, and to convince him that NASA really does impact his everyday experience and that the economy of the U.S. is very dependent on NASA-type research. Each of the NASA centers currently run a speakers bureau through its Public Affairs Office (PAO). The speakers, NASA employees, are scheduled on an "as available" status and their travel is paid by NASA. However, there are only a limited number of them and their message may be regarded as being somewhat biased as they are paid by NASA. On the other hand, there are many members of NASA's summer programs which come from all areas of the country. Most of them not only believe that NASA's mission is important but are willing and able to articulate it to others. Furthermore, in the eyes of the public, they are probably more effective as ambassadors for NASA than are the NASA employees, as they do not derive their primary funding from it. Therefore it was decided to organize materials for them to use in presentations to general audiences in their home areas. Each person who accepted these materials was to be called a "NASA Ambassador".

48 CFR 1816.402-270 - NASA technical performance incentives.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 48 Federal Acquisition Regulations System 6 2013-10-01 2013-10-01 false NASA technical performance incentives. 1816.402-270 Section 1816.402-270 Federal Acquisition Regulations System NATIONAL AERONAUTICS AND....402-270 NASA technical performance incentives. (a) Pursuant to the guidelines in 1816.402, NASA has...

48 CFR 1816.402-270 - NASA technical performance incentives.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 48 Federal Acquisition Regulations System 6 2010-10-01 2010-10-01 true NASA technical performance incentives. 1816.402-270 Section 1816.402-270 Federal Acquisition Regulations System NATIONAL AERONAUTICS AND....402-270 NASA technical performance incentives. (a) Pursuant to the guidelines in 1816.402, NASA has...

48 CFR 1816.402-270 - NASA technical performance incentives.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 48 Federal Acquisition Regulations System 6 2014-10-01 2014-10-01 false NASA technical performance incentives. 1816.402-270 Section 1816.402-270 Federal Acquisition Regulations System NATIONAL AERONAUTICS AND....402-270 NASA technical performance incentives. (a) Pursuant to the guidelines in 1816.402, NASA has...

48 CFR 1816.402-270 - NASA technical performance incentives.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 48 Federal Acquisition Regulations System 6 2011-10-01 2011-10-01 false NASA technical performance incentives. 1816.402-270 Section 1816.402-270 Federal Acquisition Regulations System NATIONAL AERONAUTICS AND....402-270 NASA technical performance incentives. (a) Pursuant to the guidelines in 1816.402, NASA has...

48 CFR 1816.402-270 - NASA technical performance incentives.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 48 Federal Acquisition Regulations System 6 2012-10-01 2012-10-01 false NASA technical performance incentives. 1816.402-270 Section 1816.402-270 Federal Acquisition Regulations System NATIONAL AERONAUTICS AND....402-270 NASA technical performance incentives. (a) Pursuant to the guidelines in 1816.402, NASA has...

Moderated Mediation Model of Interrelations between Workplace Romance, Wellbeing, and Employee Performance

PubMed Central

Khan, Muhammad Aamir Shafique; Jianguo, Du; Usman, Muhammad; Ahmad, Malik I.

2017-01-01

In this study, first we examined the effect of workplace romance on employee job performance, and the mediatory role of psychological wellbeing in the relationship between workplace romance and employee performance. Then we tested the moderating effects of gender and workplace romance type – lateral or hierarchical – on the indirect effect of workplace romance on employee performance. Based on a survey of 311 doctors from five government teaching hospitals in Pakistan, we used structural equation modeling and bootstrapping to test these relationships. This study reveals that psychological wellbeing significantly fully mediates the positive relationship between workplace romance and job performance. Moreover, multi-group analysis shows that gender moderates the indirect effect of workplace romance on employee performance, where the indirect effect of workplace romance on employee performance is stronger for male participants. This study carries important implications, particularly for the policy makers and managers of healthcare sector organizations. PMID:29312042

Moderated Mediation Model of Interrelations between Workplace Romance, Wellbeing, and Employee Performance.

PubMed

Khan, Muhammad Aamir Shafique; Jianguo, Du; Usman, Muhammad; Ahmad, Malik I

2017-01-01

In this study, first we examined the effect of workplace romance on employee job performance, and the mediatory role of psychological wellbeing in the relationship between workplace romance and employee performance. Then we tested the moderating effects of gender and workplace romance type - lateral or hierarchical - on the indirect effect of workplace romance on employee performance. Based on a survey of 311 doctors from five government teaching hospitals in Pakistan, we used structural equation modeling and bootstrapping to test these relationships. This study reveals that psychological wellbeing significantly fully mediates the positive relationship between workplace romance and job performance. Moreover, multi-group analysis shows that gender moderates the indirect effect of workplace romance on employee performance, where the indirect effect of workplace romance on employee performance is stronger for male participants. This study carries important implications, particularly for the policy makers and managers of healthcare sector organizations.

Inside the VA: How Workplace Training Evaluation Impacts Employee Performance

ERIC Educational Resources Information Center

Emerson, Timica F.

2017-01-01

Employee performance and patient satisfaction are strong indicators of the current state of a healthcare organization. Workplace training programs are used to teach employees the knowledge and skills necessary to effectively perform on the job. Instructor-led, online, blended and independent learning events are produced to address learning needs…

Transformational leadership and employee safety performance: a within-person, between-jobs design.

PubMed

Inness, Michelle; Turner, Nick; Barling, Julian; Stride, Chris B

2010-07-01

We investigated the extent to which the safety performance (i.e., self-reported safety compliance and safety participation) of employees with 2 jobs was predicted by their respective supervisors' transformational leadership behaviors. We compared 2 within-person models: a context-specific model (i.e., transformational leadership experienced by employees in 1 context related to those same employees' safety performance only in that context) and a context-spillover model (i.e., transformational leadership experienced by employees in 1 context related to those same employees' safety performance in the same and other contexts). Our sample comprised 159 "moonlighters" (73 men, 86 women): employees who simultaneously hold 2 different jobs, each with a different supervisor, providing within-person data on the influence of different supervisors on employee safety performance across 2 job contexts. Having controlled for individual differences (negative affectivity and conscientiousness) and work characteristics (e.g., hours worked and length of relationship with supervisor), the context-specific model provided the best fit to the data among alternative nested models. Implications for the role of transformational leadership in promoting workplace safety are discussed.

Employee Retention and Performance Improvement in High-Tech Companies.

ERIC Educational Resources Information Center

Ware, B. Lynn

2001-01-01

Considers the benefits of employee retention and performance improvement in high technology, new economy companies. Discusses attracting and retaining top talent in information technology companies; targeted recruiting and hiring; employee achievement; learning and professional growth; recognition; nurturing careers; team collaboration; the TALENT…

Relation of Employee and Manager Emotional Intelligence to Job Satisfaction and Performance

ERIC Educational Resources Information Center

Sy, Thomas; Tram, Susanna; O'Hara, Linda A.

2006-01-01

This study examined the relationships among employees' emotional intelligence, their manager's emotional intelligence, employees' job satisfaction, and performance for 187 food service employees from nine different locations of the same restaurant franchise. We predicted and found that employees' emotional intelligence was positively associated…

Employee Performance in the Context of the Problems of Measurement and Evaluation in Practice

NASA Astrophysics Data System (ADS)

Szabó, Peter; Mĺkva, Miroslava; Vaňová, Jaromíra; Marková, Petra

2017-09-01

Employee performance is a condition and an assumption for the performance and success of a company on the market. In order to ensure competitive ability, the quality of human resources, their management, and related measurement and performance assessment are at the forefront of company interest. Employee assessment affects the performance, development and motivation of people and also provides the necessary information about the employees. It allows the organization to monitor employee performance and compare their work with other collaborators. Many companies have the problem of setting up evaluation system so that it carried itself elements of responsibility and objectivity. The result of conceptual work in this area is the ultimate use of tools whose deployment, if possible, motivates employees to perform better. The aim of the paper is to refer to problems that arise in companies in evaluating the performance of employees.

Employee Performance Appraisal and the 95/5 Rule

ERIC Educational Resources Information Center

Rasch, Lee

2004-01-01

Many colleges use some form of an employee performance appraisal process. Yet, despite prevalent use, the performance appraisal process is facing growing criticism. The author reviews the literature regarding the process of performance appraisal in higher education, focusing on articles supportive of the use of the performance appraisal, and those…

Stennis hosts NASA Night at Zephyr Field

NASA Image and Video Library

2010-08-20

Stennis employee Chris Smith helps a young child 'launch' a balloon rocket. Employees from NASA's John C. Stennis Space Center traveled to New Orleans on Aug. 20 to host NASA Night at Zephyr Field. Stennis personnel provided a variety of activities and materials for persons attending a game between the New Orleans Zephyrs and the Las Vegas 51s.

NASA total quality management 1989 accomplishments report

NASA Technical Reports Server (NTRS)

Tai, Betty P. (Editor); Stewart, Lynne M. (Editor)

1990-01-01

NASA and contractor employees achieved many notable improvements in 1989. The highlights of those improvements, described in this seventh annual Accomplishments Report, demonstrate that the people who support NASA's activities are getting more involved in quality and continuous improvement efforts. Their gains solidly support NASA's and this Nation's goal to remain a leader in space exploration and in world-wide market competition, and, when communicated to others through avenues such as this report, foster improvement efforts across government and industry. The principles in practice which led to these process refinements are important cultural elements to any organization's productivity and quality efforts. The categories in this report reflect NASA principles set forth in the 1980's and are more commonly known today as Total Quality Management (TQM): top management leadership and support; strategic planning; focus on the customer; employee training and recognition; employee empowerment and teamwork; measurement and analysis; and quality assurance.

NASA Performance Report

NASA Technical Reports Server (NTRS)

2000-01-01

Introduction NASA's mission is to advance and communicate scientific knowledge and understanding of Earth, the solar system, and the universe; to advance human exploration, use, and development of space; and to research, develop, verify, and transfer advanced aeronautics, space, and related technologies. In support of this mission, NASA has a strategic architecture that consists of four Enterprises supported by four Crosscutting Processes. The Strategic Enterprises are NASA's primary mission areas to include Earth Science, Space Science, Human Exploration and Development of Space, and Aerospace Technology. NASA's Crosscutting Processes are Manage Strategically, Provide Aerospace Products and Capabilities, Generate Knowledge and Communicate Knowledge. The implementation of NASA programs, science, and technology research occurs primarily at our Centers. NASA consists of a Headquarters, nine Centers, and the Jet Propulsion Laboratory, as well as several ancillary installations and offices in the United States and abroad. The nine Centers are as follows: (1) Ames Research Center, (2) Dryden Flight Research Center (DFRC), (3) Glenn Research Center (GRC), (4) Goddard Space Flight Center (GSFC), (5) Johnson Space Center, (6) Kennedy Space Center (KSC), (7) Langley Research Center (LaRC), (8) Marshall Space Flight Center (MSFC), and (9) Stennis Space Center (SSC).

The relationships between OHS prevention costs, safety performance, employee satisfaction and accident costs.

PubMed

Bayram, Metin; Ünğan, Mustafa C; Ardıç, Kadir

2017-06-01

Little is known about the costs of safety. A literature review conducted for this study indicates there is a lack of survey-based research dealing with the effects of occupational health and safety (OHS) prevention costs. To close this gap in the literature, this study investigates the interwoven relationships between OHS prevention costs, employee satisfaction, OHS performance and accident costs. Data were collected from 159 OHS management system 18001-certified firms operating in Turkey and analyzed through structural equation modeling. The findings indicate that OHS prevention costs have a significant positive effect on safety performance, employee satisfaction and accident costs savings; employee satisfaction has a significant positive effect on accident costs savings; and occupational safety performance has a significant positive effect on employee satisfaction and accident costs savings. Also, the results indicate that safety performance and employee satisfaction leverage the relationship between prevention costs and accident costs.

26 CFR 31.3306(c)(9)-1 - Railroad industry; services performed by an employee or an employee representative under the...

Code of Federal Regulations, 2010 CFR

2010-04-01

... employee or an employee representative under the Railroad Unemployment Insurance Act. 31.3306(c)(9)-1... SOURCE Federal Unemployment Tax Act (Chapter 23, Internal Revenue Code of 1954) § 31.3306(c)(9)-1... Unemployment Insurance Act. (a) Services performed by an individual as an “employee” or as an “employee...

26 CFR 31.3306(c)(9)-1 - Railroad industry; services performed by an employee or an employee representative under the...

Code of Federal Regulations, 2011 CFR

2011-04-01

... employee or an employee representative under the Railroad Unemployment Insurance Act. 31.3306(c)(9)-1... SOURCE Federal Unemployment Tax Act (Chapter 23, Internal Revenue Code of 1954) § 31.3306(c)(9)-1... Unemployment Insurance Act. (a) Services performed by an individual as an “employee” or as an “employee...

26 CFR 31.3306(c)(9)-1 - Railroad industry; services performed by an employee or an employee representative under the...

Code of Federal Regulations, 2014 CFR

2014-04-01

... employee or an employee representative under the Railroad Unemployment Insurance Act. 31.3306(c)(9)-1... SOURCE Federal Unemployment Tax Act (Chapter 23, Internal Revenue Code of 1954) § 31.3306(c)(9)-1... Unemployment Insurance Act. (a) Services performed by an individual as an “employee” or as an “employee...

26 CFR 31.3306(c)(9)-1 - Railroad industry; services performed by an employee or an employee representative under the...

Code of Federal Regulations, 2012 CFR

2012-04-01

... employee or an employee representative under the Railroad Unemployment Insurance Act. 31.3306(c)(9)-1... SOURCE Federal Unemployment Tax Act (Chapter 23, Internal Revenue Code of 1954) § 31.3306(c)(9)-1... Unemployment Insurance Act. (a) Services performed by an individual as an “employee” or as an “employee...

26 CFR 31.3306(c)(9)-1 - Railroad industry; services performed by an employee or an employee representative under the...

Code of Federal Regulations, 2013 CFR

2013-04-01

... employee or an employee representative under the Railroad Unemployment Insurance Act. 31.3306(c)(9)-1... SOURCE Federal Unemployment Tax Act (Chapter 23, Internal Revenue Code of 1954) § 31.3306(c)(9)-1... Unemployment Insurance Act. (a) Services performed by an individual as an “employee” or as an “employee...

The Management of NASA Employee Health Problem; Status 1971

NASA Technical Reports Server (NTRS)

Arnoldi, L. B.

1971-01-01

A system for assessing employee health problems is introduced. The automated billing system is based on an input format including cost of medical services by user and measures in dollars, that portion of resources spent on preventive techniques versus therapeutic techniques. The system is capable of printing long term medical histories of any employee.

Mission possible? The performance of prosocially motivated employees depends on manager trustworthiness.

PubMed

Grant, Adam M; Sumanth, John J

2009-07-01

The authors propose that in mission-driven organizations, prosocially motivated employees are more likely to perform effectively when trust cues enhance their perceptions of task significance. The authors develop and test a model linking prosocial motivation, trust cues, task significance, and performance across 3 studies of fundraisers using 3 different objective performance measures. In Study 1, perceiving managers as trustworthy strengthened the relationship between employees' prosocial motivation and performance, measured in terms of calls made. This moderated relationship was mediated by employees' perceptions of task significance. Study 2 replicated the interaction of manager trustworthiness and prosocial motivation in predicting a new measure of performance: dollars raised. It also revealed 3-way interactions between prosocial motivation, manager trustworthiness, and dispositional trust propensity, such that high trust propensity compensated for low manager trustworthiness to strengthen the association between employees' prosocial motivation and performance. Study 3 replicated all of the previous mediation and moderation findings in predicting initiative taken by professional fundraisers. Implications for work motivation, work design, and trust in organizations are discussed.

Employee performance in the knowledge economy: Capturing the keys to success

PubMed Central

Fauth, Rebecca; Bevan, Stephen; Mills, Peter

2009-01-01

The present study examines the key determinants of employee performance in a knowledge-intensive service firm located in the UK. Using data from a pilot study, we mapped eight performance-related behaviors to two measures of global performance to isolate the strongest predictors of the latter. We also examined the degree to which these associations varied depending on whether employees or their managers reported on performance as well as according to the degree of complexity (eg, ongoing learning, multitasking, problem solving, etc.) present in workers’ jobs. Findings revealed that more traditional employee performance-related behaviors (eg, dependability) as well as behaviors that have likely increased in importance in the knowledge economy (eg, sharing ideas and information) accounted for the most variance in reported global performance. Sharing ideas and information was a particularly important predictor for workers in complex jobs. When the performance-related behaviors were regressed on the organization’s annual employee appraisal ratings, only dependability and time management behaviors were significantly associated with the outcome. As organizational success increasingly is dependent on intangible inputs stemming from the ideas, innovations and creativity of its workforce, organizations need to ensure that they are capturing the full range of behaviors that help to define their success. Further research with a diverse range of organizations will help define this further. PMID:22110316

KENNEDY SPACE CENTER, FLA. - KSC’s incoming Deputy Director Woodrow Whitlow speaks to employees and guests during the rollout at KSC of the Agency initiative One NASA . The event was held at the IMAX Theater® where NASA leaders discussed One NASA with selected employees. Explaining how their respective centers contribute to One NASA, along with Whitlow, were KSC Director Jim Kennedy; James Jennings, NASA’s associate deputy administrator for institutions and asset management; Ed Weiler, associate administrator for Space Science; Kevin Peterson, Dryden Flight Research Center director; and implementation team lead Johnny Stevenson. Glenn Research Center Director Dr. Julian Earls gave a motivational speech during the luncheon held at the Visitor Complex Debus Conference Center.

NASA Image and Video Library

2003-08-20

KENNEDY SPACE CENTER, FLA. - KSC’s incoming Deputy Director Woodrow Whitlow speaks to employees and guests during the rollout at KSC of the Agency initiative One NASA . The event was held at the IMAX Theater® where NASA leaders discussed One NASA with selected employees. Explaining how their respective centers contribute to One NASA, along with Whitlow, were KSC Director Jim Kennedy; James Jennings, NASA’s associate deputy administrator for institutions and asset management; Ed Weiler, associate administrator for Space Science; Kevin Peterson, Dryden Flight Research Center director; and implementation team lead Johnny Stevenson. Glenn Research Center Director Dr. Julian Earls gave a motivational speech during the luncheon held at the Visitor Complex Debus Conference Center.

Employees' perceptions of justice in performance appraisals.

PubMed

Vasset, Frøydis; Marnburg, Einar; Furunes, Trude

2010-05-01

Of all the tasks undertaken by human resource managers, performance appraisals (PAs) are one of the most unpopular among employees (Meyer 1991, Murphy and Cleveland 1995, Holbrook 2002, Jackman and Strober 2003). As PA guides and plans show (Fletcher 2004, CatalystOne 2010), PAs can be implemented in similar ways in organisations throughout Europe and developed countries elsewhere. But, if employees perceive PA processes as unfair, they may reject the usefulness and validity of the information they receive and so may not be motivated to change behaviour. This article concerns perceptions of organisational justice and explains the results of a study of perceived fairness in PAs among nurses and auxiliary nurses in Norway's municipal health service.

Ergonomics Climate Assessment: A measure of operational performance and employee well-being.

PubMed

Hoffmeister, Krista; Gibbons, Alyssa; Schwatka, Natalie; Rosecrance, John

2015-09-01

Ergonomics interventions have the potential to improve operational performance and employee well-being. We introduce a framework for ergonomics climate, the extent to which an organization emphasizes and supports the design and modification of work to maximize both performance and well-being outcomes. We assessed ergonomics climate at a large manufacturing facility twice during a two-year period. When the organization used ergonomics to promote performance and well-being equally, and at a high level, employees reported less work-related pain. A larger discrepancy between measures of operational performance and employee well-being was associated with increased reports of work-related pain. The direction of this discrepancy was not significantly related to work-related pain, such that it didn't matter which facet was valued more. The Ergonomics Climate Assessment can provide companies with a baseline assessment of the overall value placed on ergonomics and help prioritize areas for improving operational performance and employee well-being. Copyright © 2015 Elsevier Ltd and The Ergonomics Society. All rights reserved.

NASA Administrator Swearing In All Hands

NASA Image and Video Library

2018-04-23

In the Training Auditorium at NASA's Kennedy Space Center in Florida, employees watch as Vice President Mike Pence, left, swears in Jim Bridenstine as the 13th NASA Administrator as Bridenstine's family watches on April 23, 2018, at NASA Headquarters in Washington. Bridenstine was confirmed by the U.S. Senate on April 19.

When daily planning improves employee performance: The importance of planning type, engagement, and interruptions.

PubMed

Parke, Michael R; Weinhardt, Justin M; Brodsky, Andrew; Tangirala, Subrahmaniam; DeVoe, Sanford E

2018-03-01

Does planning for a particular workday help employees perform better than on other days they fail to plan? We investigate this question by identifying 2 distinct types of daily work planning to explain why and when planning improves employees' daily performance. The first type is time management planning (TMP)-creating task lists, prioritizing tasks, and determining how and when to perform them. We propose that TMP enhances employees' performance by increasing their work engagement, but that these positive effects are weakened when employees face many interruptions in their day. The second type is contingent planning (CP) in which employees anticipate possible interruptions in their work and plan for them. We propose that CP helps employees stay engaged and perform well despite frequent interruptions. We investigate these hypotheses using a 2-week experience-sampling study. Our findings indicate that TMP's positive effects are conditioned upon the amount of interruptions, but CP has positive effects that are not influenced by the level of interruptions. Through this study, we help inform workers of the different planning methods they can use to increase their daily motivation and performance in dynamic work environments. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

26 CFR 31.3121(b)(9)-1 - Railroad industry; services performed by an employee or an employee representative as defined in...

Code of Federal Regulations, 2010 CFR

2010-04-01

... 26 Internal Revenue 15 2010-04-01 2010-04-01 false Railroad industry; services performed by an... COLLECTION OF INCOME TAX AT SOURCE EMPLOYMENT TAXES AND COLLECTION OF INCOME TAX AT SOURCE Federal Insurance... industry; services performed by an employee or an employee representative as defined in section 3231...

Self-rated job performance and absenteeism according to employee engagement, health behaviors, and physical health.

PubMed

Merrill, Ray M; Aldana, Steven G; Pope, James E; Anderson, David R; Coberley, Carter R; Grossmeier, Jessica J; Whitmer, R William

2013-01-01

To better understand the combined influence of employee engagement, health behavior, and physical health on job performance and absenteeism. Analyses were based on 20,114 employees who completed the Healthways Well-Being Assessment from 2008 to 2010. Employees represented three geographically dispersed companies in the United States. Employee engagement, health behavior, and physical health indices were simultaneously significantly associated with job performance and also with absenteeism. Employee engagement had a greater association with job performance than did the health behavior or physical health indices, whereas the physical health index was more strongly associated with absenteeism. Specific elements of the indices were evaluated for association with self-rated job performance and absenteeism. Efforts to improve worker productivity should take a holistic approach encompassing employee health improvement and engagement strategies.

2018 NASA Day of Remembrance

NASA Image and Video Library

2018-01-25

Inside the Center for Space Education at the Kennedy Space Center Visitor Complex, spaceport employees and guests join others throughout NASA for the Day of Remembrance ceremony, honoring the contributions of astronauts who have perished in the conquest of space. Following the ceremony, guests walk to the Space Mirror Memorial. The names of fallen astronauts from Apollo 1, Challenger and Columbia, as well as the astronauts who perished in training and commercial airplane accidents are emblazoned on the monument. Each year spaceport employees and guests join others throughout NASA honoring the contributions of astronauts who have perished in the conquest of space.

Does On-the-Job Training Improve an Employee's Job Performance?

ERIC Educational Resources Information Center

Duff, Juanita

A study examined the link between on-the-job training (OJT) and job performance in a randomly selected sample of 50 skilled maintenance craftpersons employed by the city of Chicago. The sample was identified from the training sheets signed by 160 employees who participated in OJT in a 1-month period. The majority of the employees agreed with…

Homemade ice cream, à la NASA

NASA Image and Video Library

2017-12-08

Pictured above, Goddard's astrobiology lab makes cookies and cream ice cream using liquid nitrogen at the Science Jamboree. The NASA Goddard Science Jamboree took place on July 16, 2013. The event allowed the different departments at Goddard a chance to showcase their research and projects to other employees and summer interns. #nasa #nasagoddard #icecream Credit: NASA/Goddard Sawyer Rosenstein

Job Demands-Control-Support model and employee safety performance.

PubMed

Turner, Nick; Stride, Chris B; Carter, Angela J; McCaughey, Deirdre; Carroll, Anthony E

2012-03-01

The aim of this study was to explore whether work characteristics (job demands, job control, social support) comprising Karasek and Theorell's (1990) Job Demands-Control-Support framework predict employee safety performance (safety compliance and safety participation; Neal and Griffin, 2006). We used cross-sectional data of self-reported work characteristics and employee safety performance from 280 healthcare staff (doctors, nurses, and administrative staff) from Emergency Departments of seven hospitals in the United Kingdom. We analyzed these data using a structural equation model that simultaneously regressed safety compliance and safety participation on the main effects of each of the aforementioned work characteristics, their two-way interactions, and the three-way interaction among them, while controlling for demographic, occupational, and organizational characteristics. Social support was positively related to safety compliance, and both job control and the two-way interaction between job control and social support were positively related to safety participation. How work design is related to employee safety performance remains an important area for research and provides insight into how organizations can improve workplace safety. The current findings emphasize the importance of the co-worker in promoting both safety compliance and safety participation. Crown Copyright © 2011. Published by Elsevier Ltd. All rights reserved.

What Factors Influence Employee Service Recovery Performance and What Are the Consequences in Health Care?

PubMed

Nadiri, Halil; Tanova, Cem

2016-01-01

We analyzed the extent to which the service recovery performance of frontline employees in private health care institutions is influenced by employee perceptions of manager attitudes toward service quality, workplace support, and manager fairness and organizational commitment. We also examined the relationship of service recovery performance to employee job satisfaction and turnover intentions. Partial least square path modeling of data from 178 frontline employees in private health care institutions in North Cyprus was utilized. Although empowerment and role clarity were positively related to service recovery performance, perceived managerial attitudes toward hospital customer service, teamwork, and customer service-oriented training as indicators of workplace support were not related to frontline employees' service recovery performance. Organizational justice was related to affective commitment, which in turn was related to service recovery performance. Although service recovery performance was not related to employee turnover intentions, it was related to job satisfaction. Managerial implications of these study findings are presented in the light of the cognitive evaluation theory. Health services differ from other service organizations in the way that intrinsic and extrinsic rewards influence the service recovery efforts of frontline employees. To ensure high quality services, managers should focus on intrinsic rewards, empower and give more autonomy to staff.

Making Employee Recognition a Tool for Achieving Improved Performance: Implication for Ghanaian Universities

ERIC Educational Resources Information Center

Amoatemaa, Abena Serwaa; Kyeremeh, Dorcas Darkoah

2016-01-01

Many organisations are increasingly making use of employee recognition to motivate employees to achieve high performance and productivity. Research has shown that effective recognition occurs in organisations that have strong supportive culture, understand the psychology of praising employees for their good work, and apply the principles of…

A Composite Model for Employees' Performance Appraisal and Improvement

ERIC Educational Resources Information Center

Manoharan, T. R.; Muralidharan, C.; Deshmukh, S. G.

2012-01-01

Purpose: The purpose of this paper is to develop an innovative method of performance appraisal that will be useful for designing a structured training programme. Design/methodology/approach: Employees' performance appraisals are conducted using new approaches, namely data envelopment analysis and an integrated fuzzy model. Interpretive structural…

An Application-Based Performance Evaluation of NASAs Nebula Cloud Computing Platform

NASA Technical Reports Server (NTRS)

Saini, Subhash; Heistand, Steve; Jin, Haoqiang; Chang, Johnny; Hood, Robert T.; Mehrotra, Piyush; Biswas, Rupak

2012-01-01

The high performance computing (HPC) community has shown tremendous interest in exploring cloud computing as it promises high potential. In this paper, we examine the feasibility, performance, and scalability of production quality scientific and engineering applications of interest to NASA on NASA's cloud computing platform, called Nebula, hosted at Ames Research Center. This work represents the comprehensive evaluation of Nebula using NUTTCP, HPCC, NPB, I/O, and MPI function benchmarks as well as four applications representative of the NASA HPC workload. Specifically, we compare Nebula performance on some of these benchmarks and applications to that of NASA s Pleiades supercomputer, a traditional HPC system. We also investigate the impact of virtIO and jumbo frames on interconnect performance. Overall results indicate that on Nebula (i) virtIO and jumbo frames improve network bandwidth by a factor of 5x, (ii) there is a significant virtualization layer overhead of about 10% to 25%, (iii) write performance is lower by a factor of 25x, (iv) latency for short MPI messages is very high, and (v) overall performance is 15% to 48% lower than that on Pleiades for NASA HPC applications. We also comment on the usability of the cloud platform.

SOFIA Aircraft Visits NASA Ames, Reporter Package for TWAN/Web

NASA Image and Video Library

2011-10-19

Taking a break from its science mission flights, the Stratospheric Observatory For Infrared Astronomy or SOFIA came to NASA Ames Research Center to offer tours to employees and VIP's alike. For two days, the aircraft was opened up so that dignitaries, members of the media, NASA employees and the general public could take self-guided tours of the aircraft.

The Role of Organizational Control Systems in Employees' Organizational Trust and Performance Outcomes.

PubMed

Verburg, Robert M; Nienaber, Ann-Marie; Searle, Rosalind H; Weibel, Antoinette; Den Hartog, Deanne N; Rupp, Deborah E

2018-04-01

This study examined how organizational control is related to employees' organizational trust. We specifically focus on how different forms of control (process, outcome, and normative) relate to employees' trust in their employing organizations and examine whether such trust in turn relates positively to employee job performance (task performance and organizational citizenship behavior). In addition, and in response to the recommendations of past research, we examined these relationships in a high control and compliance-based cultural context. Using data from 105 employee-supervisor dyads from professional services firms in Singapore, we find support for our hypothesized model. The implications of the results for theory and practice, and directions for future research, are discussed.

Strategic plan : providing high precision search to NASA employees using the NASA engineering network

NASA Technical Reports Server (NTRS)

Dutra, Jayne E.; Smith, Lisa

2006-01-01

The goal of this plan is to briefly describe new technologies available to us in the arenas of information discovery and discuss the strategic value they have for the NASA enterprise with some considerations and suggestions for near term implementations using the NASA Engineering Network (NEN) as a delivery venue.

NASA Worldwide Emergency Medical Assistance

NASA Technical Reports Server (NTRS)

Martin, George A.; Tipton, David A.; Long, Irene D.

1997-01-01

In an effort to maintain employee health and welfare, ensure customer satisfaction, and to deliver high quality emergency medical care when necessary to employees located overseas, NASA has instituted a new contract with International SOS Assistance INC. International SOS Assistance INC. will provide civil servants and contractors engaged in official NASA business with many services upon request during a medical or personal emergency. Through the years, International SOS Assistance INC. has developed the expertise necessary to provide medical service in all remote areas of the world. One phone call connects you to the SOS network of multilingual staff trained to help resolve travel, medical, legal, and security problems. The SOS network of critical care and aeromedical specialists operates 24 hours a day, 365 days a year from SOS Alarm Centers around the world. This exhibit illustrates the details of the NASA-International SOS Assistance INC. agreement.

Store manager performance and satisfaction: effects on store employee performance and satisfaction, store customer satisfaction, and store customer spending growth.

