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Sample records for performance appraisal training

  1. Training the Raters: A Key to Effective Performance Appraisal.

    ERIC Educational Resources Information Center

    Martin, David C.; Bartol, Kathryn M.

    1986-01-01

    Although appropriate rater behaviors are critical to the success of any performance appraisal system, raters frequently receive little or no training regarding how to carry out their role successfully. This article outlines the major elements that should be included in an effective rater training program. Suggested training approaches and the need…

  2. Performance Appraisal in the Training Needs Analysis Process: A Review and Critique.

    ERIC Educational Resources Information Center

    Herbert, Glenn R.; Doverspike, Dennis

    1990-01-01

    A literature review leads to a model for using performance appraisal information in the process of analyzing training needs. The model identifies performance discrepancies, determines causes, and chooses interventions based on internal (employee) and external (work environment) factors. (SK)

  3. Development of a Performance Appraisal Training Program for the Rehabilitation Institute of Chicago

    ERIC Educational Resources Information Center

    Ford, Deborah Kilgore

    2004-01-01

    "Nobody wants to get one. Nobody wants to give one." The problem was that the supervisors and managers of the Rehabilitation Institute of Chicago (RIC) did not know how to use the Institute's new performance management system and had not been trained on how to prepare and deliver effective performance appraisals. The problem further included the…

  4. Experimental Study Comparing a Traditional Approach to Performance Appraisal Training to a Whole-Brain Training Method at C.B. Fleet Laboratories

    ERIC Educational Resources Information Center

    Selden, Sally; Sherrier, Tom; Wooters, Robert

    2012-01-01

    The purpose of this study is to examine the effects of a new approach to performance appraisal training. Motivated by split-brain theory and existing studies of cognitive information processing and performance appraisals, this exploratory study examined the effects of a whole-brain approach to training managers for implementing performance…

  5. Performance Appraisal: A Win/Win Approach.

    ERIC Educational Resources Information Center

    Kaye, Beverly; Krantz, Shelley

    1983-01-01

    Training managers fully for the performance appraisal process can transform an appraisal discussion from an administrative exercise to a worthwhile experience that contributes to the organization as a whole. (Author/SSH)

  6. Performance Appraisal and Counseling

    ERIC Educational Resources Information Center

    Powers, M. L.

    1972-01-01

    Author, an Associate Professor of Industrial Management Engineering at the University of Oklahoma, has worked with both large and small companies and organizations in many kinds of business and industry. He discusses performance appraisal of employees, merit raises, counseling and interviewing techniques. (Editor/DR)

  7. Improving Performance Appraisal in Libraries.

    ERIC Educational Resources Information Center

    Vincelette, Joyce P.; Pfister, Fred C.

    1984-01-01

    This article identifies problems with current practice in evaluating employee performance and presents currently accepted performance appraisal methods (behaviorally anchored rating scales, management by objectives). A research project designed to improve appraisals for school media specialists which was field-tested in four Florida school…

  8. Performance Appraisal Applied to Leadership

    ERIC Educational Resources Information Center

    Jefferson, Anne L.

    2010-01-01

    Performance appraisal is a measurement process of how well an individual is doing her or his job. In most organisations, this appraisal is an annual event. Generally, it is done to encourage job performance, to flag areas that need attention, to inform both parties as to expectations. Much of the literature speaks to this process in terms of the…

  9. Performance appraisals in the OR: everyone's business.

    PubMed

    Porteous, Joan

    2006-09-01

    Performance appraisals affect everyone. Perioperative nurses often participate in staff orientations and act as preceptors for other learners. Nurses also participate in their own performance appraisal process. This article discusses performance appraisal forms and performance interview processes. Examples of a performance appraisal form design and performance indicators for perioperative nurses are included. Potential problems with performance appraisals are identified and the impact of Canadian law on performance appraisals is discussed. PMID:17044264

  10. Performance-Based Staff Appraisal. Diagnosing and Responding to Precise Middle-Management Training Needs in State Education Agencies. Final Report.

    ERIC Educational Resources Information Center

    Council of Chief State School Officers, Washington, DC.

    This booklet describes a research program that developed eight Educational Leadership Appraisal (ELA) exercises specifically relevant to the roles of middle-management personnel in state education agencies (SEAs). ELA is a performance-based procedure for the observation, assessment, and training of leadership behavior in educational managers and…

  11. Rising to the challenge: acute stress appraisals and selection centre performance in applicants to postgraduate specialty training in anaesthesia.

    PubMed

    Roberts, Martin J; Gale, Thomas C E; McGrath, John S; Wilson, Mark R

    2016-05-01

    The ability to work under pressure is a vital non-technical skill for doctors working in acute medical specialties. Individuals who evaluate potentially stressful situations as challenging rather than threatening may perform better under pressure and be more resilient to stress and burnout. Training programme recruitment processes provide an important opportunity to examine applicants' reactions to acute stress. In the context of multi-station selection centres for recruitment to anaesthesia training programmes, we investigated the factors influencing candidates' pre-station challenge/threat evaluations and the extent to which their evaluations predicted subsequent station performance. Candidates evaluated the perceived stress of upcoming stations using a measure of challenge/threat evaluation-the cognitive appraisal ratio (CAR)-and consented to release their demographic details and station scores. Using regression analyses we determined which candidate and station factors predicted variation in the CAR and whether, after accounting for these factors, the CAR predicted candidate performance in the station. The CAR was affected by the nature of the station and candidate gender, but not age, ethnicity, country of training or clinical experience. Candidates perceived stations involving work related tasks as more threatening. After controlling for candidates' demographic and professional profiles, the CAR significantly predicted station performance: 'challenge' evaluations were associated with better performance, though the effect was weak. Our selection centre model can help recruit prospective anaesthetists who are able to rise to the challenge of performing in stressful situations but results do not support the direct use of challenge/threat data for recruitment decisions. PMID:26271681

  12. 5 CFR 430.307 - Appraising performance.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Appraising performance. 430.307 Section 430.307 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERFORMANCE MANAGEMENT Managing Senior Executive Performance § 430.307 Appraising performance. (a) Annual appraisals. Agencies must appraise each...

  13. 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…

  14. 4 CFR 4.2 - Performance appraisal.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 4 Accounts 1 2014-01-01 2013-01-01 true Performance appraisal. 4.2 Section 4.2 Accounts GOVERNMENT ACCOUNTABILITY OFFICE PERSONNEL SYSTEM EMPLOYEE PERFORMANCE AND UTILIZATION § 4.2 Performance appraisal. (a) The... appraisal period on such standards. (4) Recognizing and rewarding employees whose performance so...

  15. 4 CFR 4.2 - Performance appraisal.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 4 Accounts 1 2010-01-01 2010-01-01 false Performance appraisal. 4.2 Section 4.2 Accounts GOVERNMENT ACCOUNTABILITY OFFICE PERSONNEL SYSTEM EMPLOYEE PERFORMANCE AND UTILIZATION § 4.2 Performance..., promoting, reducing in grade, retaining, and removing employees. (b) Each performance appraisal system...

  16. 4 CFR 4.2 - Performance appraisal.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 4 Accounts 1 2013-01-01 2013-01-01 false Performance appraisal. 4.2 Section 4.2 Accounts GOVERNMENT ACCOUNTABILITY OFFICE PERSONNEL SYSTEM EMPLOYEE PERFORMANCE AND UTILIZATION § 4.2 Performance... appraisal period on such standards. (4) Recognizing and rewarding employees whose performance so...

  17. 5 CFR 430.307 - Appraising performance.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Appraising performance. 430.307 Section 430.307 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERFORMANCE MANAGEMENT Managing Senior Executive Performance § 430.307 Appraising performance. (a) Annual...

  18. 5 CFR 430.307 - Appraising performance.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 5 Administrative Personnel 1 2013-01-01 2013-01-01 false Appraising performance. 430.307 Section 430.307 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERFORMANCE MANAGEMENT Managing Senior Executive Performance § 430.307 Appraising performance. (a) Annual...

  19. 5 CFR 430.307 - Appraising performance.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 5 Administrative Personnel 1 2012-01-01 2012-01-01 false Appraising performance. 430.307 Section 430.307 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERFORMANCE MANAGEMENT Managing Senior Executive Performance § 430.307 Appraising performance. (a) Annual...

  20. 5 CFR 430.307 - Appraising performance.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false Appraising performance. 430.307 Section 430.307 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERFORMANCE MANAGEMENT Managing Senior Executive Performance § 430.307 Appraising performance. (a) Annual...

  1. 4 CFR 4.2 - Performance appraisal.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 4 Accounts 1 2011-01-01 2011-01-01 false Performance appraisal. 4.2 Section 4.2 Accounts GOVERNMENT ACCOUNTABILITY OFFICE PERSONNEL SYSTEM EMPLOYEE PERFORMANCE AND UTILIZATION § 4.2 Performance..., promoting, reducing in grade, retaining, and removing employees. (b) Each performance appraisal system...

  2. Performance Appraisal in Academic and Research Libraries.

    ERIC Educational Resources Information Center

    Yarbrough, Larry N.

    There is a need for increased efficiency and effectiveness in the employment of the library's human resources. Performance appraisal can serve as a basis for salary and advancement decisions, career development, and performance improvement. Three criteria for performance appraisal can be distinguished: (1) the trait approach, (2) the job…

  3. Rising to the Challenge: Acute Stress Appraisals and Selection Centre Performance in Applicants to Postgraduate Specialty Training in Anaesthesia

    ERIC Educational Resources Information Center

    Roberts, Martin J.; Gale, Thomas C. E.; McGrath, John S.; Wilson, Mark R.

    2016-01-01

    The ability to work under pressure is a vital non-technical skill for doctors working in acute medical specialties. Individuals who evaluate potentially stressful situations as challenging rather than threatening may perform better under pressure and be more resilient to stress and burnout. Training programme recruitment processes provide an…

  4. Teacher Assessment: A Review of the Performance Appraisal Literature with Special Reference to the Implications for Teacher Appraisal.

    ERIC Educational Resources Information Center

    Whyte, Judith Byrne

    1986-01-01

    An examination of teacher performance appraisal methods revealed some problems and abuses. Effective evaluation schemes were built upon observation usually mutually agreed, objective criteria for classroom observation, mutual goal seeting, self-appraisal, and support in the form of inservice training and available resources. (JD)

  5. 5 CFR 301.303 - Performance appraisal.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Performance appraisal. 301.303 Section 301.303 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS OVERSEAS....303 Performance appraisal. As soon as practicable, but beginning not later than January 1,...

  6. Task appraisals, emotions, and performance goal orientation.

    PubMed

    Fisher, Cynthia D; Minbashian, Amirali; Beckmann, Nadin; Wood, Robert E

    2013-03-01

    We predict real-time fluctuations in employees' positive and negative emotions from concurrent appraisals of the immediate task situation and individual differences in performance goal orientation. Task confidence, task importance, positive emotions, and negative emotions were assessed 5 times per day for 3 weeks in an experience sampling study of 135 managers. At the within-person level, appraisals of task confidence, task importance, and their interaction predicted momentary positive and negative emotions as hypothesized. Dispositional performance goal orientation was expected to moderate emotional reactivity to appraisals of task confidence and task importance. The hypothesized relationships were significant in the case of appraisals of task importance. Those high on performance goal orientation reacted to appraisals of task importance with stronger negative and weaker positive emotions than those low on performance goal orientation. PMID:23276116

  7. Self-Appraisal of Job Performance.

    ERIC Educational Resources Information Center

    Meyer, Herbert H.

    1980-01-01

    Research indicates that when self-appraisals are obtained on a "compared to others" basis, the leniency error is very strong. Using forced distributions in rating programs contributes to defensive behaviors and lowers job performance. More research should be conducted on the effects of appraisal on immediate motivation. (Author)

  8. 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…

  9. Test Takers' Performance Appraisals, Appraisal Calibration, and Cognitive and Metacognitive Strategy Use

    ERIC Educational Resources Information Center

    Phakiti, Aek

    2016-01-01

    The current study explores the nature and relationships among test takers' performance appraisals, appraisal calibration, and reported cognitive and metacognitive strategy use in a language test situation. Performance appraisals are executive processes of strategic competence for judging test performance (e.g., evaluating the correctness or…

  10. A review of further training for GP appraisers in Scotland.

    PubMed

    Staples, Ian; Wakeling, Judy; Cameron, Niall

    2010-01-01

    A one-day further intensive skills (FIS) course has been developed to provide additional training for existing general practitioner (GP) appraisers in Scotland. The course focuses on skills in developing the appraisee's personal development portfolio (PDP) and skills in responding to significant issues (with emotional content) presented by appraisees - both key areas for effective appraisals. The course is briefly described. An initial pilot of the course led to some changes being made to the content, as it was discovered that the inclusion of training on Summary Form completion in the pilot made the course too dense and distracted from the experiential elements of the training. Two subsequent course deliveries were evaluated by conducting semi-structured interviews with over 40% of the participants from these two courses. The main purpose of the evaluation was to discover to what extent the participants felt they had benefited from the training and whether they felt the training had led to any changes in their practice as appraisers. Secondary aims were to discover the acceptability of the use of video recording as a training technique and views regarding a reaccreditation process for appraisers. Key findings were that almost all participants found this training beneficial and judged it to have led to positive changes in their practice, as well as reassuring them that their skills were up to scratch. Some appraisers felt that it had encouraged a slightly more challenging approach. The acceptability of the use of video recording during the training, as a means of allowing participants to gain further benefit from the work undertaken after the course was finished, was tested. This technique received a mixed response, with opinion divided as to whether it added value. Opinion amongst the participants was also mixed regarding whether this training should contribute towards their reaccreditation as appraisers. However, a number of participants felt this could be a

  11. Teacher Performance Appraisal: More about Performance or Development?

    ERIC Educational Resources Information Center

    Elliott, Kerry

    2015-01-01

    Given that "teacher appraisal can be a key lever for increasing the focus on teaching quality" (OECD, 2013b, p.9) and that many reforms in the past have failed (Kleinhenz & Ingvarson, 2004), an understanding of the various aspects of successful performance appraisal is essential. The literature has begun to refer to a number of…

  12. Effective Performance Appraisal: Viewpoints from Managers.

    ERIC Educational Resources Information Center

    Laird, Angela; Clampitt, Phillip G.

    1985-01-01

    Interviewed 61 managers of Fortune 500 companies who reported the following problems with administering performance appraisals: (1) multiple use of the form; (2) subjectivity and inflated ratings; and (3) difficulties in defining objectives and in disseminating the evaluation to employees. (PD)

  13. Performance Appraisal of Physical Education Teachers

    ERIC Educational Resources Information Center

    Bahadir, Ziya

    2013-01-01

    In this study, the aim was to determine views of school principals on how performance appraisal of physical education teachers who worked at primary schools should be done. The research was designed in a screening model. The research group composed of 152 school principals and deputy principals who worked at state primary schools located in…

  14. Employee Perceptions and Value of Performance Appraisals

    ERIC Educational Resources Information Center

    Bagnell, Rhea

    2012-01-01

    Performance appraisals traditionally have been studied quantitatively, from the manager's point of view, without considering their value or lack of value to workers. The absence of this information indicates that workers' perceptions and feelings have not always been considered. Therefore, the purpose of this phenomenological study was…

  15. Persistent Ratee Contaminants in Performance Appraisal.

    ERIC Educational Resources Information Center

    Van Fleet, David D.; Chamberlain, Howard

    The hypothesis that conventional approaches to evaluating contaminants in performance appraisal overlook important individual ratee effects was examined. A rating form was developed that consisted of the following dimensions and behaviors: warmth; guided discourse or indirect teaching methods; control of subject matter; enthusiasm and reinforcing;…

  16. Teacher Performance Appraisal in Thailand: Poison or Panacea?

    ERIC Educational Resources Information Center

    Pimpa, Nattavud

    2005-01-01

    This research focuses on the examination of problems related to the national teacher performance appraisal system by the Thai Ministry of Education. It highlights major problems of the current performance appraisal system by delineating the weaknesses and pitfalls of the current appraisal system. The findings indicate problems to three major…

  17. Performance Appraisal in UK Universities: A Case of Procedural Compliance?

    ERIC Educational Resources Information Center

    Bryman, Alan; And Others

    1994-01-01

    Research evidence concerning the introduction of performance appraisal in United Kingdom universities is presented. The notion of "procedural compliance" is introduced to draw attention to the largely externally imposed appraisal of universities and to the nature of institutional response. Findings of a study of appraisal in four universities are…

  18. The effects of performance appraisal in the Norwegian municipal health services: a case study

    PubMed Central

    2011-01-01

    Introduction Previous research in performance appraisal (PA) indicates that variation exists in learning and job motivation from performance appraisal between occupational groups. This research evaluates the potential effect of job motivation, learning and self-assessment through performance appraisals for health personnel. Case description This article focuses on goal-setting, feedback, participation and training in performance appraisals in municipal health services in Norway; and job motivation, learning and self-assessment of performance are the dependent factors. Questionnaires were distributed to a representative sample of 600 health personnel from the Norwegian municipal health service, with a response rate of 62%. Factor analysis and regression analysis were run in SPSS 12. Discussion and evaluation The study suggests that respondents learn from performance appraisal. Nurses experienced some higher job motivation from performance appraisal than auxiliary nurses. All subordinates perceived higher job motivation after performance appraisal than managers. Conclusion Useful feedback, active participation and higher education are fundamental elements of discussion in performance appraisal, as well as the role of increasing employees' job motivation. In this study, nurses' job motivation seems to be more effected by PA, than for auxiliary nurses. Both nurses and auxiliary nurses indicate that there is a learning effect from PA. This study may be of interest to health researchers and managers in municipal health services. PMID:21974831

  19. Performance appraisal & promotion process: A measured approach

    NASA Astrophysics Data System (ADS)

    Kumar, Jitendra

    2012-06-01

    Most of the companies have yearly performance appraisal process for their employees. This process involves rating of employees by their manager. And Companies rely purely on managerís state of thinking and perception. Humans have tendency to become biased, corrupt, give favor to some employees whom they like. This favor is due to some other reasons e.g. personal reason, social reason, political reason, flattering. All these reasons are not related to the work that the employee is doing for the organization.

  20. Administrators' Perceptions of the Performance Appraisal Interview.

    ERIC Educational Resources Information Center

    McDowell, Earl E.