PubMed

Netemeyer, Richard G; Maxham, James G; Lichtenstein, Donald R

2010-05-01

Based on emotional contagion theory and the value-profit chain literatures, the present study posits a number of hypotheses that show how managers in the small store, small number of employees retail context may affect store employees, customers, and potentially store performance. With data from 306 store managers, 1,615 store customer-contact employees, and 57,656 customers of a single retail chain, the authors examined relationships among store manager job satisfaction and job performance, store customer-contact employee job satisfaction and job performance, customer satisfaction with the retailer, and a customer-spending-based store performance metric (customer spending growth over a 2-year period). Via path analysis, several hypothesized direct and interaction relations among these constructs are supported. The results suggest implications for academic researchers and retail managers. PsycINFO Database Record (c) 2010 APA, all rights reserved.

The influence of creative process engagement on employee creative performance and overall job performance: a curvilinear assessment.

PubMed

Zhang, Xiaomeng; Bartol, Kathryn M

2010-09-01

Integrating theories addressing attention and activation with creativity literature, we found an inverted U-shaped relationship between creative process engagement and overall job performance among professionals in complex jobs in an information technology firm. Work experience moderated the curvilinear relationship, with low-experience employees generally exhibiting higher levels of overall job performance at low to moderate levels of creative process engagement and high-experience employees demonstrating higher overall performance at moderate to high levels of creative process engagement. Creative performance partially mediated the relationship between creative process engagement and job performance. These relationships were tested within a moderated mediation framework. Copyright 2010 APA, all rights reserved

48 CFR 1823.7001 - NASA solicitation provisions and contract clauses.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 48 Federal Acquisition Regulations System 6 2010-10-01 2010-10-01 true NASA solicitation..., RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Safety and Health 1823.7001 NASA..., astronauts and pilots, the NASA workforce (including contractor employees working on NASA contracts), or high...

48 CFR 1823.7001 - NASA solicitation provisions and contract clauses.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 48 Federal Acquisition Regulations System 6 2013-10-01 2013-10-01 false NASA solicitation..., RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Safety and Health 1823.7001 NASA..., astronauts and pilots, the NASA workforce (including contractor employees working on NASA contracts), or high...

48 CFR 1823.7001 - NASA solicitation provisions and contract clauses.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 48 Federal Acquisition Regulations System 6 2012-10-01 2012-10-01 false NASA solicitation..., RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Safety and Health 1823.7001 NASA..., astronauts and pilots, the NASA workforce (including contractor employees working on NASA contracts), or high...

48 CFR 1823.7001 - NASA solicitation provisions and contract clauses.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 48 Federal Acquisition Regulations System 6 2011-10-01 2011-10-01 false NASA solicitation..., RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Safety and Health 1823.7001 NASA..., astronauts and pilots, the NASA workforce (including contractor employees working on NASA contracts), or high...

48 CFR 1823.7001 - NASA solicitation provisions and contract clauses.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 48 Federal Acquisition Regulations System 6 2014-10-01 2014-10-01 false NASA solicitation..., RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Safety and Health 1823.7001 NASA..., astronauts and pilots, the NASA workforce (including contractor employees working on NASA contracts), or high...

Network Performance Measurements for NASA's Earth Observation System

NASA Technical Reports Server (NTRS)

Loiacono, Joe; Gormain, Andy; Smith, Jeff

2004-01-01

NASA's Earth Observation System (EOS) Project studies all aspects of planet Earth from space, including climate change, and ocean, ice, land, and vegetation characteristics. It consists of about 20 satellite missions over a period of about a decade. Extensive collaboration is used, both with other US. agencies (e.g., National Oceanic and Atmospheric Administration (NOA), United States Geological Survey (USGS), Department of Defense (DoD), and international agencies (e.g., European Space Agency (ESA), Japan Aerospace Exploration Agency (JAXA)), to improve cost effectiveness and obtain otherwise unavailable data. Scientific researchers are located at research institutions worldwide, primarily government research facilities and research universities. The EOS project makes extensive use of networks to support data acquisition, data production, and data distribution. Many of these functions impose requirements on the networks, including throughput and availability. In order to verify that these requirements are being met, and be pro-active in recognizing problems, NASA conducts on-going performance measurements. The purpose of this paper is to examine techniques used by NASA to measure the performance of the networks used by EOSDIS (EOS Data and Information System) and to indicate how this performance information is used.

NASA Human Health and Performance Center (NHHPC)

NASA Technical Reports Server (NTRS)

Davis, Jeffery R.

2010-01-01

This slide presentation reviews the purpose, potential members and participants of the NASA Human Health and Performance Center (NHHPC). Included in the overview is a brief description of the administration and current activities of the NHHPC.

The effect of occupational health and safety, work environment and discipline on employee performance in a consumer goods company

NASA Astrophysics Data System (ADS)

Putri, D. O.; Triatmanto, B.; Setiyadi, S.

2018-04-01

Employee performance can be the supporting factor of company performance. However, employee performance can be affected by several factors. Employees can have optimal performance if they feel safe, have good working environment and have discipline. The purposes of this research are to analyze the effect of occupational health and safety, work environment and discipline on the employee performance in PPIC Thermo section in a consumer goods company and to find the dominant variable which primarily affects employee performance. This research was conducted by taking data from 47 respondents. The data were collected using questionnaire. The techniques in data analysis is multiple linear regression with SPSS software. The result shows that occupational health and safety, work environment and discipline are simultaneously significant to the employee performance. Discipline holds the dominant factor which affects employee performance.

Environmental health program in NASA

NASA Technical Reports Server (NTRS)

Marrazzo, R. M.

1969-01-01

The NASA policy on environmental health uses medical and environmental concepts to: (1) Determine the health status of employees; (2) prevent illness and promote good health among employees; and (3) identify and control factors that affect the health of personnel and quality of environment. Evaluation and control of physical, chemical, radiological and biological factors surrounding personnel and which represent physiological and psychological stresses and impairment are considered.

NASA chief technologist visits Stennis

NASA Image and Video Library

2010-08-26

NASA Chief Technologist Bobby Braun visited John C. Stennis Space Center on Aug. 26. While at Stennis, he spoke to employees and the media about innovation and technology in NASA's future and the important role Stennis will play in space exploration programs. Braun also toured facilities and received briefings on work under way at the nation's premier rocket engine test facility.

NASA Acting Administrator Robert Lightfoot All Hands

NASA Image and Video Library

2017-08-15

At NASA's Kennedy Space Center in Florida, agency Acting Administrator Robert Lightfoot and Deputy Associate Administrator Lesa Roe speak to employees during a town hall meeting in the conference room of Operations Support Building II. During the gathering, they updated progress on NASA programs.

Senator Barbara Mikulski Visits NASA Goddard

NASA Image and Video Library

2017-12-08

Maryland's Sen. Barbara Mikulski greeted employees at NASA's Goddard Space Flight Center in Greenbelt, Maryland, during a packed town hall meeting Jan. 6. She discussed her history with Goddard and appropriations for NASA in 2016. Read more: www.nasa.gov/feature/goddard/2016/maryland-sen-barbara-mi... Credit: NASA/Goddard/Rebecca Roth NASA image use policy. NASA Goddard Space Flight Center enables NASA’s mission through four scientific endeavors: Earth Science, Heliophysics, Solar System Exploration, and Astrophysics. Goddard plays a leading role in NASA’s accomplishments by contributing compelling scientific knowledge to advance the Agency’s mission. Follow us on Twitter Like us on Facebook Find us on Instagram

Senator Barbara Mikulski Visits NASA Goddard

NASA Image and Video Library

2016-01-06

Maryland's Sen. Barbara Mikulski greeted employees at NASA's Goddard Space Flight Center in Greenbelt, Maryland, during a packed town hall meeting Jan. 6. She discussed her history with Goddard and appropriations for NASA in 2016. Read more: www.nasa.gov/feature/goddard/2016/maryland-sen-barbara-mi... Credit: NASA/Goddard/Rebecca Roth NASA image use policy. NASA Goddard Space Flight Center enables NASA’s mission through four scientific endeavors: Earth Science, Heliophysics, Solar System Exploration, and Astrophysics. Goddard plays a leading role in NASA’s accomplishments by contributing compelling scientific knowledge to advance the Agency’s mission. Follow us on Twitter Like us on Facebook Find us on Instagram

Senator Barbara Mikulski Visits NASA Goddard

NASA Image and Video Library

2017-12-08

Maryland's Sen. Barbara Mikulski greeted employees at NASA's Goddard Space Flight Center in Greenbelt, Maryland, during a packed town hall meeting Jan. 6. She discussed her history with Goddard and appropriations for NASA in 2016. Read more: www.nasa.gov/feature/goddard/2016/maryland-sen-barbara-mi... Credit: NASA/Goddard/Bill Hrybyk NASA image use policy. NASA Goddard Space Flight Center enables NASA’s mission through four scientific endeavors: Earth Science, Heliophysics, Solar System Exploration, and Astrophysics. Goddard plays a leading role in NASA’s accomplishments by contributing compelling scientific knowledge to advance the Agency’s mission. Follow us on Twitter Like us on Facebook Find us on Instagram

Senator Barbara Mikulski Visits NASA Goddard

NASA Image and Video Library

2016-01-06

Maryland's Sen. Barbara Mikulski greeted employees at NASA's Goddard Space Flight Center in Greenbelt, Maryland, during a packed town hall meeting Jan. 6. She discussed her history with Goddard and appropriations for NASA in 2016. Read more: www.nasa.gov/feature/goddard/2016/maryland-sen-barbara-mi... Credit: NASA/Goddard/Bill Hrybyk NASA image use policy. NASA Goddard Space Flight Center enables NASA’s mission through four scientific endeavors: Earth Science, Heliophysics, Solar System Exploration, and Astrophysics. Goddard plays a leading role in NASA’s accomplishments by contributing compelling scientific knowledge to advance the Agency’s mission. Follow us on Twitter Like us on Facebook Find us on Instagram

Guidelines for health surveillance in the NASA (National Aeronautics and Space Administration) workplace

NASA Technical Reports Server (NTRS)

1984-01-01

The adequacy of biomedical data sheets used by the NASA medical staff for NASA employees and contractors was assessed. Procedures for developing medical histories, conducting medical examinations, and collecting toxicity data were reviewed. Recommendations for employee health maintenance and early detection of work-related abnormalities are given.

Differences between Employees' and Supervisors' Evaluations of Work Performance and Support Needs

ERIC Educational Resources Information Center

Bennett, Kyle; Frain, Michael; Brady, Michael P.; Rosenberg, Howard; Surinak, Tricia

2009-01-01

Assessment systems are needed that are sensitive to employees' work performance as well as their need for support, while incorporating the input from both employees and their supervisors. This study examined the correspondence of one such evaluation system, the Job Observation and Behavior Scale (JOBS) and the JOBS: Opportunity for…

NASA Acting Administrator Robert Lightfoot All Hands

NASA Image and Video Library

2017-08-15

At NASA's Kennedy Space Center in Florida, agency Acting Administrator Robert Lightfoot speaks to employees during a town hall meeting in the conference room of Operations Support Building II. To the right is Deputy Associate Administrator Lesa Roe. During the gathering, they updated progress on NASA programs.

Nasa's Emerging Productivity Program

NASA Technical Reports Server (NTRS)

Braunstein, D. R.

1984-01-01

The goals, membership, and organizational structure of the NASA Productivity Steering Committee are described as well as steps taken to make NASA a leader in the development and application of productivity and quality concepts at every level of agency management. The overall strategy for the Productivity Improvement and Quality Enhancement (PIQE) Program is through employee involvement, both civil servant and contractor, in all phases of agency-wide activity. Elements of the PIQE program and initial thrusts are examined.

Which comes first: employee attitudes or organizational financial and market performance?

PubMed

Schneider, Benjamin; Hanges, Paul J; Smith, D Brent; Salvaggio, Amy Nicole

2003-10-01

Employee attitude data from 35 companies over 8 years were analyzed at the organizational level of analysis against financial (return on assets; ROA) and market performance (earnings per share: EPS) data using lagged analyses permitting exploration of priority in likely causal ordering. Analyses revealed statistically significant and stable relationships across various time lags for 3 of 7 scales. Overall Job Satisfaction and Satisfaction With Security were predicted by ROA and EPS more strongly than the reverse (although some of the reverse relationships were also significant); Satisfaction With Pay suggested a more reciprocal relationship with ROA and EPS. The discussion of results provides a preliminary framework for understanding issues surrounding employee attitudes, high-performance work practices, and organizational financial and market performance.

NASA Goddard All Hands Meeting

NASA Image and Video Library

2017-12-08

Monday, September 30, 2013 - NASA Goddard civil servant and contractor employees were invited to an all hands meeting with Center Director Chris Scolese and members of the senior management team to learn the latest information about a possible partial government shutdown that could happen as early as midnight. Credit: NASA/Goddard/Bill Hrybyk NASA image use policy. NASA Goddard Space Flight Center enables NASA’s mission through four scientific endeavors: Earth Science, Heliophysics, Solar System Exploration, and Astrophysics. Goddard plays a leading role in NASA’s accomplishments by contributing compelling scientific knowledge to advance the Agency’s mission. Follow us on Twitter Like us on Facebook Find us on Instagram

Influence of shift work on cognitive performance in male business process outsourcing employees.

PubMed

Shwetha, Bijavara; Sudhakar, Honnamachanahalli

2012-09-01

India is a front runner in IT industry. Business process outsourcing (BPO) sector is a major part of IT industry with around 4.5 million employees. These employees are subjected to high work stress, odd working hours, and frequent shift changes leading to increased physical and mental health problems. To study the cognitive functions in male BPO employees exposed to regular shifts. Young BPO employees from various BPO companies of Bangalore were tested for cognitive functions. Fifty male BPO employees exposed to regular shifts were assessed for various cognitive functions including tests for speed, attention, learning and memory, and executive function. They were compared with 50 non-BPO employees not working in shifts. Statistical analysis - Data was analysed by t-test and Mann-Whitney test using SPSS V.13.0. BPO employees performed poorly compared to their controls in tests for mental speed, learning and memory, and response inhibition. No changes were seen between groups in tests for attention and working memory. Cognitive functions are impaired in BPO employees exposed to regular shift changes.

76 FR 81362 - Regulations Governing the Performance of Actuarial Services Under the Employee Retirement Income...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-12-28

... Governing the Performance of Actuarial Services Under the Employee Retirement Income Security Act of 1974... regulations (TD 9517) that are the subject of this correction are under section 3042 of the Employee... EMPLOYEE RETIREMENT INCOME SECURITY ACT OF 1974 0 Paragraph 1. The authority citation for part 901...

Training and Its Impact on the Performance of Employees at Jordanian Universities from the Perspective of Employees: The Case of Yarmouk University

ERIC Educational Resources Information Center

Al-Mzary, Maaly Mefleh Mohammed; Al-rifai, Abedallah D. A.; Al-Momany, Mohammed Omer Eid

2015-01-01

The objective of this paper is to examine the attitudes of administrative leaders and administrative employees concerning the training courses provided, as well as the impact of training on employee job performance at Yarmouk University in Jordan. The study is carried at a Malaysian small and medium enterprise (SME). Findings indicated that…

Influence of shift work on cognitive performance in male business process outsourcing employees

PubMed Central

Shwetha, Bijavara; Sudhakar, Honnamachanahalli

2012-01-01

Background: India is a front runner in IT industry. Business process outsourcing (BPO) sector is a major part of IT industry with around 4.5 million employees. These employees are subjected to high work stress, odd working hours, and frequent shift changes leading to increased physical and mental health problems. Aim: To study the cognitive functions in male BPO employees exposed to regular shifts. Settings and Design: Young BPO employees from various BPO companies of Bangalore were tested for cognitive functions. Materials and Methods: Fifty male BPO employees exposed to regular shifts were assessed for various cognitive functions including tests for speed, attention, learning and memory, and executive function. They were compared with 50 non-BPO employees not working in shifts. Statistical analysis - Data was analysed by t-test and Mann-Whitney test using SPSS V.13.0. Results: BPO employees performed poorly compared to their controls in tests for mental speed, learning and memory, and response inhibition. No changes were seen between groups in tests for attention and working memory. Conclusion: Cognitive functions are impaired in BPO employees exposed to regular shift changes. PMID:23776319

NASA Hispanic Profile Interview with Evan Pineda

NASA Image and Video Library

2017-10-20

Evan Pineda received his Ph.D. at the University of Michigan which was funded by a NASA project. After receiving a co-op position, he became a full-time employee at NASA Glenn Research Center. He talks about his project involvement with Space Launch System (SLS) and receiving the Hispanic Engineer National Achievement Awards Conference (HENAAC).

Do they see eye to eye? Management and employee perspectives of high-performance work systems and influence processes on service quality.

PubMed

Liao, Hui; Toya, Keiko; Lepak, David P; Hong, Ying

2009-03-01

Extant research on high-performance work systems (HPWSs) has primarily examined the effects of HPWSs on establishment or firm-level performance from a management perspective in manufacturing settings. The current study extends this literature by differentiating management and employee perspectives of HPWSs and examining how the two perspectives relate to employee individual performance in the service context. Data collected in three phases from multiple sources involving 292 managers, 830 employees, and 1,772 customers of 91 bank branches revealed significant differences between management and employee perspectives of HPWSs. There were also significant differences in employee perspectives of HPWSs among employees of different employment statuses and among employees of the same status. Further, employee perspective of HPWSs was positively related to individual general service performance through the mediation of employee human capital and perceived organizational support and was positively related to individual knowledge-intensive service performance through the mediation of employee human capital and psychological empowerment. At the same time, management perspective of HPWSs was related to employee human capital and both types of service performance. Finally, a branch's overall knowledge-intensive service performance was positively associated with customer overall satisfaction with the branch's service. (c) 2009 APA, all rights reserved.

Effect of Job Satisfaction and Motivation towards Employee's Performance in XYZ Shipping Company

ERIC Educational Resources Information Center

Octaviannand, Ramona; Pandjaitan, Nurmala K.; Kuswanto, Sadikin

2017-01-01

In the digital and globalization era which are demanding for tech progress. Human resources need to work more closely and concentration. Small errors can lead to fatal errors that result in high costs for the company. The loss of motivation at work influences employee satisfaction and have a negative impact on employee performance. Research was…

The Positive Effect of Authoritarian Leadership on Employee Performance: The Moderating Role of Power Distance.

PubMed

Wang, Honglei; Guan, Bichen

2018-01-01

Based on goal setting theory, this study explores the positive effect and influencing process of authoritarian leadership on employee performance, as well as the moderating role of individual power distance in this process. Data from 211 supervisor-subordinate dyads in Chinese organizations indicates that authoritarian leadership is positively associated with employee performance, and learning goal orientation mediates this relationship. Furthermore, power distance moderates the effect of authoritarian leadership on learning goal orientation, such that the effect was stronger when individual power distance was higher. The indirect effect of authoritarian leadership on employee performance via learning goal orientation is also moderated by power distance. Theoretical and managerial implications and future directions are also discussed.

The Positive Effect of Authoritarian Leadership on Employee Performance: The Moderating Role of Power Distance

PubMed Central

Wang, Honglei; Guan, Bichen

2018-01-01

Based on goal setting theory, this study explores the positive effect and influencing process of authoritarian leadership on employee performance, as well as the moderating role of individual power distance in this process. Data from 211 supervisor-subordinate dyads in Chinese organizations indicates that authoritarian leadership is positively associated with employee performance, and learning goal orientation mediates this relationship. Furthermore, power distance moderates the effect of authoritarian leadership on learning goal orientation, such that the effect was stronger when individual power distance was higher. The indirect effect of authoritarian leadership on employee performance via learning goal orientation is also moderated by power distance. Theoretical and managerial implications and future directions are also discussed. PMID:29628902

Turning workplace anger and anxiety into peak performance. Strategies for enhancing employee health and productivity.

PubMed

Helge, D

2001-08-01

Traditional corporate approaches toward anger and anxiety in the workplace have ignored or exacerbated the problem. Human emotions are not only essential for job performance, they are a free resource that can be harnessed in ethical ways to enhance job productivity. Most of the causes and costs of workplace anger and anxiety can be prevented. In an ideal workplace, employees are internally motivated and self regulating because they are hired with care, placed in jobs serving them as well as the company, and supported with the required resources to accomplish their jobs. When companies treat employees with dignity and make efforts to empower them, employee self confidence and performance grows. Occupational and environmental health nurses are in positions to alter dysfunctional aspects of corporate culture while simultaneously working with individual employees who are angry or anxious. Successful companies are those that nurture their workers while achieving their mission. They treat employees with dignity and respect while challenging them to reach their full potential.

NASA Administrator Swearing In All Hands

NASA Image and Video Library

2018-04-23

In the Training Auditorium at NASA's Kennedy Space Center in Florida, employees attend a viewing of the swearing in of the agency's new administrator, Jim Bridenstine. He officially took office as the 13th administrator of NASA on April 23, 2018, after being given the oath of office by Vice President Mike Pence at the agency’s headquarters in Washington. Bridenstine was confirmed by the U.S. Senate on April 19.

NASA Administrator Swearing In All Hands

NASA Image and Video Library

2018-04-23

In the Training Auditorium at NASA's Kennedy Space Center in Florida, employees watch the swearing in of the agency's new administrator Jim Bridenstine. He was sworn in as the 13th administrator of NASA on April 23, 2018, after he was given the oath of office by Vice President Mike Pence at the agency’s headquarters in Washington. Bridenstine was confirmed by the U.S. Senate on April 19.

Stennis hosts NASA Night at Zephyr Field

NASA Image and Video Library

2010-08-20

NASA's John C. Stennis Space Center Director Patrick Scheuermann throws the first pitch of the game Aug. 20 at New Orleans Zephyr Field. Stennis employees traveled to New Orleans to host NASA Night at Zephyr Field. Stennis personnel provided a variety of activities and materials for persons attending a game between the New Orleans Zephyrs and the Las Vegas 51s.

Documenting Employee Conduct

ERIC Educational Resources Information Center

Dalton, Jason

2009-01-01

One of the best ways for a child care program to lose an employment-related lawsuit is failure to document the performance of its employees. Documentation of an employee's performance can provide evidence of an employment-related decision such as discipline, promotion, or discharge. When properly implemented, documentation of employee performance…

Identifying Critical Success Factors for TQM and Employee Performance in Malaysian Automotive Industry: A Literature Review

NASA Astrophysics Data System (ADS)

Nadia Dedy, Aimie; Zakuan, Norhayati; Zaidi Bahari, Ahamad; Ariff, Mohd Shoki Md; Chin, Thoo Ai; Zameri Mat Saman, Muhamad

2016-05-01

TQM is a management philosophy embracing all activities through which the needs and expectations of the customer and the community and the goals of the companies are satisfied in the most efficient and cost effective way by maximizing the potential of all workers in a continuing drive for total quality improvement. TQM is very important to the company especially in automotive industry in order for them to survive in the competitive global market. The main objective of this study is to review a relationship between TQM and employee performance. Authors review updated literature on TQM study with two main targets: (a) evolution of TQM considering as a set of practice, (b) and its impacts to employee performance. Therefore, two research questions are proposed in order to review TQM constructs and employee performance measure: (a) Is the set of critical success factors associated with TQM valid as a whole? (b) What is the critical success factors should be considered to measure employee performance in automotive industry?

Employee Assistance Programs: Effective Tools for Counseling Employees.

ERIC Educational Resources Information Center

Kraft, Ed

1991-01-01

College employee assistance program designs demonstrate the varied needs of a workforce. Whatever the model, the helping approach remains to (1) identify problem employees through performance-related issues; (2) refer them to the assistance program for further intervention; and (3) follow up with employee and supervisor to ensure a successful…

The Effect of Soft Skills and Training Methodology on Employee Performance

ERIC Educational Resources Information Center

Ibrahim, Rosli; Boerhannoeddin, Ali; Bakare, Kazeem Kayode

2017-01-01

Purpose: The purpose of this paper is to investigate the effect of soft skill acquisition and the training methodology adopted on employee work performance. In this study, the authors study the trends of research in training and work performance in organisations that focus on the acquisition of technical or "hard skills" for employee…

senator-barbara-mikulski-visits-nasa-goddard_23847927479_o

NASA Image and Video Library

2016-01-06

Maryland's Sen. Barbara Mikulski greeted employees at NASA's Goddard Space Flight Center in Greenbelt, Maryland, during a packed town hall meeting Jan. 6. She discussed her history with Goddard and appropriations for NASA in 2016. Read more: http://www.nasa.gov/feature/goddard/2016/maryland-sen-barbara-mikulski-visits-nasa-goddard Credit: NASA/Goddard/Rebecca Roth NASA image use policy. NASA Goddard Space Flight Center enables NASA’s mission through four scientific endeavors: Earth Science, Heliophysics, Solar System Exploration, and Astrophysics. Goddard plays a leading role in NASA’s accomplishments by contributing compelling scientific knowledge to advance the Agency’s mission. Follow us on Twitter Like us on Facebook Find us on Instagram   N

senator-barbara-mikulski-visits-nasa-goddard_24107702312_o

NASA Image and Video Library

2016-01-06

Maryland's Sen. Barbara Mikulski greeted employees at NASA's Goddard Space Flight Center in Greenbelt, Maryland, during a packed town hall meeting Jan. 6. She discussed her history with Goddard and appropriations for NASA in 2016. Read more: http://www.nasa.gov/feature/goddard/2016/maryland-sen-barbara-mikulski-visits-nasa-goddard Credit: NASA/Goddard/Rebecca Roth NASA image use policy. NASA Goddard Space Flight Center enables NASA’s mission through four scientific endeavors: Earth Science, Heliophysics, Solar System Exploration, and Astrophysics. Goddard plays a leading role in NASA’s accomplishments by contributing compelling scientific knowledge to advance the Agency’s mission. Follow us on Twitter Like us on Facebook Find us on Instagram   N

The Separate, Relative, and Joint Effects of Employee Job Performance Domains on Supervisors' Willingness to Mentor

ERIC Educational Resources Information Center

Lapierre, Laurent M.; Bonaccio, Silvia; Allen, Tammy D.

2009-01-01

The purpose of our study was to further elucidate how employees should behave at work to increase their chances of being mentored by their immediate supervisor. To that end, we experimentally tested how three domains of employee performance [task performance (TP), organizational citizenship behavior (OCB) targeting the supervisor, and…

Closing the Performance Gap; Results-Centered Employee Development.

ERIC Educational Resources Information Center

Kellogg, Marion S.

This is a handbook for those who get work done through other people; it concentrates on that part of their task which has to do with encouraging employees to develop abilities and attitudes which assure accomplishment. It presents principles and practices which apply to all employees. Chapters cover Employee Development: A Business "Must,"…

Effect of Leadership Style, Motivation, and Giving Incentives on the Performance of Employees--PT. Kurnia Wijaya Various Industries

ERIC Educational Resources Information Center

Elqadri, Zaenal Mustafa; Priyono; Suci, Rahayu Puji; Chandra, Teddy

2015-01-01

This study aims to identify and examine the importance of leadership style, motivation, and incentives to improve employee performance. Variables examined as factors that affect performance of employees were style of leadership (X1), motivation (X2), and the provision of incentives (X3). The population of this study was all employees in the Sales…

Measuring human performance on NASA's microgravity aircraft

NASA Technical Reports Server (NTRS)

Morris, Randy B.; Whitmore, Mihriban

1993-01-01

Measuring human performance in a microgravity environment will aid in identifying the design requirements, human capabilities, safety, and productivity of future astronauts. The preliminary understanding of the microgravity effects on human performance can be achieved through evaluations conducted onboard NASA's KC-135 aircraft. These evaluations can be performed in relation to hardware performance, human-hardware interface, and hardware integration. Measuring human performance in the KC-135 simulated environment will contribute to the efforts of optimizing the human-machine interfaces for future and existing space vehicles. However, there are limitations, such as limited number of qualified subjects, unexpected hardware problems, and miscellaneous plane movements which must be taken into consideration. Examples for these evaluations, the results, and their implications are discussed in the paper.

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

PubMed

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

2016-07-01

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

Employee Engagement and Performance of Lecturers in Nigerian Tertiary Institutions

ERIC Educational Resources Information Center

Agbionu, Uchenna Clementina; Anyalor, Maureen; Nwali, Anthony Chukwuma

2018-01-01

The study investigated employee engagement and performance of lecturers in Nigerian Tertiary Institutions. It employed descriptive and correlation research designs. Stratified random sampling was used to select three tertiary institutions in Nigeria and the sample size of 314 lecturers was obtained through Taro Yamane. Questionnaires were…

NASA as a Convener: Government, Academic and Industry Collaborations Through the NASA Human Health and Performance Center

NASA Technical Reports Server (NTRS)

Davis, Jeffrey R.; Richard, Elizabeth E.

2011-01-01

On October 18, 2010, the NASA Human Health and Performance center (NHHPC) was opened to enable collaboration among government, academic and industry members. Membership rapidly grew to 60 members (http://nhhpc.nasa.gov ) and members began identifying collaborative projects as detailed below. In addition, a first workshop in open collaboration and innovation was conducted on January 19, 2011 by the NHHPC resulting in additional challenges and projects for further development. This first workshop was a result of the SLSD successes in running open innovation challenges over the past two years. In 2008, the NASA Johnson Space Center, Space Life Sciences Directorate (SLSD) began pilot projects in open innovation (crowd sourcing) to determine if these new internet-based platforms could indeed find solutions to difficult technical problems. From 2008 to 2010, the SLSD issued 34 challenges, 14 externally and 20 internally. The 14 external challenges were conducted through three different vendors: InnoCentive, Yet2.com and TopCoder. The 20 internal challenges were conducted using the InnoCentive platform, customized to NASA use, and promoted as NASA@Work. The results from the 34 challenges involved not only technical solutions that were reported previously at the 61st IAC, but also the formation of new collaborative relationships. For example, the TopCoder pilot was expanded by the NASA Space Operations Mission Directorate to the NASA Tournament Lab in collaboration with Harvard Business School and TopCoder. Building on these initial successes, the NHHPC workshop in January of 2011, and ongoing NHHPC member discussions, several important collaborations are in development: Space Act Agreement between NASA and GE for collaborative projects, NASA and academia for a Visual Impairment / Intracranial Hypertension summit (February 2011), NASA and the DoD through the Defense Venture Catalyst Initiative (DeVenCI) for a technical needs workshop (June 2011), NASA and the San Diego Zoo

Examining the Relationship between Employee Satisfaction and Organizational Performance in Higher Education

ERIC Educational Resources Information Center

Dusing, Roger P.

2017-01-01

Organizations, regardless of industry/sector, should consistently evaluate and improve organizational performance. Higher education institutions have come under increasing pressures to control costs while improving outcomes and would benefit from strategies that improve the performance of their employees leading to improved organizational…

14 CFR 1267.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-01-01

... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1267.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

Linking organizational resources and work engagement to employee performance and customer loyalty: the mediation of service climate.

PubMed

Salanova, Marisa; Agut, Sonia; Peiró, José María

2005-11-01

This study examined the mediating role of service climate in the prediction of employee performance and customer loyalty. Contact employees (N=342) from 114 service units (58 hotel front desks and 56 restaurants) provided information about organizational resources, engagement, and service climate. Furthermore, customers (N=1,140) from these units provided information on employee performance and customer loyalty. Structural equation modeling analyses were consistent with a full mediation model in which organizational resources and work engagement predict service climate, which in turn predicts employee performance and then customer loyalty. Further analyses revealed a potential reciprocal effect between service climate and customer loyalty. Implications of the study are discussed, together with limitations and suggestions for future research. ((c) 2005 APA, all rights reserved).

26 CFR 801.3 - Measuring employee performance.

Code of Federal Regulations, 2010 CFR

2010-04-01

..., will be composed of elements that support the organizational measures of Customer Satisfaction, Employee Satisfaction, and Business Results; however, such organizational measures will not directly...), employee has the meaning as defined in 5 U.S.C. 2105(a). (ii) For purposes of the limitation contained in...

14 CFR 1261.308 - NASA officials authorized to act upon claims.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false NASA officials authorized to act upon... PROCESSING OF MONETARY CLAIMS (GENERAL) Claims Against NASA or Its Employees for Damage to or Loss of Property or Personal Injury or Death-Accruing On or After January 18, 1967 § 1261.308 NASA officials...

14 CFR 1261.308 - NASA officials authorized to act upon claims.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 14 Aeronautics and Space 5 2012-01-01 2012-01-01 false NASA officials authorized to act upon... PROCESSING OF MONETARY CLAIMS (GENERAL) Claims Against NASA or Its Employees for Damage to or Loss of Property or Personal Injury or Death-Accruing On or After January 18, 1967 § 1261.308 NASA officials...

14 CFR 1261.308 - NASA officials authorized to act upon claims.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 14 Aeronautics and Space 5 2013-01-01 2013-01-01 false NASA officials authorized to act upon... PROCESSING OF MONETARY CLAIMS (GENERAL) Claims Against NASA or Its Employees for Damage to or Loss of Property or Personal Injury or Death-Accruing On or After January 18, 1967 § 1261.308 NASA officials...

NASA total quality management 1989 accomplishments report

NASA Technical Reports Server (NTRS)

1990-01-01

Described here are the accomplishments of NASA as a result of the use of Total Quality Management (TQM). The principles in practice which led to these process refinements are important cultural elements to any organization's productivity and quality efforts. The categories of TQM discussed here are top management leadership and support, strategic planning, focus on the customer, employee training and recognition, employee empowerment and teamwork, measurement and analysis, and quality assurance.

I/O Performance Characterization of Lustre and NASA Applications on Pleiades

NASA Technical Reports Server (NTRS)

Saini, Subhash; Rappleye, Jason; Chang, Johnny; Barker, David Peter; Biswas, Rupak; Mehrotra, Piyush

2012-01-01

In this paper we study the performance of the Lustre file system using five scientific and engineering applications representative of NASA workload on large-scale supercomputing systems such as NASA s Pleiades. In order to facilitate the collection of Lustre performance metrics, we have developed a software tool that exports a wide variety of client and server-side metrics using SGI's Performance Co-Pilot (PCP), and generates a human readable report on key metrics at the end of a batch job. These performance metrics are (a) amount of data read and written, (b) number of files opened and closed, and (c) remote procedure call (RPC) size distribution (4 KB to 1024 KB, in powers of 2) for I/O operations. RPC size distribution measures the efficiency of the Lustre client and can pinpoint problems such as small write sizes, disk fragmentation, etc. These extracted statistics are useful in determining the I/O pattern of the application and can assist in identifying possible improvements for users applications. Information on the number of file operations enables a scientist to optimize the I/O performance of their applications. Amount of I/O data helps users choose the optimal stripe size and stripe count to enhance I/O performance. In this paper, we demonstrate the usefulness of this tool on Pleiades for five production quality NASA scientific and engineering applications. We compare the latency of read and write operations under Lustre to that with NFS by tracing system calls and signals. We also investigate the read and write policies and study the effect of page cache size on I/O operations. We examine the performance impact of Lustre stripe size and stripe count along with performance evaluation of file per process and single shared file accessed by all the processes for NASA workload using parameterized IOR benchmark.

Cultivating a Grassroots Aerospace Innovation Culture at NASA Ames Research Center

NASA Technical Reports Server (NTRS)

D'Souza, Sarah; Sanchez, Hugo; Lewis, Ryan

2017-01-01

This paper details the adaptation of specific 'knowledge production' methods to implement a first of its kind, grassroots event that provokes a cultural change in how the NASA Ames civil servant community engages in the creation and selection of innovative ideas. Historically, selection of innovative proposals at NASA Ames Research Center is done at the highest levels of management, isolating the views and perspectives of the larger civil servant community. Additionally, NASA innovation programs are typically open to technical organizations and do not engage non-technical organizations to bring forward innovative processes/business practices. Finally, collaboration on innovative ideas and associated solutions tend to be isolated to organizational silos. In this environment, not all Ames employees feel empowered to innovate and opportunities for employee collaboration are limited. In order to address these issues, the 'innovation contest' method was adapted to create the NASA Ames Innovation Fair, a unique, grassroots innovation opportunity for the civil servant community. The Innovation Fair consisted of a physical event with a virtual component. The physical event provided innovators the opportunity to collaborate and pitch their innovations to the NASA Ames community. The civil servant community then voted for the projects that they viewed as innovative and would contribute to NASA's core mission, making this event a truly grassroots effort. The Innovation Fair website provided a location for additional knowledge sharing, discussion, and voting. On March 3rd, 2016, the 'First Annual NASA Ames Innovation Fair' was held with 49 innovators and more than 300 participants collaborating and/or voting for the best innovations. Based on the voting results, seven projects were awarded seed funding for projects ranging from innovative cost models to innovations in aerospace technology. Surveys of both innovators and Fair participants show the Innovation Fair was successful

Structural Model for the Effects of Environmental Elements on the Psychological Characteristics and Performance of the Employees of Manufacturing Systems.

PubMed

Realyvásquez, Arturo; Maldonado-Macías, Aidé Aracely; García-Alcaraz, Jorge; Cortés-Robles, Guillermo; Blanco-Fernández, Julio

2016-01-05

This paper analyzes the effects of environmental elements on the psychological characteristics and performance of employees in manufacturing systems using structural equation modeling. Increasing the comprehension of these effects may help optimize manufacturing systems regarding their employees' psychological characteristics and performance from a macroergonomic perspective. As the method, a new macroergonomic compatibility questionnaire (MCQ) was developed and statistically validated, and 158 respondents at four manufacture companies were considered. Noise, lighting and temperature, humidity and air quality (THAQ) were used as independent variables and psychological characteristics and employees' performance as dependent variables. To propose and test the hypothetical causal model of significant relationships among the variables, a data analysis was deployed. Results found that the macroergonomic compatibility of environmental elements presents significant direct effects on employees' psychological characteristics and either direct or indirect effects on the employees' performance. THAQ had the highest direct and total effects on psychological characteristics. Regarding the direct and total effects on employees' performance, the psychological characteristics presented the highest effects, followed by THAQ conditions. These results may help measure and optimize manufacturing systems' performance by enhancing their macroergonomic compatibility and quality of life at work of the employees.

14 CFR 1261.308 - NASA officials authorized to act upon claims.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 14 Aeronautics and Space 5 2011-01-01 2010-01-01 true NASA officials authorized to act upon claims... PROCESSING OF MONETARY CLAIMS (GENERAL) Claims Against NASA or Its Employees for Damage to or Loss of Property or Personal Injury or Death-Accruing On or After January 18, 1967 § 1261.308 NASA officials...

2018 NASA Day of Remembrance

NASA Image and Video Library

2018-01-25

A memorial wreath stands in the Center for Space Education during this year's Day of Remembrance ceremony at the Kennedy Space Center Visitor Complex. Each year spaceport employees and guests join others throughout NASA honoring the contributions of astronauts who have perished in the conquest of space.

Ambidextrous Leadership and Employees' Self-reported Innovative Performance: The Role of Exploration and Exploitation Behaviors

ERIC Educational Resources Information Center

Zacher, Hannes; Robinson, Alecia J.; Rosing, Kathrin

2016-01-01

The ambidexterity theory of leadership for innovation proposes that leaders' opening and closing behaviors positively predict employees' exploration and exploitation behaviors, respectively. The interaction of exploration and exploitation behaviors, in turn, is assumed to influence employee innovative performance, such that innovative performance…

Senator Barbara Mikulski Visits NASA Goddard

NASA Image and Video Library

2017-12-08

Senator Mikulski views the James Webb Space Telescope being assembled in a clean room at Goddard. Webb project manager Bill Oches talked to the Senator about the progress being made with the installation of its 18 primary mirrors. The James Webb Space Telescope is the scientific successor to NASA's Hubble Space Telescope. Maryland's Sen. Barbara Mikulski greeted employees at NASA's Goddard Space Flight Center in Greenbelt, Maryland, during a packed town hall meeting Jan. 6, 2015. She discussed her history with Goddard and appropriations for NASA in 2016. Credit: NASA/Goddard/Bill Hrybyk Read more: www.nasa.gov/feature/goddard/2016/maryland-sen-barbara-mi... NASA image use policy. NASA Goddard Space Flight Center enables NASA’s mission through four scientific endeavors: Earth Science, Heliophysics, Solar System Exploration, and Astrophysics. Goddard plays a leading role in NASA’s accomplishments by contributing compelling scientific knowledge to advance the Agency’s mission. Follow us on Twitter Like us on Facebook Find us on Instagram

Benchmarks: Reports of the NASA Science Institutes Team

NASA Technical Reports Server (NTRS)

Diaz, A. V.

1995-01-01

This report results from a benchmarking study undertaken by NASA as part of its planning for the possible creation of new science Institutes. Candidate Institutes under consideration cover a range of scientific and technological activities ranging from biomedical to astrophysical research and from the global hydrological cycle to microgravity material science. Should NASA create these Institutes, the intent will be to preserve and strengthen key science and technology activities now being performed by Government employees at NASA Field Centers. Because the success of these projected non-Government-operated Institutes is vital for the continued development of space science and applications, NASA has sought to identify the best practices of successful existing scientific and technological research institutions as they carry out those processes that will be most important for the new science Institutes. While many individuals and organizations may be interested in our findings, the primary use of this report will be to formulate plas for establishing the new science Institutes. As a result, the report is organized to that the "best practices" of the finest institutes are associated with characteristics of all institutes. These characteristics or "attributes" serve as the headings for the main body of this report.

KENNEDY SPACE CENTER, FLA. - Children enjoy a hands-on display of fire equipment behind KSC NASA Headquarters. Employees were invited to share their work experience with their children for Take Our Children to Work Day.

NASA Image and Video Library

2003-07-24

KENNEDY SPACE CENTER, FLA. - Children enjoy a hands-on display of fire equipment behind KSC NASA Headquarters. Employees were invited to share their work experience with their children for Take Our Children to Work Day.

An Analysis of the Impact of Total Quality Management on Employee Performance with mediating role of Process Innovation

NASA Astrophysics Data System (ADS)

Nadia Dedy, Aimie; Zakuan, Norhayati; Zaleha Omain, Siti; Rahim, Kamaruzzaman Abdul; Ariff, Mohd Shoki Md; Sulaiman, Zuraidah; Zameri Mat Saman, Muhamad

2016-05-01

TQM practices are important to provide customer satisfaction by improved product performance and sustained towards the organizational goal. The objective of this study was to analyse the relationship between TQM practices, process innovation and employee performance. In this study, six critical success factors of TQM have been identified namely customer focus, leadership, training, teamwork, communication, and top management. Based on thorough literature review, employee performances have been measured by two constructs which are job satisfaction and workplace environment. The study used methodology of quantitative approach. The questionnaires for this study were randomly distributed to 102 employees in the selected car manufacturer companies. The respondents were choosing from management team, supervisor, technician and others worker. Results of the study support the proposed hypotheses that there are significant relationship between TQM practices, process innovation and employee performance.

1997 NASA High-Speed Research Program Aerodynamic Performance Workshop. Volume 2; High Lift

NASA Technical Reports Server (NTRS)

Baize, Daniel G. (Editor)

1999-01-01

The High-Speed Research Program and NASA Langley Research Center sponsored the NASA High-Speed Research Program Aerodynamic Performance Workshop on February 25-28, 1997. The workshop was designed to bring together NASA and industry High-Speed Civil Transport (HSCT) Aerodynamic Performance technology development participants in areas of Configuration Aerodynamics (transonic and supersonic cruise drag, prediction and minimization), High-Lift, Flight Controls, Supersonic Laminar Flow Control, and Sonic Boom Prediction. The workshop objectives were to (1) report the progress and status of HSCT aerodynamic performance technology development; (2) disseminate this technology within the appropriate technical communities; and (3) promote synergy among the scientist and engineers working HSCT aerodynamics. In particular, single- and multi-point optimized HSCT configurations, HSCT high-lift system performance predictions, and HSCT Motion Simulator results were presented along with executives summaries for all the Aerodynamic Performance technology areas.

1997 NASA High-Speed Research Program Aerodynamic Performance Workshop. Volume 1; Configuration Aerodynamics

NASA Technical Reports Server (NTRS)

Baize, Daniel G. (Editor)

1999-01-01

The High-Speed Research Program and NASA Langley Research Center sponsored the NASA High-Speed Research Program Aerodynamic Performance Workshop on February 25-28, 1997. The workshop was designed to bring together NASA and industry High-Speed Civil Transport (HSCT) Aerodynamic Performance technology development participants in areas of Configuration Aerodynamics (transonic and supersonic cruise drag prediction and minimization), High-Lift, Flight Controls, Supersonic Laminar Flow Control, and Sonic Boom Prediction. The workshop objectives were to (1) report the progress and status of HSCT aerodynamic performance technology development; (2) disseminate this technology within the appropriate technical communities; and (3) promote synergy among the scientist and engineers working HSCT aerodynamics. In particular, single- and multi-point optimized HSCT configurations, HSCT high-lift system performance predictions, and HSCT Motion Simulator results were presented along with executive summaries for all the Aerodynamic Performance technology areas.

1997 NASA High-Speed Research Program Aerodynamic Performance Workshop. Volume 1; Configuration Aerodynamics

NASA Technical Reports Server (NTRS)

Baize, Daniel G. (Editor)

1999-01-01

The High-Speed Research Program and NASA Langley Research Center sponsored the NASA High-Speed Research Program Aerodynamic Performance Workshop on February 25-28, 1997. The workshop was designed to bring together NASA and industry High-Speed Civil Transport (HSCT) Aerodynamic Performance technology development participants in area of Configuration Aerodynamics (transonic and supersonic cruise drag prediction and minimization), High-Lift, Flight Controls, Supersonic Laminar Flow Control, and Sonic Boom Prediction. The workshop objectives were to (1) report the progress and status of HSCT aerodyamic performance technology development; (2) disseminate this technology within the appropriate technical communities; and (3) promote synergy among the scientist and engineers working HSCT aerodynamics. In particular, single- and multi-point optimized HSCT configurations, HSCT high-lift system performance predictions, and HSCT Motion Simulator results were presented along with executive summaries for all the Aerodynamic Performance technology areas.

1997 NASA High-Speed Research Program Aerodynamic Performance Workshop. Volume 1; Configuration Aerodynamics

NASA Technical Reports Server (NTRS)

Baize, Daniel G. (Editor)

1999-01-01

The High-Speed Research Program and NASA Langley Research Center sponsored the NASA High-Speed Research Program Aerodynamic Performance Workshop on February 25-28, 1997. The workshop was designed to bring together NASA and industry High-Speed Civil Transport (HSCT) Aerodynamic Performance technology development participants in area of Configuration Aerodynamics (transonic and supersonic cruise drag prediction and minimization), High-Lift, Flight Controls, Supersonic Laminar Flow Control, and Sonic Boom Prediction. The workshop objectives were to (1) report the progress and status of HSCT aerodynamic performance technology development; (2) disseminate this technology within the appropriate technical communities; and (3) promote synergy among the scientist and engineers working HSCT aerodynamics. In particular, single- and multi-point optimized HSCT configurations, HSCT high-lift system performance predictions, and HSCT Motion Simulator results were presented along with executive summaries for all the Aerodynamic Performance technology areas.

Identifying specific beliefs to target to improve restaurant employees' intentions for performing three important food safety behaviors.

PubMed

Pilling, Valerie K; Brannon, Laura A; Shanklin, Carol W; Howells, Amber D; Roberts, Kevin R

2008-06-01

Current national food safety training programs appear ineffective at improving food safety practices in foodservice operations, given the substantial number of Americans affected by foodborne illnesses after eating in restaurants each year. The Theory of Planned Behavior (TpB) was used to identify important beliefs that may be targeted to improve foodservice employees' intentions for three food safety behaviors that have the most substantial affect on public health: hand washing, using thermometers, and proper handling of food contact surfaces. In a cross-sectional design, foodservice employees (n=190) across three midwestern states completed a survey assessing TpB components and knowledge for the three food safety behaviors. Multiple regression analyses were performed on the TpB components for each behavior. Independent-samples t tests identified TpB beliefs that discriminated between participants who absolutely intend to perform the behaviors and those with lower intention. Employees' attitudes were the one consistent predictor of intentions for performing all three behaviors. However, a unique combination of important predictors existed for each separate behavior. Interventions for improving employees' behavioral intentions for food safety should focus on TpB components that predict intentions for each behavior and should bring all employees' beliefs in line with those of the employees who already intend to perform the food safety behaviors. Registered dietitians; dietetic technicians, registered; and foodservice managers can use these results to enhance training sessions and motivational programs to improve employees' food safety behaviors. Results also assist these professionals in recognizing their responsibility for enforcing and providing adequate resources for proper food safety behaviors.

Productivity improvement and quality enhancement at NASA

NASA Technical Reports Server (NTRS)

Braunstein, D. R.

1985-01-01

NASA's Productivity Improvement and Quality Enhancement (PIQE) effort has as its objectives the encouragement of greater employee participation in management decision-making and the identification of impediments as well as opportunities for high productivity. Attempts are also made to try out novel management practices, and to evolve productivity trend analysis techniques. Every effort is made to note, reward, and diffuse successfully instituted PIQE approaches throughout the NASA-contractor organization.

Employee customer orientation in context: how the environment moderates the influence of customer orientation on performance outcomes.

PubMed

Grizzle, Jerry W; Zablah, Alex R; Brown, Tom J; Mowen, John C; Lee, James M

2009-09-01

This empirical study evaluated the moderating effects of unit customer orientation (CO) climate and climate strength on the relationship between service workers' level of CO and their performance of customer-oriented behaviors (COBs). In addition, the study examined whether aggregate COB performance influences unit profitability. Building on multisource, multilevel data, the study's results suggest that the influence of employee CO on employee COB performance is positive when the unit's CO climate is relatively high and that the constructs are unrelated when unit CO climate is relatively low. In addition, the data reveal that unit COB performance influences unit profitability by enhancing revenues without a concomitant increase in costs. The study's results underscore the theoretical importance of considering cross-level influencers of employee-level relationships and suggest that managers should focus on creating a climate that is supportive of COBs if their units are to profit from the recruitment, hiring, and retention of customer-oriented employees.

Senator Barbara Mikulski visits NASA Goddard Space Flight Center.

NASA Image and Video Library

2016-01-06

Maryland's Sen. Barbara Mikulski greeted employees at NASA's Goddard Space Flight Center in Greenbelt, Maryland, during a packed town hall meeting Jan. 6. She discussed her history with Goddard and appropriations for NASA in 2016. Read more: http://www.nasa.gov/feature/goddard/2016/maryland-sen-barbara-mikulski-visits-nasa-goddard Credit: NASA/Goddard/Rebecca Roth NASA image use policy. NASA Goddard Space Flight Center enables NASA’s mission through four scientific endeavors: Earth Science, Heliophysics, Solar System Exploration, and Astrophysics. Goddard plays a leading role in NASA’s accomplishments by contributing compelling scientific knowledge to advance the Agency’s mission. Follow us on Twitter Like us on Facebook Find us on Instagram   N

Employee Assistance Program Issues

NASA Technical Reports Server (NTRS)

Gettleman, Alan G.; McGuire, William

1999-01-01

Employee Assistance Program (EAP) officers, as well as personnel in other disciplines from eight NASA Centers, attended this breakout session. Ms. Brenda Blair, MA, CEAP, a guest speaker at the conference, also attended as a consultant. Representatives from the NASA Centers introduced themselves and spoke briefly about their programs. In a discussion related to the conference theme on benchmarking, quality control issues within the EAP community and adequate documentation of cases were addressed. Disposition and provision for quality assurance checks for EAP providers in single person offices were also discussed. Ms. Blair presented methods for consulting with other NASA personnel in single person EAP offices as a quality control measure. EAP intervention in critical incidents was discussed. The question of whether EAP assistance is an asset or a potential liability in those situations was addressed. Suggestions were made of topics for future EAP video-teleconference topics. A program on EAP ethics was planned for a September video teleconference. Each person was asked to provide intake forms they use to Mr. Gettleman or Ms. Blair. Ms. Blair said she would review the forms to ensure that adequate notification is provided to the client for confidentiality. She would also review them to ensure they have adequate limits of confidentiality--a topic for future video teleconferencing. Mr. Gettleman described the NASA initiative to reduce stresses in the workplace, and the activities of an ad-hoc EAP group that will make recommendations to NASA senior management. Alternative training methods were discussed for reaching target audiences such as employees at risk, supervisors, and others. Pfc. David A. Pendleton, Victim Assistance Coordinator, U.S. Capitol Police. U.S. House of Representatives made a special presentation. Pfc. Pendleton was on duty during the tragic shooting of two Federal guards at the U.S. Capitol. He related the events immediately after the incident. He

NASA Human Research Program Behavioral Health and Performance Element (BHP)

NASA Technical Reports Server (NTRS)

Whitmire, Sandra; Faulk, Jeremy; Leveton, Lauren

2010-01-01

The goal of NASA BHP is to identify, characterize, and prevent or reduce behavioral health and performance risks associated with space travel, exploration, and return to terrestrial life. The NASA Behavioral Health and Performance Operations Group (BHP Ops) supports astronauts and their families before, during, and after a long-duration mission (LDM) on the ISS. BHP Ops provides ISS crews with services such as preflight training (e.g., psychological factors of LDM, psychological support, cross-cultural); preflight, in-flight, and postflight support services, including counseling for astronauts and their families; and psychological support such as regular care packages and a voice-over IP phone system between crew members and their families to facilitate real-time one-on-one communication.

NASA Space Technology Can Improve Soldier Health, Performance and Safety

NASA Technical Reports Server (NTRS)

Cowings, Patricia S.; Toscano, William B.

2000-01-01

One of the primary goals of NASA Life Sciences research is '... to enable a permanent human presence in space.' To meet this goal, NASA is creating alternative protocols designed to evaluate and test countermeasures that will account for and correct the environmental effects of space flight on crewmembers health, safety, and operational performance. NASA investigators have previously evaluated the effects of long-duration space flight on physiology and performance of cosmonauts aboard the MIR space station. They also initiated tests of a countermeasure, Autogenic-Feedback Training Exercise (AFTE) designed to prevent and/or correct adverse effects, i.e., facilitate adaptation to space and re-adaptation to Earth. AFTE is a six-hour physiological training program that has proven to be a highly efficient and effective method for enabling people to monitor and voluntarily control a range of their own physiological responses, thereby minimizing adverse reactions to environmental stress. However, because of limited opportunities to test this technology with space flight crews, it is essential to find operational or 'real world' environments in which to validate the efficacy of this approach.

NASA directors' forum

NASA Image and Video Library

2011-11-09

Stennis Space Center Director Patrick Scheuermann (right) hosted directors from six other NASA centers during a forum discussion at the south Mississippi rocket engine test facility Nov. 9. The directors discussed the future of the American space program from their perspectives during an all hands session with Stennis employees. Participants were: (l to r) David McBride, Lesa Roe, Ray Lugo, Bob Cabana, Robert Lightfoot, Mike Coats and Scheuermann.

Supreme Court Hears Privacy Case Between NASA and Jet Propulsion Laboratory Scientists

NASA Astrophysics Data System (ADS)

Showstack, Randy

2010-10-01

After NASA put into practice the 2004 Homeland Security Presidential Directive-12, known as HSPD-12, Dennis Byrnes talked to then-NASA administrator Michael Griffin. Byrnes recalls that Griffin told him in 2007 that if he didn’t like the agency's implementation of HSPD-12, he should go to court. That's exactly what Byrnes, an employee of the California Institute of Technology (Caltech) working as a senior engineer at NASA's Jet Propulsion Laboratory (JPL) in Pasadena, Calif., did. Concerned about prying and open-ended background investigations of federal contractors through NASA's implementation of HSPD-12, he, along with lead plaintiff Robert Nelson and 26 other Caltech employees working at JPL, sued NASA. Following several lower court decisions, including an injunction issued by a U.S. federal appeals court in response to a plaintiff motion, the case made it all the way to the U.S. Supreme Court, which heard oral arguments on 5 October.

14 CFR § 1261.308 - NASA officials authorized to act upon claims.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 14 Aeronautics and Space 5 2014-01-01 2014-01-01 false NASA officials authorized to act upon... ADMINISTRATION PROCESSING OF MONETARY CLAIMS (GENERAL) Claims Against NASA or Its Employees for Damage to or Loss of Property or Personal Injury or Death-Accruing On or After January 18, 1967 § 1261.308 NASA...

Performance evaluation of NASA/KSC CAD/CAE graphics local area network

NASA Technical Reports Server (NTRS)

Zobrist, George

1988-01-01

This study had as an objective the performance evaluation of the existing CAD/CAE graphics network at NASA/KSC. This evaluation will also aid in projecting planned expansions, such as the Space Station project on the existing CAD/CAE network. The objectives were achieved by collecting packet traffic on the various integrated sub-networks. This included items, such as total number of packets on the various subnetworks, source/destination of packets, percent utilization of network capacity, peak traffic rates, and packet size distribution. The NASA/KSC LAN was stressed to determine the useable bandwidth of the Ethernet network and an average design station workload was used to project the increased traffic on the existing network and the planned T1 link. This performance evaluation of the network will aid the NASA/KSC network managers in planning for the integration of future workload requirements into the existing network.

Analysis of Employee Engagement to Improve the Performance of Retail Risk Group PT Bank Mandiri

ERIC Educational Resources Information Center

Wiseto, Artody; Hubeis, Aida Vitayala; Sukandar, Dadang

2016-01-01

Nowadays, every company requires their employees have a bound sense to their company. It's called engagement. Also have that expectation, PT Bank Mandiri (Persero) Tbk, Bank with the largest assets in Indonesia. PT Bank Mandiri (Persero) Tbk expect which employee engagement can improve the performance such as financial, service, and production…

Clackamas County Public Health: Employee Engagement in Quality Improvement and Performance Management Activities.

PubMed

Mason, Philip

This case report provides an example of a local health department's use of performance management tools across its agency. An emphasis is on engaging staff across all levels of the organization so that employees can understand how their work affects overall performance management.

45 CFR 630.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-10-01

... DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 630.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All... performance of work under the award is insignificant to the performance of the award; and (3) Temporary...

2 CFR 182.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-01-01

... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 182.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award... involvement in the performance of work under the award is insignificant to the performance of the award; and...

Propeller performance and weight predictions appended to the Navy/NASA engine program

NASA Technical Reports Server (NTRS)

Plencner, R. M.; Senty, P.; Wickenheiser, T. J.

1983-01-01

The Navy/NASA Engine Performance (NNEP) is a general purpose computer program currently employed by government, industry and university personnel to simulate the thermodynamic cycles of turbine engines. NNEP is a modular program which has the ability to evaluate the performance of an arbitrary engine configuration defined by the user. In 1979, a program to calculate engine weight (WATE-2) was developed by Boeing's Military Division under NASA contract. This program uses a preliminary design approach to determine engine weights and dimensions. Because the thermodynamic and configuration information required by the weight code was available in NNEP, the weight code was appended to NNEP. Due to increased emphasis on fuel economy, a renewed interest has developed in propellers. This report describes the modifications developed by NASA to both NNEP and WATE-2 to determine the performance, weight and dimensions of propellers and the corresponding gearbox. The propeller performance model has three options, two of which are based on propeller map interpolation. Propeller and gearbox weights are obtained from empirical equations which may easily be modified by the user.

NASA Human Health and Performance Information Architecture Panel

NASA Technical Reports Server (NTRS)

Johnson-Throop, Kathy; Kadwa, Binafer; VanBaalen, Mary

2014-01-01

The Human Health and Performance (HH&P) Directorate at NASA's Johnson Space Center has a mission to enable optimization of human health and performance throughout all phases of spaceflight. All HH&P functions are ultimately aimed at achieving this mission. Our activities enable mission success, optimizing human health and productivity in space before, during, and after the actual spaceflight experience of our crews, and include support for ground-based functions. Many of our spaceflight innovations also provide solutions for terrestrial challenges, thereby enhancing life on Earth.

20 CFR 439.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Employee. 439.640 Section 439.640 Employees... ASSISTANCE) Definitions § 439.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

NASA Science Institutes Plan. Report of the NASA Science Institutes Team: Final Publication (Incorporating Public Comments and Revisions)

NASA Technical Reports Server (NTRS)

1996-01-01

This NASA Science Institute Plan has been produced in response to direction from the NASA Administrator for the benefit of NASA Senior Management, science enterprise leaders, and Center Directors. It is intended to provide a conceptual framework for organizing and planning the conduct of science in support of NASA's mission through the creation of a limited number of science Institutes. This plan is the product of the NASA Science Institute Planning Integration Team (see Figure A). The team worked intensively over a three-month period to review proposed Institutes and produce findings for NASA senior management. The team's activities included visits to current NASA Institutes and associated Centers, as well as approximately a dozen non-NASA research Institutes. In addition to producing this plan, the team published a "Benchmarks" report. The Benchmarks report provides a basis for comparing NASA's proposed activities with those sponsored by other national science agencies, and identifies best practices to be considered in the establishment of NASA Science Institutes. Throughout the team's activities, a Board of Advisors comprised of senior NASA officials (augmented as necessary with other government employees) provided overall advice and counsel.

Students as Employees: Applying Performance Management Principles in the Management Classroom

ERIC Educational Resources Information Center

Gillespie, Treena L.; Parry, Richard O.

2009-01-01

The student-as-employee metaphor emphasizes student accountability and participation in learning and provides instructors with work-oriented methods for creating a productive class environment. The authors propose that the tenets of performance management in work organizations can be applied to the classroom. In particular, they focus on three…

Overall Well-Being and Supervisor Ratings of Employee Performance, Accountability, Customer Service, Innovation, Prosocial Behavior, and Self-Development.

PubMed

Wu, Hao; Sears, Lindsay E; Coberley, Carter R; Pope, James E

2016-01-01

The aim of this study was to study the effects of overall well-being and well-being change on six supervisor-rated indicators of employee performance valued by organizations: overall performance, accountability, customer service, innovation, prosocial behavior, and self-development. The current study used two waves of well-being survey data collected over 2 years and supervisor performance ratings for 5691 employees. Ordinary least squares regression was conducted. Both well-being at baseline and two-year change in well-being were related to all six supervisor-rated performance dimensions, controlling for other employee characteristics. Overall well-being likely functioned as a resource enabling people to successfully perform across the specific areas highly valued by their company. Given this connection, well-being interventions could be used as a means to accomplish improved performance in dimensions that contribute to organizational performance.

NASA Overview (K-12, Educators, and General Public)

NASA Technical Reports Server (NTRS)

Ericsson, Aprille Joy

2003-01-01

This viewgraph presentation provides an overview of NASA activities intended for recruitment of employees. It includes NASA's vision statement and mission, images of solar system bodies and the Sojourner rover, as well as information the Aqua satellite and the Stratospheric Aerosol and Gas Experiment III (Sage III). Images of experimental aircraft, a space shuttle, and the Hubble Space Telescope (HST) are shown, and a section on mission planning is included.