    This study focused on department heads'/ chairs' perceptions of the appraisal interview (a face-to-face interpersonal communication event), assessment of the faculty member's role in the appraisal interview, and assessment of the academic administrator's role in the appraisal interview. The results indicate that approximately 20% of respondents…

  1. Managing Technological Change by Changing Performance Appraisal to Performance Evaluation.

    ERIC Educational Resources Information Center

    Marquardt, Steve

    1996-01-01

    Academic libraries can improve their management of change by reshaping performance appraisal into performance planning. This article notes problems with traditional employee evaluation as well as benefits of alternatives that focus on the future, on users, on planning and learning, and on skills needed to address problems and enhance individual…

  2. Appraising the performance of medical technologists in a clinical laboratory.

    PubMed

    Ghorpade, J; Chen, M M

    1997-01-01

    Medical technologists and their coworkers serve as a critical link in the delivery of health care, yet their performance typically is appraised in a traditional way, causing stress for both managers and workers. Drawing on Total Quality Management concepts, this article proposes a framework for appraising performance in a clinical laboratory context and shows how it can be used to address the problems that managers face in providing constructive appraisals to laboratory personnel. PMID:10166906

  3. An examination of raters' and ratees' preferences in process and feedback in performance appraisal.

    PubMed

    Manshor, A T; Kamalanabhan, T J

    2000-02-01

    This paper examined the raters' and the ratees' preferences in Malaysia regarding the performance appraisal process and feedback. A total of 52 managers (raters) and 122 subordinates (ratees) participated. Analysis by t test and correlation showed significant differences between raters and the ratees on most factors. Ratees preferred to have more frequent appraisals than once a year and preferred to have more frequent feedback from the managers about their performance. Ratees' preference for the purpose of information on performance was towards salary increase, promotion, training, and career development whereas the raters gave more importance to training and career development. PMID:10778271

  4. Improving Performance Appraisals: Confronting Subjective Factors That Influence Ratings.

    ERIC Educational Resources Information Center

    Kruger, Michael J.

    1986-01-01

    Explores implications of subjective factors that influence rating processes upon which formal performance appraisal systems are based and presents a strategy for addressing this problem which utilizes the critical incident method to focus objectively on employee behavior. A performance feedback worksheet to be utilized with this appraisal method…

  5. 42 CFR 24.7 - Performance appraisal system.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 42 Public Health 1 2014-10-01 2014-10-01 false Performance appraisal system. 24.7 Section 24.7 Public Health PUBLIC HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES PERSONNEL SENIOR BIOMEDICAL RESEARCH SERVICE § 24.7 Performance appraisal system. The members of the Service shall be subject to...

  6. 42 CFR 24.7 - Performance appraisal system.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 42 Public Health 1 2010-10-01 2010-10-01 false Performance appraisal system. 24.7 Section 24.7 Public Health PUBLIC HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES PERSONNEL SENIOR BIOMEDICAL RESEARCH SERVICE § 24.7 Performance appraisal system. The members of the Service shall be subject to...

  7. 42 CFR 24.7 - Performance appraisal system.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 42 Public Health 1 2011-10-01 2011-10-01 false Performance appraisal system. 24.7 Section 24.7 Public Health PUBLIC HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES PERSONNEL SENIOR BIOMEDICAL RESEARCH SERVICE § 24.7 Performance appraisal system. The members of the Service shall be subject to...

  8. 42 CFR 24.7 - Performance appraisal system.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 42 Public Health 1 2012-10-01 2012-10-01 false Performance appraisal system. 24.7 Section 24.7 Public Health PUBLIC HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES PERSONNEL SENIOR BIOMEDICAL RESEARCH SERVICE § 24.7 Performance appraisal system. The members of the Service shall be subject to...

  9. 42 CFR 24.7 - Performance appraisal system.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 42 Public Health 1 2013-10-01 2013-10-01 false Performance appraisal system. 24.7 Section 24.7 Public Health PUBLIC HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES PERSONNEL SENIOR BIOMEDICAL RESEARCH SERVICE § 24.7 Performance appraisal system. The members of the Service shall be subject to...

  10. The Performance-Appraisal Interview: An Alternative to Simulation.

    ERIC Educational Resources Information Center

    Michal-Johnson, Paula

    Offering instruction in performance appraisal (PA) skills as well as in selection interviewing contributes to business communication students' potential for finding the most appropriate job and keeping it. Students and faculty can benefit from the recognition that in appraisals of performance effective communication behavior is a key indicator of…

  11. Tennessee Extension Agents' Perceptions of Performance Appraisal

    ERIC Educational Resources Information Center

    Donaldson, Joseph L.; French, Russell L.

    2013-01-01

    Performance appraisal is necessary for summative decisions about employees, such as merit pay and promotion. The research reported here describes Extension agent perceptions of their performance appraisal system. The population studied consisted of all Tennessee Extension agents (N = 312). Surveys were completed by 218 respondents, for a completed…

  12. Administrators' and Faculty Members' Perceptions of the Performance Appraisal Interview.

    ERIC Educational Resources Information Center

    McDowell, Earl E.

    An exploratory study examined how administrators (department heads/chairs) perceive faculty members, as well as themselves, in the performance appraisal interview. Subjects, 450 faculty members and 200 administrators at a midwestern university, answered an Appraisal Interview Questionnaire in which they rated administrator performance, content and…

  13. 28 CFR 345.41 - Performance appraisal for inmate workers.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... from the industrial work assignment. Copies shall be sent to the unit team. Inmate workers should... FEDERAL PRISON INDUSTRIES (FPI) INMATE WORK PROGRAMS Inmate Worker Standards and Performance Appraisal § 345.41 Performance appraisal for inmate workers. Work supervisors should complete a...

  14. Psychometric Properties of Self-Appraisals of Job Performance.

    ERIC Educational Resources Information Center

    Thornton, George C., III

    The research literature on the psychometric properties of self-appraisals of work performance summarizes many results in terms of leniency, variability, halo, and construct validity. Comparisons with appraisals tend to show more leniency, less variability, more bias, and less discriminant validity. Different factor structures are found among self-…

  15. The Writing of Performance Appraisals: A Survey of Personnel Directors.

    ERIC Educational Resources Information Center

    Stine, Donna

    1982-01-01

    Reports the results of a survey of personnel directors from a variety of businesses on the factors of job performance appraisals and their common weaknesses. Offers recommendations for appraisal writing, including goals, content, audience analysis, style, and potential legal problems. (HTH)

  16. Simulation Methods for Teaching the Performance Appraisal Interview.

    ERIC Educational Resources Information Center

    Krayer, Karl J.

    1987-01-01

    Details the steps and some of the rubrics involved in teaching skills for performance appraisal interviewing through classroom simulations. Describes an effective method that maintains interest and enthusiasm among students while exposing them to communication behaviors that are essential for a successful appraisal interview. (NKA)

  17. Performance Appraisal: An Evaluation of Cambridgeshire Libraries' System.

    ERIC Educational Resources Information Center

    Hemmings, Richard

    1989-01-01

    Describes the design, implementation, and practice of a personnel evaluation method (performance appraisal) at the Cambridgeshire Libraries. Findings reported include staff attitudes and perceptions of the method, and the overall effectiveness of the evaluation scheme. Various theoretical models of appraisal and practical applications in…

  18. CEO performance appraisal: review and recommendations.

    PubMed

    Newman, J F; Tyler, L; Dunbar, D M

    2001-01-01

    CEO performance appraisal (PA) is very valuable to an organization, but the chances of obtaining a PA of high quality decrease as executive responsibility increases. The realities of CEO PA are that it: (1) is inevitable; (2) is creative and complex; (3) involves politics; and (4) has a significant effect on the organization and the executive. PA is conducted for legal and social requirements, to enhance communication, to provide opportunities for improvement, and to relate performance to compensation. This article discusses several problems with chief executive officer (CEO) PA and the contemporary approaches that seek to improve it. Three fundamental areas for evaluation are identified: (1) organizational success; (2) areawide health status; and (3) professional role fulfillment. These provide an outline for successful healthcare PA. In addition to a discussion of the strategic considerations behind a successful CEO PA system, several recommendations are offered for the implementation of the annual evaluation process. The final goal of CEO PA is to link its results to CEO incentive compensation. It is strongly recommended that some portion of the CEO's salary directly hinge on his performance in two critical areas: organizational effectiveness and community health status. PMID:11216120

  19. Managerial Competencies and the Managerial Performance Appraisal Process.

    ERIC Educational Resources Information Center

    Abraham, Steven E.; Karns, Lanny A.; Shaw, Kenneth; Mena, Manuel A.

    2001-01-01

    Human resource managers (n=277) identified six management competencies as critical: leadership, customer focus, results orientation, problem solving, communication skills, and teamwork. However, many companies do not assess these competencies in the management performance appraisal process. (Contains 22 references.) (SK)

  20. Administrators' Views on Teacher Evaluation: Examining Ontario's Teacher Performance Appraisal

    ERIC Educational Resources Information Center

    Maharaj, Sachin

    2014-01-01

    This study examines the views of administrators (i.e., principals and vice-principals) in Ontario, Canada, with regard to the province's Teacher Performance Appraisal process. A total of 178 responses were collected from a survey that examined five areas: 1) preparation and training; 2) classroom observations; 3) preparing the formal…

  1. Standing Out and Moving Up: Performance Appraisal of Cultural Minority Physicians

    ERIC Educational Resources Information Center

    Leyerzapf, Hannah; Abma, Tineke A.; Steenwijk, Reina R.; Croiset, Gerda; Verdonk, Petra

    2015-01-01

    Despite a growing diversity within society and health care, there seems to be a discrepancy between the number of cultural minority physicians graduating and those in training for specialization (residents) or working as a specialist in Dutch academic hospitals. The purpose of this article is to explore how performance appraisal in daily medical…

  2. Summary of Tiger Team Assessment and Technical Safety Appraisal recurring concerns in the Training Area. DOE Training Coordination Program

    SciTech Connect

    Not Available

    1993-01-01

    Fourteen Tiger Team Assessment and eight Technical Safety Appraisal (TSA) final reports have been received and reviewed by the DOE Training Coordination Program during Fiscal Year 1992. These assessments and appraisals included both reactor and non-reactor nuclear facilities in their reports. The Tiger Team Assessments and TSA reports both used TSA performance objectives, and list ``concerns`` as a result of their findings. However, the TSA reports categorized concerns into the following functional areas: (1) Organization and Administration, (2) Radiation Protection, (3) Nuclear Criticality Safety, (4) Occupational Safety, (5) Engineering/Technical Support, (6) Emergency Preparedness, (7) Safety Assessments, (8) Quality Verification, (9) Fire Protection, (10) Environmental Protection, and I (1) Energetic Materials Safety. Although these functional areas match most of the TSA performance objectives, not all of the TSA performance objectives are addressed. For example, the TSA reports did not include Training, Maintenance, and Operations as functional areas. Rather, they included concerns that related to these topics throughout the 11 functional areas identified above. For consistency, the Training concerns that were identified in each of the TSA report functional areas have been included in this summary with the corresponding TSA performance objective.

  3. 28 CFR 345.41 - Performance appraisal for inmate workers.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 28 Judicial Administration 2 2011-07-01 2011-07-01 false Performance appraisal for inmate workers. 345.41 Section 345.41 Judicial Administration FEDERAL PRISON INDUSTRIES, INC., DEPARTMENT OF JUSTICE FEDERAL PRISON INDUSTRIES (FPI) INMATE WORK PROGRAMS Inmate Worker Standards and Performance...

  4. 28 CFR 345.41 - Performance appraisal for inmate workers.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 28 Judicial Administration 2 2014-07-01 2014-07-01 false Performance appraisal for inmate workers. 345.41 Section 345.41 Judicial Administration FEDERAL PRISON INDUSTRIES, INC., DEPARTMENT OF JUSTICE FEDERAL PRISON INDUSTRIES (FPI) INMATE WORK PROGRAMS Inmate Worker Standards and Performance...

  5. 28 CFR 345.41 - Performance appraisal for inmate workers.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 28 Judicial Administration 2 2012-07-01 2012-07-01 false Performance appraisal for inmate workers. 345.41 Section 345.41 Judicial Administration FEDERAL PRISON INDUSTRIES, INC., DEPARTMENT OF JUSTICE FEDERAL PRISON INDUSTRIES (FPI) INMATE WORK PROGRAMS Inmate Worker Standards and Performance...

  6. 28 CFR 345.41 - Performance appraisal for inmate workers.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 28 Judicial Administration 2 2013-07-01 2013-07-01 false Performance appraisal for inmate workers. 345.41 Section 345.41 Judicial Administration FEDERAL PRISON INDUSTRIES, INC., DEPARTMENT OF JUSTICE FEDERAL PRISON INDUSTRIES (FPI) INMATE WORK PROGRAMS Inmate Worker Standards and Performance...

  7. Employee Acceptance of BOS and BES Performance Appraisals.

    ERIC Educational Resources Information Center

    Dossett, Dennis L.; Gier, Joseph A.

    Previous research on performance evaluation systems has failed to take into account user acceptance. Employee acceptance of a behaviorally-based performance appraisal system was assessed in a field experiment contrasting user preference for Behavioral Expectations Scales (BES) versus Behavioral Observation Scales (BOS). Non-union sales associates…

  8. Outcome Expectancies of People Who Conduct Performance Appraisals.

    ERIC Educational Resources Information Center

    Napier, Nancy K.; Latham, Gary P.

    1986-01-01

    Examined outcome expectancies of people who conduct appraisals. Interviews with 32 appraisers in the newsprint industry showed that appraisers perceived no consequences to them of conducting appraisals. Questionnaires completed by 39 appraisers in the banking industry provided moderate support for alternate hypothesis that appraisers perceive…

  9. Organizational Justice and Employee Satisfaction in Performance Appraisal

    ERIC Educational Resources Information Center

    Palaiologos, Anastasios; Papazekos, Panagiotis; Panayotopoulou, Leda

    2011-01-01

    Purpose: This paper aims to explore the performance appraisal (PA) aspects that are connected with organizational justice, and more specifically three kinds of justice, namely distributive, procedural and interactional justice. Design/methodology/approach: The research is based on a sample of 170 respondents who answered a questionnaire giving…

  10. Performance Appraisal: Concepts and Techniques for Postsecondary Education.

    ERIC Educational Resources Information Center

    Burkhalter, Bettye B., Ed.; Buford, James A., Jr., Ed.

    Designed primarily as a functional tool and reference book for administrators, this book provides a collection of essays covering various aspects of the performance appraisal of college faculty, administrators, and support staff. The booklet presents practical information on the key concepts, theories, practices, and legal constraints in…

  11. Job Analysis, Job Descriptions, and Performance Appraisal Systems.

    ERIC Educational Resources Information Center

    Sims, Johnnie M.; Foxley, Cecelia H.

    1980-01-01

    Job analysis, job descriptions, and performance appraisal can benefit student services administration in many ways. Involving staff members in the development and implementation of these techniques can increase commitment to and understanding of the overall objectives of the office, as well as communication and cooperation among colleagues.…

  12. Educational Leadership Appraisal: A New Look at Performance and Potential.

    ERIC Educational Resources Information Center

    Gatekeepers' Gazette, 1974

    1974-01-01

    This publication presents a brief overview and discussion of the Educational Leadership Appraisal (ELA) system, which was developed for use in Nova University's National Ed.D. Program by Education Research Corporation. ELA is a performance-based procedure for observing and assessing leadership behavior that evaluates an individual's potential for…

  13. Fair Employment and Performance Appraisal: Legal Requirements and Practical Guidelines.

    ERIC Educational Resources Information Center

    Edwards, Keith J.

    The use of tests in personnel decisions has become an increasing legal liability for employers. The major questions raised by the courts concerning this use of tests are described. Current federal guidelines for performance appraisal systems, as established by the Equal Employment Opportunity Commission, are explained and traced to Title VII of…

  14. 2+2 Program for Teachers' Performance Appraisal in China

    ERIC Educational Resources Information Center

    Zhao, Shuli

    2009-01-01

    This study examined the impact of the 2+2 Alternative Teacher Performance Appraisal System that has been implemented in Shanxi province in China. A mixed research design was used to evaluate the program. Six high schools and a total of 78 teachers (13 teachers in each school) in Shanxi province were selected. Three of the schools participated in…

  15. Competency-Based Performance Appraisals: Improving Performance Evaluations of School Nutrition Managers and Assistants/Technicians

    ERIC Educational Resources Information Center

    Cross, Evelina W.; Asperin, Amelia Estepa; Nettles, Mary Frances

    2009-01-01

    Purpose: The purpose of the research was to develop a competency-based performance appraisal resource for evaluating school nutrition (SN) managers and assistants/technicians. Methods: A two-phased process was used to develop the competency-based performance appraisal resource for SN managers and assistants/technicians. In Phase I, draft…

  16. Appraising and paying for performance: another look at an age-old problem.

    PubMed

    Kennedy, P W; Dresser, S G

    2001-12-01

    The basic notion of improving performance through management and appraisal is difficult to successfully implement in practice. These authors discuss some of the problems presented by tying pay to performance appraisals, offer suggestions for improving performance appraisals and outline some other approaches for employers to consider in setting goals and determining compensation. PMID:11817071

  17. Characteristics of Performance Appraisals and Their Impact on Sales Force Satisfaction.

    ERIC Educational Resources Information Center

    Pettijohn, Charles E.; Pettijohn, Linda S.; d'Amico, Michael

    2001-01-01

    A survey of 15 automobile salespeople indicated that job satisfaction increased when performance appraisals provided clear criteria that met workers' approval and when appraisals were fair and used to determine rewards. (Contains 61 references.) (SK)

  18. 5 CFR 430.204 - Agency performance appraisal system(s).

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Agency performance appraisal system(s... Other Employees § 430.204 Agency performance appraisal system(s). (a) Each agency as defined at section... employees covered by this subpart. (b) An agency appraisal system shall establish agencywide policies...

  19. Performance Appraisal: Promise and Peril. Key Issues Series--No. 25.

    ERIC Educational Resources Information Center

    Gruenfeld, Elaine F.

    To reveal evolving strategies for and existing problems in performance appraisal, this report summarizes recently published research findings and expert opinions. The first section examines the purposes of performance appraisal in organizations, discusses the relationship of appraisal to the job description, and presents an overview of the basic…

  20. The Performance Appraisal Interview and Evaluation of Student Performances in Speech Communication Courses

    ERIC Educational Resources Information Center

    Erhart, Joseph F.

    1976-01-01

    Suggests that the performance appraisal interview be used to evaluate student speeches and other performances and discusses three preferred methods for conducting the interview, the merits of the three methods, and suggestions for implementing these methods. (MH)

  1. Square Pegs and Round Holes: Ruminations on the Relationship between Performance Appraisal and Performance Management

    ERIC Educational Resources Information Center

    Gravina, Nicole E.; Siers, Brian P.