Exploring Increased Productivity Through Employee Engagement

NASA Astrophysics Data System (ADS)

Richards, Wayne K., Jr.

Disengaged employees cost U.S. companies billions of dollars annually in lowered productivity, a cost which has been compounded by the difficult economic situations in the country. The potential for increasing productivity through increased employee engagement was examined in this study. Using personal engagement theory and the theory of planned behavior, the purpose of this phenomenological study was to explore how the experiences of salaried aerospace employees affected productivity and the financial performance of an organization. Interviews were conducted with a purposive sample of 20 aerospace employees whose responses were codified and analyzed to identify themes. The analysis indicated that (a) the lived experiences of employees influenced employee engagement, (b) employee engagement affects organizational commitment and performance, and (c) trust and respect and leadership are essential components to keep employees engaged. Eighty percent of the participants indicated that as employee engagement increases so too does organizational performance. The implications for positive social change include new insights for leaders seeking to increase productivity and financial performance, and to support employee engagement for maintaining sustainability, retaining talent, increasing profits, and improving the economy.

Employee organizational commitment and hospital performance.

PubMed

Baird, Kevin M; Tung, Amy; Yu, Yanjie

2017-09-15

There is widespread evidence of the purported benefits of employee organizational commitment (EOC) and its impact on both individual and organizational performance. This study contributes to this literature by providing a unique insight into this relationship, focusing on the interrelationship between EOC with hospital performance and the role of the provision of adequate facilities in eliciting EOC. The aim of this study was to introduce and empirically examine a new theoretical model in which it is argued that the performance of hospitals with regard to the provision of adequate facilities (medical facilities, support facilities, and staff resources) influences the level of EOC, which in turn influences hospital performance with regard to patient care and operational effectiveness. To examine the interrelationships between the provision of adequate facilities, EOC, and hospital performance, the study utilizes a survey of hospital managers. The findings support the theoretical model, with the provision of support facilities and staff resources positively indirectly associated with both patient care and operational effectiveness through their impact on EOC. The findings highlight the importance of providing adequate facilities and EOC within hospitals and suggest that CEOs and general managers should try to enhance the provision of such resources in an attempt to elicit EOC within their hospitals. The findings suggest that managers should try to enhance their provision of adequate facilities in order to elicit EOC and enhance hospital performance. With regard to medical facilities, they should consider and incorporate the latest technology and up-to-date equipment. They should also provide adequate staff resources, including appropriate numbers of beds, nurses, and doctors, to prevent "fatigue" (West, 2001, p. 41) and provide adequate support facilities.

43 CFR 43.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false Employee. 43.640 Section 43.640 Public... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 43.640 Employee. (a) Employee means the employee of a... employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

Performance and Thermal Characterization of the NASA-300MS 20 kW Hall Effect Thruster

NASA Technical Reports Server (NTRS)

Kamhawi, Hani; Huang, Wensheng; Haag, Thomas; Shastry, Rohit; Soulas, George; Smith, Timothy; Mikellides, Ioannis; Hofer, Richard

2013-01-01

NASA's Space Technology Mission Directorate is sponsoring the development of a high fidelity 15 kW-class long-life high performance Hall thruster for candidate NASA technology demonstration missions. An essential element of the development process is demonstration that incorporation of magnetic shielding on a 20 kW-class Hall thruster will yield significant improvements in the throughput capability of the thruster without any significant reduction in thruster performance. As such, NASA Glenn Research Center and the Jet Propulsion Laboratory collaborated on modifying the NASA-300M 20 kW Hall thruster to improve its propellant throughput capability. JPL and NASA Glenn researchers performed plasma numerical simulations with JPL's Hall2De and a commercially available magnetic modeling code that indicated significant enhancement in the throughput capability of the NASA-300M can be attained by modifying the thruster's magnetic circuit. This led to modifying the NASA-300M magnetic topology to a magnetically shielded topology. This paper presents performance evaluation results of the two NASA-300M magnetically shielded thruster configurations, designated 300MS and 300MS-2. The 300MS and 300MS-2 were operated at power levels between 2.5 and 20 kW at discharge voltages between 200 and 700 V. Discharge channel deposition from back-sputtered facility wall flux, and plasma potential and electron temperature measurements made on the inner and outer discharge channel surfaces confirmed that magnetic shielding was achieved. Peak total thrust efficiency of 64% and total specific impulse of 3,050 sec were demonstrated with the 300MS-2 at 20 kW. Thermal characterization results indicate that the boron nitride discharge chamber walls temperatures are approximately 100 C lower for the 300MS when compared to the NASA- 300M at the same thruster operating discharge power.

JUNO Employee Event

NASA Image and Video Library

2016-09-20

George Diller of Kennedy Space Center’s Communication and Public Engagement Directorate welcomes Kennedy employees to a briefing on the progress of the Juno mission to Jupiter. NASA’s Launch Services Program, which is based at Kennedy, led the successful launch of the Juno spacecraft aboard a United Launch Alliance Atlas V rocket Aug. 5, 2011 from nearby Space Launch Complex 41. Juno arrived at Jupiter on July 4, 2016, and will study our solar system’s largest planet until February 2018. Photo credit: NASA/Cory Huston

Employee Compensation.

ERIC Educational Resources Information Center

Osif, Bonnie A.; Harwood, Richard L.

1995-01-01

Presents an overview of selected literature about employee compensation. Highlights include the foundations of reward and recognition systems, incentive plans, problems with merit pay, a historical perspective on performance pay, evaluation criteria and processes, self-rating, job motivation and satisfaction, employee attitudes, collective…

An Exploration of the Impact of Employee Job Satisfaction, Affect, Job Performance, and Organizational Financial Performance: A Review of the Literature

ERIC Educational Resources Information Center

Reio, Thomas G., Jr.; Kidd, Cathy A.

2006-01-01

Extensive research has explored job satisfaction, job performance, and the financial performance of organizations. Job satisfaction and job performance have been explored separately and collectively. However, scholars only have begun to explore the relationship between employee job satisfaction and financial performance of organization. This paper…

The eighth NASA total quality management accomplishments report, 1990

NASA Technical Reports Server (NTRS)

1990-01-01

The eighth annual accomplishments report provides numerous examples of quality strategies that have proven effective and efficient in a time when cost reduction is critical. NASA's continuous improvement efforts can provide insight for others to succeed in their own endeavors. The report covers: top management leadership and support, strategic planning, focus on the customer, employee training and recognition, employee empowerment and teamwork, measurement and analysis, and quality assurance.

75 FR 20397 - Work Reserved for Performance by Federal Government Employees; Correction

Federal Register 2010, 2011, 2012, 2013, 2014

2010-04-19

... OFFICE OF MANAGEMENT AND BUDGET Work Reserved for Performance by Federal Government Employees; Correction AGENCY: Office of Federal Procurement Policy, Office of Management and Budget. ACTION: Notice; Correction. SUMMARY: The Office of Federal Procurement Policy (OFPP) in the Office of Management and Budget...

An Analysis of the Effect of Graduate Education on the Job Performance of Federal (DOD) Civilian Employees

DTIC Science & Technology

2002-03-01

speed. She also assessed the advantages and disadvantages of these measures. For example, education level was measured with error in the DMDC dataset...OF GRADUATE EDUCATION ON THE JOB PERFORMANCE OF FEDERAL (DOD) CIVILIAN EMPLOYEES by Guner Celik March 2002 Thesis Advisor: Stephen...Subtitle An Analysis of the Effect of Graduate Education on the Job Performance of Federal (DOD) Civilian Employees Contract Number Grant Number

NASA Human Health and Performance Center (NHHPC)

NASA Technical Reports Server (NTRS)

Davis, J. R.; Richard, E. E.

2010-01-01

The NASA Human Health and Performance Center (NHHPC) will provide a collaborative and virtual forum to integrate all disciplines of the human system to address spaceflight, aviation, and terrestrial human health and performance topics and issues. The NHHPC will serve a vital role as integrator, convening members to share information and capture a diverse knowledge base, while allowing the parties to collaborate to address the most important human health and performance topics of interest to members. The Center and its member organizations will address high-priority risk reduction strategies, including research and technology development, improved medical and environmental health diagnostics and therapeutics, and state-of-the art design approaches for human factors and habitability. Once full established in 2011, the NHHPC will focus on a number of collaborative projects focused on human health and performance, including workshops, education and outreach, information sharing and knowledge management, and research and technology development projects, to advance the study of the human system for spaceflight and other national and international priorities.

Aero-acoustic performance comparison of core engine noise suppressors on NASA quiet engine C

NASA Technical Reports Server (NTRS)

Bloomer, H. E.; Schaefer, J. W.

1977-01-01

The relative aero-acoustic effectiveness of two core engine suppressors, a contractor-designed suppressor delivered with the Quiet Engine, and a NASA-designed suppressor was evaluated. The NASA suppressor was tested with and without a splitter making a total of three configurations being reported in addition to the baseline hardwall case. The aerodynamic results are presented in terms of tailpipe pressure loss, corrected net thrust, and corrected specific fuel consumption as functions of engine power setting. The acoustic results are divided into duct and far-field acoustic data. The NASA-designed core suppressor did the better job of suppressing aft end noise, but the splitter associated with it caused a significant engine performance penality. The NASA core suppressor without the spltter suppressed most of the core noise without any engine performance penalty.

Using Absenteeism and Performance To Predict Employee Turnover: Early Detection through Company Records.

ERIC Educational Resources Information Center

Morrow, Paula C.; McElroy, James C.; Laczniak, Kathleen S.; Fenton, James B.

1999-01-01

Results of a comparison of 113 insurance company employees who left voluntarily with 113 who stayed supported a relationship between absenteeism, performance ratings, and voluntary turnover. There was no significant interaction effect. (SK)

7 CFR 3021.640 - Employee.

Code of Federal Regulations, 2011 CFR

2011-01-01

... work under the award and who are on the recipient's payroll. (b) This definition does not include... Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge employees, unless their...

7 CFR 3021.640 - Employee.

Code of Federal Regulations, 2012 CFR

2012-01-01

... work under the award and who are on the recipient's payroll. (b) This definition does not include... Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge employees, unless their...

What Differentiates Employees' Job Performance Under Stressful Situations: The Role of General Self-Efficacy.

PubMed

Lu, Chang-Qin; Du, Dan-Yang; Xu, Xiao-Min

2016-10-02

The aim of this research is to verify the two-dimensional challenge-hindrance stressor framework in the Chinese context, and investigate the moderating effect of general self-efficacy in the stress process. Data were collected from 164 Chinese employee-supervisor dyads. The results demonstrated that challenge stressors were positively related to job performance while hindrance stressors were negatively related to job performance. Furthermore, general self-efficacy strengthened the positive relationship between challenge stressors and job performance, whereas the attenuating effect of general self-efficacy on the negative relationship between hindrance stressors and job performance was nonsignificant. These findings qualify the two-dimensional challenge-hindrance stressor framework, and support the notion that employees with high self-efficacy benefit more from the positive effect of challenge stressors in the workplace. By investigating the role of an individual difference variable in the challenge-hindrance stressor framework, this research provides a more accurate picture of the nature of job stress, and enhances our understanding of the job stressor-job performance relationship.

22 CFR 210.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee. 210.640 Section 210.640 Foreign... (FINANCIAL ASSISTANCE) Definitions § 210.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2...

22 CFR 312.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 312.640 Section 312.640 Foreign... § 312.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

22 CFR 1509.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 1509.640 Section 1509.640 Foreign... ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

49 CFR 32.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 49 Transportation 1 2010-10-01 2010-10-01 false Employee. 32.640 Section 32.640 Transportation... ASSISTANCE) Definitions § 32.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect...

22 CFR 133.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee. 133.640 Section 133.640 Foreign... ASSISTANCE) Definitions § 133.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

28 CFR 83.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Employee. 83.640 Section 83.640 Judicial...) Definitions § 83.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

22 CFR 1008.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 1008.640 Section 1008.640 Foreign... ASSISTANCE) Definitions § 1008.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

The NASA performance assessment workstation: Cognitive performance during head-down bed rest

NASA Astrophysics Data System (ADS)

Shehab, Randa L.; Schlegel, Robert E.; Schiflett, Samuel G.; Eddy, Douglas R.

The NASA Performance Assessment Workstation was used to assess cognitive performance changes in eight males subjected to seventeen days of 6 ° head-down bed rest. PAWS uses six performance tasks to assess directed and divided attention, spatial, mathematical, and memory skills, and tracking ability. Subjective scales assess overall fatigue and mood state. Subjects completed training trials, practice trials, bed rest trials, and recovery trials. The last eight practice trials and all bed rest trials were performed with subjects lying face-down on a gurney. In general, there was no apparent cumulative effect of bed rest. Following a short period of performance stabilization, a slight but steady trend of performance improvement was observed across all trials. For most tasks, this trend of performance improvement was enhanced during recovery. No statistically significant differences in performance were observed when comparing bed rest with the control period. Additionally, fatigue scores showed little change across all periods.

The NASA Performance Assessment Workstation: cognitive performance during head-down bed rest.

PubMed

Shehab, R L; Schlegel, R E; Schiflett, S G; Eddy, D R

1998-01-01

The NASA Performance Assessment Workstation was used to assess cognitive performance changes in eight males subjected to seventeen days of 6 degrees head-down bed rest. PAWS uses six performance tasks to assess directed and divided attention, spatial, mathematical, and memory skills, and tracking ability. Subjective scales assess overall fatigue and mood state. Subjects completed training trials, practice trials, bed rest trials, and recovery trials. The last eight practice trials and all bed rest trials were performed with subjects lying face-down on a gurney. In general, there was no apparent cumulative effect of bed rest. Following a short period of performance stabilization, a slight but steady trend of performance improvement was observed across all trials. For most tasks, this trend of performance improvement was enhanced during recovery. No statistically significant differences in performance were observed when comparing bed rest with the control period. Additionally, fatigue scores showed little change across all periods.

Performance Evaluation of the NASA/KSC Transmission System

NASA Technical Reports Server (NTRS)

Christensen, Kenneth J.

2000-01-01

NASA-KSC currently uses three bridged 100-Mbps FDDI segments as its backbone for data traffic. The FDDI Transmission System (FTXS) connects the KSC industrial area, KSC launch complex 39 area, and the Cape Canaveral Air Force Station. The report presents a performance modeling study of the FTXS and the proposed ATM Transmission System (ATXS). The focus of the study is on performance of MPEG video transmission on these networks. Commercial modeling tools - the CACI Predictor and Comnet tools - were used. In addition, custom software tools were developed to characterize conversation pairs in Sniffer trace (capture) files to use as input to these tools. A baseline study of both non-launch and launch day data traffic on the FTXS is presented. MPEG-1 and MPEG-2 video traffic was characterized and the shaping of it evaluated. It is shown that the characteristics of a video stream has a direct effect on its performance in a network. It is also shown that shaping of video streams is necessary to prevent overflow losses and resulting poor video quality. The developed models can be used to predict when the existing FTXS will 'run out of room' and for optimizing the parameters of ATM links used for transmission of MPEG video. Future work with these models can provide useful input and validation to set-top box projects within the Advanced Networks Development group in NASA-KSC Development Engineering.

Comparison of simple additive weighting (SAW) and composite performance index (CPI) methods in employee remuneration determination

NASA Astrophysics Data System (ADS)

Karlitasari, L.; Suhartini, D.; Benny

2017-01-01

The process of determining the employee remuneration for PT Sepatu Mas Idaman currently are still using Microsoft Excel-based spreadsheet where in the spreadsheet there is the value of criterias that must be calculated for every employee. This can give the effect of doubt during the assesment process, therefore resulting in the process to take much longer time. The process of employee remuneration determination is conducted by the assesment team based on some criterias that have been predetermined. The criteria used in the assessment process are namely the ability to work, human relations, job responsibility, discipline, creativity, work, achievement of targets, and absence. To ease the determination of employee remuneration to be more efficient and effective, the Simple Additive Weighting (SAW) method is used. SAW method can help in decision making for a certain case, and the calculation that generates the greatest value will be chosen as the best alternative. Other than SAW, also by using another method was the CPI method which is one of the calculating method in decision making based on performance index. Where SAW method was more faster by 89-93% compared to CPI method. Therefore it is expected that this application can be an evaluation material for the need of training and development for employee performances to be more optimal.

45 CFR 1155.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employee. 1155.640 Section 1155.640 Public Welfare...) Definitions § 1155.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

45 CFR 1173.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employee. 1173.640 Section 1173.640 Public Welfare...) Definitions § 1173.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

29 CFR 94.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 1 2010-07-01 2010-07-01 true Employee. 94.640 Section 94.640 Labor Office of the... § 94.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

21 CFR 1405.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 21 Food and Drugs 9 2010-04-01 2010-04-01 false Employee. 1405.640 Section 1405.640 Food and Drugs... ASSISTANCE) Definitions § 1405.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

The Moderating Effect of Employee Political Skill on the Link between Perceptions of a Victimizing Work Environment and Job Performance.

PubMed

Bentley, Jeffrey R; Treadway, Darren C; Williams, Lisa V; Gazdag, Brooke Ann; Yang, Jun

2017-01-01

Research has generally revealed only a weak link, if any at all, between victimization-related experiences and job performance. Drawing on the commonly used conservation of resources perspective, we argue that such inconsistent evidence in the organizational literature stems from an over-focus on personal resources at the expense of considering the role of social resources. Victimization is an interpersonal phenomenon with social ramifications. Its effects may be better captured when measured from the standpoint of the social environment, and analyzed relative to an employee's capacity to effectively regulate those social resources. With the latter capacity being encapsulated by the construct of political skill, we conducted two studies to explore the moderating influence of employee political skill on the relationship between employee perceptions of a victimizing work environment and employee task performance. In Study 1, employees with low political skill exhibited reduced task performance when perceiving a victimizing environment, and this link was found to be mediated by tension in Study 2. Those with high political skill exhibit no change in performance across victimization perceptions in Study 2, yet an increase in performance in Study 1. We discuss our findings relative to the victimization and political skill literatures.

ERDA/NASA 100 kilowatt mod-o wind turbine operations and performance. [at the NASA Plum Brook Station, Ohio

NASA Technical Reports Server (NTRS)

Thomas, R. L.; Richards, T. R.

1977-01-01

The ERDA/NASA 100 kW Mod-0 wind turbine is operating at the NASA Plum Brook Station near Sandusky, Ohio. The operation of the wind turbine has been fully demonstrated and includes start-up, synchronization to the utility network, blade pitch control for control of power and speed, and shut-down. Also, fully automatic operation has been demonstrated by use of a remote control panel, 50 miles from the site, similar to what a utility dispatcher might use. The operation systems and experience with the wind turbine loads, electrical power and aerodynamic performance obtained from testing are described.

The associations between organizational social capital, perceived health, and employees' performance in two Dutch companies.

PubMed

van Scheppingen, Arjella R; de Vroome, Ernest M M; ten Have, Kristin C J M; Bos, Ellen H; Zwetsloot, Gerard I J M; van Mechelen, Willem

2013-04-01

To examine the associations between organizational (bonding, bridging, and linking) social capital, employees' health, and employees' performance. Linear regression on cross-sectional data among 718 employees in two Dutch companies. Organizational social capital was significantly associated with perceived health (β = 0.20; P < 0.001) and with emotional exhaustion (β = -0.34; P < 0.001). Both the health indicators, in turn, were associated with absenteeism, presenteeism, and effective personal functioning in the presumed direction, that is, better health was associated with better functioning. Especially, bonding social capital was significantly associated with health (β = 0.14; P < 0.01) and with emotional exhaustion (β = -0.26; P < 0.001). Linking social capital was associated with emotional exhaustion as well (β = -0.09; P < 0.05). Organizational social capital was found to be a resource for employees' health, with meaningful business implications.

22 CFR 312.640 - Employee.

Code of Federal Regulations, 2013 CFR

2013-04-01

... the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to meet a... § 312.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance...

22 CFR 312.640 - Employee.

Code of Federal Regulations, 2014 CFR

2014-04-01

... the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to meet a... § 312.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance...

29 CFR 94.640 - Employee.

Code of Federal Regulations, 2013 CFR

2013-07-01

... the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to meet a... § 94.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance...

22 CFR 312.640 - Employee.

Code of Federal Regulations, 2011 CFR

2011-04-01

... the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to meet a... § 312.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance...

29 CFR 94.640 - Employee.

Code of Federal Regulations, 2012 CFR

2012-07-01

... the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to meet a... § 94.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance...

29 CFR 94.640 - Employee.

Code of Federal Regulations, 2014 CFR

2014-07-01

... the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to meet a... § 94.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance...

29 CFR 94.640 - Employee.

Code of Federal Regulations, 2011 CFR

2011-07-01

... the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to meet a... § 94.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance...

22 CFR 312.640 - Employee.

Code of Federal Regulations, 2012 CFR

2012-04-01

... the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to meet a... § 312.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance...

NASA Quest.

ERIC Educational Resources Information Center

Ashby, Susanne

2000-01-01

Introduces NASA Quest as part of NASA's Learning Technologies Project, which connects students to the people of NASA through the various pages at the website where students can glimpse the various types of work performed at different NASA facilities and talk to NASA workers about the type of work they do. (ASK)

Negative beliefs about accepting coworker help: Implications for employee attitudes, job performance, and reputation.

PubMed

Thompson, Phillip S; Bolino, Mark C

2018-04-16

For more than 30 years, researchers have investigated interpersonal helping in organizations, with much of this work focusing on understanding why employees help their colleagues. Although this is important, it is also critical that employees are willing to accept assistance that is offered by peers. Indeed, helping behavior should only enhance individual and organizational effectiveness if employees are actually willing to accept offers of assistance. Unfortunately, employees may sometimes have reservations about accepting help from their peers. In four studies, we examine the negative beliefs that employees have about accepting help from coworkers. In Study 1, we use inductive research to qualitatively understand why employees accept or decline coworker help. In Study 2, we develop a preliminary, second-order reflective measure of negative beliefs about accepting coworker help that is indicated by the five specific (first-order) reservations about accepting help identified in Study 1-diminished image, reciprocity obligation, self-reliance, coworker mistrust, and coworker incompetence. In Study 3, we refine our scale and demonstrate its convergent, discriminant, and criterion-related validity. Finally, in Study 4, we investigate the consequences of negative beliefs about accepting coworker help. We find that those who hold more negative beliefs are less likely to receive help from peers (and supervisors), report more negative job attitudes, and have lower levels of in-role performance, citizenship behavior, and creativity. Furthermore, employees with more negative beliefs about accepting help from coworkers are seen less favorably by their supervisors. Implications and future research directions are discussed. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

NASA Human Health and Performance Center: Open Innovation Successes and Collaborative Projects

NASA Technical Reports Server (NTRS)

Davis, Jeffrey R.; Richard, Elizabeth E.

2014-01-01

In May 2007, what was then the Space Life Sciences Directorate published the 2007 Space Life Sciences Strategy for Human Space Exploration, which resulted in the development and implementation of new business models and significant advances in external collaboration over the next five years. The strategy was updated on the basis of these accomplishments and reissued as the NASA Human Health and Performance Strategy in 2012, and continues to drive new approaches to innovation for the directorate. This short paper describes the open innovation successes and collaborative projects developed over this timeframe, including the efforts of the NASA Human Health and Performance Center (NHHPC), which was established to advance human health and performance innovations for spaceflight and societal benefit via collaboration in new markets.

Theme: Employee Ownership.

ERIC Educational Resources Information Center

Gordon, Michael E.; And Others

1991-01-01

Includes "Introduction" (Gordon); "Employee Ownership: Opportunities for Unions" (Blasi, Kruse); "Participation, Control, and Performance" (Rosen); Beyond the Contract: Taking on Ownership" (Mackin); "Worker Participation on Boards of Directors" (Hammer); and "Case Study of Employee Ownership and…

NASA Human Health and Performance Center: Open innovation successes and collaborative projects

NASA Astrophysics Data System (ADS)

Richard, Elizabeth E.; Davis, Jeffrey R.

2014-11-01

In May 2007, what was then the Space Life Sciences Directorate published the 2007 Space Life Sciences Strategy for Human Space Exploration, setting the course for development and implementation of new business models and significant advances in external collaboration over the next five years. The strategy was updated on the basis of these accomplishments and reissued as the NASA Human Health and Performance Strategy in 2012, and continues to drive new approaches to innovation for the directorate. This short paper describes the successful execution of the strategy, driving organizational change through open innovation efforts and collaborative projects, including efforts of the NASA Human Health and Performance Center (NHHPC).

Performance evaluation of the NASA/KSC CAD/CAE and office automation LAN's

NASA Technical Reports Server (NTRS)

Zobrist, George W.

1994-01-01

This study's objective is the performance evaluation of the existing CAD/CAE (Computer Aided Design/Computer Aided Engineering) network at NASA/KSC. This evaluation also includes a similar study of the Office Automation network, since it is being planned to integrate this network into the CAD/CAE network. The Microsoft mail facility which is presently on the CAD/CAE network was monitored to determine its present usage. This performance evaluation of the various networks will aid the NASA/KSC network managers in planning for the integration of future workload requirements into the CAD/CAE network and determining the effectiveness of the planned FDDI (Fiber Distributed Data Interface) migration.

Aero-acoustic performance comparison of core engine noise suppressors on NASA quiet engine 'C'

NASA Technical Reports Server (NTRS)

Bloomer, H. E.; Schaefer, J. W.

1977-01-01

The purpose of the experimental program reported herein was to evaluate and compare the relative aero-acoustic effectiveness of two core engine suppressors, a contractor-designed suppressor delivered with the Quiet Engine, and a NASA-designed suppressor, designed and built subsequently. The NASA suppressor was tested with and without a splitter making a total of three configurations being reported in addition to the baseline hardwall case. The aerodynamic results are presented in terms of tailpipe pressure loss, corrected net thrust, and corrected specific fuel consumption as functions of engine power setting. The acoustic results are divided into duct and far-field acoustic data. The NASA-designed core suppressor did the better job of suppressing aft end noise, but the splitter associated with it caused a significant engine performance penalty. The NASA core suppressor without the splitter suppressed most of the core noise without any engine performance penalty.

Association of Employee Attributes and Exceptional Performance Rating at a National Center of the US Centers for Disease Control and Prevention, 2011.

PubMed

Roberts, Henry; Myles, Ranell L; Truman, Benedict I; Dean, Hazel D

2015-01-01

Employee performance evaluation motivates and rewards exceptional individual performance that advances the achievement of organizational goals. The Centers for Disease Control and Prevention (CDC) and its operating units evaluate employee performance annually and reward exceptional performance with a cash award or quality step increase in pay. A summary performance rating (SPR) of "exceptional" indicated personal achievements in 2011 that were beyond expectations described in the employee's performance plan. To determine whether personal attributes and job setting of civil service employees were associated with an exceptional SPR in National Center for HIV/AIDS, Viral Hepatitis, STD, and TB Prevention (NCHHSTP) in 2011. Data from the CDC 2011 performance management database collected in 2012 were analyzed in 2013 to identify SPR, personal attributes, and job settings of full-time civil service employees. Multivariate logistic regression controlled for confounding and stratified analysis detected effect modifiers of the association between receiving an exceptional SPR in 2011 and gender, race/ethnicity, education, job location, job series, grade level, years in grade, years of federal service, supervisory role, and NCHHSTP division. Among the 1037 employees, exceptional SPR was independently associated with: female gender (adjusted odds ratio: 1.7 [1.3, 2.3]), advanced degrees (doctorate: 1.7 [1.1, 2.5] master's: [1.1, 2.0]), headquarters location (2.8 [1.9, 4.1]), higher pay grade (3.3 [2.4, 4.5]) and years in grade (0-1 years: 1.7 [1.3, 2.4]; 2-4 years: 1.5 [1.1, 2.0]), division level (Division A: 5.0 [2.5, 9.9]; Division B: 5.5 [3.5, 8.8]), and supervisory status (at a lower-pay grade) (odds ratio: 3.7 [1.1, 11.3]). Exceptional SPR is independently associated with personal employee attributes and job settings that are not modifiable by interventions designed to improve employee performance based on accomplishments.

NASA-OAI Collaborative Aerospace Research and Fellowship Program

NASA Technical Reports Server (NTRS)

Heyward, Ann O.; Kankam, Mark D.

2003-01-01

During the summer of 2003, a IO-week activity for university faculty entitled the NASA-OAI Collaborative Aerospace Research and Fellowship Program (CFP) was conducted at the NASA Glenn Research Center in collaboration with the Ohio Aerospace Institute (OAI). The objectives of CFP are: (1) to further the professional knowledge of qualified engineering and science faculty, (2) to stimulate an exchange of ideas between teaching participants and employees of NASA, (3) to enrich and refresh the research and teaching activities of participants' institutions, and (4) to contribute to the research objectives of Glenn. This report is intended primarily to summarize the research activities comprising the 2003 CFP Program at Glenn.

The viability of establishing collaborative, reconfigurable research environments for the Human Performance Research Laboratory at NASA Ames

NASA Technical Reports Server (NTRS)

Clipson, Colin

1994-01-01

This paper will review and summarize research initiatives conducted between 1987 and 1992 at NASA Ames Research Center by a research team from the University of Michigan Architecture Research Laboratory. These research initiatives, funded by a NASA grant NAG2-635, examined the viability of establishing collaborative, reconfigurable research environments for the Human Performance Research Laboratory at NASA Ames in California. Collaborative Research Environments are envisioned as a way of enhancing the work of NASA research teams, optimizing the use of shared resources, and providing superior environments for housing research activities. The Integrated Simulation Project at NASA, Ames Human Performance Research Laboratory is one of the current realizations of this initiative.

29 CFR 1472.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Employee. 1472.640 Section 1472.640 Labor Regulations... DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1472.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All...

36 CFR 1212.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 36 Parks, Forests, and Public Property 3 2010-07-01 2010-07-01 false Employee. 1212.640 Section... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1212.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...

38 CFR 48.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 2 2010-07-01 2010-07-01 false Employee. 48.640 Section...) GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 48.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...

Five major NASA health and safety issues

NASA Astrophysics Data System (ADS)

Gavert, Raymond B.

2000-01-01

The goal has been set to establish NASA as number one in safety in the nation. This includes Systems and Mission Safety as well as Occupational Safety for all NASA employees and contractors on and off the job. There are five major health and safety issues important in the pursuit of being number one and they are: (1) Radiation (2) Hearing (3) Habitability/Toxicology (4) Extravehicular Activity (EVA) (5) Stress. The issues have features of accumulated injury since NASA's future missions involve long time human presence in space i.e., International Space Station operations and Mars missions. The objective of this paper is to discuss these five issues in terms of controlling risks and enhancing health and safety. Safety metrics are discussed in terms of the overall goal of NASA to be number one in safety. .

32 CFR 26.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 32 National Defense 1 2010-07-01 2010-07-01 false Employee. 26.640 Section 26.640 National Defense... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 26.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1...

24 CFR 21.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Employee. 21.640 Section 21.640... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Definitions § 21.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1...

40 CFR 36.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Employee. 36.640 Section 36.640... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 36.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1...

Higher mental workload is associated with poorer laparoscopic performance as measured by the NASA-TLX tool.

PubMed

Yurko, Yuliya Y; Scerbo, Mark W; Prabhu, Ajita S; Acker, Christina E; Stefanidis, Dimitrios

2010-10-01

Increased workload during task performance may increase fatigue and facilitate errors. The National Aeronautics and Space Administration-Task Load Index (NASA-TLX) is a previously validated tool for workload self-assessment. We assessed the relationship of workload and performance during simulator training on a complex laparoscopic task. NASA-TLX workload data from three separate trials were analyzed. All participants were novices (n = 28), followed the same curriculum on the fundamentals of laparoscopic surgery suturing model, and were tested in the animal operating room (OR) on a Nissen fundoplication model after training. Performance and workload scores were recorded at baseline, after proficiency achievement, and during the test. Performance, NASA-TLX scores, and inadvertent injuries during the test were analyzed and compared. Workload scores declined during training and mirrored performance changes. NASA-TLX scores correlated significantly with performance scores (r = -0.5, P < 0.001). Participants with higher workload scores caused more inadvertent injuries to adjacent structures in the OR (r = 0.38, P < 0.05). Increased mental and physical workload scores at baseline correlated with higher workload scores in the OR (r = 0.52-0.82; P < 0.05) and more inadvertent injuries (r = 0.52, P < 0.01). Increased workload is associated with inferior task performance and higher likelihood of errors. The NASA-TLX questionnaire accurately reflects workload changes during simulator training and may identify individuals more likely to experience high workload and more prone to errors during skill transfer to the clinical environment.

Characteristics of shift work and their impact on employee performance and wellbeing: A literature review.

PubMed

Dall'Ora, Chiara; Ball, Jane; Recio-Saucedo, Alejandra; Griffiths, Peter

2016-05-01

To identify the characteristics of shift work that have an effect on employee's performance (including job performance, productivity, safety, quality of care delivered, errors, adverse events and client satisfaction) and wellbeing (including burnout, job satisfaction, absenteeism, intention to leave the job) in all sectors including healthcare. A scoping review of the literature was undertaken. We searched electronic databases (CINAHL, MEDLINE, PsychINFO, SCOPUS) to identify primary quantitative studies. The search was conducted between January and March 2015. Studies were drawn from all occupational sectors (i.e. health and non health), meeting the inclusion criteria: involved participants aged ≥18 who have been working shifts or serve as control group for others working shifts, exploring the association of characteristics of shift work with at least one of the selected outcomes. Reference lists from retrieved studies were checked to identify any further studies. 35 studies were included in the review; 25 studies were performed in the health sector. A variety of shift work characteristics are associated with compromised employee's performance and wellbeing. Findings from large multicentre studies highlight that shifts of 12h or longer are associated with jeopardised outcomes. Working more than 40h per week is associated with adverse events, while no conclusive evidence was found regarding working a 'Compressed Working Week'; working overtime was associated with decreased job performance. Working rotating shifts was associated with worse job performance outcomes, whilst fixed night shifts appeared to enable resynchronisation. However, job satisfaction of employees working fixed nights was reduced. Timely breaks had a positive impact on employee fatigue and alertness, whilst quick returns between shifts appeared to increase pathologic fatigue. The effect of shift work characteristics on outcomes in the studies reviewed is consistent across occupational sectors

The role of leader behaviors in hospital-based emergency departments' unit performance and employee work satisfaction.

PubMed

Lin, Blossom Yen-Ju; Hsu, Chung-Ping C; Juan, Chi-Wen; Lin, Cheng-Chieh; Lin, Hung-Jung; Chen, Jih-Chang

2011-01-01

The role of the leader of a medical unit has evolved over time to expand from simply a medical role to a more managerial one. This study aimed to explore how the behavior of a hospital-based emergency department's (ED's) leader might be related to ED unit performance and ED employees' work satisfaction. One hundred and twelve hospital-based EDs in Taiwan were studied: 10 in medical centers, 32 in regional hospitals, and 70 in district hospitals. Three instruments were designed to assess leader behaviors, unit performance and employee satisfaction in these hospital-based EDs. A mail survey revealed that task-oriented leader behavior was positively related to ED unit performance. Both task- and employee-oriented leader behaviors were found to be positively related to ED nurses' work satisfaction. However, leader behaviors were not shown to be related to ED physicians' work satisfaction at a statistically significant level. Some ED organizational characteristics, however, namely departmentalization and hospital accreditation level, were found to be related to ED physicians' work satisfaction. Copyright © 2010 Elsevier Ltd. All rights reserved.

Individual deals within teams: Investigating the role of relative i-deals for employee performance.

PubMed

Vidyarthi, Prajya R; Singh, Satvir; Erdogan, Berrin; Chaudhry, Anjali; Posthuma, Richard; Anand, Smriti

2016-11-01

The authors extend i-deals theory to an individual-within-a-team context. Drawing upon social comparison theory, they contend that individuals will react to their own i-deals within the context of group members' i-deals. Therefore, they examine the role of relative i-deals (an individual's i-deals relative to the team's average) in relation to employee performance. Furthermore, integrating social comparison theory with social identity theory the authors assert that the behavioral outcomes of relative i-deals are influenced by the team's social and structural attributes of team orientation and task interdependence. Finally, they contend that the perceptions of one's relative standing with the leader, or leader-member exchange social comparison (LMXSC), mediate the i-deals-outcome relationship in groups with low team orientation and task interdependence. Results of multilevel modeling using time-lagged data from 321 employees nested in 46 teams demonstrated that the positive relationship between relative i-deals and employee performance was stronger in groups with low team orientation and task interdependence, and the mediation effect of LMXSC was stronger in teams with low rather than high team orientation. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

2006 NASA Strategic Plan

NASA Technical Reports Server (NTRS)

2006-01-01

On January 14, 2004, President George W. Bush announced A Renewed Spirit of Discovery: The President's Vision for U.S. Space Exploration, a new directive for the Nation's space program. The fundamental goal of this directive is "to advance U.S. scientific, security, and economic interests through a robust space exploration program." In issuing it, the President committed the Nation to a journey of exploring the solar system and beyond: returning to the Moon in the next decade, then venturing further into the solar system, ultimately sending humans to Mars and beyond. He challenged NASA to establish new and innovative programs to enhance understanding of the planets, to ask new questions, and to answer questions that are as old as humankind. NASA enthusiastically embraced the challenge of extending a human presence throughout the solar system as the Agency's Vision, and in the NASA Authorization Act of 2005, Congress endorsed the Vision for Space Exploration and provided additional guidance for implementation. NASA is committed to achieving this Vision and to making all changes necessary to ensure success and a smooth transition. These changes will include increasing internal collaboration, leveraging personnel and facilities, developing strong, healthy NASA Centers,a nd fostering a safe environment of respect and open communication for employees at all levels. NASA also will ensure clear accountability and solid program management and reporting practices. Over the next 10 years, NASA will focus on six Strategic Goals to move forward in achieving the Vision for Space Exploration. Each of the six Strategic Goals is clearly defined and supported by multi-year outcomes that will enhance NASA's ability to measure and report Agency accomplishments in this quest.

The Impact of IT Capability on Employee Capability, Customer Value, Customer Satisfaction, and Business Performance

ERIC Educational Resources Information Center

Chae, Ho-Chang

2009-01-01

This study empirically examines the impact of IT capability on firms' performance and evaluates whether firms' IT capabilities play a role in improving employee capability, customer value, customer satisfaction, and ultimately business performance. The results were based on comparing the business performance of the IT leader companies with that of…

NASA Headquarters training catalog

NASA Technical Reports Server (NTRS)

1990-01-01

The NASA Headquarters training catalog is a comprehensive listing of all educational and employee development programs. This course catalog contains descriptions of course content, objectives, target audience, prerequisites, length of course, approximate number of times the course is offered per year, and cost of the course. Curriculum areas include graduate and undergraduate academic study; professional development program; and executive management, senior management, and supervisory development programs. Secretarial/clerical and general computer skills programs are also included.

2018 NASA Day of Remembrance

NASA Image and Video Library

2018-01-25

Guests place flowers near the Space Mirror Memorial at the Kennedy Space Center Visitor Complex. The names of fallen astronauts from Apollo 1, Challenger and Columbia, as well as the astronauts who perished in training and commercial airplane accidents are emblazoned on the monument. During the annual Day of Remembrance, spaceport employees and guests join others throughout NASA honoring the contributions of astronauts who have perished in the conquest of space.

2018 NASA Day of Remembrance

NASA Image and Video Library

2018-01-25

Flowers are placed near the Space Mirror Memorial at the Kennedy Space Center Visitor Complex. The names of fallen astronauts from Apollo 1, Challenger and Columbia, as well as the astronauts who perished in training and commercial airplane accidents are emblazoned on the monument. During the annual Day of Remembrance, spaceport employees and guests join others throughout NASA honoring the contributions of astronauts who have perished in the conquest of space.

Employees' Perceived Opportunities to Craft and In-Role Performance: The Mediating Role of Job Crafting and Work Engagement.

PubMed

van Wingerden, Jessica; Poell, Rob F

2017-01-01

The present study was designed to gain knowledge of the relationship between employees' perceived opportunities to craft, their actual job crafting behavior and, in line with JD-R theory, subsequently their work engagement and performance. Although scholars have suggested that employees' perceived opportunities to craft their job may predict their actual job crafting behavior, which may have consequences for their well-being and performance, no study has examined the relationships between these variables. We collected data among a heterogeneous group of Dutch employees ( N = 2090). Participants of the study reported their perceived opportunities to craft, job crafting behavior, work engagement and performance. Results indicated that individuals who experience a high level of opportunities to craft reported higher levels of job crafting behavior. In turn, perceived opportunities to craft and job crafting behavior related to higher levels of work engagement and subsequently performance. We discuss the implications of these findings for theory and practice.

Evaluating the Emergency Notification Systems of the NASA White Sands Test

NASA Technical Reports Server (NTRS)

Chavez, Alfred Paul

2004-01-01

The problem was that the NASA Fire and Emergency Services did not know if the current emergency notification systems on the NASA White Sands Test Facility were appropriate for alerting the employees of an emergency. The purpose of this Applied Research Project was to determine if the current emergency notification systems of the White Sands Test Facility are appropriate for alerting the employees of an emergency. This was a descriptive research project. The research questions were: 1) What are similar facilities using to alert the employees of an emergency?; 2) Are the current emergency notification systems suitable for the community hazards on the NASA White Sands Test Facility?; 3) What is the NASA Fire and Emergency Services currently using to measure the effectiveness of the emergency notification systems?; and 4) What are the current training methods used to train personnel to the emergency notification systems at the NASA White Sands Test Facility? The procedures involved were to research other established facilities, research published material from credible sources, survey the facility to determine the facility perception of the emergency notification systems, and evaluate the operating elements of the established emergency notification systems for the facility. The results were that the current systems are suitable for the type of hazards the facility may endure. The emergency notification systems are tested frequently to ensure effectiveness in the event of an emergency. Personnel are trained and participate in a yearly drill to make certain personnel are educated on the established systems. The recommendations based on the results were to operationally improve the existing systems by developing and implementing one system that can overall notify the facility of a hazard. Existing procedures and training should also be improved to ensure that all personnel are educated on what to do when the emergency notification systems are activated.

Colleagues' Perception of Supported Employee Performance

ERIC Educational Resources Information Center

Cramm, Jane-Murray; Tebra, Nelleke; Finkenflugel, Harry

2008-01-01

The authors investigated whether supported employees are perceived on an equal basis within the workplace by their nondisabled worker colleagues. Three types of social relationships were considered in a workplace context ("work acquaintances," "work friends," and "social friends") in order to examine whether the types of social relationships that…

Solar collector performance evaluated outdoors at NASA-Lewis Research Center

NASA Technical Reports Server (NTRS)

Vernon, R. W.

1974-01-01

The study of solar reflector performance reported is related to a project in which solar collectors are to be provided for the solar heating and cooling system of an office building at NASA's Langley Research Center. The solar collector makes use of a liquid consisting of 50% ethylene glycol and 50% water. A conventional air-liquid heat exchanger is employed. Collector performance and solar insolation data are recorded along with air temperature, wind speed and direction, and relative humidity.

Varying influences of motivation factors on employees' likelihood to perform safe food handling practices because of demographic differences.

PubMed

Ellis, Jason D; Arendt, Susan W; Strohbehn, Catherine H; Meyer, Janell; Paez, Paola

2010-11-01

Food safety training has been the primary avenue for ensuring food workers are performing proper food handling practices and thus, serving safe food. Yet, knowledge of safe food handling practices does not necessarily result in actual performance of these practices. This research identified participating food service employees' level of agreement with four factors of motivation (internal motivations, communication, reward-punishment, and resources) and determined if respondents with different demographic characteristics reported different motivating factors. Data were collected from 311 food service employees who did not have any supervisory responsibilities. Intrinsic motivation agreement scores were consistently the highest of all four motivational factors evaluated and did not differ across any of the demographic characteristics considered. In contrast, motivation agreement scores for communication, reward-punishment, and resources did differ based on respondents' gender, age, place of employment, job status, food service experience, completion of food handler course, or possession of a food safety certification. In general, respondents agreed that these motivation factors influenced their likelihood to perform various safe food handling procedures. This research begins to illustrate how employees' demographic characteristics influence their responses to various motivators, helping to clarify the complex situation of ensuring safe food in retail establishments. Future research into why employee willingness to perform varies more for extrinsic motivation than for intrinsic motivation could assist food service managers in structuring employee development programs and the work environment, in a manner that aids in improving external motivation (communication, reward-punishment, and resources) and capitalizing on internal motivation.

NASA directives master list and index

NASA Technical Reports Server (NTRS)

1993-01-01

This Handbook sets forth in two parts the following information for the guidance of users of the NASA Management Directives System. Part A is a master list of management directives in force as of March 31, 1993. Chapter 1 contains introductory informative material on how to use this Handbook. Chapter 2 is a complete master list of Agencywide management directives, describing each directive by type, number, effective date, expiration date, title, and organization code of the office responsible for the directive. Chapter 3 includes a consolidated numerical list of all delegations of authority and a breakdown of such delegation by the office or installation to which special authority is assigned. Chapter 4 sets forth a consolidated list of all NASA Handbooks (NHB's) and important footnotes covering the control and ordering of such documents. Chapter 5 is a consolidated list of NASA management directives applicable to the Jet Propulsion Laboratory. Chapter 6 is a consolidated list of NASA management directives published in the Code of Federal Regulations. Complementary manuals to the NASA Management Directives System are described in Chapter 7. Part B is the index to NASA management directives in force as of March 31, 1993. This part contains an in-depth alphabetical index to all NASA management directives other than Handbooks. NHB's 1610.6, 'NASA Personnel Security Handbook,' 1620.3, 'NASA Physical Security Handbook,' 1640.4, 'NASA Information Security Program,' 1900.1, 'Standards of Conduct for NASA Employees,' 5103.6, 'Source Evaluation Board Handbook,' and 7400.1, 'Budget Administration Manual,' are indexed in-depth. All other NHB's are indexed by titles only.

Association of Employee Attributes and Exceptional Performance Rating at a National Center of the U.S. Centers for Disease Control and Prevention, 2011

PubMed Central

Roberts, Henry; Myles, Ranell L.; Truman, Benedict I.; Dean, Hazel D.

2015-01-01

Context Employee performance evaluation motivates and rewards exceptional individual performance that advances the achievement of organizational goals. CDC and its operating units evaluate employee performance annually and reward exceptional performance with a cash award or quality step increase in pay. A summary performance rating (SPR) of “exceptional” indicated personal achievements in 2011 that were beyond expectations described in the employee's performance plan. Objective To determine if personal attributes and job setting of civil service employees were associated with an exceptional SPR in NCHHSTP in 2011. Design Data from the CDC 2011 performance management database collected in 2012 were analyzed in 2013 to identify SPR, personal attributes, job-settings of full-time civil service employees. Multivariate logistic regression controlled for confounding and stratified analysis detected effect modifiers of the association between receiving an exceptional SPR in 2011 and gender, race/ethnicity, education, job location, job series, grade level, years in grade, years of federal service, supervisory role, and NCHHSTP division. Results Among the 1,037 employees, exceptional SPR was independently associated with: female gender (aOR: 1.7 [1.3,2.3]), advanced degrees (Doctorate: 1.7 [1.1,2.5]) Master's: 1.1, 2.0]), headquarters location (2.8 [1.9, 4.1]), higher pay grade (3.3 [2.4,4.5]) and years in grade (0-1yrs: 1.7 [1.3,2.4]; 2-4yrs: 1.5 [1.1,2.0]), division level (Division A: 5.0 [2.5,9.9]; Division B: 5.5 [3.5, 8.8]), and supervisory status (at a lower pay grade) (OR: 3.7 [1.1, 11.3]). Conclusions Exceptional SPR is independently associated with personal employee attributes and job-settings that are not modifiable by interventions designed to improve employee performance based on accomplishments. PMID:25271386

Fatigue of Chinese railway employees and its influential factors: Structural equation modelling.

PubMed

Tsao, Liuxing; Chang, Jing; Ma, Liang

2017-07-01

Fatigue is an identifiable and preventable cause of accidents in transport operations. Regarding the railway sector, incident logs and simulation studies show that employee fatigue leads to lack of alertness, impaired performance, and occurrence of incidents. China has one of the largest rail systems in the world, and Chinese railway employees work under high fatigue risks; therefore, it is important to assess their fatigue level and find the major factors leading to fatigue. We designed a questionnaire that uses Multidimensional Fatigue Instrument (MFI-20), NASA-TLX and subjective rating of work overtime feelings to assess employee fatigue. The contribution of each influential factor of fatigue was analysed using structural equation modelling. In total, 297 employees from the rail maintenance department and 227 employees from the locomotive department returned valid responses. The average scores and standard deviations for the five subscales of MFI-20, namely General Fatigue, Physical Fatigue, Reduced Activity, Reduced Motivation, and Mental Fatigue, were 2.9 (0.8), 2.8 (0.8), 2.5 (0.8), 2.5 (0.7), and 2.4 (0.8) among the rail maintenance employees and 3.5 (0.8), 3.5 (0.7), 3.3 (0.7), 3.0 (0.6), and 3.1 (0.7), respectively, among the locomotive employees. The fatigue of the locomotive employees was influenced by feelings related to working overtime (standardized r = 0.22) and workload (standardized r = 0.27). The work overtime control and physical working environment significantly influenced subjective feelings (standardized r = -0.25 and 0.47, respectively), while improper work/rest rhythms and an adverse physical working environment significantly increased the workload (standardized r = 0.48 and 0.33, respectively). Copyright © 2017 Elsevier Ltd. All rights reserved.

Different fits satisfy different needs: linking person-environment fit to employee commitment and performance using self-determination theory.

PubMed

Greguras, Gary J; Diefendorff, James M

2009-03-01

Integrating and expanding upon the person-environment fit (PE fit) and the self-determination theory literatures, the authors hypothesized and tested a model in which the satisfaction of the psychological needs for autonomy, relatedness, and competence partially mediated the relations between different types of perceived PE fit (i.e., person-organization fit, person-group fit, and job demands-abilities fit) with employee affective organizational commitment and overall job performance. Data from 163 full-time working employees and their supervisors were collected across 3 time periods. Results indicate that different types of PE fit predicted different types of psychological need satisfaction and that psychological need satisfaction predicted affective commitment and performance. Further, person-organization fit and demands-abilities fit also evidenced direct effects on employee affective commitment. These results begin to explicate the processes through which different types of PE fit relate to employee attitudes and behaviors. (c) 2009 APA, all rights reserved.

Managing Marginal School Employees: Applying Standards-Based Performance Measures

ERIC Educational Resources Information Center

Fields, Lynette; Reck, Brianne; Egley, Robert

2006-01-01

This book contains a collection of case studies that provide a variety of situations in managing or working with marginal employees in a school system. Managing Marginal School Employees will serve as a primary or companion text for administrator candidates or current administrators that include dilemmas for the student to think about, discuss,…

NASA Ambassadors: A Speaker Outreach Program

NASA Technical Reports Server (NTRS)

McDonald, Malcolm W.

1998-01-01

The work done on this project this summer has been geared toward setting up the necessary infrastructure and planning to support the operation of an effective speaker outreach program. The program has been given the name, NASA AMBASSADORS. Also, individuals who become participants in the program will be known as "NASA AMBASSADORS". This summer project has been conducted by the joint efforts of this author and those of Professor George Lebo who will be issuing a separate report. The description in this report will indicate that the NASA AMBASSADOR program operates largely on the contributions of volunteers, with the assistance of persons at the Marshall Space Flight Center (MSFC). The volunteers include participants in the various summer programs hosted by MSFC as well as members of the NASA Alumni League. The MSFC summer participation programs include: the Summer Faculty Fellowship Program for college and university professors, the Science Teacher Enrichment Program for middle- and high-school teachers, and the NASA ACADEMY program for college and university students. The NASA Alumni League members are retired NASA employees, scientists, and engineers. The MSFC offices which will have roles in the operation of the NASA AMBASSADORS include the Educational Programs Office and the Public Affairs Office. It is possible that still other MSFC offices may become integrated into the operation of the program. The remainder of this report will establish the operational procedures which will be necessary to sustain the NASA AMBASSADOR speaker outreach program.

Employee wellness program evaluation.

DOT National Transportation Integrated Search

2008-12-01

Well-designed wellness programs can keep healthy employees healthy, support employees with : health risks to improve their health behaviors, and facilitate organizational efforts to achieve : workforce performance goals. : Productivity lost through a...

Copyright in Government Employee Works

DTIC Science & Technology

1981-01-01

NUMBERS Copyright in Government Employee Works 5. AUTHOR(S) John 0. Tresansky 7. PERFORMING ORGANIZATION NAME(S) AND ADDRESS(ES) 8. PERFORMING...COPYRIGHT IN GOVERNMENT EMPLOYEE AUTHORED WORKS* John 0. Tresansky* The Copyright Act of 1976’ continues the prohibition enunciated in the Copyright...expression to a "work prepared by an officer or employee of the United States Government as part of that person’s official duties.ś Difficulties arise

36 CFR 1212.640 - Employee.

Code of Federal Regulations, 2012 CFR

2012-07-01

... award and who are on the recipient's payroll. (b) This definition does not include workers not on the...) Employee means the employee of a recipient directly engaged in the performance of work under the award... involvement in the performance of work under the award is insignificant to the performance of the award; and...

38 CFR 48.640 - Employee.

Code of Federal Regulations, 2012 CFR

2012-07-01

... award and who are on the recipient's payroll. (b) This definition does not include workers not on the...) Employee means the employee of a recipient directly engaged in the performance of work under the award... involvement in the performance of work under the award is insignificant to the performance of the award; and...

38 CFR 48.640 - Employee.

Code of Federal Regulations, 2014 CFR

2014-07-01

... award and who are on the recipient's payroll. (b) This definition does not include workers not on the...) Employee means the employee of a recipient directly engaged in the performance of work under the award... involvement in the performance of work under the award is insignificant to the performance of the award; and...

38 CFR 48.640 - Employee.

Code of Federal Regulations, 2013 CFR

2013-07-01

... award and who are on the recipient's payroll. (b) This definition does not include workers not on the...) Employee means the employee of a recipient directly engaged in the performance of work under the award... involvement in the performance of work under the award is insignificant to the performance of the award; and...

36 CFR 1212.640 - Employee.

Code of Federal Regulations, 2014 CFR

2014-07-01

... award and who are on the recipient's payroll. (b) This definition does not include workers not on the...) Employee means the employee of a recipient directly engaged in the performance of work under the award... involvement in the performance of work under the award is insignificant to the performance of the award; and...

38 CFR 48.640 - Employee.

Code of Federal Regulations, 2011 CFR

2011-07-01

... award and who are on the recipient's payroll. (b) This definition does not include workers not on the...) Employee means the employee of a recipient directly engaged in the performance of work under the award... involvement in the performance of work under the award is insignificant to the performance of the award; and...

36 CFR 1212.640 - Employee.

Code of Federal Regulations, 2011 CFR

2011-07-01

... award and who are on the recipient's payroll. (b) This definition does not include workers not on the...) Employee means the employee of a recipient directly engaged in the performance of work under the award... involvement in the performance of work under the award is insignificant to the performance of the award; and...

Identity Federation and Its Importance for NASA's Future: The SharePoint Extranet Pilot

NASA Technical Reports Server (NTRS)

Baturin, Rebecca R.

2013-01-01

My project at Kennedy Space Center (KSC) during the spring 2013 Project Management and Systems Engineering Internship was to functionalJy test and deploy the SharePoint Extranet system and ensure successful completion of the project's various lifecycle milestones as described by NASA Procedural Requirement (NPR) 7 120.7. I worked alongside NASA Project Managers, Systems Integration Engineers, and Information Technology (IT) Professionals to pilot this collaboration capability between NASA and its External Partners. The use of identity federation allows NASA to leverage externally-issued credentials of other federal agencies and private aerospace and defense companies, versus the traditional process of granting and maintaining full NASA identities for these individuals. This is the first system of its kind at NASA and it will serve as a pilot for the Federal Government. Recognizing the novelty of this service, NASA's initial approach for deployment included a pilot period where nearby employees of Patrick Air Force Base would assist in testing and deployment. By utilizing a credential registration process, Air Force users mapped their Air Force-issued Common Access Cards (CAC) to a NASA identity for access to the External SharePoint. Once the Air Force stands up an Active Directory Federation Services (ADFS) instance within their Data Center and establishes a direct trust with NASA, true identity federation can be established. The next partner NASA is targeting for collaboration is Lockheed Martin (LMCO), since they collaborate frequently for the ORION Program. Through the use of Exostar as an identity hub, LMCO employees will be able to access NASA data on a need to know basis, with NASA ultimately managing access. In a time when every dollar and resource is being scrutinized, this capability is an exciting new way for NASA to continue its collaboration efforts in a cost and resource effective manner.

The link between employee attitudes and employee effectiveness: Data matrix of meta-analytic estimates based on 1161 unique correlations.

PubMed

Mackay, Michael M

2016-09-01

This article offers a correlation matrix of meta-analytic estimates between various employee job attitudes (i.e., Employee engagement, job satisfaction, job involvement, and organizational commitment) and indicators of employee effectiveness (i.e., Focal performance, contextual performance, turnover intention, and absenteeism). The meta-analytic correlations in the matrix are based on over 1100 individual studies representing over 340,000 employees. Data was collected worldwide via employee self-report surveys. Structural path analyses based on the matrix, and the interpretation of the data, can be found in "Investigating the incremental validity of employee engagement in the prediction of employee effectiveness: a meta-analytic path analysis" (Mackay et al., 2016) [1].

The MINE project: Minority Involvement in NASA Engineering

NASA Technical Reports Server (NTRS)

Allen, H., Jr.

1977-01-01

The Mine Project developed by Lewis Research Center (LRC) along with Tennessee State University and Tuskegee Institute, is described. The project calls for LRC to assemble on-going NASA university affairs programs aimed at benefiting the school, its faculty, and its student body. The schools receive grants to pursue research and technology projects that are relevant to NASA's missions. Upon request from the universities, LRC furnishes instructors and lecturers. The schools have use of surplus government equipment and access to NASA research facilities for certain projects. Both the faculty and students of the universities are eligible for summer employment at LRC through special programs. The MINE Project is designed to establish a continuing active relationship of 3 to 5 years between NASA and the universities, and will afford LRC with an opportunity to increase its recruitment of minority and women employees.

Evaluation by employees of employee management on large US dairy farms.

PubMed

Durst, Phillip T; Moore, Stanley J; Ritter, Caroline; Barkema, Herman W

2018-05-23

Employees, many of whom are not native English speakers, perform the majority of work on large US dairy farms. Although management of employees is a critical role of dairy owners and managers, factors that improve employee engagement and retention are not well known. Objectives were to (1) identify key dairy farm employee management issues based on employee perceptions, (2) evaluate strengths and weaknesses of farms based on employee responses, (3) investigate differences between Latino and English-speaking employees, and (4) investigate differences in perception between employers and employees. Employees from 12 US dairy farms (each with a minimum of 10 employees) were interviewed by phone following a questionnaire provided. Employees provided their responses to 21 Likert scale questions and 8 open-ended questions. There was a wide range in employee turnover among farms (<10 to >100%). Latino employees had much shorter tenure and were more often employed in milking and livestock care than English-speaking employees. Employee perceptions differed among farms regarding whether they would recommend their farm as a place to work, teamwork within the dairy, whether rules were fairly applied, availability of tools and equipment, clear lines of supervision, and recognition for good work in the previous 15 d. Latino employees (n = 91) were more positive in many of these measures than their English-speaking counterparts (n = 77) but less often provided ideas to their employer on how to improve the business. Employers, surveyed on how they thought their employees would answer, underestimated employee responses on several questions, particularly the interest of employees in learning about dairy. When asked to cite 3 goals of the operation, there were differences among owners, managers, and employees. Although employees rated their commitment to the farm and their interest in learning as high, based on turnover, there was an obvious disparity between reality and ideal

An Evaluation of the Performance Diagnostic Checklist-Human Services to Assess an Employee Performance Problem in a Center-Based Autism Treatment Facility

ERIC Educational Resources Information Center

Ditzian, Kyle; Wilder, David A.; King, Allison; Tanz, Jeanine

2015-01-01

The Performance Diagnostic Checklist-Human Services (PDC-HS) is an informant-based tool designed to assess the environmental variables that contribute to poor employee performance in human services settings. We administered the PDC-HS to 3 supervisors to assess the variables that contributed to poor performance by 4 staff members when securing…

NASA's Postdoctoral Fellowship Programs

NASA Astrophysics Data System (ADS)

Beichman, Charles A.; Gelino, D. M.; Allen, R. J.; Prestwich, A. H.

2013-01-01

The three named fellowships --- the Einstein, Hubble and Sagan programs --- are among the most prestigious postdoctoral positions in astronomy. Their policies are closely coordinated to ensure the highest scientific quality, the broadest possible access to a diverse community of recent PhD graduates, and flexibility in completing the 3 year appointments in light of individual personal circumstances. We will discuss practical details related to "family-friendly" best practices such as no-cost extensions and the ability to transfer the host institution in response to "two body problems." We note, however, that the terms of the NASA fellowships are such that fellows become employees of their host institutions which set specific policies on issues such as parental leave. We look forward to participating in the discussion at this special session and conveying to NASA any suggestions for improving the fellowship program.

Achieving equal opportunity in NASA: An assessment of needs and recommendations for action

NASA Technical Reports Server (NTRS)

1976-01-01

Measures designed by NASA to improve its equal opportunity program are reported. Attempts made to increase the ratios and level of placement of women and minority men in the work force were emphasized, upward mobility for those employees already in the work force was also studied. Ways for improving the track record for NASA's equal opportunity profile are recommended.

1998 NASA High-Speed Research Program Aerodynamic Performance Workshop. Volume 1; Configuration Aerodynamics

NASA Technical Reports Server (NTRS)

McMillin, S. Naomi (Editor)

1999-01-01

NASA's High-Speed Research Program sponsored the 1998 Aerodynamic Performance Technical Review on February 9-13, in Los Angeles, California. The review was designed to bring together NASA and industry HighSpeed Civil Transport (HSCT) Aerodynamic Performance technology development participants in areas of. Configuration Aerodynamics (transonic and supersonic cruise drag prediction and minimization), High-Lift, and Flight Controls. The review objectives were to: (1) report the progress and status of HSCT aerodynamic performance technology development; (2) disseminate this technology within the appropriate technical communities; and (3) promote synergy among the scientists and engineers working HSCT aerodynamics. In particular, single and multi-point optimized HSCT configurations, HSCT high-lift system performance predictions, and HSCT simulation results were presented along with executive summaries for all the Aerodynamic Performance technology areas. The HSR Aerodynamic Performance Technical Review was held simultaneously with the annual review of the following airframe technology areas: Materials and Structures, Environmental Impact, Flight Deck, and Technology Integration. Thus, a fourth objective of the Review was to promote synergy between the Aerodynamic Performance technology area and the other technology areas of the HSR Program.