    2011-01-01

    Models of comprehensive Performance Management systems include both employee development and evaluative components. The Organizational Behavior Management discipline focuses almost exclusively on the developmental component, while the Industrial and Organizational Psychology discipline is focused on use of performance appraisals. Performance…

  2. Issues and Problems of Performance Appraisal Systems for University General Staff: A Study in a U.S. University.

    ERIC Educational Resources Information Center

    Barrett, M. A.

    1993-01-01

    A survey of University of California central administrators sought views on five key aspects of performance appraisal: (1) communication and feedback; (2) work objectives; (3) job duties; (4) communication with supervisors; and (5) effectiveness of communication, training, and rewards. (Author/MSE)

  3. Standing out and moving up: performance appraisal of cultural minority physicians.

    PubMed

    Leyerzapf, Hannah; Abma, Tineke A; Steenwijk, Reina R; Croiset, Gerda; Verdonk, Petra

    2015-10-01

    Despite a growing diversity within society and health care, there seems to be a discrepancy between the number of cultural minority physicians graduating and those in training for specialization (residents) or working as a specialist in Dutch academic hospitals. The purpose of this article is to explore how performance appraisal in daily medical practice is experienced and might affect the influx of cultural minority physicians into specialty training. A critical diversity study was completed in one academic hospital using interviews (N = 27) and focus groups (15 participants) with cultural minority physicians and residents, instructing specialists and executives of medical wards. Data were digitally recorded and transcribed verbatim. A thematic and integral content analysis was performed. In addition to explicit norms on high motivation and excellent performance, implicit norms on professionalism are considered crucial in qualifying for specialty training. Stereotyped imaging on the culture and identity of cultural minority physicians and categorical thinking on diversity seem to underlie daily processes of evaluation and performance appraisal. These are experienced as inhibiting the possibilities to successfully profile for selection into residency and specialist positions. Implicit criteria appear to affect selection processes on medical wards and possibly hinder the influx of cultural minority physicians into residency and making academic hospitals more diverse. Minority and majority physicians, together with the hospital management and medical education should target inclusive norms and practices within clinical practice. PMID:25549932

  4. Effects of training on timbre recognition and appraisal by postlingually deafened cochlear implant recipients.

    PubMed

    Gfeller, Kate; Witt, Shelley; Adamek, Mary; Mehr, Maureen; Rogers, Jenny; Stordahl, Julie; Ringgenberg, Shelly

    2002-03-01

    The purpose of this study was to compare the effect of structured training on recognition and appraisal of the timbre (tone quality) of musical instruments by postlingually deafened cochlear implant recipients. Twenty-four implant users (Nucleus CI24M) were randomly assigned to a control or a training group. The control group experienced only incidental exposure to music in their usual daily routine. The training group participated in 12 weeks of training delivered via a laptop computer in which they were introduced to excerpts of musical instruments representing three frequency ranges and four instrumental families. Those implant recipients assigned to the training group showed significant improvement in timbre recognition (p < .0001) and timbre appraisal (p < .02) compared to the control group. Correlations between timbre measures and speech perception measures are discussed. PMID:11936169

  5. Evaluation of a performance appraisal framework for radiation therapists in planning and simulation

    SciTech Connect

    Becker, Jillian; Bridge, Pete; Brown, Elizabeth; Lusk, Ryan; Ferrari-Anderson, Janet

    2015-06-15

    Constantly evolving technology and techniques within radiation therapy require practitioners to maintain a continuous approach to professional development and training. Systems of performance appraisal and adoption of regular feedback mechanisms are vital to support this development yet frequently lack structure and rely on informal peer support. A Radiation Therapy Performance Appraisal Framework (RT-PAF) for radiation therapists in planning and simulation was developed to define expectations of practice and promote a supportive and objective culture of performance and skills appraisal. Evaluation of the framework was conducted via an anonymous online survey tool. Nine peer reviewers and fourteen recipients provided feedback on its effectiveness and the challenges and limitations of the approach. Findings from the evaluation were positive and suggested that both groups gained benefit from and expressed a strong interest in embedding the approach more routinely. Respondents identified common challenges related to the limited ability to implement suggested development strategies; this was strongly associated with time and rostering issues. This framework successfully defined expectations for practice and provided a fair and objective feedback process that focussed on skills development. It empowered staff to maintain their skills and reach their professional potential. Management support, particularly in regard to provision of protected time was highlighted as critical to the framework's ongoing success. The demonstrated benefits arising in terms of staff satisfaction and development highlight the importance of this commitment to the modern radiation therapy workforce.

  6. Leadership development plan. A CQI approach to management performance appraisals.

    PubMed

    Fisk, S V; Maas, L M

    1995-05-01

    In 1993 managers at St. Mary's Hospital Medical Center established the attributes necessary to be a successful leader in St. Mary's continuous quality improvement culture. These leadership attributes formed the basis of a new performance appraisal system for managers. The medical center adopted its new performance appraisal system at the beginning of fiscal year 1994-1995. The objective of the plan is to develop St. Mary's managers' leadership skills. St. Mary's Leadership Development Plan is an ongoing cycle, with three phases. First, managers and administrative representatives jointly agree on objectives to discuss throughout the fiscal year. The objectives reflect the hospital planning and financial goals and objectives, department goals and objectives, and leadership growth opportunities. Each manager is then responsible for gathering feedback from subordinates on how well he or she is meeting the set objectives. Finally, each manager and administrative representative highlight accomplishments achieved during the fiscal year. St. Mary's decided to discontinue pay-for-performance salary increases beginning with the 1994-1995 fiscal year, coinciding with the initiation of the Leadership Development Plan. Manager's compensation is now a flat percentage increase granted to all managers. PMID:10142227

  7. Responses to formal performance appraisal feedback: the role of negative affectivity.

    PubMed

    Lam, Simon S K; Yik, Michelle S M; Schaubroeck, John

    2002-02-01

    This study examined the effects of performance appraisal feedback on job and organizational attitudes of tellers (N = 329) in a large international bank. Negative affectivity moderated the link between favorable appraisal feedback and job attitudes. Among the higher rated performers, attitudes were improved 1 month after being notified of favorable appraisal results (Time 2). Improved attitudes persisted 6 months after the performance appraisal (Time 3) among tellers with low negative affectivity but not among those with high negative affectivity. Among the lower rated performers, mean levels of attitudes did not change significantly during the study. PMID:11924542

  8. Appraisal and regulation of the ship energy performance

    NASA Astrophysics Data System (ADS)

    Badea, N.; Epureanu, A.; Badea, G. V.; Frumuşanu, G.

    2015-11-01

    The ship may be viewed as a living environment associated with two industrial environments, one corresponding to the transport industry and other one to the processing, services, or other specific type of industry developed aboard. Each environment has its own energy system and changes energy with the other two. Nowadays, the appraisal and regulation of the ship energy performance is based on the Energy Efficiency Design Index (EEDI). Its definition covers the three mentioned systems, without distinction between them. This paper addresses the assessment and regulation of the ship energy performance, bearing in mind that, by far, the main purpose is to increase the level of performance by selecting, from the available measures of performance improvement, those that are the most effective. The paper highlights the EEDI shortcomings, explaining that they appear mainly due the fact that this index covers a couple of energy systems that are far too different (though these energy systems are intimately interpenetrated).

  9. The Performance Appraisal Interview: A Review of the Literature with Implications for Communication Research.

    ERIC Educational Resources Information Center

    Wilson, Gerald L.; Goodall, H. Lloyd, Jr.

    A performance appraisal interview is a primary and important context for the supervisor and employee to work together to achieve superior performance. A survey of the research literature reveals that the appraisal interview functions to provide feedback on performance, to counsel and provide help, to discover what the employee is thinking, to…

  10. 5 CFR 430.205 - Agency performance appraisal program(s).

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Agency performance appraisal program(s). 430.205 Section 430.205 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERFORMANCE MANAGEMENT Performance Appraisal for General Schedule, Prevailing Rate, and...

  11. 5 CFR 430.204 - Agency performance appraisal system(s).

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Agency performance appraisal system(s). 430.204 Section 430.204 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERFORMANCE MANAGEMENT Performance Appraisal for General Schedule, Prevailing Rate, and Certain Other Employees § 430.204 Agency...

  12. 5 CFR 430.205 - Agency performance appraisal program(s).

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Agency performance appraisal program(s). 430.205 Section 430.205 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PERFORMANCE MANAGEMENT Performance Appraisal for General Schedule, Prevailing Rate, and Certain Other Employees § 430.205 Agency...

  13. Conducting Elite Performance Training.

    PubMed

    Silverman, Elliott; Tucker, Scott A; Imsdahl, Solveig; Charles, Justin A; Stellato, Mallory A; Wagner, Mercy D; Brown, Kimberly M

    2015-08-01

    Training to excellence in the conduct of surgical procedures has many similarities to the acquisition and mastery of technical skills in elite-level music and sports. By using coaching techniques and strategies gleaned from analysis of professional music ensembles and athletic training, surgical educators can set conditions that increase the success rate of training to elite performance. This article describes techniques and strategies used in both music and athletic coaching, and it discusses how they can be applied and integrated into surgical simulation and education. PMID:26210975

  14. The Rhetoric of Performance Appraisals: Conflict and Resolution in Oppositional Discourse Communities.

    ERIC Educational Resources Information Center

    Knight, Melinda

    The advances of contemporary rhetorical theory can be drawn upon to resolve the competing values of the two constituencies that have a stake in performance appraisals: the manager and the employee. One reason for problems in the existing model of performance appraisals is that the two sides perceive themselves to be in opposition, and that very…

  15. Management by Objective and Its Formal Performance Appraisal: A Versatile Tool of Management.

    ERIC Educational Resources Information Center

    Chen, Donna; Peterson, Lorna

    This paper discusses the utility, versatility, and pros and cons of the formal performance appraisal as one of the tools of management by objectives (MBO). Rather than rating the traits of an employee, performance appraisal based on MBO rates an employee's achievements toward both his professional goals and institutional goals. The paper outlines…

  16. Perceived Purposes of Performance Appraisal: Correlates of Individual- and Position-Focused Purposes on Attitudinal Outcomes

    ERIC Educational Resources Information Center

    Youngcourt, Satoris S.; Leiva, Pedro I.; Jones, Robert G.

    2007-01-01

    Performance appraisals have traditionally been directed at individuals, serving either an administrative or developmental purpose. They may serve a role definition purpose as well. This study sought to identify and more broadly define the purposes of performance appraisals to include this role definition purpose. Furthermore, this study examined…

  17. Development of Performance Appraisal System for Local School Teachers in Thailand

    ERIC Educational Resources Information Center

    Uttaramart, Suphawadee; Tesaputa, Kowat; Sri-am-pai, Anan

    2015-01-01

    The objectives of this research were: 1) to study current situation and problem in the performance appraisal system of secondary school teachers, under jurisdiction of the Local Administrative Organization (LAO), 2) to develop the performance appraisal system to apply with the LAO school teachers, and 3) to evaluate the application from the…

  18. Work Planning and Performance Appraisal: A Reference Handbook for Managers and Supervisors.

    ERIC Educational Resources Information Center

    Batten, Jerry E.

    Merit system law, state personnel rules, and collective bargaining contracts require that Oregon state agencies appraise the performance of their employees. The heart of the Oregon performance appraisal system is work planning. Based on management by objectives and the concepts of employee involvement and participation, work planning is a process…

  19. Summary of Tiger Team Assessment and Technical Safety Appraisal recurring concerns in the Operations Area. DOE Training Coordination Program

    SciTech Connect

    Not Available

    1993-01-01

    Fourteen Tiger Team Assessment and eight Technical Safety Appraisal (TSA) final reports have been received and reviewed by the DOE Training Coordination Program during Fiscal Year 1992. These assessments and appraisals included both reactor and non-reactor nuclear facilities in their reports. The Tiger Team Assessments and TSA reports both used TSA performance objectives, and list ``concerns`` as a result of their findings. However, the TSA reports categorized concerns into the following functional areas: (1) Organization and Administration, (2) Radiation Protection, (3) Nuclear Criticality Safety, (4) Occupational Safety, (5) Engineering/Technical Support, (6) Emergency Preparedness, (7) Safety Assessments, (8) Quality Verification, (9) Fire Protection, (10) Environmental Protection, and (11) Energetic Materials Safety. Although these functional areas match most of the TSA performance objectives, not all of the TSA performance objectives are addressed. For example, the TSA reports did not include Training, Maintenance, and Operations as functional areas. Rather, they included concerns that related to these topics throughout the 11 functional areas identified above. For consistency, the Operations concerns that were identified in each of the TSA report functional areas have been included in this summary with the corresponding TSA performance objective.

  20. Online training course on critical appraisal for nurses: adaptation and assessment

    PubMed Central

    2014-01-01

    Background Research is an essential activity for improving quality and efficiency in healthcare. The objective of this study was to train nurses from the public Basque Health Service (Osakidetza) in critical appraisal, promoting continuous training and the use of research in clinical practice. Methods This was a prospective pre-post test study. The InfoCritique course on critical appraisal was translated and adapted. A sample of 50 nurses and 3 tutors was recruited. Educational strategies and assessment instruments were established for the course. A course website was created that contained contact details of the teaching team and coordinator, as well as a course handbook and videos introducing the course. Assessment comprised the administration of questionnaires before and after the course, in order to explore the main intervention outcomes: knowledge acquired and self-learning readiness. Satisfaction was also measured at the end of the course. Results Of the 50 health professionals recruited, 3 did not complete the course for personal or work-related reasons. The mean score on the pre-course knowledge questionnaire was 70.5 out of 100, with a standard deviation of 11.96. In general, participants’ performance on the knowledge questionnaire improved after the course, as reflected in the notable increase of the mean score, to 86.6, with a standard deviation of 10.00. Further, analyses confirmed statistically significant differences between pre- and post-course results (p < 0.001). With regard to self-learning readiness, after the course, participants reported a greater readiness and ability for self-directed learning. Lastly, in terms of level of satisfaction with the course, the mean score was 7 out of 10. Conclusions Participants significantly improved their knowledge score and self-directed learning readiness after the educational intervention, and they were overall satisfied with the course. For the health system and nursing professionals, this type of

  1. German Training Revisited: An Appraisal of Corporatist Governance

    ERIC Educational Resources Information Center

    Lange, Thomas

    2012-01-01

    Purpose: The aim of this paper is to re-examine the unique political economy of Germany's dual apprenticeship training model and its underlying philosophy of corporatist governance. It responds to recent arguments suggesting that Germany's collectivist skill regime is under threat, increasingly giving way to the introduction of "segmentalism".…

  2. The Effects of Confidentiality on the Distribution of Naval Performance Appraisals.

    ERIC Educational Resources Information Center

    Pritchard, Robert D.; And Others

    Confidential performance appraisals were collected from a sample of 504 enlisted personnel and compared to a large sample of official, nonconfidential appraisals. Results indicated that the distribution of confidential ratings showed much less skew and more discrimination than the nonconfidential ratings. (Author)

  3. Determining the Root Causes of Concerns Associated with the Performance Appraisal Process

    ERIC Educational Resources Information Center

    Barnds, W. Kent

    2011-01-01

    Many organizations use formal appraisals to measure employee performance. Augustana College's Office of Admissions introduced an appraisal process in 2006. Subsequently, staff expressed a number of concerns, ranging from confusion about the process to its link to compensation. Action research proved essential for understanding the problems; it…

  4. Effects of task performance, helping, voice, and organizational loyalty on performance appraisal ratings.

    PubMed

    Whiting, Steven W; Podsakoff, Philip M; Pierce, Jason R

    2008-01-01

    Despite the fact that several studies have investigated the relationship between organizational citizenship behavior and performance appraisal ratings, the vast majority of these studies have been cross-sectional, correlational investigations conducted in organizational settings that do not allow researchers to establish the causal nature of this relationship. To address this lack of knowledge regarding causality, the authors conducted 2 studies designed to investigate the effects of task performance, helping behavior, voice, and organizational loyalty on performance appraisal evaluations. Findings demonstrated that each of these forms of behavior has significant effects on performance evaluation decisions and suggest that additional attention should be directed at both voice and organizational loyalty as important forms of citizenship behavior aimed at the organization. PMID:18211140

  5. Problem-Solving Appraisal, Self-Reported Study Habits, and Performance of Academically At-Risk College Students.

    ERIC Educational Resources Information Center

    Elliott, Timothy R.; And Others

    1990-01-01

    Examined relations among problem-solving appraisal, self-reported study habits, and academic performance for 63 college students enrolled in developmental course for academically unprepared students. Found problem-solving appraisal significantly predictive of study habits and semester grade-point average. Suggests problem-solving appraisal is…

  6. Data envelopment analysis model for the appraisal and relative performance evaluation of nurses at an intensive care unit.

    PubMed

    Osman, Ibrahim H; Berbary, Lynn N; Sidani, Yusuf; Al-Ayoubi, Baydaa; Emrouznejad, Ali

    2011-10-01

    The appraisal and relative performance evaluation of nurses are very important and beneficial for both nurses and employers in an era of clinical governance, increased accountability and high standards of health care services. They enhance and consolidate the knowledge and practical skills of nurses by identification of training and career development plans as well as improvement in health care quality services, increase in job satisfaction and use of cost-effective resources. In this paper, a data envelopment analysis (DEA) model is proposed for the appraisal and relative performance evaluation of nurses. The model is validated on thirty-two nurses working at an Intensive Care Unit (ICU) at one of the most recognized hospitals in Lebanon. The DEA was able to classify nurses into efficient and inefficient ones. The set of efficient nurses was used to establish an internal best practice benchmark to project career development plans for improving the performance of other inefficient nurses. The DEA result confirmed the ranking of some nurses and highlighted injustice in other cases that were produced by the currently practiced appraisal system. Further, the DEA model is shown to be an effective talent management and motivational tool as it can provide clear managerial plans related to promoting, training and development activities from the perspective of nurses, hence increasing their satisfaction, motivation and acceptance of appraisal results. Due to such features, the model is currently being considered for implementation at ICU. Finally, the ratio of the number DEA units to the number of input/output measures is revisited with new suggested values on its upper and lower limits depending on the type of DEA models and the desired number of efficient units from a managerial perspective. PMID:20734223

  7. Guidelines for the Interviewee in the Performance Appraisal Interview.

    ERIC Educational Resources Information Center

    Stano, Michael

    To describe those behaviors leading to productive appraisal interviews of sales representatives, questionnaires were administered to 27 branch sales managers who supervised 160 sales representatives. Eleven managers received a preliminary questionnaire asking them to cite behaviors of the sales representatives that caused productive or…

  8. Establishing Content Validity for a Literacy Coach Performance Appraisal Instrument

    ERIC Educational Resources Information Center

    Lane, Mae; Robbins, Mary; Price, Debra

    2013-01-01

    This study's purpose was to determine whether or not the Literacy Coach Appraisal Instrument developed for use in evaluating literacy coaches had content validity. The study, a fully mixed concurrent equal status design conducted from a pragmatist philosophy, collected qualitative and quantitative data from literacy experts about the elements of…

  9. Management behavior, group climate and performance appraisal at NASA

    NASA Technical Reports Server (NTRS)

    Manderlink, G.; Clark, L. P.; Bernstein, W. M.; Burke, W. W.