1998 NASA High-Speed Research Program Aerodynamic Performance Workshop. Volume 2; High Lift

NASA Technical Reports Server (NTRS)

McMillin, S. Naomi (Editor)

1999-01-01

NASA's High-Speed Research Program sponsored the 1998 Aerodynamic Performance Technical Review on February 9-13, in Los Angeles, California. The review was designed to bring together NASA and industry High-Speed Civil Transport (HSCT) Aerodynamic Performance technology development participants in areas of Configuration Aerodynamics (transonic and supersonic cruise drag prediction and minimization), High-Lift, and Flight Controls. The review objectives were to (1) report the progress and status of HSCT aerodynamic performance technology development; (2) disseminate this technology within the appropriate technical communities; and (3) promote synergy among the scientists and engineers working HSCT aerodynamics. In particular, single- and multi-point optimized HSCT configurations, HSCT high-lift system performance predictions, and HSCT simulation results were presented along with executive summaries for all the Aerodynamic Performance technology areas. The HSR Aerodynamic Performance Technical Review was held simultaneously with the annual review of the following airframe technology areas: Materials and Structures, Environmental Impact, Flight Deck, and Technology Integration. Thus, a fourth objective of the Review was to promote synergy between the Aerodynamic Performance technology area and the other technology areas of the HSR Program.

1998 NASA High-Speed Research Program Aerodynamic Performance Workshop. Volume 1; Configuration Aerodynamics

NASA Technical Reports Server (NTRS)

McMillin, S. Naomi (Editor)

1999-01-01

NASA's High-Speed Research Program sponsored the 1998 Aerodynamic Performance Technical Review on February 9-13, in Los Angeles, California. The review was designed to bring together NASA and industry High-Speed Civil Transport (HSCT) Aerodynamic Performance technology development participants in areas of Configuration Aerodynamics (transonic and supersonic cruise drag prediction and minimization), High-Lift, and Flight Controls. The review objectives were to (1) report the progress and status of HSCT aerodynamic performance technology development; (2) disseminate this technology within the appropriate technical communities; and (3) promote synergy among the scientists and engineers working HSCT aerodynamics. In particular, single and multi-point optimized HSCT configurations, HSCT high-lift system performance predictions, and HSCT simulation results were presented along with executive summaries for all the Aerodynamic Performance technology areas. The HSR Aerodynamic Performance Technical Review was held simultaneously with the annual review of the following airframe technology areas: Materials and Structures, Environmental Impact, Flight Deck, and Technology Integration. Thus, a fourth objective of the Review was to promote synergy between the Aerodynamic Performance technology area and the other technology areas of the HSR Program.

Senator Barbara Mikulski Visits NASA Goddard

NASA Image and Video Library

2017-12-08

Sen. Barbara Mikulski participated in a ribbon cutting at NASA’s Goddard Space Flight Center on January 6th, 2016, to officially open the new Robotic Operations Center (ROC) developed by the Satellite Servicing Capabilities Office. Within the ROC's black walls, NASA is testing technologies and operational procedures for science and exploration missions, including the Restore-L satellite servicing mission and also the Asteroid Redirect Mission. In this image, a gathering of Goddard employees watch the ribbon cutting. During her tour of the ROC, Sen. Mikulski saw first-hand an early version of the NASA Servicing Arm, a 2-meter-class robot with the dexterity to grasp and refuel a satellite on orbit. She also heard a description of Raven, a payload launching to the International Space Station that will demonstrate real-time, relative space navigation technology. The robotic technologies that NASA is developing within the ROC also support the Journey to Mars. Learn more about NASA’s satellite servicing technologies at ssco.gsfc.nasa.gov/. Image credit: NASA/Desiree Stover Read more: www.nasa.gov/feature/goddard/2016/maryland-sen-barbara-mi... NASA image use policy. NASA Goddard Space Flight Center enables NASA’s mission through four scientific endeavors: Earth Science, Heliophysics, Solar System Exploration, and Astrophysics. Goddard plays a leading role in NASA’s accomplishments by contributing compelling scientific knowledge to advance the Agency’s mission. Follow us on Twitter Like us on Facebook Find us on Instagram

Senator Barbara Mikulski Visits NASA Goddard

NASA Image and Video Library

2017-12-08

Sen. Barbara Mikulski participated in a ribbon cutting at NASA’s Goddard Space Flight Center on January 6th, 2016, to officially open the new Robotic Operations Center (ROC) developed by the Satellite Servicing Capabilities Office. Within the ROC's black walls, NASA is testing technologies and operational procedures for science and exploration missions, including the Restore-L satellite servicing mission and also the Asteroid Redirect Mission. In this image, a gathering of Goddard employees await the arrival of Sen. Mikulski to the facility. During her tour of the ROC, Sen. Mikulski saw first-hand an early version of the NASA Servicing Arm, a 2-meter-class robot with the dexterity to grasp and refuel a satellite on orbit. She also heard a description of Raven, a payload launching to the International Space Station that will demonstrate real-time, relative space navigation technology. The robotic technologies that NASA is developing within the ROC also support the Journey to Mars. Learn more about NASA’s satellite servicing technologies at ssco.gsfc.nasa.gov/. Image credit: NASA/Desiree Stover Read more: www.nasa.gov/feature/goddard/2016/maryland-sen-barbara-mi... NASA image use policy. NASA Goddard Space Flight Center enables NASA’s mission through four scientific endeavors: Earth Science, Heliophysics, Solar System Exploration, and Astrophysics. Goddard plays a leading role in NASA’s accomplishments by contributing compelling scientific knowledge to advance the Agency’s mission. Follow us on Twitter Like us on Facebook Find us on Instagram

41 CFR 105-74.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Employee. 105-74.640...-GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 105-74.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...

NASA-STD-7009 Guidance Document for Human Health and Performance Models and Simulations

NASA Technical Reports Server (NTRS)

Walton, Marlei; Mulugeta, Lealem; Nelson, Emily S.; Myers, Jerry G.

2014-01-01

Rigorous verification, validation, and credibility (VVC) processes are imperative to ensure that models and simulations (MS) are sufficiently reliable to address issues within their intended scope. The NASA standard for MS, NASA-STD-7009 (7009) [1] was a resultant outcome of the Columbia Accident Investigation Board (CAIB) to ensure MS are developed, applied, and interpreted appropriately for making decisions that may impact crew or mission safety. Because the 7009 focus is engineering systems, a NASA-STD-7009 Guidance Document is being developed to augment the 7009 and provide information, tools, and techniques applicable to the probabilistic and deterministic biological MS more prevalent in human health and performance (HHP) and space biomedical research and operations.

Trouble Sleeping Associated With Lower Work Performance and Greater Health Care Costs: Longitudinal Data From Kansas State Employee Wellness Program.

PubMed

Hui, Siu-kuen Azor; Grandner, Michael A

2015-10-01

To examine the relationships between employees' trouble sleeping and absenteeism, work performance, and health care expenditures over a 2-year period. Utilizing the Kansas State employee wellness program (EWP) data set from 2008 to 2009, multinomial logistic regression analyses were conducted with trouble sleeping as the predictor and absenteeism, work performance, and health care costs as the outcomes. EWP participants (N = 11,698 in 2008; 5636 followed up in 2009) who had higher levels of sleep disturbance were more likely to be absent from work (all P < 0.0005), have lower work performance ratings (all P < 0.0005), and have higher health care costs (P < 0.0005). Longitudinally, more trouble sleeping was significantly related to negative changes in all outcomes. Employees' trouble sleeping, even at a subclinical level, negatively impacts on work attendance, work performance, and health care costs.

13 CFR 147.640 - Employee.

Code of Federal Regulations, 2013 CFR

2013-01-01

... are directly engaged in the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers... WORKPLACE (NONPROCUREMENT) Definitions § 147.640 Employee. (a) Employee means the employee of a recipient...

13 CFR 147.640 - Employee.

Code of Federal Regulations, 2012 CFR

2012-01-01

... are directly engaged in the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers... WORKPLACE (NONPROCUREMENT) Definitions § 147.640 Employee. (a) Employee means the employee of a recipient...

13 CFR 147.640 - Employee.

Code of Federal Regulations, 2011 CFR

2011-01-01

... are directly engaged in the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers... WORKPLACE (NONPROCUREMENT) Definitions § 147.640 Employee. (a) Employee means the employee of a recipient...

22 CFR 210.640 - Employee.

Code of Federal Regulations, 2011 CFR

2011-04-01

... are directly engaged in the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers... (FINANCIAL ASSISTANCE) Definitions § 210.640 Employee. (a) Employee means the employee of a recipient...

13 CFR 147.640 - Employee.

Code of Federal Regulations, 2014 CFR

2014-01-01

... are directly engaged in the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers... WORKPLACE (NONPROCUREMENT) Definitions § 147.640 Employee. (a) Employee means the employee of a recipient...

A study on the effects of some reinforcers to improve performance of employees in a retail industry.

PubMed

Raj, John Dilip; Nelson, John Abraham; Rao, K S P

2006-11-01

Two field experiments were conducted in the Business Information Technology Department of a major retail industry to analyze the impact of positive task performance reinforcers. The employees were divided into two broad groups - those performing complex tasks and those performing relatively simpler tasks. The first group was further divided into two subgroups, one being reinforced with money and paid leave and the other with feedback. Both the subgroups showed a significant improvement in performance behavior. However, feedback had a stronger effect on task performance even after the reinforcement was withdrawn. The second group of employees was allowed to choose reinforcers of their liking. Two simple techniques, a casual dress code and flexible working hours chosen by them, had a positive effect on their performance, which continued even after 6 months into the intervention. Besides, the procedure for the second group required no monetary or work-time loss to the employer.

2018 NASA Day of Remembrance

NASA Image and Video Library

2018-01-25

Following this year's Day of Remembrance ceremony at the Kennedy Space Center Visitor Complex, guests pick up flowers to place at the Space Mirror Memorial. The names of fallen astronauts from Apollo 1, Challenger and Columbia, as well as the astronauts who perished in training and commercial airplane accidents are emblazoned on the monument. Each year spaceport employees and guests join others throughout NASA honoring the contributions of astronauts who have perished in the conquest of space.

The Moderating Effect of Employee Political Skill on the Link between Perceptions of a Victimizing Work Environment and Job Performance

PubMed Central

Bentley, Jeffrey R.; Treadway, Darren C.; Williams, Lisa V.; Gazdag, Brooke Ann; Yang, Jun

2017-01-01

Research has generally revealed only a weak link, if any at all, between victimization-related experiences and job performance. Drawing on the commonly used conservation of resources perspective, we argue that such inconsistent evidence in the organizational literature stems from an over-focus on personal resources at the expense of considering the role of social resources. Victimization is an interpersonal phenomenon with social ramifications. Its effects may be better captured when measured from the standpoint of the social environment, and analyzed relative to an employee’s capacity to effectively regulate those social resources. With the latter capacity being encapsulated by the construct of political skill, we conducted two studies to explore the moderating influence of employee political skill on the relationship between employee perceptions of a victimizing work environment and employee task performance. In Study 1, employees with low political skill exhibited reduced task performance when perceiving a victimizing environment, and this link was found to be mediated by tension in Study 2. Those with high political skill exhibit no change in performance across victimization perceptions in Study 2, yet an increase in performance in Study 1. We discuss our findings relative to the victimization and political skill literatures. PMID:28611706

21 CFR 1405.640 - Employee.

Code of Federal Regulations, 2011 CFR

2011-04-01

... engaged in the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to... ASSISTANCE) Definitions § 1405.640 Employee. (a) Employee means the employee of a recipient directly engaged...

21 CFR 1405.640 - Employee.

Code of Federal Regulations, 2012 CFR

2012-04-01

... engaged in the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to... ASSISTANCE) Definitions § 1405.640 Employee. (a) Employee means the employee of a recipient directly engaged...

22 CFR 133.640 - Employee.

Code of Federal Regulations, 2011 CFR

2011-04-01

... engaged in the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to... ASSISTANCE) Definitions § 133.640 Employee. (a) Employee means the employee of a recipient directly engaged...

22 CFR 1509.640 - Employee.

Code of Federal Regulations, 2012 CFR

2012-04-01

... engaged in the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to... ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly engaged...

21 CFR 1405.640 - Employee.

Code of Federal Regulations, 2013 CFR

2013-04-01

... engaged in the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to... ASSISTANCE) Definitions § 1405.640 Employee. (a) Employee means the employee of a recipient directly engaged...

22 CFR 1008.640 - Employee.

Code of Federal Regulations, 2011 CFR

2011-04-01

... engaged in the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to... ASSISTANCE) Definitions § 1008.640 Employee. (a) Employee means the employee of a recipient directly engaged...

22 CFR 1509.640 - Employee.

Code of Federal Regulations, 2011 CFR

2011-04-01

... engaged in the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to... ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly engaged...

22 CFR 1509.640 - Employee.

Code of Federal Regulations, 2014 CFR

2014-04-01

... engaged in the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to... ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly engaged...

22 CFR 1008.640 - Employee.

Code of Federal Regulations, 2013 CFR

2013-04-01

... engaged in the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to... ASSISTANCE) Definitions § 1008.640 Employee. (a) Employee means the employee of a recipient directly engaged...

22 CFR 133.640 - Employee.

Code of Federal Regulations, 2013 CFR

2013-04-01

... engaged in the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to... ASSISTANCE) Definitions § 133.640 Employee. (a) Employee means the employee of a recipient directly engaged...

22 CFR 1509.640 - Employee.

Code of Federal Regulations, 2013 CFR

2013-04-01

... engaged in the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to... ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly engaged...

22 CFR 1008.640 - Employee.

Code of Federal Regulations, 2012 CFR

2012-04-01

... engaged in the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to... ASSISTANCE) Definitions § 1008.640 Employee. (a) Employee means the employee of a recipient directly engaged...

22 CFR 133.640 - Employee.

Code of Federal Regulations, 2014 CFR

2014-04-01

... engaged in the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to... ASSISTANCE) Definitions § 133.640 Employee. (a) Employee means the employee of a recipient directly engaged...

22 CFR 1008.640 - Employee.

Code of Federal Regulations, 2014 CFR

2014-04-01

... engaged in the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to... ASSISTANCE) Definitions § 1008.640 Employee. (a) Employee means the employee of a recipient directly engaged...

22 CFR 133.640 - Employee.

Code of Federal Regulations, 2012 CFR

2012-04-01

... engaged in the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to... ASSISTANCE) Definitions § 133.640 Employee. (a) Employee means the employee of a recipient directly engaged...

Proceedings of the 1992 Annual Meeting NASA Occupational Health Program

NASA Technical Reports Server (NTRS)

1993-01-01

The purpose of this meeting was to exchange information across NASA facilities that is critical to agency-wide improvement in the efforts to maintain and enhance employee health. The topics covered include the following: occupational medicine, environmental health, physical fitness, and health education.

Throttling Impacts on Hall Thruster Performance, Erosion, and Qualification for NASA Science Missions

NASA Technical Reports Server (NTRS)

Dankanich, John W.; DeHoyos, Amado

2007-01-01

With the SMART-1, Department of Defense, and commercial industry successes in Hall thruster technologies, NASA has started considering Hall thrusters for science missions. The recent Discovery proposals included a Hall thruster science mission and the In-Space Propulsion Project is investing in Hall thruster technologies. As the confidence in Hall thrusters improve, ambitious multi-thruster missions are being considered. Science missions often require large throttling ranges due to the 1/r(sup 2) power drop-off from the sun. Deep throttling of Hall thrusters will impact the overall system performance. Also, Hall thrusters can be throttled with both current and voltage, impacting erosion rates and performance. Last, electric propulsion thruster lifetime qualification has previously been conducted with long duration full power tests. Full power tests may not be appropriate for NASA science missions, and a combination of lifetime testing at various power levels with sufficient analysis is recommended. Analyses of various science missions and throttling schemes using the Aerojet BPT-4000 and NASA 103M HiVHAC thruster are presented.

Development of occupational health at NASA: five decades of progress.

PubMed

Doarn, Charles R; Angotti, Catherine; Cooper, Linda

2012-03-01

As NASA celebrates the 50th anniversary of human spaceflight, we reflect back on the individuals who forged a new way in the frontier of space. While much has been written about the astronauts and the systems that got them into space and safely home; less attention has been given to NASA employees and its contractors. NASA has always been conscious of the unique nature of its workforce and its importance to the space program. NASA established a comprehensive occupational health program, which began as part of the Agency's Space Medicine function in the early 1960s. Over the years, this program grew in stature and capability. This paper traces the history and development of NASA's Occupational Health, highlighting the programs and people who focused their energies on ensuring the health and safety of its workforce.

Eclipse Across America: Through the Eyes of NASA

NASA Astrophysics Data System (ADS)

Young, C. Alex; Heliophysics Education Consortium

2018-01-01

Monday, August 21, 2017, marked the first total solar eclipse to cross the continental United States coast-to-coast in almost a century. NASA scientists and educators, working alongside many partners, were spread across the entire country, both inside and outside the path of totality. Like many other organizations, NASA prepared for this eclipse for several years. The August 21 eclipse was NASA's biggest media event in recent history, and was made possible by the work of thousands of volunteers, collaborators and NASA employees. The agency supported science, outreach, and media communications activities along the path of totality and across the country. This culminated in a 3 ½-hour broadcast from Charleston, SC, showcasing the sights and sounds of the eclipse – starting with the view from a plane off the coast of Oregon and ending with images from the International Space Station as the Moon's inner shadow left the US East Coast. Along the way, NASA shared experiments and research from different groups of scientists, including 11 NASA-supported studies, 50+ high-altitude balloon launches, and 12 NASA and partner space-based assets. This talk shares the timeline of this momentous event from NASA's perspective, describing outreach successes and providing a glimpse at some of the science results available and yet to come.

25 CFR 502.14 - Key employee.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 25 Indians 2 2010-04-01 2010-04-01 false Key employee. 502.14 Section 502.14 Indians NATIONAL....14 Key employee. Key employee means: (a) A person who performs one or more of the following functions... gaming operation. (d) Any other person designated by the tribe as a key employee. [57 FR 12392, Apr. 9...

28 CFR 83.640 - Employee.

Code of Federal Regulations, 2012 CFR

2012-07-01

... the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to meet a...) Definitions § 83.640 Employee. (a) Employee means the employee of a recipient directly engaged in the...

49 CFR 32.640 - Employee.

Code of Federal Regulations, 2012 CFR

2012-10-01

... engaged in the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to... ASSISTANCE) Definitions § 32.640 Employee. (a) Employee means the employee of a recipient directly engaged in...

28 CFR 83.640 - Employee.

Code of Federal Regulations, 2013 CFR

2013-07-01

... the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to meet a...) Definitions § 83.640 Employee. (a) Employee means the employee of a recipient directly engaged in the...

28 CFR 83.640 - Employee.

Code of Federal Regulations, 2014 CFR

2014-07-01

... the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to meet a...) Definitions § 83.640 Employee. (a) Employee means the employee of a recipient directly engaged in the...

49 CFR 32.640 - Employee.

Code of Federal Regulations, 2014 CFR

2014-10-01

... engaged in the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to... ASSISTANCE) Definitions § 32.640 Employee. (a) Employee means the employee of a recipient directly engaged in...

49 CFR 32.640 - Employee.

Code of Federal Regulations, 2013 CFR

2013-10-01

... engaged in the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to... ASSISTANCE) Definitions § 32.640 Employee. (a) Employee means the employee of a recipient directly engaged in...

28 CFR 83.640 - Employee.

Code of Federal Regulations, 2011 CFR

2011-07-01

... the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to meet a...) Definitions § 83.640 Employee. (a) Employee means the employee of a recipient directly engaged in the...

49 CFR 32.640 - Employee.

Code of Federal Regulations, 2011 CFR

2011-10-01

... engaged in the performance of work under the award and who are on the recipient's payroll. (b) This definition does not include workers not on the payroll of the recipient (e.g., volunteers, even if used to... ASSISTANCE) Definitions § 32.640 Employee. (a) Employee means the employee of a recipient directly engaged in...

NASA/ESACV-990 spacelab simulation. Appendix B: Experiment development and performance

NASA Technical Reports Server (NTRS)

Reller, J. O., Jr.; Neel, C. B.; Haughney, L. C.

1976-01-01

Eight experiments flown on the CV-990 airborne laboratory during the NASA/ESA joint Spacelab simulation mission are described in terms of their physical arrangement in the aircraft, their scientific objectives, developmental considerations dictated by mission requirements, checkout, integration into the aircraft, and the inflight operation and performance of the experiments.

Does employee involvement work? Yes, sometimes.

PubMed

Cotton, J L

1997-12-01

Employee involvement per se is not always effective for improving performance and/or employee attitudes. Rather, there are several different forms of employee involvement, some of which are effective, while others are not. This article describes seven forms of employee involvement, giving examples, and summarizes research findings for each form, concluding with a summary of which are the best and which are worst. This article also describes what is necessary for effective employee involvement, focusing on management commitment and training for both management and employees.

KENNEDY SPACE CENTER, FLA. -- NASA Deputy Associate Administrator for Space Station and Shuttle Programs Michael Kostelnik (center) is given a tour of a solid rocket booster (SRB) retrieval ship by United Space Alliance (USA) employee Joe Chaput (right). NASA and USA Space Shuttle program management are participating in a leadership workday. The day is intended to provide management with an in-depth, hands-on look at Shuttle processing activities at KSC.

NASA Image and Video Library

2003-12-19

KENNEDY SPACE CENTER, FLA. -- NASA Deputy Associate Administrator for Space Station and Shuttle Programs Michael Kostelnik (center) is given a tour of a solid rocket booster (SRB) retrieval ship by United Space Alliance (USA) employee Joe Chaput (right). NASA and USA Space Shuttle program management are participating in a leadership workday. The day is intended to provide management with an in-depth, hands-on look at Shuttle processing activities at KSC.

1999 NASA High-Speed Research Program Aerodynamic Performance Workshop. Volume 1; Configuration Aerodynamics

NASA Technical Reports Server (NTRS)

Hahne, David E. (Editor)

1999-01-01

NASA's High-Speed Research Program sponsored the 1999 Aerodynamic Performance Technical Review on February 8-12, 1999 in Anaheim, California. The review was designed to bring together NASA and industry High-Speed Civil Transport (HSCT) Aerodynamic Performance technology development participants in the areas of Configuration Aerodynamics (transonic and supersonic cruise drag prediction and minimization), High Lift, and Flight Controls. The review objectives were to: (1) report the progress and status of HSCT aerodynamic performance technology development; (2) disseminate this technology within the appropriate technical communities; and (3) promote synergy among the scientists and engineers working on HSCT aerodynamics. In particular, single and midpoint optimized HSCT configurations, HSCT high-lift system performance predictions, and HSCT simulation results were presented, along with executive summaries for all the Aerodynamic Performance technology areas. The HSR Aerodynamic Performance Technical Review was held simultaneously with the annual review of the following airframe technology areas: Materials and Structures, Environmental Impact, Flight Deck, and Technology Integration. Thus, a fourth objective of the Review was to promote synergy between the Aerodynamic Performance technology area and the other technology areas of the HSR Program. This Volume 1/Part 1 publication covers configuration aerodynamics.

1999 NASA High-Speed Research Program Aerodynamic Performance Workshop. Volume 2; High Lift

NASA Technical Reports Server (NTRS)

Hahne, David E. (Editor)

1999-01-01

NASA's High-Speed Research Program sponsored the 1999 Aerodynamic Performance Technical Review on February 8-12, 1999 in Anaheim, California. The review was designed to bring together NASA and industry High-Speed Civil Transport (HSCT) Aerodynamic Performance technology development participants in the areas of Configuration Aerodynamics (transonic and supersonic cruise drag prediction and minimization), High Lift, and Flight Controls. The review objectives were to (1) report the progress and status of HSCT aerodynamic performance technology development; (2) disseminate this technology within the appropriate technical communities; and (3) promote synergy among die scientists and engineers working on HSCT aerodynamics. In particular, single and midpoint optimized HSCT configurations, HSCT high-lift system performance predictions, and HSCT simulation results were presented, along with executive summaries for all the Aerodynamic Performance technology areas. The HSR Aerodynamic Performance Technical Review was held simultaneously with the annual review of the following airframe technology areas: Materials and Structures, Environmental Impact, Flight Deck, and Technology Integration. Thus, a fourth objective of the Review was to promote synergy between the Aerodynamic Performance technology area and the other technology areas of the HSR Program. This Volume 2/Part 2 publication covers the tools and methods development session.

1999 NASA High-Speed Research Program Aerodynamic Performance Workshop. Volume 1; Configuration Aerodynamics

NASA Technical Reports Server (NTRS)

Hahne, David E. (Editor)

1999-01-01

NASA's High-Speed Research Program sponsored the 1999 Aerodynamic Performance Technical Review on February 8-12, 1999 in Anaheim, California. The review was designed to bring together NASA and industry High-Speed Civil Transport (HSCT) Aerodynamic Performance technology development participants in the areas of Configuration Aerodynamics (transonic and supersonic cruise drag prediction and minimization), High Lift, and Flight Controls. The review objectives were to (1) report the progress and status of HSCT aerodynamic performance technology development; (2) disseminate this technology within the appropriate technical communities; and (3) promote synergy among the scientists and engineers working on HSCT aerodynamics. In particular, single and midpoint optimized HSCT configurations, HSCT high-lift system performance predictions, and HSCT simulation results were presented, along with executive summaries for all the Aerodynamic Performance technology areas. The HSR Aerodynamic Performance Technical Review was held simultaneously with the annual review of the following airframe technology areas: Materials and Structures, Environmental Impact, Flight Deck, and Technology Integration. Thus, a fourth objective of the Review was to promote synergy between the Aerodynamic Performance technology area and the other technology areas of the HSR Program. This Volume 1/Part 2 publication covers the design optimization and testing sessions.

The IBM PC at NASA Ames

NASA Technical Reports Server (NTRS)

Peredo, James P.

1988-01-01

Like many large companies, Ames relies very much on its computing power to get work done. And, like many other large companies, finding the IBM PC a reliable tool, Ames uses it for many of the same types of functions as other companies. Presentation and clarification needs demand much of graphics packages. Programming and text editing needs require simpler, more-powerful packages. The storage space needed by NASA's scientists and users for the monumental amounts of data that Ames needs to keep demand the best database packages that are large and easy to use. Availability to the Micom Switching Network combines the powers of the IBM PC with the capabilities of other computers and mainframes and allows users to communicate electronically. These four primary capabilities of the PC are vital to the needs of NASA's users and help to continue and support the vast amounts of work done by the NASA employees.

Financial performance, employee well-being, and client well-being in for-profit and not-for-profit nursing homes: A systematic review.

PubMed

Bos, Aline; Boselie, Paul; Trappenburg, Margo

Expanding the opportunities for for-profit nursing home care is a central theme in the debate on the sustainable organization of the growing nursing home sector in Western countries. We conducted a systematic review of the literature over the last 10 years in order to determine the broad impact of nursing home ownership in the United States. Our review has two main goals: (a) to find out which topics have been studied with regard to financial performance, employee well-being, and client well-being in relation to nursing home ownership and (b) to assess the conclusions related to these topics. The review results in two propositions on the interactions between financial performance, employee well-being, and client well-being as they relate to nursing home ownership. Five search strategies plus inclusion and quality assessment criteria were applied to identify and select eligible studies. As a result, 50 studies were included in the review. Relevant findings were categorized as related to financial performance (profit margins, efficiency), employee well-being (staffing levels, turnover rates, job satisfaction, job benefits), or client well-being (care quality, hospitalization rates, lawsuits/complaints) and then analyzed based on common characteristics. For-profit nursing homes tend to have better financial performance, but worse results with regard to employee well-being and client well-being, compared to not-for-profit sector homes. We argue that the better financial performance of for-profit nursing homes seems to be associated with worse employee and client well-being. For policy makers considering the expansion of the for-profit sector in the nursing home industry, our findings suggest the need for a broad perspective, simultaneously weighing the potential benefits and drawbacks for the organization, its employees, and its clients.

A Study on the Effects of Some Reinforcers to Improve Performance of Employees in a Retail Industry

ERIC Educational Resources Information Center

Raj, John Dilip; Nelson, John Abraham; Rao, K. S. P.

2006-01-01

Two field experiments were conducted in the Business Information Technology Department of a major retail industry to analyze the impact of positive task performance reinforcers. The employees were divided into two broad groups--those performing complex tasks and those performing relatively simpler tasks. The first group was further divided into…

Benefits for employees with children with special needs: findings from the collaborative employee benefit study.

PubMed

Perrin, James M; Fluet, Christina F; Honberg, Lynda; Anderson, Betsy; Wells, Nora; Epstein, Susan; Allen, Deborah; Tobias, Carol; Kuhlthau, Karen A

2007-01-01

Approximately 13-15 percent of U.S. children have special health care needs. The demands of their caregiving can affect their parents' health and workplace performance. We interviewed forty-one U.S. employers and conducted focus groups with working parents in four U.S. cities to determine the extent to which employers understand the needs of these families and to identify opportunities for improving workplace benefits for these employees beyond health insurance. Employers saw value in improving workforce performance and employee retention through expanded benefits and indicated promising opportunities to improve their response to the needs of employees with children with chronic conditions.

1999 NASA High-Speed Research Program Aerodynamic Performance Workshop. Volume 2; High Lift

NASA Technical Reports Server (NTRS)

Hahne, David E. (Editor)

1999-01-01

The High-Speed Research Program sponsored the NASA High-Speed Research Program Aerodynamic Performance Review on February 8-12, 1999 in Anaheim, California. The review was designed to bring together NASA and industry High-Speed Civil Transport (HSCT) Aerodynamic Performance technology development participants in areas of: Configuration Aerodynamics (transonic and supersonic cruise drag prediction and minimization) and High-Lift. The review objectives were to: (1) report the progress and status of HSCT aerodynamic performance technology development; (2) disseminate this technology within the appropriate technical communities; and (3) promote synergy among the scientist and engineers working HSCT aerodynamics. The HSR AP Technical Review was held simultaneously with the annual review of the following airframe technology areas: Materials and Structures, Environmental Impact, Flight Deck, and Technology Integration Thus, a fourth objective of the Review was to promote synergy between the Aerodynamic Performance technology area and the other technology areas within the airframe element of the HSR Program. This Volume 2/Part 1 publication presents the High-Lift Configuration Development session.

Regenerative Performance of the NASA Symmetrical Solid Oxide Fuel Cell Design

NASA Technical Reports Server (NTRS)

Cable, Thomas L.; Setlock, John A.; Farmer, Serene C.; Eckel, Andy J.