    1985-01-01

    The relationships among manager behavior, group climate and managerial effectiveness are examined. Survey data were collected from 435 GM14-15 managers and their subordinates at NASA concerning management practices and perceptions of the group environment. Performance ratings of managers were obtained from their superiors. The results strongly supported a causal model in which subordinates' climate perceptions mediate the effects of manager behavior on performance. That is, the development of group climate provides the process through which the effects of manager practices may be understood. Analyses also revealed that the function performed by a manager and his group (e.g., research) influenced the specific nature of the causal dynamics. Some implications of the results for management training and development are discussed.

  10. 24 CFR 200.200 - What is the Appraiser Roster?

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... insurable mortgage and to also protect the FHA insurance funds, the inclusion of an appraiser on the... appraisal performed by the listed appraiser. The inclusion of an appraiser on the Appraiser Roster means..., for inclusion on the Appraiser Roster....

  11. The Relationship between Self-Appraisal, Professional Training, and Diversity Awareness among Forensic Psychology Students: A Pilot Formative Evaluation

    ERIC Educational Resources Information Center

    Chandler, Donald S., Jr.; Chandler, Michele D.; Clark, Quelanda C.

    2009-01-01

    Currently, there is a growing need for formal training in forensic psychology. This pilot study examines the relational-behavior model (RBM) as a method of intrinsic motivational instruction, perceived academic competence, and program competency among a sample of forensic psychology students. In theory, the RBM suggests that self-appraisal,…

  12. Performance Appraisal: A Guide to Better Supervisor Evaluation Processes. PANEL Resource Paper #7.

    ERIC Educational Resources Information Center

    Rubin, Sharon

    The importance of evaluating student interns as part of a regular performance appraisal system for all employees is discussed, along with the role of the internship coordinator or faculty sponsor. The first step is deciding what should be measured: interns' personal characteristics, job performance, and results. The most useful form of performance…

  13. Performance Appraisal System Impact on University Academic Staff Job Satisfaction and Productivity

    ERIC Educational Resources Information Center

    Ndambakuwa, Yustina; Mufunda, Jacob

    2006-01-01

    The University of Zimbabwe (UZ) introduced a performance appraisal system (PAS) designed to improve performance indicators across the board in Public Service including academic/faculty staff at the University of Zimbabwe as part of a nation wide strategy. The Public service is a body responsible for all civil workers including academic staff,…

  14. Software for Performance Training Carrel.

    ERIC Educational Resources Information Center

    Wasmundt, Kenneth C.; Steffen, Dale A.

    A prototype system was developed to evaluate a computer-assisted performance training carrel which was used to present the troubleshooting fundamentals lesson of the Lowry Technical Training Center's Electronic Principles Course. This manual provides a description of the PDP-11 and PLATO programs used to implement this system, and an operators…

  15. Evaluation of 2+2 Alternative Teacher Performance Appraisal Program in Shanxi, People's Republic of China

    ERIC Educational Resources Information Center

    Wang, Weiping

    2007-01-01

    This study examined the impact of the 2+2 Alternative Teacher Performance Appraisal System that has been implemented in Shanxi province in China. A mixed research design was used to evaluate the program. Six high schools and a total of 78 teachers (13 teachers in each school) in Shanxi province were selected. Three of the schools participated in…

  16. National Cultures, Performance Appraisal Practices, and Organizational Absenteeism and Turnover: A Study across 21 Countries

    ERIC Educational Resources Information Center

    Peretz, Hilla; Fried, Yitzhak

    2012-01-01

    Performance appraisal (PA) is a key human resource activity in organizations. However, in this global economy, we know little about how societal cultures affect PA practices. In this study, we address this gap by focusing on 2 complementary issues: (a) the influence of societal (national) cultural practices on PA practices adopted by organizations…

  17. Teaching in the "Performative" State: Implications for Teacher Appraisal in Australia

    ERIC Educational Resources Information Center

    Naidu, Sham

    2011-01-01

    Teacher appraisal is viewed by bureaucrats as a means of effecting organisational change in schools. It is for this reason that educational policy leaders have turned to technical competency as a way of accounting for teachers' performance in classrooms. In other words, teachers' work is now subject to minute scrutiny by the observation of…

  18. Maximizing Use of Extension Beef Cattle Benchmarks Data Derived from Cow Herd Appraisal Performance Software

    ERIC Educational Resources Information Center

    Ramsay, Jennifer M.; Hanna, Lauren L. Hulsman; Ringwall, Kris A.

    2016-01-01

    One goal of Extension is to provide practical information that makes a difference to producers. Cow Herd Appraisal Performance Software (CHAPS) has provided beef producers with production benchmarks for 30 years, creating a large historical data set. Many such large data sets contain useful information but are underutilized. Our goal was to create…

  19. Cultural values and performance appraisal: assessing the effects of rater self-construal on performance ratings.

    PubMed

    Mishra, Vipanchi; Roch, Sylvia G

    2013-01-01

    Much of the prior research investigating the influence of cultural values on performance ratings has focused either on conducting cross-national comparisons among raters or using cultural level individualism/collectivism scales to measure the effects of cultural values on performance ratings. Recent research has shown that there is considerable within country variation in cultural values, i.e. people in one country can be more individualistic or collectivistic in nature. Taking the latter perspective, the present study used Markus and Kitayama's (1991) conceptualization of independent and interdependent self-construals as measures of individual variations in cultural values to investigate within culture variations in performance ratings. Results suggest that rater self-construal has a significant influence on overall performance evaluations; specifically, raters with a highly interdependent self-construal tend to show a preference for interdependent ratees, whereas raters high on independent self-construal do not show a preference for specific type of ratees when making overall performance evaluations. Although rater self-construal significantly influenced overall performance evaluations, no such effects were observed for specific dimension ratings. Implications of these results for performance appraisal research and practice are discussed. PMID:23885636

  20. A New Appraisal- Lessons from the History of Efforts to Value Green and High-Performance Home Attributes in the United States

    SciTech Connect

    Mills, Evan

    2015-10-21

    Appraisers, RESNET, USEPA, USDOE and its National Laboratories, the U.S. Green Buildings Council, and the Vermont Green Homes Alliance. Many activities have resulted, ranging from trainings, to data-gathering instruments, and the emergence of a literature attempting to statistically isolate the effects of green/HP characteristics on home values. In some cases, the results of studies have been overgeneralized and oversold, and embodied flawed methods. Although the green/HP community has encouraged appraisers to focus on exemplary buildings (e.g., LEED or ENERGY STAR Certified), any level of green or energy performance can in fact influence value, including below-average performance (a.k.a. “brown discount”), irrespective of whether or not the building has been formally rated. This overly narrow focus represents a significant missed opportunity. Other surmountable challenges include limitations to non-appraisers’ understanding of the appraisal process (and practical constraints therein). A byproduct of this can be unrealistic expectations of what appraisers can and will do in the marketplace. These challenges notwithstanding, the environment for moving forward has improved. There is better data today (a critical need); expanded efforts to disclose energy use information (characteristics, consumption, bills); improved and more pervasive building energy codes, building rating and labeling initiatives; and a host of federal, state, and local policies that have collectively brought green/HP practices much more into the mainstream. Meanwhile, a renewed focus on professional standards of care and competency for assessing green/HP homes make it increasingly important for appraisers to consider these factors in their assignments. Despite the past four decades of studies, there is little if any discernible uptake of these practices by the appraisal practice at large. It would behoove interested parties to step back and consider what new strategies might be productive. A key

  1. Real estate market and building energy performance: Data for a mass appraisal approach

    PubMed Central

    Bonifaci, Pietro; Copiello, Sergio

    2015-01-01

    Mass appraisal is widely considered an advanced frontier in the real estate valuation field. Performing mass appraisal entails the need to get access to base information conveyed by a large amount of transactions, such as prices and property features. Due to the lack of transparency of many Italian real estate market segments, our survey has been addressed to gather data from residential property advertisements. The dataset specifically focuses on property offer prices and dwelling energy efficiency. The latter refers to the label expressed and exhibited by the energy performance certificate. Moreover, data are georeferenced with the highest possible accuracy: at the neighborhood level for a 76.8% of cases, at street or building number level for the remaining 23.2%. Data are related to the analysis performed in Bonifaci and Copiello [1], about the relationship between house prices and building energy performance, that is to say, the willingness to pay in order to benefit from more efficient dwellings. PMID:26793751

  2. Real estate market and building energy performance: Data for a mass appraisal approach.

    PubMed

    Bonifaci, Pietro; Copiello, Sergio

    2015-12-01

    Mass appraisal is widely considered an advanced frontier in the real estate valuation field. Performing mass appraisal entails the need to get access to base information conveyed by a large amount of transactions, such as prices and property features. Due to the lack of transparency of many Italian real estate market segments, our survey has been addressed to gather data from residential property advertisements. The dataset specifically focuses on property offer prices and dwelling energy efficiency. The latter refers to the label expressed and exhibited by the energy performance certificate. Moreover, data are georeferenced with the highest possible accuracy: at the neighborhood level for a 76.8% of cases, at street or building number level for the remaining 23.2%. Data are related to the analysis performed in Bonifaci and Copiello [1], about the relationship between house prices and building energy performance, that is to say, the willingness to pay in order to benefit from more efficient dwellings. PMID:26793751

  3. Performance appraisal of estimation algorithms and application of estimation algorithms to target tracking

    NASA Astrophysics Data System (ADS)

    Zhao, Zhanlue

    This dissertation consists of two parts. The first part deals with the performance appraisal of estimation algorithms. The second part focuses on the application of estimation algorithms to target tracking. Performance appraisal is crucial for understanding, developing and comparing various estimation algorithms. In particular, with the evolvement of estimation theory and the increase of problem complexity, performance appraisal is getting more and more challenging for engineers to make comprehensive conclusions. However, the existing theoretical results are inadequate for practical reference. The first part of this dissertation is dedicated to performance measures which include local performance measures, global performance measures and model distortion measure. The second part focuses on application of the recursive best linear unbiased estimation (BLUE) or linear minimum mean square error (LIB-M-ISE) estimation to nonlinear measurement problem in target tracking. Kalman filter has been the dominant basis for dynamic state filtering for several decades. Beyond Kalman filter, a more fundamental basis for the recursive best linear unbiased filtering has been thoroughly investigated in a series of papers by my advisor Dr. X. Rong Li. Based on the so-called quasi-recursive best linear unbiased filtering technique, the constraints of the Kalman filter Linear-Gaussian assumptions can be relaxed such that a general linear filtering technique for nonlinear systems can be achieved. An approximate optimal BLUE filter is implemented for nonlinear measurements in target tracking which outperforms the existing method significantly in terms of accuracy, credibility and robustness.

  4. How to Construct a Successful Performance Appraisal System.

    ERIC Educational Resources Information Center

    Schneier, Craig Eric; And Others

    1986-01-01

    Discusses the design of a performance management system that not only enables managers to solve performance problems, but also enables human resource development specialists and staff to provide a useful tool and a successful program. (CT)

  5. Performance Appraisals: One Step in a Comprehensive Staff Supervision Model

    ERIC Educational Resources Information Center

    Kilbourne, Susan

    2007-01-01

    Performance reviews, while stressful, can prepare employees for the next stages of their career. The best performance reviews are those where the supervisor knows the employee's skills and talents and offers suggestions on how to use those talents to develop other areas of job performance and professional growth. In this article, the author…

  6. Annual performance appraisal: one organization's process and retrospective analysis of outcomes.

    PubMed

    Geddes, E Lynne; Gill, Caroline

    2012-01-01

    Performance assessment of personnel is an important component of an organization's quality management program, benefiting the organization, individuals and clients. Performance appraisal is the most common method. This article describes the three-part performance appraisal tool used at the authors' organization, a private inter-professional healthcare agency providing rehabilitation services to clients in the community, and presents the results of a retrospective analysis of the outcomes. Performance appraisals of 13 personnel were randomly selected, representing 39 chart audits and 25 joint client visits. The achievement of mandatory chart audit standards demonstrated 95 ± 7.2% compliance; expected standards showed 96 ± 3.3% compliance. Qualitative findings from the joint visits and interviews showed that therapists enjoyed the process and experience, valued the feedback and appreciated the support they received. Benefits and challenges of the process were identified, resulting in new initiatives being implemented. The authors confirmed that the tool achieves its intended purpose and is relevant in the home care setting. PMID:22354057

  7. Understanding adolescents' sleep patterns and school performance: a critical appraisal.

    PubMed

    Wolfson, Amy R; Carskadon, Mary A

    2003-12-01

    The present paper reviews and critiques studies assessing the relation between sleep patterns, sleep quality, and school performance of adolescents attending middle school, high school, and/or college. The majority of studies relied on self-report, yet the researchers approached the question with different designs and measures. Specifically, studies looked at (1) sleep/wake patterns and usual grades, (2) school start time and phase preference in relation to sleep habits and quality and academic performance, and (3) sleep patterns and classroom performance (e.g., examination grades). The findings strongly indicate that self-reported shortened total sleep time, erratic sleep/wake schedules, late bed and rise times, and poor sleep quality are negatively associated with academic performance for adolescents from middle school through the college years. Limitations of the current published studies are also discussed in detail in this review. PMID:15018092

  8. The Problem of Policy Implementation: The Case of Performance Appraisal.

    ERIC Educational Resources Information Center

    Timperley, Helen S.; Robinson, Viviane M.

    1997-01-01

    Identifies how policy implementation might be improved by informing policy formulation with a more detailed understanding of local conditions. Conceptualizes policy as a response to conflicting local and national requirements. Presents a case study, a New Zealand high school's implementation of a national performance-management policy. The…

  9. Iron and Steel Industry Training Board

    ERIC Educational Resources Information Center

    Riley, Alvan D.

    1974-01-01

    The British iron and steel industry training board has developed a training approach called investment appraisal of training. This approach is a forward-looking appraisal in which the estimated costs ofthe proposed training activity are balanced against benefits accruing in fi nancial terms from improved performance. (DS)

  10. Effects of cognitive appraisal and mental workload factors on performance in an arithmetic task.

    PubMed

    Galy, Edith; Mélan, Claudine

    2015-12-01

    We showed in a previous study an additive interaction between intrinsic and extraneous cognitive loads and of participants' alertness in an 1-back working memory task. The interaction between intrinsic and extraneous cognitive loads was only observed when participants' alertness was low (i.e. in the morning). As alertness is known to reflect an individual's general functional state, we suggested that the working memory capacity available for germane cognitive load depends on a participant's functional state, in addition to intrinsic and extraneous loads induced by the task and task conditions. The relationships between the different load types and their assessment by specific load measures gave rise to a modified cognitive load model. The aim of the present study was to complete the model by determining to what extent and at what processing level an individual's characteristics intervene in order to implement efficient strategies in a working memory task. Therefore, the study explored participants' cognitive appraisal of the situation in addition to the load factors considered previously-task difficulty, time pressure and alertness. Each participant performed a mental arithmetic task in four different cognitive load conditions (crossover of two task difficulty conditions and of two time pressure conditions), both while their alertness was low (9 a.m.) and high (4 p.m.). Results confirmed an additive effect of task difficulty and time pressure, previously reported in the 1-back memory task, thereby lending further support to the modified cognitive load model. Further, in the high intrinsic and extraneous load condition, performance was reduced on the morning session (i.e. when alertness was low) on one hand, and in those participants' having a threat appraisal of the situation on the other hand. When these factors were included into the analysis, a performance drop occurred in the morning irrespective of cognitive appraisal, and with threat appraisal in the

  11. Does Negotiation Training Improve Negotiators' Performance?

    ERIC Educational Resources Information Center

    ElShenawy, Eman

    2010-01-01

    Purpose: This paper's objective is to test the main effect of negotiation training-level on acquiring negotiation skills. Training level refers to the time a trainee spends in a negotiation training course receiving the standard style and methods of training. Negotiation skills are manifested through trainees' performance after receiving training.…

  12. Accuracy of Subjective Performance Appraisal is Not Modulated by the Method Used by the Learner During Motor Skill Acquisition.

    PubMed

    Patterson, Jae T; McRae, Matthew; Lai, Sharon

    2016-04-01

    The present experiment examined whether the method of subjectively appraising motor performance during skill acquisition would differentially strengthen performance appraisal capabilities and subsequent motor learning. Thirty-six participants (18 men and 18 women; M age = 20.8 years, SD = 1.0) learned to execute a serial key-pressing task at a particular overall movement time (2550 ms). Participants were randomly separated into three groups: the Generate group estimated their overall movement time then received knowledge of results of their actual movement time; the Choice group selected their perceived movement time from a list of three alternatives; the third group, the Control group, did not self-report their perceived movement time and received knowledge of results of their actual movement time on every trial. All groups practiced 90 acquisition trials and 30 no knowledge of results trials in a delayed retention test. Results from the delayed retention test showed that both methods of performance appraisal (Generate and Choice) facilitated superior motor performance and greater accuracy in assessing their actual motor performance compared with the control condition. Therefore, the processing required for accurate appraisal of performance was strengthened, independent of performance appraisal method. PMID:27166340

  13. War outside, ceasefire inside: An analysis of the performance appraisal system of a public hospital in a zone of conflict.