2009-01-01

The NASA Glenn Research Center is developing both a novel cell design (BSC) and a novel ceramic fabrication technique to produce fuel cells predicted to exceed a specific power density of 1.0 kW/kg. The NASA Glenn cell design has taken a completely different approach among planar designs by removing the metal interconnect and returning to the use of a thin, doped LaCrO3 interconnect. The cell is structurally symmetrical. Both electrodes support the thin electrolyte and contain micro-channels for gas flow-- a geometry referred to as a bi-electrode supported cell or BSC. The cell characteristics have been demonstrated under both SOFC and SOE conditions. Electrolysis tests verify that this cell design operates at very high electrochemical voltage efficiencies (EVE) and high H2O conversion percentages, even at the low flow rates predicted for closed loop systems encountered in unmanned aerial vehicle (UAV) applications. For UAVs the volume, weight and the efficiency are critical as they determine the size of the water tank, the solar panel size, and other system requirements. For UAVs, regenerative solid oxide fuel cell stacks (RSOFC) use solar panels during daylight to generate power for electrolysis and then operate in fuel cell mode during the night to power the UAV and electronics. Recent studies, performed by NASA for a more electric commercial aircraft, evaluated SOFCs for auxiliary power units (APUs). System studies were also conducted for regenerative RSOFC systems. One common requirement for aerospace SOFCs and RSOFCs, determined independently in each application study, was the need for high specific power density and volume density, on the order of 1.0 kW/kg and greater than 1.0 kW/L. Until recently the best reported performance for SOFCs was 0.2 kW/kg or less for stacks. NASA Glenn is working to prototype the light weight, low volume BSC design for such high specific power aerospace applications.

Clusters of Tasks Performed by Merchandising Employees Working in Three Standard Industrial Classifications of Retail Establishments. Final Report, No. 20.

ERIC Educational Resources Information Center

Ertel, Kenneth Arthur

The study assembled up-to-date facts by questionnaire about major types of tasks actually performed by merchandising employees working in department, variety, and general merchandise stores in King and Pierce Counties, Washington. This population closely matched the national percentages, and responses of 609 employees provided data for the study.…

The moderating role of employee positive well being on the relation between job satisfaction and job performance.

PubMed

Wright, Thomas A; Cropanzano, Russell; Bonett, Douglas G

2007-04-01

This research provides further clarification to the age-old quest to better understand the happy/productive worker thesis. Using data from 109 managers employed by a large (over 5000 employees) customer services organization on the West Coast of the United States, both job satisfaction (r=.36, p<.01, 95% CI=.18 to .52) and psychological well-being (PWB; r=.43, p<.01, 95% CI=.26 to .58) were associated with supervisory performance ratings. Using Fredrickson's (2001) broaden-and-build model as the theoretical base, the authors found that PWB moderates the relation between job satisfaction and job performance. Consistent with Fredrickson's model, performance was highest when employees reported high scores on both PWB and job satisfaction. This moderating effect of PWB may account for some of the inconsistent results of previous studies. Copyright (c) 2007 APA, all rights reserved.

Mental workload measurement in operator control room using NASA-TLX

NASA Astrophysics Data System (ADS)

Sugarindra, M.; Suryoputro, M. R.; Permana, A. I.

2017-12-01

The workload, encountered a combination of physical workload and mental workload, is a consequence of the activities for workers. Central control room is one department in the oil processing company, employees tasked with monitoring the processing unit for 24 hours nonstop with a combination of 3 shifts in 8 hours. NASA-TLX (NASA Task Load Index) is one of the subjective mental workload measurement using six factors, namely the Mental demand (MD), Physical demand (PD), Temporal demand (TD), Performance (OP), Effort (EF), frustration levels (FR). Measurement of a subjective mental workload most widely used because it has a high degree of validity. Based on the calculation of the mental workload, there at 5 units (DTU, NPU, HTU, DIST and OPS) at the control chamber (94; 83.33; 94.67; 81, 33 and 94.67 respectively) that categorize as very high mental workload. The high level of mental workload on the operator in the Central Control Room is a requirement to have high accuracy, alertness and can make decisions quickly

NASA Health and Human Performance in Spaceflight

NASA Technical Reports Server (NTRS)

Antonsen, Erik

2017-01-01

NASA, because of its mission and history, has tended to be an insular organization dominated by traditional engineering. Because of the engineering problems associated with early space endeavors, the historical approach to solving problems has been that of engineering. Long duration space travel will require a different approach, one requiring wider participation of those with expertise in divergent, emerging, and evolving fields. NASA has only recently begun to recognize this insufficiency and to reach out to communities, both domestic and international, to gain expertise on how to remedy it.

The relationship between employees' perceptions of human resource systems and organizational performance: examining mediating mechanisms and temporal dynamics.

PubMed

Piening, Erk P; Baluch, Alina M; Salge, Torsten Oliver

2013-11-01

Given the limited understanding of temporal issues in extant theorizing about the link between human resource management (HRM) and performance, in this study we aim to shed light on how, when, and why HR interventions affect organizational performance. On the basis of longitudinal, multi-informant and multisource data from public hospital services in England, we provide new insights into the complex interplay between employees' perceptions of HR systems, job satisfaction, and performance outcomes over time. The dynamic panel data analyses provide support for changes in employees' experience of an HR system being related to subsequent changes in customer satisfaction, as mediated by changes in job satisfaction, albeit these effects decrease over time. Moreover, our longitudinal analyses highlight the importance of feedback effects in the HRM-performance chain, which otherwise appears to evolve in a cyclical manner. (c) 2013 APA, all rights reserved.

Lightfoot Visits Michoud on This Week @NASA – February 18, 2017

NASA Image and Video Library

2017-02-18

NASA’s Acting Administrator Robert Lightfoot visited the agency’s Michoud Assembly Facility in New Orleans Feb. 13 to view damage from the Feb. 7 tornado strike, and to speak with employees about ongoing recovery efforts at the facility. The work at Michoud is critical to supporting the production, testing and final integration of the core stage of NASA’s Space Launch System deep space rocket, the largest rocket stage ever built. Also, Flight Control Technology Evaluated, Ochoa, Foale to be Inducted into Hall of Fame, NASA Employees Honored, and Exceptional Public Achievement Award!

Epistemological Agency and the New Employee

ERIC Educational Resources Information Center

Smith, Raymond

2005-01-01

The necessary learning actions new employees must undertake to meet the performance requirements of their new job may be said to constitute a constructivist epistemology of necessity. This view forms a useful basis of inquiry into new employee workplace learning as it seeks to explicate the significance of what new employees "do" in and…

KENNEDY SPACE CENTER, FLA. - KSC Director Jim Kennedy and Glenn Research Center Director Dr. Julian Earls share the stage during the rollout of the One NASA initiative at KSC. Earls gave a motivational speech during the luncheon held at the Visitor Complex Debus Conference Center. The event was held at the IMAX Theater® where NASA leaders discussed One NASA with selected employees. Explaining how their respective centers contribute to One NASA, along with Kennedy and Earls, were James Jennings, NASA’s associate deputy administrator for institutions and asset management; Ed Weiler, associate administrator for Space Science; Kevin Peterson, Dryden Flight Research Center director; incoming KSC Deputy Director Woodrow Whitlow; and implementation team lead Johnny Stevenson.

NASA Image and Video Library

2003-08-20

KENNEDY SPACE CENTER, FLA. - KSC Director Jim Kennedy and Glenn Research Center Director Dr. Julian Earls share the stage during the rollout of the One NASA initiative at KSC. Earls gave a motivational speech during the luncheon held at the Visitor Complex Debus Conference Center. The event was held at the IMAX Theater® where NASA leaders discussed One NASA with selected employees. Explaining how their respective centers contribute to One NASA, along with Kennedy and Earls, were James Jennings, NASA’s associate deputy administrator for institutions and asset management; Ed Weiler, associate administrator for Space Science; Kevin Peterson, Dryden Flight Research Center director; incoming KSC Deputy Director Woodrow Whitlow; and implementation team lead Johnny Stevenson.

KENNEDY SPACE CENTER, FLA. - Dryden Flight Research Center Director Kevin Peterson talks about One NASA during the rollout of the Agency initiative at KSC. The event was held at the IMAX Theater® where NASA leaders discussed One NASA with selected employees. Explaining how their respective centers contribute to One NASA, along with Peterson, were KSC Director Jim Kennedy, James Jennings, NASA’s associate deputy administrator for institutions and asset management; Ed Weiler, associate administrator for Space Science; Kevin Peterson, Dryden Flight Research Center director; incoming KSC Deputy Director Woodrow Whitlow; and implementation team lead Johnny Stevenson. Glenn Research Center Director Dr. Julian Earls gave a motivational speech during the luncheon held at the Visitor Complex Debus Conference Center.

NASA Image and Video Library

2003-08-20

KENNEDY SPACE CENTER, FLA. - Dryden Flight Research Center Director Kevin Peterson talks about One NASA during the rollout of the Agency initiative at KSC. The event was held at the IMAX Theater® where NASA leaders discussed One NASA with selected employees. Explaining how their respective centers contribute to One NASA, along with Peterson, were KSC Director Jim Kennedy, James Jennings, NASA’s associate deputy administrator for institutions and asset management; Ed Weiler, associate administrator for Space Science; Kevin Peterson, Dryden Flight Research Center director; incoming KSC Deputy Director Woodrow Whitlow; and implementation team lead Johnny Stevenson. Glenn Research Center Director Dr. Julian Earls gave a motivational speech during the luncheon held at the Visitor Complex Debus Conference Center.

NASA's university program: Active grants and research contracts, fiscal year 1977

NASA Technical Reports Server (NTRS)

1977-01-01

As basic policy NASA believes that colleges and universities should be encouraged to participate in the nation's space and aeronautics program to the maximum extent practicable. The Office of University Affairs (OUA) serves as a focal point for NASA's relationships with colleges and universities. One of its roles is to provide information on the NASA University Program. The present document is designed to serve several purposes and a wide range of audiences from private individuals to NASA employees. The emphasis is on the technical content of the program, rather than on fiscal data, which is available separately from OUA. As some terminology will not be familiar to all readers, a User's Guide is included to facilitate the fullest use of the material related to the interests of any particular reader.

Motivating Peak Performance: Leadership Behaviors That Stimulate Employee Motivation and Performance

ERIC Educational Resources Information Center

Webb, Kerry

2007-01-01

The impact of leader behaviors on motivation levels of employees was examined in this study. Two hundred twenty-three vice presidents and chief officers from 104 member colleges and universities in the Council for Christian Colleges and Universities were sampled. Leaders were administered the Multifactor Leadership Questionnaire (MLQ-rater…

Performance of advanced chromium electrodes for the NASA Redox Energy Storage System

NASA Technical Reports Server (NTRS)

Gahn, R. F.; Charleston, J.; Ling, J. S.; Reid, M. A.

1981-01-01

Chromium electrodes were prepared for the NASA Redox Storage System with meet the performance requirements for solar-photovoltaic, wind-turbine and electric utility applications. Gold-lead catalyzed carbon felt electrodes up tp 930 sq cm were fabricated and tested in single cells and multicell stacks for hydrogen evolution, coulombic efficiency, catalyst stability and electrochemical activity. Factors which affect the overall performance of a particular electrode include the carbon felt lot, the cleaning treatment and the gold catalyzation method. Effects of the chromium solution chemistry and impurities on charge/discharge performance are also presented.

Corporate Benefits of Employee Recreation Programs.

ERIC Educational Resources Information Center

Finney, Craig

1984-01-01

Employee recreation programs have been shown to reduce absenteeism, increase performance and productivity, reduce stress levels, and increase job satisfaction. Studies that present positive results of employee recreation are discussed. (DF)

Stennis all-hazards network adopted throughout NASA

NASA Image and Video Library

2009-10-13

Stennis Space Center employees Mike McKinion (left), with Erica Lane Enterprises, and Luke Scianna, with the Jacobs Facility Operating Services Contract, monitor the facility and surrounding area on the 'all-hazards network' known as HazNet. The HazNet system at Stennis was developed by a local Mississippi company to help facilitate coordinated response during emergency and disaster situations. The system was installed in the new Emergency Operations Center built at Stennis before being implemented throughout NASA. HazNet was designed by NVision Solutions Inc. of Bay St. Louis, Miss., through NASA's Innovative Partnerships Program. In addition to being used at Stennis, it has been installed at other Gulf Coast communities to help coordinate response during emergencies and such natural disasters as hurricanes.

Energy Exchange NASA Opening Plenary

NASA Technical Reports Server (NTRS)

Marrs, Rick

2017-01-01

Rick Marrs, Deputy Assistant Administrator Office of Strategic Infrastructure NASA Headquarters will be speaking during the 2017 Energy Exchange opening plenary. His presentation showcases the NASA mission, sustainability at NASA, NASA's strategic Sustainability Performance Plan, Existing PV Partnerships, and NASA funded Solar Initiatives at KSC.

75 FR 49595 - Performance of Functions; Claims for Compensation Under the Federal Employees' Compensation Act...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-08-13

...The Department of Labor proposes to amend the regulations governing the administration of the Federal Employees' Compensation Act (FECA), which provides benefits to all civilian Federal employees and certain other groups of employees and individuals who are injured or killed while performing their jobs. The Department of Labor also proposes to revise the regulations establishing the authority of the Office of Workers' Compensation Programs (OWCP) which administers the FECA. The existing rules have been amended to acknowledge a change in the organization of the OWCP and amendments to the FECA which have occurred since the last time the regulations were amended in 1999. These changes also update the regulations by taking into account changes in technology and other changes to improve administrative efficiency. As many FECA claimants are not represented, the regulations are revised to insert FECA statutory references as a frame of reference for clarity and ease of use. The regulations include adding the skin as an organ pursuant to 5 U.S.C. 8107(c)(22). The regulations also create a new special schedule covering injuries to non-citizen non-resident Federal employees outside the United States. Finally, the regulations covering the processing of medical bills have been updated to provide for greater use of technology in that process to reduce costs and to clarify requirements for such submissions.

29 CFR 1960.59 - Training of employees and employee representatives.

Code of Federal Regulations, 2010 CFR

2010-07-01

... specialized job safety and health training appropriate to the work performed by the employee, for example: Clerical; printing; welding; crane operation; chemical analysis, and computer operations. Such training...

Integrated and isolated impact of high-performance work practices on employee health and well-being: A comparative study.

PubMed

Ogbonnaya, Chidiebere; Daniels, Kevin; Connolly, Sara; van Veldhoven, Marc

2017-01-01

We investigate the positive relationships between high-performance work practices (HPWP) and employee health and well-being and examine the conflicting assumption that high work intensification arising from HPWP might offset these positive relationships. We present new insights on whether the combined use (or integrated effects) of HPWP has greater explanatory power on employee health, well-being, and work intensification compared to their isolated or independent effects. We use data from the 2004 British Workplace Employment Relations Survey (22,451 employees nested within 1,733 workplaces) and the 2010 British National Health Service Staff survey (164,916 employees nested within 386 workplaces). The results show that HPWP have positive combined effects in both contexts, and work intensification has a mediating role in some of the linkages investigated. The results also indicate that the combined use of HPWP may be sensitive to particular organizational settings, and may operate in some sectors but not in others. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Welcome to the NASA High Performance Computing and Communications Computational Aerosciences (CAS) Workshop 2000

NASA Technical Reports Server (NTRS)

Schulbach, Catherine H. (Editor)

2000-01-01

The purpose of the CAS workshop is to bring together NASA's scientists and engineers and their counterparts in industry, other government agencies, and academia working in the Computational Aerosciences and related fields. This workshop is part of the technology transfer plan of the NASA High Performance Computing and Communications (HPCC) Program. Specific objectives of the CAS workshop are to: (1) communicate the goals and objectives of HPCC and CAS, (2) promote and disseminate CAS technology within the appropriate technical communities, including NASA, industry, academia, and other government labs, (3) help promote synergy among CAS and other HPCC scientists, and (4) permit feedback from peer researchers on issues facing High Performance Computing in general and the CAS project in particular. This year we had a number of exciting presentations in the traditional aeronautics, aerospace sciences, and high-end computing areas and in the less familiar (to many of us affiliated with CAS) earth science, space science, and revolutionary computing areas. Presentations of more than 40 high quality papers were organized into ten sessions and presented over the three-day workshop. The proceedings are organized here for easy access: by author, title and topic.

Performance Evaluation of the NASA GTX RBCC Flowpath

NASA Technical Reports Server (NTRS)

Thomas, Scott R.; Palac, Donald T.; Trefny, Charles J.; Roche, Joseph M.

2001-01-01

The NASA Glenn Research Center serves as NASAs lead center for aeropropulsion. Several programs are underway to explore revolutionary airbreathing propulsion systems in response to the challenge of reducing the cost of space transportation. Concepts being investigated include rocket-based combined cycle (RBCC), pulse detonation wave, and turbine-based combined cycle (TBCC) engines. The GTX concept is a vertical launched, horizontal landing, single stage to orbit (SSTO) vehicle utilizing RBCC engines. The propulsion pod has a nearly half-axisymmetric flowpath that incorporates a rocket and ram-scramjet. The engine system operates from lift-off up to above Mach 10, at which point the airbreathing engine flowpath is closed off, and the rocket alone powers the vehicle to orbit. The paper presents an overview of the research efforts supporting the development of this RBCC propulsion system. The experimental efforts of this program consist of a series of test rigs. Each rig is focused on development and optimization of the flowpath over a specific operating mode of the engine. These rigs collectively establish propulsion system performance over all modes of operation, therefore, covering the entire speed range. Computational Fluid Mechanics (CFD) analysis is an important element of the GTX propulsion system development and validation. These efforts guide experiments and flowpath design, provide insight into experimental data, and extend results to conditions and scales not achievable in ground test facilities. Some examples of important CFD results are presented.

20 CFR 638.527 - Federal employees' compensation.

Code of Federal Regulations, 2010 CFR

2010-04-01

...' compensation. (a) Students shall be considered federal employees for purposes of Federal employees' compensation (FEC). (Section 436(a)(2)) (b) Resident students shall be considered to be in the “performance of duty” as Federal employees from the date they leave their homes and begin authorized travel to their...

NASA/ASEE Faculty Fellowship Program: 2003 Research Reports

NASA Technical Reports Server (NTRS)

Kotnour, Tim (Editor); LopezdeCastillo, Eduardo (Editor)

2003-01-01

This document is a collection of technical reports on research conducted by the participants in the 2003 NASA/ASEE Faculty Fellowship Program at the John F. Kennedy Space Center (KSC). This was the nineteenth year that a NASA/ASEE program has been conducted at KSC. The 2003 program was administered by the University of Central Florida (UCF) in cooperation with KSC. The program was operated under the auspices of the American Society for Engineering Education (ASEE) and the Education Division, NASA Headquarters, Washington, D.C. The KSC program was one of nine such Aeronautics and Space Research Programs funded by NASA Headquarters in 2003. The basic common objectives of the NASA/ASEE Faculty Fellowship Program are: A) To further the professional knowledge of qualified engineering and science faculty members; B) To stimulate an exchange of ideas between teaching participants and employees of NASA; C) To enrich and refresh the research and teaching activities of participants institutions; D) To contribute to the research objectives of the NASA center. The KSC Faculty Fellows spent ten weeks (May 19 through July 25, 2003) working with NASA scientists and engineers on research of mutual interest to the university faculty member and the NASA colleague. The editors of this document were responsible for selecting appropriately qualified faculty to address some of the many research areas of current interest to NASA/KSC. A separate document reports on the administrative aspects of the 2003 program. The NASA/ASEE program is intended to be a two-year program to allow in-depth research by the university faculty member. In many cases a faculty member has developed a close working relationship with a particular NASA group that had provided funding beyond the two-year limit.

NASA Human Health and Performance Strategy

NASA Technical Reports Server (NTRS)

Davis, Jeffrey R.

2012-01-01

In May 2007, what was then the Space Life Sciences Directorate, issued the 2007 Space Life Sciences Strategy for Human Space Exploration. In January 2012, leadership and key directorate personnel were once again brought together to assess the current and expected future environment against its 2007 Strategy and the Agency and Johnson Space Center goals and strategies. The result was a refined vision and mission, and revised goals, objectives, and strategies. One of the first changes implemented was to rename the directorate from Space Life Sciences to Human Health and Performance to better reflect our vision and mission. The most significant change in the directorate from 2007 to the present is the integration of the Human Research Program and Crew Health and Safety activities. Subsequently, the Human Health and Performance Directorate underwent a reorganization to achieve enhanced integration of research and development with operations to better support human spaceflight and International Space Station utilization. These changes also enable a more effective and efficient approach to human system risk mitigation. Since 2007, we have also made significant advances in external collaboration and implementation of new business models within the directorate and the Agency, and through two newly established virtual centers, the NASA Human Health and Performance Center and the Center of Excellence for Collaborative Innovation. Our 2012 Strategy builds upon these successes to address the Agency s increased emphasis on societal relevance and being a leader in research and development and innovative business and communications practices. The 2012 Human Health and Performance Vision is to lead the world in human health and performance innovations for life in space and on Earth. Our mission is to enable optimization of human health and performance throughout all phases of spaceflight. All HHPD functions are ultimately aimed at achieving this mission. Our activities enable

NASA Human Health and Performance Strategy

NASA Technical Reports Server (NTRS)

Davis, Jeffrey R.

2012-01-01

In May 2007, what was then the Space Life Sciences Directorate, issued the 2007 Space Life Sciences Strategy for Human Space Exploration. In January 2012, leadership and key directorate personnel were once again brought together to assess the current and expected future environment against its 2007 Strategy and the Agency and Johnson Space Center goals and strategies. The result was a refined vision and mission, and revised goals, objectives, and strategies. One of the first changes implemented was to rename the directorate from Space Life Sciences to Human Health and Performance to better reflect our vision and mission. The most significant change in the directorate from 2007 to the present is the integration of the Human Research Program and Crew Health and Safety activities. Subsequently, the Human Health and Performance Directorate underwent a reorganization to achieve enhanced integration of research and development with operations to better support human spaceflight and International Space Station utilization. These changes also enable a more effective and efficient approach to human system risk mitigation. Since 2007, we have also made significant advances in external collaboration and implementation of new business models within the directorate and the Agency, and through two newly established virtual centers, the NASA Human Health and Performance Center and the Center of Excellence for Collaborative Innovation. Our 2012 Strategy builds upon these successes to address the Agency's increased emphasis on societal relevance and being a leader in research and development and innovative business and communications practices. The 2012 Human Health and Performance Vision is to lead the world in human health and performance innovations for life in space and on Earth. Our mission is to enable optimization of human health and performance throughout all phases of spaceflight. All HH&P functions are ultimately aimed at achieving this mission. Our activities enable

NASA Space Human Factors Program

NASA Technical Reports Server (NTRS)

1992-01-01

This booklet briefly and succinctly treats 23 topics of particular interest to the NASA Space Human Factors Program. Most articles are by different authors who are mainly NASA Johnson or NASA Ames personnel. Representative topics covered include mental workload and performance in space, light effects on Circadian rhythms, human sleep, human reasoning, microgravity effects and automation and crew performance.

Workplace deviance: strategies for modifying employee behavior.

PubMed

Pulich, Marcia; Tourigny, Louise

2004-01-01

More than ever, today's health care employees must perform their jobs as efficiently and effectively as possible. Job performance must integrate both technical and necessary soft skills. Workplace deviant behaviors are counterproductive to good job performance. Various deviant behaviors are examined. Areas and strategies of managerial intervention are reviewed which will enable the prevention or modification of undesired employee behaviors.

Performance Analysis of a NASA Integrated Network Array

NASA Technical Reports Server (NTRS)

Nessel, James A.

2012-01-01

The Space Communications and Navigation (SCaN) Program is planning to integrate its individual networks into a unified network which will function as a single entity to provide services to user missions. This integrated network architecture is expected to provide SCaN customers with the capabilities to seamlessly use any of the available SCaN assets to support their missions to efficiently meet the collective needs of Agency missions. One potential optimal application of these assets, based on this envisioned architecture, is that of arraying across existing networks to significantly enhance data rates and/or link availabilities. As such, this document provides an analysis of the transmit and receive performance of a proposed SCaN inter-network antenna array. From the study, it is determined that a fully integrated internetwork array does not provide any significant advantage over an intra-network array, one in which the assets of an individual network are arrayed for enhanced performance. Therefore, it is the recommendation of this study that NASA proceed with an arraying concept, with a fundamental focus on a network-centric arraying.

Public Sector Employee Assistance Programs.

ERIC Educational Resources Information Center

Kemp, Donna R.; Verlinde, Beverly

This document discusses employee assistance programs (EAPs), programs which have been developed to help employees deal with personal problems that seriously affect job performance. It reviews literature which specifically addresses EAPs in the public sector, noting that there are no exact figures on how many public entities have EAPs. Previous…

Administrator Bolden visits Ames on This Week @NASA – February 19, 2016

NASA Image and Video Library

2016-02-19

NASA Administrator Charles Bolden visited Ames Research Center at Moffett Field, California to thank employees for the work they do on behalf of the agency to improve aviation. President Obama’s Fiscal Year 2017 budget proposal for NASA calls for a multi-year investment in aeronautics research that will enable the agency to test, demonstrate and validate cutting-edge technologies designed to make aviation cleaner, greener, safer, and quieter. Also, Cygnus leaves the space station, New astrophysics mission, X-ray astronomy mission launches, and NEAR Shoemaker anniversary!

A distributed version of the NASA Engine Performance Program

NASA Technical Reports Server (NTRS)

Cours, Jeffrey T.; Curlett, Brian P.

1993-01-01

Distributed NEPP, a version of the NASA Engine Performance Program, uses the original NEPP code but executes it in a distributed computer environment. Multiple workstations connected by a network increase the program's speed and, more importantly, the complexity of the cases it can handle in a reasonable time. Distributed NEPP uses the public domain software package, called Parallel Virtual Machine, allowing it to execute on clusters of machines containing many different architectures. It includes the capability to link with other computers, allowing them to process NEPP jobs in parallel. This paper discusses the design issues and granularity considerations that entered into programming Distributed NEPP and presents the results of timing runs.

76 FR 37897 - Performance of Functions; Claims for Compensation Under the Federal Employees' Compensation Act...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-06-28

...On August 13, 2010, the Department of Labor (DOL) proposed revisions to the regulations governing the administration of the Federal Employees' Compensation Act (FECA). The FECA provides benefits to all civilian Federal employees and certain other groups of employees and individuals who are injured or killed while performing their jobs. At that time, DOL also proposed revisions to the regulations establishing the authority of the Office of Workers' Compensation Programs (OWCP) which administers the FECA. The proposed changes were summarized in that publication. The existing rules have been amended to acknowledge a change in the organization of the OWCP and amendments to the FECA which have occurred since the last time the regulations were amended in 1999. These changes also update the regulations by taking into account changes in technology and other changes to improve administrative efficiency. As many FECA claimants are not represented, the regulations are revised to insert FECA statutory references as a frame of reference for clarity and ease of use. The regulations include adding the skin as an organ pursuant to 5 U.S.C. 8107(c)(22). The regulations also create a new special schedule covering injuries to non-citizen non-resident Federal employees outside the United States. Finally, the regulations covering the processing of medical bills have been updated to provide for greater use of technology in that process to reduce costs and to clarify requirements for such submissions.

NASA Dryden's Lori Losey was named NASA's 2004 Videographer of the Year in part for her camera work during NASA's AirSAR 2004 science mission in Chile.

NASA Image and Video Library

2004-03-11

Lori Losey, an employee of Arcata Associates at Dryden, was honored with NASA's 2004 Videographer of the Year award for her work in two of the three categories in the NASA video competition, public affairs and documentation. In the public affairs category, Losey received a first-place citation for her footage of an Earth Science mission that was flown aboard NASA's DC-8 Flying Laboratory in South America last year. Her footage not only depicted the work of the scientists aboard the aircraft and on the ground, but she also obtained spectacular footage of flora and fauna in the mission's target area that helped communicate the environmental research goals of the project. Losey also took first place in the documentation category for her acquisition of technical videography of the X-45A Unmanned Combat Air Vehicle flight tests. The video, shot with a hand-held camera from the rear seat of a NASA F/A-18 mission support aircraft, demonstrated her capabilities in recording precise technical visual data in a very challenging airborne environment. The award was presented to Losey during a NASA reception at the National Association of Broadcasters convention in Las Vegas April 19. A three-judge panel evaluated entries for public affairs, documentation and production videography on professional excellence, technical quality, originality, creativity within restrictions of the project, and applicability to NASA and its mission. Entries consisted of a continuous video sequence or three views of the same subject for a maximum of three minutes duration. Linda Peters, Arcata Associates' Video Systems Supervisor at NASA Dryden, noted, "Lori is a talented videographer who has demonstrated extraordinary abilities with the many opportunities she has received in her career at NASA." Losey's award was the second major NASA video award won by members of the Dryden video team in two years. Steve Parcel took first place in the documentation category last year for his camera and editing

Employee recruitment.

PubMed

Breaugh, James A

2013-01-01

The way an organization recruits can influence the type of employees it hires, how they perform, and their retention rate. This article provides a selective review of research that has addressed recruitment targeting, recruitment methods, the recruitment message, recruiters, the organizational site visit, the job offer, and the timing of recruitment actions. These and other topics (e.g., the job applicant's perspective) are discussed in terms of their potential influence on prehire (e.g., the quality of job applicants) and posthire (e.g., new employee retention) recruitment outcomes. In reviewing research, attention is given to the current state of scientific knowledge, limitations of previous research, and important issues meriting future investigation.

Implementation of Mamdani Fuzzy Method in Employee Promotion System

NASA Astrophysics Data System (ADS)

Zulfikar, W. B.; Jumadi; Prasetyo, P. K.; Ramdhani, M. A.

2018-01-01

Nowadays, employees are big assets to an institution. Every employee has a different educational background, degree, work skill, attitude and ethic that affect the performance. An institution including government institution implements a promotion system in order to improve the performance of the employees. Pangandaran Tourism, Industry, Trade, and SME Department is one of government agency that implements a promotion system to discover employees who deserve to get promotion. However, there are some practical deficiencies in the promotion system, one of which is the subjectivity issue. This work proposed a classification model that could minimize the subjectivity issue in employee promotion system. This paper reported a classification employee based on their eligibility for promotion. The degree of membership was decided using Mamdani Fuzzy based on determinant factors of the performance of employees. In the evaluation phase, this model had an accuracy of 91.4%. It goes to show that this model may minimize the subjectivity issue in the promotion system, especially at Pangandaran Tourism, Industry, Trade, and SME Department.

Rational selective exploitation and distress: employee reactions to performance-based and mobility-based reward allocations.

PubMed

Rusbult, C E; Campbell, M A; Price, M E

1990-09-01

Prior research has demonstrated that allocators frequently distribute greater rewards to persons with high professional and geographic mobility than to persons with constrained mobility, especially among the very competent. This phenomenon has been termed rational selective exploitation. Do the recipients of such allocations actually experience this distribution rule as unjust and distressing, or is it a misnomer to refer to this phenomenon as exploitation? Two studies were conducted to explore this question. Study 1 was a laboratory experiment in which we manipulated relative performance level, relative mobility level, and allocation standard: performance based versus mobility based. Study 2 was a cross-sectional survey of actual employees in which subjects reported the degree to which performance and mobility were the basis for pay decisions at their places of employment, as well as the degree to which they perceived each standard to be fair. Both studies demonstrated that people regard mobility-based allocations as less fair and more distressing than performance-based allocations. Furthermore, the degree of distress resulting from mobility-based allocations is greater among persons who are disadvantaged by that standard: among people with constrained mobility, especially those who perform at high levels. These findings provide good support for the assertion that so-called rational selective exploitation is indeed distressing to employees. Reactions to this form of distress are also explored, and the implications of these findings for the allocation process are discussed.

MSFC personnel management tasks: Recruitment and orientation of new employees

NASA Technical Reports Server (NTRS)

Brindley, T. A.

1980-01-01

In order to encourage highly motivated young students to learn about NASA and consider it for a career, a formal program is to be initiated whereby selected students can work on a voluntary basis at Marshall Space Flight Center (MSFC). The first task was to develop the working plan and procedures for this program, called Student Volunteer Service Program, in the writing of MSFC official guidelines, the Marshall Management Instruction (the MMI) which is a binding document that defines policy and establishes procedures and guidelines. Particular considerations written into the MMI after numerous consultations, interviews, and discussions about a satisfactory policy, include: arrangements to be made between the student, the school authorities, and concerned MSFC employees; management of the work assignments; and procedures for the student's welfare and safety. The second task was the development of a recruitment brochure for the attraction of new employees, especially scientists and engineers. The third task assigned was to develop a plan called Orientation of New Employees.

Employee recognition: a key to motivation.

PubMed

Magnus, M

1981-02-01

Productivity--why it's low and how to enhance it--is on everyone's mind these days. A major component of productivity is employee satisfaction. If an employee is dissatisfied, feels unappreciated or under-compensated, that employee will not perform to the best of his or her ability. How is the personnel administrator to address this pressing problem? One answer that emerges is employee recognition programs. In many cases, properly run recognition programs can boost awareness of the organization, build employee pride, raise morale and, ultimately, increase productivity. As some of our respondents observed, higher salary is not the best answer. While a larger paycheck is always appreciated, everyone's pride is boosted by a public demonstration of appreciation.

Benefits of NASA to the USA and Humanity

NASA Technical Reports Server (NTRS)

Duarte, Alberto

2017-01-01

During his 28+ as a NASA employee, Mr. Duarte has had the privilege to work in several programs and projects (Space Shuttle Main Engine; Advanced Solid Rocket Booster; X-33; X-34; X-36; External Tank for the Space Shuttle; Space Shuttle missions and others) related to the NASA aerospace exploration program. At the VIII version of F-AIR COLOMBIA, the organizers want to have Colombian born aerospace professionals with experience in aerospace matters to contribute as panelists for this years theme, Benefits of Space Development for A Country. For more than 50 years NASA has lead the world in exploration through continuous advancement in science and innovative technologies. The results have been not only of a service to the nation but to humankind, as well. Those remarkable developments have resulted in positive impact in social and economic growth, enhancements in academics and educational horizons, creation of numerous investment opportunities for large corporations and small business, and a more comprehensive understanding of the universe. NASA has layout path for space exploration and has been of inspiration for scientist, academics and students. Benefits of NASA to the USA and Humanity, will provide a relevant contribution to the theme and objectives of this national event in Colombia.

48 CFR 1815.207-71 - Appointing non-Government evaluators as special Government employees.

Code of Federal Regulations, 2010 CFR

2010-10-01

...; (2) Unsolicited proposals; and (3) SBIR and STTR proposals. [63 FR 9954, Feb. 27, 1998, as amended at... BY NEGOTIATION Solicitation and Receipt of Proposals and Information 1815.207-71 Appointing non... employee shall be made by: (1) The NASA Headquarters personnel office when the release of proposal...

48 CFR 1815.207-71 - Appointing non-Government evaluators as special Government employees.

Code of Federal Regulations, 2012 CFR

2012-10-01

...; (2) Unsolicited proposals; and (3) SBIR and STTR proposals. [63 FR 9954, Feb. 27, 1998, as amended at... BY NEGOTIATION Solicitation and Receipt of Proposals and Information 1815.207-71 Appointing non... employee shall be made by: (1) The NASA Headquarters personnel office when the release of proposal...

48 CFR 1815.207-71 - Appointing non-Government evaluators as special Government employees.

Code of Federal Regulations, 2014 CFR

2014-10-01

...; (2) Unsolicited proposals; and (3) SBIR and STTR proposals. [63 FR 9954, Feb. 27, 1998, as amended at... BY NEGOTIATION Solicitation and Receipt of Proposals and Information 1815.207-71 Appointing non... employee shall be made by: (1) The NASA Headquarters personnel office when the release of proposal...

48 CFR 1815.207-71 - Appointing non-Government evaluators as special Government employees.

Code of Federal Regulations, 2011 CFR

2011-10-01

...; (2) Unsolicited proposals; and (3) SBIR and STTR proposals. [63 FR 9954, Feb. 27, 1998, as amended at... BY NEGOTIATION Solicitation and Receipt of Proposals and Information 1815.207-71 Appointing non... employee shall be made by: (1) The NASA Headquarters personnel office when the release of proposal...

48 CFR 1815.207-71 - Appointing non-Government evaluators as special Government employees.

Code of Federal Regulations, 2013 CFR

2013-10-01

...; (2) Unsolicited proposals; and (3) SBIR and STTR proposals. [63 FR 9954, Feb. 27, 1998, as amended at... BY NEGOTIATION Solicitation and Receipt of Proposals and Information 1815.207-71 Appointing non... employee shall be made by: (1) The NASA Headquarters personnel office when the release of proposal...

A prediction of 3-D viscous flow and performance of the NASA Low-Speed Centrifugal Compressor

NASA Technical Reports Server (NTRS)

Moore, John; Moore, Joan G.

1990-01-01

A prediction of the three-dimensional turbulent flow in the NASA Low-Speed Centrifugal Compressor Impeller has been made. The calculation was made for the compressor design conditions with the specified uniform tip clearance gap. The predicted performance is significantly worse than that predicted in the NASA design study. This is explained by the high tip leakage flow in the present calculation and by the different model adopted for tip leakage flow mixing. The calculation gives an accumulation of high losses in the shroud/pressure-side quadrant near the exit of the impeller. It also predicts a region of meridional backflow near the shroud wall. Both of these flow features should be extensive enough in the NASA impeller to allow detailed flow measurements, leading to improved flow modeling. Recommendations are made for future flow studies in the NASA impeller.

A prediction of 3-D viscous flow and performance of the NASA low-speed centrifugal compressor

NASA Technical Reports Server (NTRS)

Moore, John; Moore, Joan G.

1989-01-01

A prediction of the 3-D turbulent flow in the NASA Low-Speed Centrifugal Compressor Impeller has been made. The calculation was made for the compressor design conditions with the specified uniform tip clearance gap. The predicted performance is significantly worse than that predicted in the NASA design study. This is explained by the high tip leakage flow in the present calculation and by the different model adopted for tip leakage flow mixing. The calculation gives an accumulation for high losses in the shroud/pressure-side quadrant near the exit of the impeller. It also predicts a region of meridional backflow near the shroud wall. Both of these flow features should be extensive enough in the NASA impeller to allow detailed flow measurements, leading to improved flow modelling. Recommendations are made for future flow studies in the NASA impeller.

The 2015-2016 SEPMAP Program at NASA JSC: Science, Engineering, and Program Management Training

NASA Technical Reports Server (NTRS)

Graham, L.; Archer, D.; Bakalyar, J.; Berger, E.; Blome, E.; Brown, R.; Cox, S.; Curiel, P.; Eid, R.; Eppler, D.;

NASA Video Catalog

NASA Technical Reports Server (NTRS)

2006-01-01

This issue of the NASA Video Catalog cites video productions listed in the NASA STI database. The videos listed have been developed by the NASA centers, covering Shuttle mission press conferences; fly-bys of planets; aircraft design, testing and performance; environmental pollution; lunar and planetary exploration; and many other categories related to manned and unmanned space exploration. Each entry in the publication consists of a standard bibliographic citation accompanied by an abstract. The Table of Contents shows how the entries are arranged by divisions and categories according to the NASA Scope and Subject Category Guide. For users with specific information, a Title Index is available. A Subject Term Index, based on the NASA Thesaurus, is also included. Guidelines for usage of NASA audio/visual material, ordering information, and order forms are also available.

Performance of the QWIP Focal Plane Arrays for NASA's Landsat Data Continuity Mission

NASA Technical Reports Server (NTRS)

Jhabvala, M.; Choi, K.; Waczynski, A.; La, A.; Sundaram, M.; Costard, E.; Jhabvala, C.; Kan, E.; Kahle, D.; Foltz, R.;

Federal White-Collar Employee Salary Reform

DTIC Science & Technology

1990-03-21

Richard L. Fogel Assistant Comptroller General for General Government Programs GAO strongly endorses actions to reform federal white-collar employee pay...compensation levels for the employees who manage and operate the programs . -" - CONSIDERATION OP PERFORMANCE LEVELS IN MAKING SALARY ADJUSTMENTS In our...Best Available Copy "AD-A280 667 Uupted S&awe Gener.) AmumgM Ofie eA CNGAO Testimony Pot Release Pederi1 Whit--Collar Employee Salary Reform on

An Aerodynamic Performance Evaluation of the NASA/Ames Research Center Advanced Concepts Flight Simulator. M.S. Thesis

NASA Technical Reports Server (NTRS)

Donohue, Paul F.

1987-01-01

The results of an aerodynamic performance evaluation of the National Aeronautics and Space Administration (NASA)/Ames Research Center Advanced Concepts Flight Simulator (ACFS), conducted in association with the Navy-NASA Joint Institute of Aeronautics, are presented. The ACFS is a full-mission flight simulator which provides an excellent platform for the critical evaluation of emerging flight systems and aircrew performance. The propulsion and flight dynamics models were evaluated using classical flight test techniques. The aerodynamic performance model of the ACFS was found to realistically represent that of current day, medium range transport aircraft. Recommendations are provided to enhance the capabilities of the ACFS to a level forecast for 1995 transport aircraft. The graphical and tabular results of this study will establish a performance section of the ACFS Operation's Manual.

26 CFR 1.1396-1 - Qualified zone employees.

Code of Federal Regulations, 2013 CFR

2013-04-01

... (CONTINUED) INCOME TAXES (CONTINUED) Empowerment Zone Employment Credit § 1.1396-1 Qualified zone employees... calendar year during which the employee is employed by the employer) are performed within the empowerment... periods (if any) in which B is a qualified zone employee. Y may claim the empowerment zone employment...

26 CFR 1.1396-1 - Qualified zone employees.

Code of Federal Regulations, 2014 CFR

2014-04-01

... (CONTINUED) INCOME TAXES (CONTINUED) Empowerment Zone Employment Credit § 1.1396-1 Qualified zone employees... calendar year during which the employee is employed by the employer) are performed within the empowerment... periods (if any) in which B is a qualified zone employee. Y may claim the empowerment zone employment...

26 CFR 1.1396-1 - Qualified zone employees.

Code of Federal Regulations, 2012 CFR

2012-04-01

... (CONTINUED) INCOME TAXES (CONTINUED) Empowerment Zone Employment Credit § 1.1396-1 Qualified zone employees... calendar year during which the employee is employed by the employer) are performed within the empowerment... periods (if any) in which B is a qualified zone employee. Y may claim the empowerment zone employment...

NASA tire/runway friction projects

NASA Technical Reports Server (NTRS)

Yager, Thomas J.

1995-01-01

The paper reviews several aspects of NASA Langley Research Center's tire/runway friction evaluations directed towards improving the safety and economy of aircraft ground operations. The facilities and test equipment used in implementing different aircraft tire friction studies and other related aircraft ground performance investigations are described together with recent workshop activities at NASA Wallops Flight Facility. An overview of the pending Joint NASA/Transport Canada/FM Winter Runway Friction Program is given. Other NASA ongoing studies and on-site field tests are discussed including tire wear performance and new surface treatments. The paper concludes with a description of future research plans.

Internet Usage, User Satisfaction, Task-Technology Fit, and Performance Impact among Public Sector Employees in Yemen

ERIC Educational Resources Information Center

Isaac, Osama; Abdullah, Zaini; Ramayah, T.; Mutahar, Ahmed M.

2017-01-01

Purpose: The internet technology becomes an essential tool for individuals, organizations, and nations for growth and prosperity. The purpose of this paper is to integrate the DeLone and McLean IS success model with task-technology fit (TTF) to explain the performance impact of Yemeni Government employees. Design/methodology/approach:…

Rotorcraft performance data for AEDT : Methods of using the NASA Design and Analysis of Rotorcraft tool for developing data for AEDT's Rotorcraft Performance Model

DOT National Transportation Integrated Search

2016-09-01

This report documents use of the NASA Design and Analysis of Rotorcraft (NDARC) helicopter performance software tool in developing data for the FAAs Aviation Environmental Design Tool (AEDT). These data support the Rotorcraft Performance Model (RP...

Employee Benefit Status from E-Employee Service

ERIC Educational Resources Information Center

Gündüz, Semseddin; Çoklar, Ahmet Naci

2017-01-01

The internet is the one of the most important global network and information source in information age. The internet has changed employee's life enormously. The purpose of this study is to clarify the benefitting situations of employees from e-employee services. For this purpose, a 20-item data collection tool, based on the e-employee services put…

KENNEDY SPACE CENTER, FLA. - At the rollout of the One NASA initiative at KSC, Glenn Research Center Director Dr. Julian Earls embraces implementation team lead Johnny Stevenson while KSC Director Jim Kennedy (left) applauds. Earls gave a motivational speech during the luncheon held at the Visitor Complex Debus Conference Center. The event was held at the IMAX Theater® where NASA leaders discussed One NASA with selected employees. Explaining how their respective centers contribute to One NASA, along with Kennedy and Earls, were James Jennings, NASA’s associate deputy administrator for institutions and asset management; Ed Weiler, associate administrator for Space Science; Kevin Peterson, Dryden Flight Research Center director; incoming KSC Deputy Director Woodrow Whitlow; and implementation team lead Johnny Stevenson.

NASA Image and Video Library

2003-08-20

KENNEDY SPACE CENTER, FLA. - At the rollout of the One NASA initiative at KSC, Glenn Research Center Director Dr. Julian Earls embraces implementation team lead Johnny Stevenson while KSC Director Jim Kennedy (left) applauds. Earls gave a motivational speech during the luncheon held at the Visitor Complex Debus Conference Center. The event was held at the IMAX Theater® where NASA leaders discussed One NASA with selected employees. Explaining how their respective centers contribute to One NASA, along with Kennedy and Earls, were James Jennings, NASA’s associate deputy administrator for institutions and asset management; Ed Weiler, associate administrator for Space Science; Kevin Peterson, Dryden Flight Research Center director; incoming KSC Deputy Director Woodrow Whitlow; and implementation team lead Johnny Stevenson.

49 CFR 1242.78 - Employees performing clerical and accounting functions, and loss and damage claims processing...

Code of Federal Regulations, 2010 CFR

2010-10-01

... functions, and loss and damage claims processing (accounts XX-55-76 and XX-55-78). 1242.78 Section 1242.78... Employees performing clerical and accounting functions, and loss and damage claims processing (accounts XX-55-76 and XX-55-78). If the sum of the direct freight and the direct passenger expenses is more than...

Performance of the OVERFLOW-MLP and LAURA-MLP CFD Codes on the NASA Ames 512 CPU Origin System

NASA Technical Reports Server (NTRS)

Taft, James R.

2000-01-01

The shared memory Multi-Level Parallelism (MLP) technique, developed last year at NASA Ames has been very successful in dramatically improving the performance of important NASA CFD codes. This new and very simple parallel programming technique was first inserted into the OVERFLOW production CFD code in FY 1998. The OVERFLOW-MLP code's parallel performance scaled linearly to 256 CPUs on the NASA Ames 256 CPU Origin 2000 system (steger). Overall performance exceeded 20.1 GFLOP/s, or about 4.5x the performance of a dedicated 16 CPU C90 system. All of this was achieved without any major modification to the original vector based code. The OVERFLOW-MLP code is now in production on the inhouse Origin systems as well as being used offsite at commercial aerospace companies. Partially as a result of this work, NASA Ames has purchased a new 512 CPU Origin 2000 system to further test the limits of parallel performance for NASA codes of interest. This paper presents the performance obtained from the latest optimization efforts on this machine for the LAURA-MLP and OVERFLOW-MLP codes. The Langley Aerothermodynamics Upwind Relaxation Algorithm (LAURA) code is a key simulation tool in the development of the next generation shuttle, interplanetary reentry vehicles, and nearly all "X" plane development. This code sustains about 4-5 GFLOP/s on a dedicated 16 CPU C90. At this rate, expected workloads would require over 100 C90 CPU years of computing over the next few calendar years. It is not feasible to expect that this would be affordable or available to the user community. Dramatic performance gains on cheaper systems are needed. This code is expected to be perhaps the largest consumer of NASA Ames compute cycles per run in the coming year.The OVERFLOW CFD code is extensively used in the government and commercial aerospace communities to evaluate new aircraft designs. It is one of the largest consumers of NASA supercomputing cycles and large simulations of highly resolved full

Does Employee Safety Matter for Patients Too? Employee Safety Climate and Patient Safety Culture in Health Care.

PubMed

Mohr, David C; Eaton, Jennifer Lipkowitz; McPhaul, Kathleen M; Hodgson, Michael J

2015-04-22

We examined relationships between employee safety climate and patient safety culture. Because employee safety may be a precondition for the development of patient safety, we hypothesized that employee safety culture would be strongly and positively related to patient safety culture. An employee safety climate survey was administered in 2010 and assessed employees' views and experiences of safety for employees. The patient safety survey administered in 2011 assessed the safety culture for patients. We performed Pearson correlations and multiple regression analysis to examine the relationships between a composite measure of employee safety with subdimensions of patient safety culture. The regression models controlled for size, geographic characteristics, and teaching affiliation. Analyses were conducted at the group level using data from 132 medical centers. Higher employee safety climate composite scores were positively associated with all 9 patient safety culture measures examined. Standardized multivariate regression coefficients ranged from 0.44 to 0.64. Medical facilities where staff have more positive perceptions of health care workplace safety climate tended to have more positive assessments of patient safety culture. This suggests that patient safety culture and employee safety climate could be mutually reinforcing, such that investments and improvements in one domain positively impacts the other. Further research is needed to better understand the nexus between health care employee and patient safety to generalize and act upon findings.

Performance of the NASA Beacon Receiver for the Alphasat Aldo Paraboni TDP5 Propagation Experiment

NASA Technical Reports Server (NTRS)

Nessel, James; Morse, Jacquelynne; Zemba, Michael; Riva, Carlo; Luini, Lorenzo

2015-01-01

NASA Glenn Research Center (GRC) and the Politecnico di Milano (POLIMI) have initiated a joint propagation campaign within the framework of the Alphasat propagation experiment to characterize rain attenuation, scintillation, and gaseous absorption effects of the atmosphere in the 40 gigahertz band. NASA GRC has developed and installed a K/Q-band (20/40 gigahertz) beacon receiver at the POLIMI campus in Milan, Italy, which receives the 20/40 gigahertz signals broadcast from the Alphasat Aldo Paraboni Technology Demonstration Payload (TDP) no. 5 beacon payload. The primary goal of these measurements is to develop a physical model to improve predictions of communications systems performance within the Q-band. Herein, we describe the design and preliminary performance of the NASA propagation terminal, which has been installed and operating in Milan since June 2014. The receiver is based upon a validated Fast Fourier Transform (FFT) I/Q digital design approach utilized in other operational NASA propagation terminals, but has been modified to employ power measurement via a frequency estimation technique and to coherently track and measure the amplitude of the 20/40 gigahertz beacon signals. The system consists of a 1.2-meter K-band and a 0.6-meter Q-band Cassegrain reflector employing synchronous open-loop tracking to track the inclined orbit of the Alphasat satellite. An 8 hertz sampling rate is implemented to characterize scintillation effects, with a 1-hertz measurement bandwidth dynamic range of 45 decibels. A weather station with an optical disdrometer is also installed to characterize rain drop size distribution for correlation with physical based models.

20 CFR 404.1068 - Employees who are considered self-employed.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Employees who are considered self-employed. 404.1068 Section 404.1068 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE... generally exclude services performed by employees from the definition of trade or business, certain types of...

Employee assistance programs: history and program description.

PubMed

Gilbert, B

1994-10-01

1. The history and development of Employee Assistance Programs (EAPs) can be traced back to the 1800s. There are currently over 10,000 EAPs in the United States. 2. Standards for program accreditation and counselor certification have been established for EAPs. The "core technology of Employee Assistance Programs" includes identification of behavioural problems based on job performance issues, expert consultation with supervisors, appropriate use of constructive confrontation, microlinkages with treatment providers and resources, macrolinkages between providers, resources, and work organizations, focus on substance abuse, and evaluation of employee success based on job performance. 3. Some EAPs take a broad brush approach, and incorporate health promotion and managed care functions.

Michoud Recovering From Tornado on This Week @NASA – February 10, 2017

NASA Image and Video Library

2017-02-10

Recovery efforts are underway at NASA’s Michoud Assembly Facility in New Orleans, which was hit by a tornado Feb. 7. In accounting for all 3,500 employees at the facility, officials reported five suffered minor injuries. Buildings, structures and parked cars sustained damage, but there was no reported damage to hardware for NASA’s Space Launch System (SLS) rocket, Orion spacecraft, or the barge Pegasus docked at Michoud. NASA will release updates on the facility’s status as they become available. Also, SpaceX Launch Targeted for Mid-February, SLS Booster Hardware Arrives at KSC, and NASA Aerospace Days!

End-of-Test Performance and Wear Characterization of NASA's Evolutionary Xenon Thruster (NEXT) Long-Duration Test

NASA Technical Reports Server (NTRS)

Shastry, Rohit; Herman, Daniel A.; Soulas, George C.; Patterson, Michael J.

2014-01-01

The NASA's Evolutionary Xenon Thruster (NEXT) program is developing the next-generation solar electric ion propulsion system with significant enhancements beyond the state-of-the-art NASA Solar Electric Propulsion Technology Application Readiness (NSTAR) ion propulsion system to provide future NASA science missions with enhanced capabilities. A Long-Duration Test (LDT) was initiated in June 2005 to validate the thruster service life modeling and to quantify the thruster propellant throughput capability. Testing was recently completed in February 2014, with the thruster accumulating 51,184 hours of operation, processing 918 kg of xenon propellant, and delivering 35.5 MN-s of total impulse.As part of the test termination procedure, a comprehensive performance characterization was performed across the entire NEXT throttle table. This was performed prior to planned repairs of numerous diagnostics that had become inoperable over the course of the test. After completion of these diagnostic repairs in November 2013, a comprehensive end-of-test performance and wear characterization was performed on the test article prior to exposure to atmosphere. These data have confirmed steady thruster performance with minimal degradation as well as mitigation of numerous life limiting mechanisms encountered in the NSTAR design. Component erosion rates compare favorably to pretest predictions based on semi-empirical models used for the thruster service life assessment. Additional data relating to ion beam density profiles, facility backsputter rates, facility backpressure effects on thruster telemetry, and modulation of the neutralizer keeper current are presented as part of the end-of-test characterization. Presently the test article for the NEXT LDT has been exposed to atmosphere and placed within a clean room environment, with post-test disassembly and inspection underway.

Change in work day step counts, wellbeing and job performance in Catalan university employees: a randomised controlled trial.

PubMed

Puig-Ribera, Anna; McKenna, Jim; Gilson, Nicholas; Brown, Wendy J

2008-12-01

Using a randomised controlled trial design, this feasibility study assessed the impact of two walking interventions on quality of life (QoL) and job performance of Catalan university employees. A convenience sample of 70 employees completed baseline and intervention measures of step counts (Yamax SW 200 pedometer), wellbeing (SF-12 questionnaire) and work performance (Work Limitations Questionnaire) over 9 weeks. Before intervention, baseline step counts (five working days) were used to randomly allocate participants to a control (n = 26), "walking routes" (n = 19) and "walking while working" (n = 25) groups. Intervention effects were evaluated by calculating differences between pre-intervention and intervention data. One-way ANOVA was used to examine differences between groups. No significant group differences were found for changes in work-day step counts, QoL or work performance. When data from the two intervention groups were pooled (n = 44) there was a significant increase in step counts (+659 steps/day; n = 12; p < 0.01) among participants classified as ;Sedentary-Low active' (0-7499 steps/day) at baseline. In contrast there was a significant decrease (-637 steps/day; p < 0.05) in those initially categorised as ;Active' (> 10,000 steps/day; n = 21) and no change in those categorised as ;Moderately Active' (7500-9999, n = 11). The ;Sedentary-Low activity' group showed consistently greater improvements in QoL and work performance scores than the Moderate and Active groups. Initially low active participants showed the greatest increase in step counts and improved QoL and work productivity profiles. These data indicate the potential for improving QoL and job productivity through workplace walking in inactive Catalan employees.

NASA in the Park, 2018

NASA Image and Video Library

2018-06-20

NASA in the Park on June 16 in Huntsville featured more than 60 exhibits and demonstrations by NASA experts, as well as performances by Marshall musicians, educational opportunities, games and hands-on activities for all ages. Many of the exhibits at NASA in the Park were interactive.

Are you interested? A meta-analysis of relations between vocational interests and employee performance and turnover.

PubMed

Van Iddekinge, Chad H; Roth, Philip L; Putka, Dan J; Lanivich, Stephen E

2011-11-01

A common belief among researchers is that vocational interests have limited value for personnel selection. However, no comprehensive quantitative summaries of interests validity research have been conducted to substantiate claims for or against the use of interests. To help address this gap, we conducted a meta-analysis of relations between interests and employee performance and turnover using data from 74 studies and 141 independent samples. Overall validity estimates (corrected for measurement error in the criterion but not for range restriction) for single interest scales were .14 for job performance, .26 for training performance, -.19 for turnover intentions, and -.15 for actual turnover. Several factors appeared to moderate interest-criterion relations. For example, validity estimates were larger when interests were theoretically relevant to the work performed in the target job. The type of interest scale also moderated validity, such that corrected validities were larger for scales designed to assess interests relevant to a particular job or vocation (e.g., .23 for job performance) than for scales designed to assess a single, job-relevant realistic, investigative, artistic, social, enterprising, or conventional (i.e., RIASEC) interest (.10) or a basic interest (.11). Finally, validity estimates were largest when studies used multiple interests for prediction, either by using a single job or vocation focused scale (which tend to tap multiple interests) or by using a regression-weighted composite of several RIASEC or basic interest scales. Overall, the results suggest that vocational interests may hold more promise for predicting employee performance and turnover than researchers may have thought. (c) 2011 APA, all rights reserved.

A Summary of DOD-Sponsored Research Performed at NASA Langley's Impact Dynamics Research Facility

NASA Technical Reports Server (NTRS)

Jackson, Karen E.; Boitnott, Richard L.; Fasanella, Edwin L.; Jones, Lisa E.; Lyle, Karen H.

2004-01-01

The Impact Dynamics Research Facility (IDRF) is a 240-ft.-high gantry structure located at NASA Langley Research Center in Hampton, Virginia. The IDRF was originally built in the early 1960's for use as a Lunar Landing Research Facility. As such, the facility was configured to simulate the reduced gravitational environment of the Moon, allowing the Apollo astronauts to practice lunar landings under realistic conditions. In 1985, the IDRF was designated a National Historic Landmark based on its significant contributions to the Apollo Moon Landing Program. In the early 1970's the facility was converted into its current configuration as a full-scale crash test facility for light aircraft and rotorcraft. Since that time, the IDRF has been used to perform a wide variety of impact tests on full-scale aircraft, airframe components, and space vehicles in support of the General Aviation (GA) aircraft industry, the U.S. Department of Defense (DOD), the rotorcraft industry, and the NASA Space program. The objectives of this paper are twofold: to describe the IDRF facility and its unique capabilities for conducting structural impact testing, and to summarize the impact tests performed at the IDRF in support of the DOD. These tests cover a time period of roughly 2 1/2 decades, beginning in 1975 with the full-scale crash test of a CH-47 Chinook helicopter, and ending in 1999 with the external fuel system qualification test of a UH-60 Black Hawk helicopter. NASA officially closed the IDRF in September 2003; consequently, it is important to document the past contributions made in improved human survivability and impact tolerance through DOD-sponsored research performed at the IDRF.

NASA Low Visibility Landing and Surface Operations (LVLASO) Atlanta Demonstration: Surveillance Systems Performance Analysis

NASA Technical Reports Server (NTRS)

Cassell, Rick; Evers, Carl; Hicok, Dan; Lee, Derrick

1999-01-01

NASA conducted a series of flight experiments at Hartsfield Atlanta International Airport as part of the Low Visibility Landing and Surface Operations (LVLASO) Program. LVLASO is one of the subelements of the NASA Terminal Area Productivity (TAP) Program, which is focused on providing technology and operating procedures for achieving clear-weather airport capacity in instrument-weather conditions, while also improving safety. LVLASO is investigating various technologies to be applied to airport surface operations, including advanced flight deck displays and surveillance systems. The purpose of this report is to document the performance of the surveillance systems tested as part of the LVLASO flight experiment. There were three surveillance sensors tested: primary radar using Airport Surface Detection Equipment (ASDE-3) and the Airport Movement Area Safety System (AMASS), Multilateration using the Airport Surface Target Identification System (ATIDS), and Automatic Dependent Surveillance - Broadcast (ADS-B) operating at 1090 MHz. The performance was compared to the draft requirements of the ICAO Advanced Surface Movement Guidance and Control System (A-SMGCS). Performance parameters evaluated included coverage, position accuracy, and update rate. Each of the sensors was evaluated as a stand alone surveillance system.

NASA's supercomputing experience

NASA Technical Reports Server (NTRS)

Bailey, F. Ron

1990-01-01

A brief overview of NASA's recent experience in supercomputing is presented from two perspectives: early systems development and advanced supercomputing applications. NASA's role in supercomputing systems development is illustrated by discussion of activities carried out by the Numerical Aerodynamical Simulation Program. Current capabilities in advanced technology applications are illustrated with examples in turbulence physics, aerodynamics, aerothermodynamics, chemistry, and structural mechanics. Capabilities in science applications are illustrated by examples in astrophysics and atmospheric modeling. Future directions and NASA's new High Performance Computing Program are briefly discussed.

Assessment of work compatibility across employees' demographics: a case study.

PubMed

Basha, S A; Maiti, J

2017-03-01

'Work compatibility' (WC) is a multi-dimensional diagnostic tool for measuring human performance that affects safety performance of work force. There are a dearth of literature on the use of WC in industrial applications. In this study, the status of WC and its components across employees' demographics such as age, experience, designation and location of work were examined in a steel plant in India. Data on 119 employees collected using Demand-Energizer Instrument was analysed. The results revealed that supervisors perceive higher energizers, higher demands and low WC as compared to workers. Older and high experience employees perceive higher energizers, lower demands and high WC as compared to younger and less experienced employees. All employee groups perceive higher demand for physical environment and physical task content. The problematic work groups identified are less experienced employees and workers in 'allied sections'. The outcomes of the study help the management in three ways to improve human performance at work places: (i) it provides useful information about the work factors to be considered for intervention design, (ii) it identifies the work groups to be targeted while preparing intervention strategies and (iii) it can be used as a leading indicator of human performance.

26 CFR 801.5 - Employee satisfaction measures.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 26 Internal Revenue 20 2011-04-01 2011-04-01 false Employee satisfaction measures. 801.5 Section 801.5 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE TREASURY (CONTINUED) INTERNAL REVENUE PRACTICE BALANCED SYSTEM FOR MEASURING ORGANIZATIONAL AND EMPLOYEE PERFORMANCE WITHIN THE INTERNAL...