    PubMed

    Giangreco, Antonio; Carugati, Andrea; Sebastiano, Antonio; Tamimi, Hadeel Al

    2012-02-01

    Our study examines the use of the performance appraisal system at Hebron Public Hospital (Palestine) during the second intifada, started in 2000. The aim of the article is to shed light on the reasons behind the use of performance appraisal systems in organizations operating in zones of conflicts, an area relatively neglected by HR scholars. To create the theoretical fundament we draw on mainstream literature on performance appraisal, contextualizing it to the Middle-Eastern context. From the literature analysis, we identify five guiding logics for the implementation and use of performance appraisal systems (Appendix A). We use a multi-method approach, qualitative and quantitative, to analyze the longitudinal performance evaluation data over the period 2000-2002 for about 250 individuals. These data are complemented with interviews and observations in the field. Our analysis shows that the trends evidenced in the quantitative analysis are similar to trends evident in Western contexts. However, these trends were not the consequence of the same five Western logics found in the literature. The qualitative study allows us to identify two additional logics for making sense of the performance appraisal system at Hebron Public Hospital: the need to find peace within the organization (organizational peacefulness logic); and the need to maintain order through the acceptance of the status quo (dominance logic). These results allow us to draw conclusions for theory and practice of HR management and to identify useful criteria for doing research in areas of conflicts. PMID:21168215

  14. Smart Training: The Manager's Guide to Training for Improved Performance.

    ERIC Educational Resources Information Center

    Carr, Clay

    This book describes and advocates "smart training," an approach to on-the-job training that helps employees gain competence and empowers them to act to satisfy customers. The book is organized in 16 chapters grouped into 4 parts. Part 1 outlines the basics of smart training, including its performance base, the need for initial analysis, and the…

  15. Depression, Cognition, and Self-Appraisal of Functional Abilities in HIV: An Examination of Subjective Appraisal Versus Objective Performance

    PubMed Central

    Thames, April D.; Becker, Brian W.; Marcotte, Thomas D.; Hines, Lindsay J.; Foley, Jessica M.; Ramezani, Amir; Singer, Elyse J.; Castellon, Steven A.; Heaton, Robert K.; Hinkin, Charles H.

    2013-01-01

    Depression frequently co-occurs with HIV infection and can result in self-reported overestimates of cognitive deficits. Conversely, genuine cognitive dysfunction can lead to an under-appreciation of cognitive deficits. The degree to which depression and cognition influence self-report of capacity for instrumental activities of daily living (IADLs) requires further investigation. This study examined the effects of depression and cognitive deficits on self-appraisal of functional competence among 107 HIV-infected adults. As hypothesized, higher levels of depression were found among those who over-reported problems in medication management, driving, and cognition when compared to those who under-reported or provided accurate self-assessments. In contrast, genuine cognitive dysfunction was predictive of under-reporting of functional deficits. Together, these results suggest that over-reliance on self-reported functional status poses risk for error when diagnoses require documentation of both cognitive impairment and associated functional disability in everyday life. PMID:21331979

  16. Using implementation intentions to overcome the effects of social anxiety on attention and appraisals of performance.

    PubMed

    Webb, Thomas L; Ononaiye, Margarita S P; Sheeran, Paschal; Reidy, John G; Lavda, Anastasia

    2010-05-01

    The present research examines whether forming implementation intentions can help people with social anxiety to control their attention and make more realistic appraisals of their performance. In Experiment 1, socially anxious participants (relative to less anxious participants) exhibited an attentional bias toward social threat words in a Visual Dot Probe task. However, socially anxious participants who formed implementation intentions designed to control attention did not exhibit this bias. Using a spatial cuing task, Experiment 2 showed that forming implementation intentions also promoted rapid disengagement from threatening stimuli. Experiment 3 ruled out the possibility that implementation intentions were effective merely because they provided additional goal-relevant information. In Experiment 4, participants gave a speech and subsequently rated their performance. Forming implementation intentions prevented the underestimation of performance that characterizes socially anxious individuals. Together, the findings suggest that forming implementation intentions may provide an effective means of handling self-regulatory problems in social anxiety. PMID:20371796

  17. Mindfulness Training Targets Neurocognitive Mechanisms of Addiction at the Attention-Appraisal-Emotion Interface

    PubMed Central

    Garland, Eric L.; Froeliger, Brett; Howard, Matthew O.

    2014-01-01

    Prominent neuroscience models suggest that addictive behavior occurs when environmental stressors and drug-relevant cues activate a cycle of cognitive, affective, and psychophysiological mechanisms, including dysregulated interactions between bottom-up and top-down neural processes, that compel the user to seek out and use drugs. Mindfulness-based interventions (MBIs) target pathogenic mechanisms of the risk chain linking stress and addiction. This review describes how MBIs may target neurocognitive mechanisms of addiction at the attention-appraisal-emotion interface. Empirical evidence is presented suggesting that MBIs ameliorate addiction by enhancing cognitive regulation of a number of key processes, including: clarifying cognitive appraisal and modulating negative emotions to reduce perseverative cognition and emotional arousal; enhancing metacognitive awareness to regulate drug-use action schema and decrease addiction attentional bias; promoting extinction learning to uncouple drug-use triggers from conditioned appetitive responses; reducing cue-reactivity and increasing cognitive control over craving; attenuating physiological stress reactivity through parasympathetic activation; and increasing savoring to restore natural reward processing. Treatment and research implications of our neurocognitive framework are presented. We conclude by offering a temporally sequenced description of neurocognitive processes targeted by MBIs through a hypothetical case study. Our neurocognitive framework has implications for the optimization of addiction treatment with MBIs. PMID:24454293

  18. National cultures, performance appraisal practices, and organizational absenteeism and turnover: a study across 21 countries.

    PubMed

    Peretz, Hilla; Fried, Yitzhak

    2012-03-01

    Performance appraisal (PA) is a key human resource activity in organizations. However, in this global economy, we know little about how societal cultures affect PA practices. In this study, we address this gap by focusing on 2 complementary issues: (a) the influence of societal (national) cultural practices on PA practices adopted by organizations and (b) the contribution of the level of congruence between societal cultural practices and the characteristics of organizational PA practices to absenteeism and turnover. The results, based on a large data set across multiple countries and over 2 time periods, support the hypothesized effects of societal (national) cultural practices on particular PA practices and the interactive effects of societal cultural practices and PA practices on absenteeism and turnover. We discuss theoretical and practical implications of our findings. PMID:22040261

  19. TAP 2: Performance-Based Training Manual

    SciTech Connect

    Not Available

    1993-08-01

    Cornerstone of safe operation of DOE nuclear facilities is personnel performing day-to-day functions which accomplish the facility mission. Performance-based training is fundamental to the safe operation. This manual has been developed to support the Training Accreditation Program (TAP) and assist contractors in efforts to develop performance-based training programs. It provides contractors with narrative procedures on performance-based training that can be modified and incorporated for facility-specific application. It is divided into sections dealing with analysis, design, development, implementation, and evaluation.

  20. Development, feasibility and performance of a health risk appraisal questionnaire for older persons

    PubMed Central

    Stuck, Andreas E; Kharicha, Kalpa; Dapp, Ulrike; Anders, Jennifer; von Renteln-Kruse, Wolfgang; Meier-Baumgartner, Hans Peter; Harari, Danielle; Swift, Cameron G; Ivanova, Katja; Egger, Matthias; Gillmann, Gerhard; Higa, Jerilyn; Beck, John C; Iliffe, Steve

    2007-01-01

    Background Health risk appraisal is a promising method for health promotion and prevention in older persons. The Health Risk Appraisal for the Elderly (HRA-E) developed in the U.S. has unique features but has not been tested outside the United States. Methods Based on the original HRA-E, we developed a scientifically updated and regionally adapted multilingual Health Risk Appraisal for Older Persons (HRA-O) instrument consisting of a self-administered questionnaire and software-generated feed-back reports. We evaluated the practicability and performance of the questionnaire in non-disabled community-dwelling older persons in London (U.K.) (N = 1090), Hamburg (Germany) (N = 804), and Solothurn (Switzerland) (N = 748) in a sub-sample of an international randomised controlled study. Results Over eighty percent of invited older persons returned the self-administered HRA-O questionnaire. Fair or poor self-perceived health status and older age were correlated with higher rates of non-return of the questionnaire. Older participants and those with lower educational levels reported more difficulty in completing the HRA-O questionnaire as compared to younger and higher educated persons. However, even among older participants and those with low educational level, more than 80% rated the questionnaire as easy to complete. Prevalence rates of risks for functional decline or problems were between 2% and 91% for the 19 HRA-O domains. Participants' intention to change health behaviour suggested that for some risk factors participants were in a pre-contemplation phase, having no short- or medium-term plans for change. Many participants perceived their health behaviour or preventative care uptake as optimal, despite indications of deficits according to the HRA-O based evaluation. Conclusion The HRA-O questionnaire was highly accepted by a broad range of community-dwelling non-disabled persons. It identified a high number of risks and problems, and provided information on

  1. Prior Mathematics Achievement, Cognitive Appraisals and Anxiety as Predictors of Finnish Students' Later Mathematics Performance and Career Orientation

    ERIC Educational Resources Information Center

    Kyttala, Minna; Bjorn, Piia Maria

    2010-01-01

    The aim of this two-year longitudinal study was to investigate the role and impact of prior mathematics performance, cognitive appraisals and mathematics-specific, affective anxiety in determining later mathematics achievement and future career orientation among Finnish adolescents. The basic ideas of the control-value theory, assumed to be…

  2. Training high performance skills using above real-time training

    NASA Technical Reports Server (NTRS)

    Guckenberger, Dutch; Uliano, Kevin C.; Lane, Norman E.

    1993-01-01

    The Above Real-Time Training (ARTT) concept is a unique approach to training high performance skills. ARTT refers to a training paradigm that places the operator in a simulated environment that functions at faster than normal time. Such a training paradigm represents a departure from the intuitive, but not often supported, feeling that the best practice is determined by the training environment with the highest fidelity. This approach is hypothesized to provide greater 'transfer value' per simulation trial, by incorporating training techniques and instructional features into the simulator. These techniques allow individuals to acquire these critical skills faster and with greater retention. ARTT also allows an individual trained in 'fast time' to operate at what appears to be a more confident state, when the same task is performed in a real-time environment. Two related experiments are discussed. The findings appear to be consistent with previous findings that show positive effects of task variation during training. Moreover, ARTT has merit in improving or maintaining transfer with sharp reductions in training time. There are indications that the effectiveness of ARTT varies as a function of task content and possibly task difficulty. Other implications for ARTT are discussed along with future research directions.

  3. The Cycle of Bias in Health Research: A Framework and Toolbox for Critical Appraisal Training

    PubMed Central

    Odierna, Donna H.; Forsyth, Susan R.; White, Jenny; Bero, Lisa A.

    2013-01-01

    Recognizing bias in health research is crucial for evidence-based decision making. We worked with eight community groups to develop materials for nine modular, individualized critical appraisal workshops we conducted with 102 consumers (four workshops), 43 healthcare providers (three workshops), and 33 journalists (two workshops) in California. We presented workshops using a “cycle of bias” framework, and developed a toolbox of presentations, problem-based small group sessions, and skill-building materials to improve participants’ ability to evaluate research for financial and other conflicts of interest, bias, validity, and applicability. Participant feedback indicated that the adaptability of the toolbox and our focus on bias were critical elements in the success of our workshops. PMID:23432773

  4. Continuing Education and Training Models and Strategies: An Initial Appraisal. Research Report

    ERIC Educational Resources Information Center

    Billett, Stephen; Henderson, Amanda; Choy, Sarojni; Dymock, Darryl; Kelly, Ann; Smith, Ray; James, Ian; Beven, Fred; Lewis, Jason

    2012-01-01

    Continuing education and training is an emerging priority for the nation's tertiary education and training system. Changing work, new work requirements, an ageing workforce and lengthening working lives are some of the factors now influencing this priority. Yet, many of the purposes and processes of the Australian tertiary education and training…

  5. Development and Use of Performance Appraisal of Certificated Education Staff in Ontario School Boards. Volume I: Technical Report. Professionalism in Schools Series.

    ERIC Educational Resources Information Center

    Lawton, S. B.; And Others

    This study addresses four questions: (1) What types of performance appraisal policy for educational staff have been adopted by Ontario school boards? (2) To what extent have these policies been implemented in practice? (3) What types of appraisal policies are most effective? and (4) What processes have school boards used to develop and implement…

  6. VISUAL TRAINING AND READING PERFORMANCE.

    ERIC Educational Resources Information Center

    ANAPOLLE, LOUIS

    VISUAL TRAINING IS DEFINED AS THE FIELD OF OCULAR REEDUCATION AND REHABILITATION OF THE VARIOUS VISUAL SKILLS THAT ARE OF PARAMOUNT IMPORTANCE TO SCHOOL ACHIEVEMENT, AUTOMOBILE DRIVING, OUTDOOR SPORTS ACTIVITIES, AND OCCUPATIONAL PURSUITS. A HISTORY OF ORTHOPTICS, THE SUGGESTED NAME FOR THE ENTIRE FIELD OF OCULAR REEDUCATION, IS GIVEN. READING AS…

  7. Improving Wordspotting Performance with Limited Training Data

    NASA Astrophysics Data System (ADS)

    Chang, Eric I.-Chao

    1995-01-01

    This thesis addresses the problem of limited training data in pattern detection problems where a small number of target classes must be detected in a varied background. There is typically limited training data and limited knowledge about class distributions in this type of spotting problem and in this case a statistical pattern classifier can not accurately model class distributions. The domain of wordspotting is used to explore new approaches that improve spotting system performance with limited training data. First, a high performance, state-of-the-art whole-word based wordspotter is developed. Two complementary approaches are then introduced to help compensate for the lack of data. Figure of Merit training, a new type of discriminative training algorithm, modifies the spotting system parameters according to the metric used to evaluate wordspotting systems. The effectiveness of discriminative training approaches may be limited due to overtraining a classifier on insufficient training data. While the classifier's performance on the training data improves, the classifier's performance on unseen test data degrades. To alleviate this problem, voice transformation techniques are used to generate more training examples that improve the robustness of the spotting system. The wordspotter is trained and tested on the Switchboard credit-card database, a database of spontaneous conversations recorded over the telephone. The baseline wordspotter achieves a Figure of Merit of 62.5% on a testing set. With Figure of Merit training, the Figure of Merit improves to 65.8%. When Figure of Merit training and voice transformations are used together, the Figure of Merit improves to 71.9%. The final wordspotter system achieves a Figure of Merit of 64.2% on the National Institute of Standards and Technology (NIST) September 1992 official benchmark, surpassing the 1992 results from other whole-word based wordspotting systems. (Copies available exclusively from MIT Libraries, Rm. 14

  8. TAP 2, Performance-Based Training Manual

    SciTech Connect

    Not Available

    1991-07-01

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

  9. Performance Training Carrel for Electronics Principles Course.

    ERIC Educational Resources Information Center

    Kargo, Donald W.; Steffen, Dale A.

    This manual provides documentation for the design, construction, and operation of an interactive electronics training panel developed for a computer assisted performance training carrel. The panel is a plug-in module designed to simulate electronic circuitry and a PMS-6 multimeter as required for a troubleshooting fundamentals lesson in an Air…

  10. The Effect of Performance Support and Training as Performance Interventions

    ERIC Educational Resources Information Center

    Nguyen, Frank; Klein, James D.

    2008-01-01

    For decades, training has been one of the most common interventions used by organizations to improve the performance of their employees and teach them new ideas and skills. But owing to the cost of developing and delivering training, organizations have adopted alternative ways to enable employee performance while reducing the cost and minimizing…

  11. Is Transfer of Training Related to Firm Performance?

    ERIC Educational Resources Information Center

    Saks, Alan M.; Burke-Smalley, Lisa A.

    2014-01-01

    The purpose of this study was to bridge the gap between micro-training research on the transfer of training and macro-training research on training and firm performance by testing the relationship between transfer of training and firm performance. Training and development professionals completed a survey about the training methods used in their…

  12. Investing in Change. An Appraisal of Staff Development Needs for the Delivery of Modernised Occupational Training.

    ERIC Educational Resources Information Center

    Further Education Unit, London (England).

    Regional and national seminars provided an opportunity for some 500 experts from industry and further education (FE) to analyze staff development needs related to modernization of occupational training in England. Eight issues affecting staff development were identified: environmental factors, access, relevance, design, delivery, assessment,…

  13. What predicts performance during clinical psychology training?

    PubMed Central

    Scior, Katrina; Bradley, Caroline E; Potts, Henry W W; Woolf, Katherine; de C Williams, Amanda C

    2014-01-01

    Objectives While the question of who is likely to be selected for clinical psychology training has been studied, evidence on performance during training is scant. This study explored data from seven consecutive intakes of the UK's largest clinical psychology training course, aiming to identify what factors predict better or poorer outcomes. Design Longitudinal cross-sectional study using prospective and retrospective data. Method Characteristics at application were analysed in relation to a range of in-course assessments for 274 trainee clinical psychologists who had completed or were in the final stage of their training. Results Trainees were diverse in age, pre-training experience, and academic performance at A-level (advanced level certificate required for university admission), but not in gender or ethnicity. Failure rates across the three performance domains (academic, clinical, research) were very low, suggesting that selection was successful in screening out less suitable candidates. Key predictors of good performance on the course were better A-levels and better degree class. Non-white students performed less well on two outcomes. Type and extent of pre-training clinical experience on outcomes had varied effects on outcome. Research supervisor ratings emerged as global indicators and predicted nearly all outcomes, but may have been biased as they were retrospective. Referee ratings predicted only one of the seven outcomes examined, and interview ratings predicted none of the outcomes. Conclusions Predicting who will do well or poorly in clinical psychology training is complex. Interview and referee ratings may well be successful in screening out unsuitable candidates, but appear to be a poor guide to performance on the course. Practitioner points While referee and selection interview ratings did not predict performance during training, they may be useful in screening out unsuitable candidates at the application stage High school final academic performance

  14. Train Right or Don't Train at All.

    ERIC Educational Resources Information Center

    Napier, Nancy K.; Deller, John

    1985-01-01

    A program to train bank operations supervisors to conduct quarterly informal performance appraisals involved three modes: content-only training, content-plus-procedure training, and no training. While content-plus-procedure was predictably the most satisfactory, content-only, because it lacked a practice component, was less effective than no…

  15. The Appraisal of Teachers' Performance and Its Impact on the Mutuality of Principal-Teacher Emotions

    ERIC Educational Resources Information Center

    Yariv, Eliezer

    2009-01-01

    The current study examines the mutual discrete emotions among superiors and their above- and below-average workers within a hierarchical organisation (school). Using a survey method within a random sample of 40 elementary schools in Northern Israel, each principal and four of his or her teachers (two who had been appraised as excellent and two who…

  16. Collaborative Peer Coaching That Improves Instruction: The 2 + 2 Performance Appraisal Model

    ERIC Educational Resources Information Center

    Allen Dwight W.; LeBlanc, Alyce C.

    2004-01-01

    Behind a simple equation, 2 + 2, lies a rich yet realistic approach to enhancing teaching and learning. As this book demonstrates, the current method of job appraisal consists of sporadic classroom visits from school administrators that frequently serve to reinforce teacher isolation rather than promote professional development. In contrast, the 2…

  17. 7 CFR 762.127 - Appraisal requirements.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... of such public sales, reputable publications reflecting market values may be used. Appraisal reports... that the appraiser possesses sufficient experience or training to estimate the market value of... current production year and actual yields can be reasonably estimated. The appraised value of...

  18. The Effect of Performance Support and Training on Performer Attitudes

    ERIC Educational Resources Information Center

    Nguyen, Frank

    2009-01-01

    While training has been a proven and heavily relied on intervention to impart job-enabling information to performers, its ability to have a positive effect on job performance has been demonstrated to diminish over time. One intervention that has been adopted by performance technologists to provide ongoing support is an electronic performance…

  19. Performance assessment to enhance training effectiveness.

    SciTech Connect

    Stevens-Adams, Susan Marie; Gieseler, Charles J.; Basilico, Justin Derrick; Abbott, Robert G.; Forsythe, James Chris

    2010-09-01

    Training simulators have become increasingly popular tools for instructing humans on performance in complex environments. However, the question of how to provide individualized and scenario-specific assessment and feedback to students remains largely an open question. To maximize training efficiency, new technologies are required that assist instructors in providing individually relevant instruction. Sandia National Laboratories has shown the feasibility of automated performance assessment tools, such as the Sandia-developed Automated Expert Modeling and Student Evaluation (AEMASE) software, through proof-of-concept demonstrations, a pilot study, and an experiment. In the pilot study, the AEMASE system, which automatically assesses student performance based on observed examples of good and bad performance in a given domain, achieved a high degree of agreement with a human grader (89%) in assessing tactical air engagement scenarios. In more recent work, we found that AEMASE achieved a high degree of agreement with human graders (83-99%) for three Navy E-2 domain-relevant performance metrics. The current study provides a rigorous empirical evaluation of the enhanced training effectiveness achievable with this technology. In particular, we assessed whether giving students feedback based on automated metrics would enhance training effectiveness and improve student performance. We trained two groups of employees (differentiated by type of feedback) on a Navy E-2 simulator and assessed their performance on three domain-specific performance metrics. We found that students given feedback via the AEMASE-based debrief tool performed significantly better than students given only instructor feedback on two out of three metrics. Future work will focus on extending these developments for automated assessment of teamwork.

  20. Somatotype, training and performance in Ironman athletes.

    PubMed

    Kandel, Michel; Baeyens, Jean Pierre; Clarys, Peter

    2014-01-01

    The aim of this study was to describe the physiques of Ironman athletes and the relationship between Ironman's performance, training and somatotype. A total of 165 male and 22 female competitors of the Ironman Switzerland volunteered in this study. Ten anthropometric dimensions were measured, and 12 training and history variables were recorded with a questionnaire. The variables were compared with the race performance. The somatotype was a strong predictor of Ironman performance (R=0.535; R(2)=0.286; sign. p<0.001) in male athletes. The endomorphy component was the most substantial predictor. Reductions in endomorphy by one standard deviation as well as an increased ectomorphy value by one standard deviation lead to significant and substantial improvement in Ironman performance (28.1 and 29.8 minutes, respectively). An ideal somatotype of 1.7-4.9-2.8 could be established. Age and quantitative training effort were not significant predictors on Ironman performance. In female athletes, no relationship between somatotype, training and performance was found. The somatotype of a male athlete defines for 28.6% variance in Ironman performance. Athletes not having an ideal somatotype of 1.7-4.9-2.8 could improve their performance by altering their somatotype. Lower rates in endomorphy, as well as higher rates in ectomorphy, resulted in a significant better race performance. The impact of somatotype was the most distinguished on the run discipline and had a much greater impact on the total race time than the quantitative training effort. These findings could not be found in female athletes. PMID:23834510

  1. Looking For Value in All The Wrong Places. Toward Expanded Consideration of Green and High Performance Attributes in Non-residential Property Appraisals in the United States

    SciTech Connect

    Mills, Evan

    2015-10-21

    Large numbers of commercial buildings have sought to improve their energy and environmental performance, with half of all leasable U.S. offices now designated at some level of “green”. All proper/es fall somewhere on the green/high-­performance spectrum (above and below average) whether or not they bear a formal label or ra/ng.1 Variations in the level of performance can either positively or negatively influence value. This component of value can be shaped by many factors, from utility costs to tenant/owner preferences that translate into income (rent levels, vacancy rates, lease-­up /mes, etc.). Occupant perceptions of indoor environmental quality are another potential influence on value. While there has been little uptake of this thinking by practicing appraisers, the increased prevalence of green/HP practices combined with concerns about appraiser competency are compelling the industry to adapt their traditional techniques to this new driver of value. However, the overly narrow focus of policymakers on appraisal of labeled or rated exemplary buildings (e.g., LEED or ENERGY STAR Certified) represents a significant missed opportunity. Any level of green or energy performance can in fact influence value, including below-­average performance (a.k.a. “brown discount”), irrespec/ve of whether or not the building has been formally rated. Another surmountable challenge is the limitations to non-­appraisers’ understanding of the appraisal process (and constraints therein). A crucial byproduct of this is unrealistic expectations of what appraisers can and will do in the marketplace. This report identifies opportunities for catalyzing improvement of the green/HP appraisal process, which apply to all involved actors—from owner, report-­ordering client, the appraiser, and the appraisal reviewer—and fostering more demand for appraisals that recognize green/HP property attributes. The intended audience is primarily the public policy community and other

  2. Performance: How to Motivate People in Training Programs.

    ERIC Educational Resources Information Center

    Ouimet, Denis

    1978-01-01

    Assesses the meaning of performance in organizations' training programs. Analyzes and critiques the scenario of typical training program designs. Proposes operational conditions essential to achieving performance in a training program. (CSS)

  3. Characterizing “fibrofog”: Subjective appraisal, objective performance, and task-related brain activity during a working memory task

    PubMed Central

    Walitt, Brian; Čeko, Marta; Khatiwada, Manish; Gracely, John L.; Rayhan, Rakib; VanMeter, John W.; Gracely, Richard H.

    2016-01-01

    The subjective experience of cognitive dysfunction (“fibrofog”) is common in fibromyalgia. This study investigated the relation between subjective appraisal of cognitive function, objective cognitive task performance, and brain activity during a cognitive task using functional magnetic resonance imaging (fMRI). Sixteen fibromyalgia patients and 13 healthy pain-free controls completed a battery of questionnaires, including the Multiple Ability Self-Report Questionnaire (MASQ), a measure of self-perceived cognitive difficulties. Participants were evaluated for working memory performance using a modified N-back working memory task while undergoing Blood Oxygen Level Dependent (BOLD) fMRI measurements. Fibromyalgia patients and controls did not differ in working memory performance. Subjective appraisal of cognitive function was associated with better performance (accuracy) on the working memory task in healthy controls but not in fibromyalgia patients. In fibromyalgia patients, increased perceived cognitive difficulty was positively correlated with the severity of their symptoms. BOLD response during the working memory task did not differ between the groups. BOLD response correlated with task accuracy in control subjects but not in fibromyalgia patients. Increased subjective cognitive impairment correlated with decreased BOLD response in both groups but in different anatomic regions. In conclusion, “fibrofog” appears to be better characterized by subjective rather than objective impairment. Neurologic correlates of this subjective experience of impairment might be separate from those involved in the performance of cognitive tasks. PMID:26955513

  4. Performance Politics in Military Training Development.

    ERIC Educational Resources Information Center

    Setzler, Hubert H., Jr.; Sansom, Robert G.

    1980-01-01

    Briefly discusses the phases and components of the IPISD (Interservice Procedures for Instructional Systems Development), reviews three critical points (initial analysis, determining training objectives, criterion referenced test development), and provides recommendations to assist the performance technologist in playing the difficult roles of…

  5. Enhancing performance in professional water polo players: dryland training, in-water training, and combined training.

    PubMed

    Sáez de Villarreal, Eduardo; Suarez-Arrones, Luis; Requena, Bernardo; Haff, G Gregory; Ramos Veliz, Rafael

    2015-04-01

    We compared the effects of 6 weeks of dryland, in-water-specific strength training and plyometric training combined with a water polo (WP) training program on 7 sport-specific performance parameters. Thirty professional players were randomly assigned to 3 experimental groups: combined training (CG), in-water-specific strength (WSG), and plyometrics (PG). The program included 3 weekly strength training sessions and 5 days of WP training per week for a total of 6 weeks during the preseason. The 10-m T-agility test, 20-m maximal sprint swim, maximal dynamic strength (1 repetition maximum [1RM], bench press [BP] and full squat [FS]), in-water boost, countermovement jump (CMJ) and throwing speed (ThS) were measured before and after the 6-week training period. There were no significant differences between the groups for any of the tested variables before the initiation of the 6-week training period. After 6 weeks of training, significant improvements (p ≤ 0.001) were found in the PG group for the CMJ (6.1%) and in all groups for the in-water boost (4.4-5.1%) test. The 1RM BP (7.6-12.6%) and FS (11.5-14.6%) significantly (p ≤ 0.05) increased in all groups. Additionally, ThS significantly increased in all groups (11.4-17.5%), whereas the agility test was significantly decreased (-7.3%) in only the CG group. Combined, in-water-specific strength and plyometric training produced medium to large effects on most WP-specific performance parameters. Therefore, we propose preseason WP training should include a combined training program that contains dryland and in-water-specific strength and plyometric training to optimize the WP preparation for competition. PMID:25259469

  6. Tractor Trailer Driver's Training Programs. Performance Report.

    ERIC Educational Resources Information Center

    New Hampshire Vocational Technical Coll., Nashua.

    This document describes a project to develop a 320-hour tractor trailer driver training program and a 20-hour commercial driver licensing upgrade training program. Of 34 graduates from the training program, 28 secured employment in the trucking industry. From August 1989 to June 1990, 725 students were trained in the upgrade training program with…

  7. Training Evaluation as an Integral Component of Training for Performance.

    ERIC Educational Resources Information Center

    Lapp, H. J., Jr.

    A training evaluation system should address four major areas: reaction, learning, behavior, and results. The training evaluation system at GPU Nuclear Corporation addresses each of these areas through practical approaches such as course and program evaluation. GPU's program evaluation instrument uses a Likert-type scale to assess task development,…

  8. The Effects of Isolated and Integrated ‘Core Stability’ Training on Athletic Performance Measures

    PubMed Central

    Reed, Casey A.; Ford, Kevin R.; Myer, Gregory D.; Hewett, Timothy E.

    2014-01-01

    Background Core stability training, operationally defined as training focused to improve trunk and hip control, is an integral part of athletic development, yet little is known about its direct relation to athletic performance. Objective This systematic review focuses on identification of the association between core stability and sports-related performance measures. A secondary objective was to identify difficulties encountered when trying to train core stability with the goal of improving athletic performance. Data sources A systematic search was employed to capture all articles related to athletic performance and core stability training that were identified using the electronic databases MEDLINE, CINAHL and SPORTDiscus™ (1982-June2011). Study selection A systematic approach was used to evaluate 179 articles identified for initial review. Studies that performed an intervention targeted toward the core and measured an outcome related to athletic or sport performances were included, while studies with a participant population aged 65 years or older were excluded. Twenty-four in total met the inclusionary criteria for review. Study appraisal and synthesis methods Studies were evaluated using the Physical Therapy Evidence Database (PEDro) scale. The 24 articles were separated into three groups, general performance (n = 8), lower extremity (n = 10) and upper extremity (n = 6), for ease of discussion. Results In the majority of studies, core stability training was utilized in conjunction with more comprehensive exercise programmes. As such, many studies saw improvements in skills of general strengths such as maximum squat load and vertical leap. Surprisingly, not all studies reported measurable increases in specific core strength and stability measures following training. Additionally, investigations that targeted the core as the primary goal for improved outcome of training had mixed results. Limitations Core stability is rarely the sole component of an athletic

  9. An Investigation of the Relationship between Performance Appraisal and Career Development and Advancement of Mid-Level Women in Student Affairs Administration

    ERIC Educational Resources Information Center

    Corral, Christine R.

    2009-01-01

    The purpose of this study was to explore the performance appraisal experience of 14 mid-level women in student affairs administration at four-year colleges and universities in Northern Illinois using a qualitative research approach involving personal interviews. Previous research on career development and advancement of mid-level women in student…

  10. The Role of Training in a Performance-Oriented Organization.

    ERIC Educational Resources Information Center

    Rosenberg, Marc J.

    1988-01-01

    Discussion of performance improvement systems in organizations highlights Gilbert's Performance Engineering Model and the Human Resources Model. The process of performance technology is described, the role of training within the performance improvement system is examined, and ways in which training benefits from a performance orientation are…

  11. The effects of replacing a portion of endurance training by explosive strength training on performance in trained cyclists.

    PubMed

    Bastiaans, J J; van Diemen, A B; Veneberg, T; Jeukendrup, A E

    2001-11-01

    To investigate the effects of replacing a portion of endurance training by strength training on exercise performance, 14 competitive cyclists were divided into an experimental (E; n = 6) and a control (C; n = 8) group. Both groups received a training program of 9 weeks. The total training volume for both groups was the same [E: 8.8 (1.1) h/week; C: 8.9 (1.7) h/week], but 37% of training for E consisted of explosive-type strength training, whilst C received endurance training only. Simulated time trial performance (TT), short-term performance (STP), maximal workload (Wmax) and gross (GE) and delta efficiency (DE) were measured before, after 4 weeks and at the end of the training program (9 weeks). No significant group-by-training effects for the markers of endurance performance (TT and Wmax) were found after 9 weeks, although after 4 weeks, these markers had only increased (P < 0.05) in E. STP decreased (P < 0.05) in C, whereas no changes were observed in E. For DE, a significant group-by-training interaction (P < 0.05) was found, and for GE the group-by-training interaction was not significant. It is concluded that replacing a portion of endurance training by explosive strength training prevents a decrease in STP without compromising gains in endurance performance of trained cyclists. PMID:11820327

  12. Training Investment Can Mean Financial Performance.

    ERIC Educational Resources Information Center

    Bassi, Laurie J.; McMurrer, Daniel P.

    1998-01-01

    Discusses a survey conducted by the American Society for Training & Development (ASTD) that provides preliminary evidence that companies that invest more heavily in training are more successful and profitable. Describes the free benchmarking service offered by ASTD. (Author/JOW)

  13. Making Connections between the Appraisal, Performance Management and Professional Development of Dentists and Teachers: "Right, What Are the Problems We've Got and How Could We Sort This Out?'"

    ERIC Educational Resources Information Center

    Butt, Graham; Macnab, Natasha

    2013-01-01

    Evaluating the connections between the appraisal, or performance management, of different professional groups, and their subsequent uptake of continuing professional development (CPD), is valuable for both employees and managers. The linking of appraisal systems with professional/personal development plans amongst health professionals is now…

  14. Partnering through Training and Practice to Achieve Performance Improvement

    ERIC Educational Resources Information Center

    Lyons, Paul R.

    2010-01-01

    This article presents a partnership effort among managers, trainers, and employees to spring to life performance improvement using the performance templates (P-T) approach. P-T represents a process model as well as a method of training leading to performance improvement. Not only does it add to our repertoire of training and performance management…

  15. Use of Martial Art Exercises in Performance Enhancement Training.

    ERIC Educational Resources Information Center

    McClellan, Tim; Anderson, Warren

    2002-01-01

    Details some of the many martial arts training techniques and their potential applications for inclusion in performance enhancement programs, focusing on the benefits of martial training, the arts continuum, and martial arts training modes. The article concludes that the various martial arts techniques provide a stimulating and intuitively…

  16. Cognitive Strategy Training and Intellectual Performance in the Elderly

    ERIC Educational Resources Information Center

    Labouvie-Vief, Gisela; Gonda, Judith N.

    1976-01-01

    Reduced intellectual performance in the elderly was conceptualized as an experiential dificit that can be reversed by training relevant component skills. Female elderly subjects (N=60) participated in three phases of the experiment: Training, Immediate Posttest, and Delayed Posttest. Training was geared at strengthening covert self-monitoring…

  17. Using Mental Computation Training to Improve Complex Mathematical Performance

    ERIC Educational Resources Information Center

    Liu, Allison S.; Kallai, Arava Y.; Schunn, Christian D.; Fiez, Julie A.

    2015-01-01

    Mathematical fluency is important for academic and mathematical success. Fluency training programs have typically focused on fostering retrieval, which leads to math performance that does not reliably transfer to non-trained problems. More recent studies have focused on training number understanding and representational precision, but few have…

  18. 28 Techniques for Transforming Training into Performance.

    ERIC Educational Resources Information Center

    Zemke, Ron; Gunkler, John

    1985-01-01

    Lists strategies designed to help trainees benefit from the actual training program. Pretraining strategies include self-assessment and familiarizing management with training content. Transfer-enhancing strategies include use of lifelike situations and building trigger mechanisms. Posttraining strategies include follow-up letters and chats.…

  19. Training High Performance Skills: Fallacies and Guidelines. Final Report.

    ERIC Educational Resources Information Center

    Schneider, Walter

    High performance skills are defined as ones: (1) which require over 100 hours of training, (2) in which a substantial number of individuals fail to develop proficiency, and (3) in which the performance of the expert is qualitatively different from that of the novice. Training programs for developing high performance skills are often based on…

  20. Employee Post-Training Behaviour and Performance: Evaluating the Results of the Training Process

    ERIC Educational Resources Information Center

    Diamantidis, Anastasios D.; Chatzoglou, Prodromos D.

    2014-01-01

    Despite the fact that firms invest in training, there is considerable evidence to show that training programmes often fail to achieve the intended result of improving worker and organization performance. The purpose of this paper is to examine the medium- to long-term effects of training programmes on firms by means of an integrated research model…

  1. Using Findings from the Performance Appraisal Literature to Inform the Evaluation of Students in Higher Education

    ERIC Educational Resources Information Center

    Mann, Sara L.

    2011-01-01

    Decades of research in the management literature have guided managers on how to effectively motivate their employees, increase the performance of their employees, and evaluate the performance of their employees. Many of these findings could be applied to higher education, both in research and in practice. More specifically, the findings on…

  2. Analyzing the Interaction of Performance Appraisal Factors Using Interpretive Structural Modeling

    ERIC Educational Resources Information Center

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

    2010-01-01

    In today's changed environment where the economy and industry are driven by customers, business is open to worldwide competition. Manufacturing firms have looked at employee performance improvement as a means to succeed. These findings advocate setting up priorities for employee performance improvement. This requires a continuous improvement…

  3. Can Visual Arts Training Improve Physician Performance?

    PubMed Central

    Katz, Joel T.; Khoshbin, Shahram

    2014-01-01

    Clinical educators use medical humanities as a means to improve patient care by training more self-aware, thoughtful, and collaborative physicians. We present three examples of integrating fine arts — a subset of medical humanities — into the preclinical and clinical training as models that can be adapted to other medical environments to address a wide variety of perceived deficiencies. This novel teaching method has promise to improve physician skills, but requires further validation. PMID:25125749

  4. Can visual arts training improve physician performance?

    PubMed

    Katz, Joel T; Khoshbin, Shahram

    2014-01-01

    Clinical educators use medical humanities as a means to improve patient care by training more self-aware, thoughtful, and collaborative physicians. We present three examples of integrating fine arts - a subset of medical humanities - into the preclinical and clinical training as models that can be adapted to other medical environments to address a wide variety of perceived deficiencies. This novel teaching method has promise to improve physician skills, but requires further validation. PMID:25125749

  5. A method for assessing equipment operator training and performance

    SciTech Connect

    Wiehagen, W.J.; Digma, R.M.; Geoke, P.E.

    1983-10-01

    This paper discusses a procedure for evaluating the training and performance of underground equipment operators. Training measures employed use performance criteria (behavioral profiles) defined via a task analysis, interviews with foremen and veteran equipment operators, and reviews of accident and injury data. These data are the basis for a prioritized work sampling procedure for measuring the effectiveness of a structured on-the-job-training program and for followup performance evaluations. The purpose of this paper is to present a visual detection model for conducting training and performance evaluations. The model overcomes some significant problems in performance management, both at the initial stages immediately following training and over the long-term performance of the underground equipment operator.

  6. An appraisal of the 1992 preliminary performance assessment for the Waste Isolation Pilot Plant

    SciTech Connect

    Lee, W.W.L.; Chaturvedi, L.; Silva, M.K.; Weiner, R.; Neill, R.H. |

    1994-09-01

    The purpose of the New Mexico Environmental Evaluation Group is to conduct an independent technical evaluation of the Waste Isolation Pilot Plant (WIPP) Project to ensure the protection of the public health and safety and the environment. The WIPP Project, located in southeastern New Mexico, is being constructed as a repository for the disposal of transuranic (TRU) radioactive wastes generated by the national defense programs. The Environmental Evaluation Group (EEG) has reviewed the WIPP 1992 Performance Assessment (Sandia WIPP Performance Assessment Department, 1992). Although this performance assessment was released after the October 1992 passage of the WIPP Land Withdrawal Act (PL 102-579), the work preceded the Act. For individual and ground-water protection, calculations have been done for 1000 years post closure, whereas the US Environmental Protection Agency`s Standards (40 CFR 191) issued in 1993 require calculations for 10,000 years. The 1992 Performance Assessment continues to assimilate improved understanding of the geology and hydrogeology of the site, and evolving conceptual models of natural barriers. Progress has been made towards assessing WIPP`s compliance with the US Environmental Protection Agency`s Standards (40 CFR 191). The 1992 Performance Assessment has addressed several items of major concern to EEG, outlined in the July 1992 review of the 1991 performance assessment (Neill et al., 1992). In particular, the authors are pleased that some key results in this performance assessment deal with sensitivity of the calculated complementary cumulative distribution functions (CCDF) to alterative conceptual models proposed by EEG -- that flow in the Culebra be treated as single-porosity fracture-flow; with no sorption retardation unless substantiated by experimental data.

  7. Mechanisms for training security inspectors to enhance human performance

    SciTech Connect

    Burkhalter, H.E.; Sessions, J.C.

    1988-01-01

    The Department of Energy (DOE) has established qualification standards for protective force personnel employed at nuclear facilities (10 CFR Part 1046 (Federal Register)). Training mechanisms used at Los Alamos to enhance human performance in meeting DOE standards include, but are not limited to, the following: for cardio-respiratory training, they utilize distance running, interval training, sprint training, pacing, indoor aerobics and circuit training; for muscular strength, free weights, weight machines, light hand weights, grip strength conditioners, and calistenics are employed; for muscular endurance, participants do high repetitions (15 - 40) using dumbbells, flex weights, resistive rubber bands, benches, and calisthenics; for flexibility, each training session devotes specific times to stretch the muscles involved for a particular activity. These training mechanisms with specific protocols can enhance human performance.

  8. Upward appraisal as a means for improving supervisory performance and promoting process improvement, with long-term implications for organizational change

    NASA Technical Reports Server (NTRS)

    Siegfeldt, Denise V.

    1994-01-01

    This study represents the implementation phase of an organizational development project which was initiated last year in the Management Support Division (MSD) at Langley Research Center to diagnose organizational functioning. As a result of MSD survey data from last year's effort, a Quality Action Team was created to address the responses compiled from the MSD Organizational Assessment Questionnaire and Follow-Up Questionnaire. The team was officially named the MSD Employee Relations Improvement Team (MERIT). MERIT's goal was to analyze major concerns generated by the questionnaires and to present feasible solutions to management which would improve supervisory performance, promote process improvement; and ultimately, lead to a better organization. The team met weekly and was very disciplined in following guidelines needed to ensure a fully functioning team. Several TQM tools were used during the team process, including brainstorming and the cause and effect diagram. One of the products produced by MERIT was a 'report card', more formally known as an upward appraisal system, to evaluate supervisory performance in the division office, its three branches, and in teams. Major areas of emphasis on the 47 item report card were those identified by employees through the previously administered questionnaires as needing to be improved; specifically, training, recognition, teamwork, supervision and leadership, and communication. MERIT created an enlarged and modified version of the report card which enabled scores for each individual supervisor to be recorded on a separate form, along with summary results and employee comments. Report card results have been compiled and fed back to the Division Chief and Assistant Division Chief. These individuals will in turn, feed the results back to the remaining supervisors and the team leaders. Although results differ among supervisors, some similarities exist. Communication generally appears to be adequate, which represents an

  9. Reflected Appraisals, Academic Self-Perceptions, and Math/Science Performance during Early Adolescence

    ERIC Educational Resources Information Center

    Bouchey, Heather A.; Harter, Susan

    2005-01-01

    The authors tested a model of the relations among adolescents' perceptions of parents', teachers', and classmates' support for, valuing of, and beliefs about their competence in math/science; adolescents' own academic self-perceptions concerning math/science; and their academic performance. The sample included 378 middle school students; 65% were…

  10. Resistance training for performance and injury prevention in golf

    PubMed Central

    Lehman, Gregory J

    2006-01-01

    This introductory resistance training program is designed to minimize injury risk, improve golf swing speed and the overall fitness of recreational golfers. This article aims to introduce to the Chiropractor the basic concepts sport specific resistance training, periodization models of resistance training and proposes a year round conditioning resistance training program specific to golf. The exercises have been chosen based on the best biomechanical evidence to minimize injury risk and on the research supporting the use of movement specific training adaptations. Upper body strength exercises are performed standing to develop both trunk and hip stabilizing musculature and the primary movement of the golf swing. PMID:17549167

  11. An innovative appraisal/reward strategy for high-performance teams.

    PubMed

    Joy, L W

    1997-11-01

    Competitive pressures require today's corporate leaders to maximize productivity. And to achieve long-term bottom line results, they've found that it is necessary to create a culture in which company members want to be their best and work at peak efficiency levels. But what is the formula for success? Perhaps, as suggested by this article, it involves the creation of high-performance teams. PMID:10173990

  12. Threat and challenge: cognitive appraisal and stress responses in simulated trauma resuscitations.

    PubMed

    Harvey, Adrian; Nathens, Avery B; Bandiera, Glen; Leblanc, Vicki R

    2010-06-01

    OBJECTIVES Training and practice in medicine are inherently stressful. Research into the effects of acute stressors has revealed significant variability in individual responses to stressors, with performance impairments occurring in those who demonstrate elevated subjective and physiological responses. Cognitive appraisals (subjective assessment of situational demands and available resources) of a stressor have been proposed as a predictor variable in stress responses. However, the relationship between cognitive appraisal and stress responses has not been tested empirically in complex realistic situations. The purpose of this study was to determine the extent to which cognitive appraisal affects a medical trainee's subjective and physiological stress responses to high-acuity simulated clinical situations. METHODS Thirteen emergency medicine and general surgery residents participated in high (HS) and low (LS) stress trauma resuscitation simulations. Subjective (cognitive appraisal and State-Trait Anxiety Inventory [STAI]) and physiological (salivary cortisol) measures were collected at baseline and in response to participation in each scenario. RESULTS Post-scenario STAI scores, cognitive appraisal and cortisol levels were higher in the HS scenario compared with the LS scenario. For the participants who appraised the scenarios as 'threats' (in which the demands outweighed the resources), the ratio of perceived demands to resources was positively correlated with cortisol levels (r = 0.59, p < 0.05) and STAI responses (r = 0.64, p < 0.05). By contrast, for the participants who appraised the scenarios as 'challenges' (in which resources were sufficient to meet the demands), the perceived ratio of demands to resources was not correlated with either the STAI scores or cortisol levels. CONCLUSIONS Subjective appraisals of a situation appear to play an important role in stress responses, which have previously been shown to impair performance. As such, training for high

  13. Performance appraisal of VAS radiometry for GOES-4, -5 and -6

    NASA Astrophysics Data System (ADS)

    Chesters, D.; Robinson, W. D.

    1983-12-01

    The first three VISSR Atmospheric Sounders (VAS) were launched on GOES-4, -5, and -6 in 1980, 1981 and 1983. Postlaunch radiometric performance is assessed for noise, biases, registration and reliability, with special attention to calibration and problems in the data processing chain. The postlaunch performance of the VAS radiometer meets its prelaunch design specifications, particularly those related to image formation and noise reduction. The best instrument is carried on GOES-5, currently operational as GOES-EAST. Single sample noise is lower than expected, especially for the small longwave and large shortwave detectors. Detector to detector offsets are correctable to within the resolution limits of the instrument. Truncation, zero point and droop errors are insignificant. Absolute calibration errors, estimated from HIRS and from radiation transfer calculations, indicate moderate, but stable biases. Relative calibration errors from scanline to scanline are noticeable, but meet sounding requirements for temporarily and spatially averaged sounding fields of view. The VAS instrument is a potentially useful radiometer for mesoscale sounding operations. Image quality is very good. Soundings derived from quality controlled data meet prelaunch requirements when calculated with noise and bias resistant algorithms.

  14. Performance appraisal of VAS radiometry for GOES-4, -5 and -6

    NASA Technical Reports Server (NTRS)

    Chesters, D.; Robinson, W. D.

    1983-01-01

    The first three VISSR Atmospheric Sounders (VAS) were launched on GOES-4, -5, and -6 in 1980, 1981 and 1983. Postlaunch radiometric performance is assessed for noise, biases, registration and reliability, with special attention to calibration and problems in the data processing chain. The postlaunch performance of the VAS radiometer meets its prelaunch design specifications, particularly those related to image formation and noise reduction. The best instrument is carried on GOES-5, currently operational as GOES-EAST. Single sample noise is lower than expected, especially for the small longwave and large shortwave detectors. Detector to detector offsets are correctable to within the resolution limits of the instrument. Truncation, zero point and droop errors are insignificant. Absolute calibration errors, estimated from HIRS and from radiation transfer calculations, indicate moderate, but stable biases. Relative calibration errors from scanline to scanline are noticeable, but meet sounding requirements for temporarily and spatially averaged sounding fields of view. The VAS instrument is a potentially useful radiometer for mesoscale sounding operations. Image quality is very good. Soundings derived from quality controlled data meet prelaunch requirements when calculated with noise and bias resistant algorithms.

  15. The Skills Enhancement Training Program. Performance Report.

    ERIC Educational Resources Information Center

    Food and Beverage Workers Union, Local 32, Washington, DC.

    This report describes a joint labor-management workplace literacy program called SET (Skills Enhancement Training) that targeted the more than 2,000 unionized employees of food service contractors at U.S. government institutions in Washington, D.C. Nineteen classes were offered and a total of 191 people self-selected themselves into the program.…

  16. Automated Manufacturing Training Center. Final Performance Report.

    ERIC Educational Resources Information Center

    Northampton Community Coll., Bethlehem, PA.

    A project conducted by Northampton Community College established an automated manufacturing training center for use by industry in eastern Pennsylvania. The center assists small and medium-size manufacturing firms in evaluating and integrating off-the-shelf technology to make them more competitive in the global marketplace. Comprehensive services…

  17. Quiet Eye Training Facilitates Competitive Putting Performance in Elite Golfers

    PubMed Central

    Vine, Samuel J.; Moore, Lee J.; Wilson, Mark R.

    2011-01-01

    The aim of this study was to examine the effectiveness of a brief quiet eye (QE) training intervention aimed at optimizing visuomotor control and putting performance of elite golfers under pressure, and in real competition. Twenty-two elite golfers (mean handicap 2.7) recorded putting statistics over 10 rounds of competitive golf before attending training individually. Having been randomly assigned to either a QE training or Control group, participants were fitted with an Applied Science Laboratories Mobile Eye tracker and performed 20 baseline (pre-test) putts from 10 ft. Training consisted of video feedback of their gaze behavior while they completed 20 putts; however the QE-trained group received additional instructions related to maintaining a longer QE period. Participants then recorded their putting statistics over a further 10 competitive rounds and re-visited the laboratory for retention and pressure tests of their visuomotor control and putting performance. Overall, the results were supportive of the efficacy of the QE training intervention. QE duration predicted 43% of the variance in putting performance, underlying its critical role in the visuomotor control of putting. The QE-trained group maintained their optimal QE under pressure conditions, whereas the Control group experienced reductions in QE when anxious, with subsequent effects on performance. Although their performance was similar in the pre-test, the QE-trained group holed more putts and left the ball closer to the hole on missed putts than their Control group counterparts in the pressure test. Importantly, these advantages transferred to the golf course, where QE-trained golfers made 1.9 fewer putts per round, compared to pre-training, whereas the Control group showed no change in their putting statistics. These results reveal that QE training, incorporated into a pre-shot routine, is an effective intervention to help golfers maintain control when anxious. PMID:21713182

  18. An appraisal of the performance of the economic and financial crimes commission in Nigeria.

    PubMed

    Sowunmi, Fatai Abiola; Adesola, Muniru Adekunle; Salako, Mudashiru Abiodun

    2010-12-01

    This article examines how an anti-graft body, the Economic and Financial Crime Commission (EFCC), has fared in reducing the incidence of corruption in Nigeria, in particular, bank fraud, Internet scam, and bad governance. It first discusses the corruption situation in Nigeria by highlighting public office holders who have been associated with corruption charges. A Likert-type scale is used in designing the questionnaire for data collection. Descriptive and chi-square analyses are used, and results reveal that the performance of the EFCC has been affected by government interference (p < .05). However, although the anti-graft body has not been able to reduce the incidence of bank fraud (p > .05), bad governance and advance fee fraud have recorded appreciable reduction (p < .05). Areas of success as well as challenges that need to be addressed are identified. Specifically, it is recommended that the bill that established EFCC should be amended to reduce government interference and improve its manpower development, especially in the areas of fraud and Internet scam detection. PMID:19679650

  19. Sensorimotor Adaptability Training Improves Motor and Dual-Task Performance

    NASA Technical Reports Server (NTRS)

    Bloomberg, J.J.; Peters, B.T.; Mulavara, A.P.; Brady, R.; Batson, C.; Cohen, H.S.

    2009-01-01

    The overall objective of our project is to develop a sensorimotor adaptability (SA) training program designed to facilitate recovery of functional capabilities when astronauts transition to different gravitational environments. The goal of our current study was to determine if SA training using variation in visual flow and support surface motion produces improved performance in a novel sensory environment and demonstrate the retention characteristics of SA training.

  20. Development of Performance Standards: A Practical Guide.

    ERIC Educational Resources Information Center

    Brown, Dan G.

    1987-01-01

    Presents a broad training format undertaken by a public jurisdiction for the successful development of performance standards. The three-hour course includes a lecture, a simulation exercise, and a discussion of the appraisal interview. (Author/CH)

  1. Peformance Appraisal Behaviors: Supervisor Perceptions and Subordinate Reactions.

    ERIC Educational Resources Information Center

    Dorfman, Peter W.; And Others

    1986-01-01

    Examined supervisor perceptions and subordinate reactions to formal performance-appraisal reviews. There were three dimensions of formal performance appraisals: two developmental (being supportive; emphasizing performance improvement) and one administrative (discussing pay and advancement). Support in appraisal review was associated with higher…

  2. Enhancing astronaut performance using sensorimotor adaptability training.

    PubMed

    Bloomberg, Jacob J; Peters, Brian T; Cohen, Helen S; Mulavara, Ajitkumar P

    2015-01-01

    Astronauts experience disturbances in balance and gait function when they return to Earth. The highly plastic human brain enables individuals to modify their behavior to match the prevailing environment. Subjects participating in specially designed variable sensory challenge training programs can enhance their ability to rapidly adapt to novel sensory situations. This is useful in our application because we aim to train astronauts to rapidly formulate effective strategies to cope with the balance and locomotor challenges associated with new gravitational environments-enhancing their ability to "learn to learn." We do this by coupling various combinations of sensorimotor challenges with treadmill walking. A unique training system has been developed that is comprised of a treadmill mounted on a motion base to produce movement of the support surface during walking. This system provides challenges to gait stability. Additional sensory variation and challenge are imposed with a virtual visual scene that presents subjects with various combinations of discordant visual information during treadmill walking. This experience allows them to practice resolving challenging and conflicting novel sensory information to improve their ability to adapt rapidly. Information obtained from this work will inform the design of the next generation of sensorimotor countermeasures for astronauts. PMID:26441561

  3. Enhancing astronaut performance using sensorimotor adaptability training

    PubMed Central

    Bloomberg, Jacob J.; Peters, Brian T.; Cohen, Helen S.; Mulavara, Ajitkumar P.

    2015-01-01

    Astronauts experience disturbances in balance and gait function when they return to Earth. The highly plastic human brain enables individuals to modify their behavior to match the prevailing environment. Subjects participating in specially designed variable sensory challenge training programs can enhance their ability to rapidly adapt to novel sensory situations. This is useful in our application because we aim to train astronauts to rapidly formulate effective strategies to cope with the balance and locomotor challenges associated with new gravitational environments—enhancing their ability to “learn to learn.” We do this by coupling various combinations of sensorimotor challenges with treadmill walking. A unique training system has been developed that is comprised of a treadmill mounted on a motion base to produce movement of the support surface during walking. This system provides challenges to gait stability. Additional sensory variation and challenge are imposed with a virtual visual scene that presents subjects with various combinations of discordant visual information during treadmill walking. This experience allows them to practice resolving challenging and conflicting novel sensory information to improve their ability to adapt rapidly. Information obtained from this work will inform the design of the next generation of sensorimotor countermeasures for astronauts. PMID:26441561

  4. Improvement of train transportation performance by convoy signaling

    NASA Astrophysics Data System (ADS)

    Zhao, Yingbo; Orlik, Philip; Parsons, Kieran; Kataoka, Kenji; Kalmar-Nagy, Tamas

    2016-02-01

    In this paper, we compare the transportation performance of a given railway for three types of signaling system: fixed-block signaling, moving-block signaling and train-convoy signaling. The transportation performance is evaluated from two aspects: track capacity and robustness to delays. The transportation performance is computed using numerical method and a new cellular automaton model is proposed to simulate the behavior of a train. The simulation results show that train-convoy signaling can improve track capacity and robustness to delays, at the same time, compared to fixed-block signaling and moving-block signaling.

  5. Cross-Cultural Training and Workplace Performance. Support Document

    ERIC Educational Resources Information Center

    Bean, Robert

    2008-01-01

    This document was produced by the author(s) based on their research for the report "Cross- Cultural Training and Workplace Performance" (ED503402). It contains the following materials related to the report: (1) Primary approach letters; (2) Tests for statistical significance; (3) Survey of current cross-cultural training practice; (4) Survey of…

  6. Military Applicability of Interval Training for Health and Performance.

    PubMed

    Gibala, Martin J; Gagnon, Patrick J; Nindl, Bradley C

    2015-11-01

    Militaries from around the globe have predominantly used endurance training as their primary mode of aerobic physical conditioning, with historical emphasis placed on the long distance run. In contrast to this traditional exercise approach to training, interval training is characterized by brief, intermittent bouts of intense exercise, separated by periods of lower intensity exercise or rest for recovery. Although hardly a novel concept, research over the past decade has shed new light on the potency of interval training to elicit physiological adaptations in a time-efficient manner. This work has largely focused on the benefits of low-volume interval training, which involves a relatively small total amount of exercise, as compared with the traditional high-volume approach to training historically favored by militaries. Studies that have directly compared interval and moderate-intensity continuous training have shown similar improvements in cardiorespiratory fitness and the capacity for aerobic energy metabolism, despite large differences in total exercise and training time commitment. Interval training can also be applied in a calisthenics manner to improve cardiorespiratory fitness and strength, and this approach could easily be incorporated into a military conditioning environment. Although interval training can elicit physiological changes in men and women, the potential for sex-specific adaptations in the adaptive response to interval training warrants further investigation. Additional work is needed to clarify adaptations occurring over the longer term; however, interval training deserves consideration from a military applicability standpoint as a time-efficient training strategy to enhance soldier health and performance. There is value for military leaders in identifying strategies that reduce the time required for exercise, but nonetheless provide an effective training stimulus. PMID:26506197

  7. Does 'altitude training' increase exercise performance in elite athletes?

    PubMed

    Lundby, Carsten; Robach, Paul

    2016-07-01

    What is the topic of this review? The aim is to evaluate the effectiveness of various altitude training strategies as investigated within the last few years. What advances does it highlight? Based on the available literature, the foundation to recommend altitude training to athletes is weak. Athletes may use one of the various altitude training strategies to improve exercise performance. The scientific support for such strategies is, however, not as sound as one would perhaps imagine. The question addressed in this review is whether altitude training should be recommended to elite athletes or not. PMID:27173805

  8. 5 CFR 9901.411 - Appraisal period.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... PERSONNEL SYSTEM (NSPS) Performance Management § 9901.411 Appraisal period. (a) Except as provided in... period, an employee has not met the minimum period of performance, management may extend the appraisal....411 Administrative Personnel DEPARTMENT OF DEFENSE HUMAN RESOURCES MANAGEMENT AND LABOR...

  9. Factor Analysis of Aviation Training Measures and Post-Training Performance Evaluations.

    ERIC Educational Resources Information Center

    Booth, Richard F.; Berkshire, James R.

    The purpose of this study was to relate the factor structure of naval air training measures to the performance of Marine pilots in operational squadrons. Five post-training criteria were developed; four were Commanding Officer (C.O.) nominations of junior officers for hypothetical special assignments, and the fifth was a general…

  10. Lessons Learned: 20 Keys to Successful Training and Performance Improvement.

    ERIC Educational Resources Information Center

    Spitzer, Dean R.

    2003-01-01

    Discusses issues related to training and performance improvement, including practice required for skill learning; knowledge versus skills; core skills; competence; learning to learn; team orientation; enabling business results; interpersonal and conceptual skills; timing; focusing on priorities; organizational learning and management…

  11. The Olympic Training Center: Helping Athletes Improve Their Performance.

    PubMed

    DeBenedette, V

    1988-07-01

    The Olympic Training Center in Colorado Springs offers a variety of programs to help American athletes optimize their performance. Research in biomechanics and exercise physiology may pay off at the 1988 Summer Games. PMID:27403833

  12. Empirical Study of Training and Performance in the Marathon

    ERIC Educational Resources Information Center

    Slovic, Paul

    1977-01-01

    Similar systematic relationships exist between personal characteristics, training, and performance on the marathon, regardless of whether they derive from differences among individuals participating in the same run or from differences within the same person in two separate marathons. (Author)

  13. Importance of eccentric actions in performance adaptations to resistance training

    NASA Technical Reports Server (NTRS)

    Dudley, Gary A.; Miller, Bruce J.; Buchanan, Paul; Tesch, Per A.

    1991-01-01

    The importance of eccentric (ecc) muscle actions in resistance training for the maintenance of muscle strength and mass in hypogravity was investigated in experiments in which human subjects, divided into three groups, were asked to perform four-five sets of 6 to 12 repetitions (rep) per set of three leg press and leg extension exercises, 2 days each weeks for 19 weeks. One group, labeled 'con', performed each rep with only concentric (con) actions, while group con/ecc with performed each rep with only ecc actions; the third group, con/con, performed twice as many sets with only con actions. Control subjects did not train. It was found that resistance training wih both con and ecc actions induced greater increases in muscle strength than did training with only con actions.

  14. Teacher Appraisal and Its Outcomes in Singapore Primary Schools

    ERIC Educational Resources Information Center

    Kelly, Khim Ong; Ang, Shi Yun Angela; Chong, Wei Ling; Hu, Wei Sheng

    2008-01-01

    Purpose: The purpose of this paper is to examine the attributes of the performance appraisal system used for primary school teachers in Singapore, and how those attributes affect satisfaction with the appraisal system, stress experienced with the appraisal system, attitudes towards performance bonus, job satisfaction and motivation, and perceived…

  15. Tools for evaluating team performance in simulation-based training

    PubMed Central

    Rosen, Michael A; Weaver, Sallie J; Lazzara, Elizabeth H; Salas, Eduardo; Wu, Teresa; Silvestri, Salvatore; Schiebel, Nicola; Almeida, Sandra; King, Heidi B

    2010-01-01

    Teamwork training constitutes one of the core approaches for moving healthcare systems toward increased levels of quality and safety, and simulation provides a powerful method of delivering this training, especially for face-paced and dynamic specialty areas such as Emergency Medicine. Team performance measurement and evaluation plays an integral role in ensuring that simulation-based training for teams (SBTT) is systematic and effective. However, this component of SBTT systems is overlooked frequently. This article addresses this gap by providing a review and practical introduction to the process of developing and implementing evaluation systems in SBTT. First, an overview of team performance evaluation is provided. Second, best practices for measuring team performance in simulation are reviewed. Third, some of the prominent measurement tools in the literature are summarized and discussed relative to the best practices. Subsequently, implications of the review are discussed for the practice of training teamwork in Emergency Medicine. PMID:21063558

  16. The effect of plyometric training on distance running performance.

    PubMed

    Spurrs, Robert W; Murphy, Aron J; Watsford, Mark L

    2003-03-01

    Previous research has reported that plyometric training improves running economy (RE) and ultimately distance-running performance, although the exact mechanism by which this occurs remains unclear. This study examined whether changes in running performance resulting from plyometric training were related to alterations in lower leg musculotendinous stiffness (MTS). Seventeen male runners were pre- and post-tested for lower leg MTS, maximum isometric force, rate of force development, 5-bound distance test (5BT), counter movement jump (CMJ) height, RE, VO(2max), lactate threshold (Th(la)), and 3-km time. Subjects were randomly split into an experimental (E) group which completed 6 weeks of plyometric training in conjunction with their normal running training, and a control (C) group which trained as normal. Following the training period, the E group significantly improved 3-km performance (2.7%) and RE at each of the tested velocities, while no changes in VO(2max) or Th(la) were recorded. CMJ height, 5BT, and MTS also increased significantly. No significant changes were observed in any measures for the C group. The results clearly demonstrated that a 6-week plyometric programme led to improvements in 3-km running performance. It is postulated that the increase in MTS resulted in improved RE. We speculate that the improved RE led to changes in 3-km running performance, as there were no corresponding alterations in VO(2max) or Th(la). PMID:12627298

  17. Evidence Report: Risk of Performance Errors Due to Training Deficiencies

    NASA Technical Reports Server (NTRS)

    Barshi, Immanuel; Dempsey, Donna L.

    2016-01-01

    Substantial evidence supports the claim that inadequate training leads to performance errors. Barshi and Loukopoulos (2012) demonstrate that even a task as carefully developed and refined over many years as operating an aircraft can be significantly improved by a systematic analysis, followed by improved procedures and improved training (see also Loukopoulos, Dismukes, & Barshi, 2009a). Unfortunately, such a systematic analysis of training needs rarely occurs during the preliminary design phase, when modifications are most feasible. Training is often seen as a way to compensate for deficiencies in task and system design, which in turn increases the training load. As a result, task performance often suffers, and with it, the operators suffer and so does the mission. On the other hand, effective training can indeed compensate for such design deficiencies, and can even go beyond to compensate for failures of our imagination to anticipate all that might be needed when we send our crew members to go where no one else has gone before. Much of the research literature on training is motivated by current training practices aimed at current training needs. Although there is some experience with operations in extreme environments on Earth, there is no experience with long-duration space missions where crews must practice semi-autonomous operations, where ground support must accommodate significant communication delays, and where so little is known about the environment. Thus, we must develop robust methodologies and tools to prepare our crews for the unknown. The research necessary to support such an endeavor does not currently exist, but existing research does reveal general challenges that are relevant to long-duration, high-autonomy missions. The evidence presented here describes issues related to the risk of performance errors due to training deficiencies. Contributing factors regarding training deficiencies may pertain to organizational process and training programs for

  18. Virtual reality simulation training of mastoidectomy - studies on novice performance.

    PubMed

    Andersen, Steven Arild Wuyts

    2016-08-01

    Virtual reality (VR) simulation-based training is increasingly used in surgical technical skills training including in temporal bone surgery. The potential of VR simulation in enabling high-quality surgical training is great and VR simulation allows high-stakes and complex procedures such as mastoidectomy to be trained repeatedly, independent of patients and surgical tutors, outside traditional learning environments such as the OR or the temporal bone lab, and with fewer of the constraints of traditional training. This thesis aims to increase the evidence-base of VR simulation training of mastoidectomy and, by studying the final-product performances of novices, investigates the transfer of skills to the current gold-standard training modality of cadaveric dissection, the effect of different practice conditions and simulator-integrated tutoring on performance and retention of skills, and the role of directed, self-regulated learning. Technical skills in mastoidectomy were transferable from the VR simulation environment to cadaveric dissection with significant improvement in performance after directed, self-regulated training in the VR temporal bone simulator. Distributed practice led to a better learning outcome and more consolidated skills than massed practice and also resulted in a more consistent performance after three months of non-practice. Simulator-integrated tutoring accelerated the initial learning curve but also caused over-reliance on tutoring, which resulted in a drop in performance when the simulator-integrated tutor-function was discontinued. The learning curves were highly individual but often plateaued early and at an inadequate level, which related to issues concerning both the procedure and the VR simulator, over-reliance on the tutor function and poor self-assessment skills. Future simulator-integrated automated assessment could potentially resolve some of these issues and provide trainees with both feedback during the procedure and immediate

  19. Diagnostic Performance 1 H after Simulation Training Predicts Learning

    ERIC Educational Resources Information Center

    Consoli, Anna; Fraser, Kristin; Ma, Irene; Sobczak, Matthew; Wright, Bruce; McLaughlin, Kevin

    2013-01-01

    Although simulation training improves post-training performance, it is unclear how well performance soon after simulation training predicts longer term outcomes (i.e., learning). Here our objective was to assess the predictive value of performance 1 h post-training of performance 6 weeks later. We trained 84 first year medical students a simulated…

  20. The influence of agility training on physiological and cognitive performance.

    PubMed

    Lennemann, Lynette M; Sidrow, Kathryn M; Johnson, Erica M; Harrison, Catherine R; Vojta, Christopher N; Walker, Thomas B

    2013-12-01

    Agility training (AT) has recently been instituted in several military communities in hopes of improving combat performance and general fitness. The purpose of this study was to determine how substituting AT for traditional military physical training (PT) influences physical and cognitive performance. Forty-one subjects undergoing military technical training were divided randomly into 2 groups for 6 weeks of training. One group participated in standard military PT consisting of calisthenics and running. A second group duplicated the amount of exercise of the first group but used AT as their primary mode of training. Before and after training, subjects completed a physical and cognitive battery of tests including V[Combining Dot Above]O2max, reaction time, Illinois Agility Test, body composition, visual vigilance, dichotic listening, and working memory tests. There were significant improvements within the AT group in V[Combining Dot Above]O2max, Illinois Agility Test, visual vigilance, and continuous memory. There was a significant increase in time-to-exhaustion for the traditional group. We conclude that AT is as effective or more effective as PT in enhancing physical fitness. Further, it is potentially more effective than PT in enhancing specific measures of physical and cognitive performance, such as physical agility, memory, and vigilance. Consequently, we suggest that AT be incorporated into existing military PT programs as a way to improve war-fighter performance. Further, it seems likely that the benefits of AT observed here occur in various other populations. PMID:23442271

  1. Training Intraverbal Naming to Establish Matching-to-Sample Performances.

    PubMed

    Santos, Patricia M; Ma, Monica L; Miguel, Caio F

    2015-10-01

    The current study evaluated whether training intraverbal naming would be sufficient to establish visual-visual matching-to-sample (MTS) performances in college students. In the first experiment, we used a multiple-probe design across stimulus sets to assess whether six participants could match arbitrary visual stimuli (AB) after learning to tact their two experimentally defined classes (A' and B') and then intraverbally relate their names (i.e., "A' goes with B'"). All participants matched the stimuli accurately after training, as well as emitted the trained intraverbals. In the second experiment, we used a multiple baseline design across four participants to assess whether the same training would produce bi-directional intraverbals in the form of "B' goes with A'," and MTS performance consistent with symmetry (BA). All participants responded accurately during matching and intraverbal tests. Across both experiments, participants stated the trained intraverbals while performing the matching task. Results showed that MTS performance can be established solely by verbal behavior training. PMID:27606210

  2. Performance Measurement in Helicopter Training and Operations.

    ERIC Educational Resources Information Center

    Prophet, Wallace W.

    For almost 15 years, HumRRO Division No. 6 has conducted an active research program on techniques for measuring the flight performance of helicopter trainees and pilots. This program addressed both the elemental aspects of flying (i.e., maneuvers) and the mission- or goal-oriented aspects. A variety of approaches has been investigated, with the…

  3. Does Musical Training Improve School Performance?

    ERIC Educational Resources Information Center

    Wetter, Olive Emil; Koerner, Fritz; Schwaninger, Adrian

    2009-01-01

    In a retrospective study, we compared school performance of 53 children practicing music (group 1) with 67 controls not practicing music (group 2). Overall average marks as well as average marks of all school subjects except sports were significantly higher in children who do (group 1) than in those who do not practice music (group 2). In a…

  4. Resistance training improves single leg stance performance in older adults.

    PubMed

    Gonzalez, Adam M; Mangine, Geralt T; Fragala, Maren S; Stout, Jeffrey R; Beyer, Kyle S; Bohner, Jonathan D; Emerson, Nadia S; Hoffman, Jay R

    2014-02-01

    Age-associated losses in muscle mass, or sarcopenia, are marked by accompanying decrements in strength and muscle quality, impairing balance and increasing the risk for falls. Although progressive resistance training has been widely accepted as an appropriate modality for the treatment of sarcopenia, it has yet to offer consistent results in terms of improved balance. The purpose of the present research was to investigate the effects on static balance performance following a 6-week full-body progressive resistance training program in untrained older adults. Evaluation of magnitude-based inferences indicated the progressive resistance training intervention to be likely beneficial for improving static balance performance. These results were likely related to the strengthening of all major muscle groups by the incorporation of both free weights and resistance machines in the exercise regimen. Our findings support the use of progressive resistance training for untrained older adults to improve balance. PMID:23959961

  5. 62 FR 64997 - Real Estate Appraisals

    Federal Register 2010, 2011, 2012, 2013, 2014

    1997-12-09

    ... 225 Real Estate Appraisals AGENCY: Board of Governors of the Federal Reserve System. ACTION: Notice of... financial and public policy interests in real estate-related transactions will be protected by requiring that real estate appraisals utilized in connection with federally related transactions are performed...

  6. Using Importance-Performance Analysis to Evaluate Training

    ERIC Educational Resources Information Center

    Siniscalchi, Jason M.; Beale, Edward K.; Fortuna, Ashley

    2008-01-01

    The importance-performance analysis (IPA) is a tool that can provide timely and usable feedback to improve training. IPA measures the gaps between the importance and how good (performance) a class is perceived by a student and is presented on a 2x2 matrix. The quadrant in which data land in this matrix aids in determining potential future action.…

  7. Correlating Trainee Attributes to Performance in 3D CAD Training

    ERIC Educational Resources Information Center

    Hamade, Ramsey F.; Artail, Hassan A.; Sikstrom, Sverker

    2007-01-01

    Purpose: The purpose of this exploratory study is to identify trainee attributes relevant for development of skills in 3D computer-aided design (CAD). Design/methodology/approach: Participants were trained to perform cognitive tasks of comparable complexity over time. Performance data were collected on the time needed to construct test models, and…

  8. Generalized Oddity Performance in Preschool Children: A Bimodal Training Procedure.

    ERIC Educational Resources Information Center

    Soraci, S. A., Jr.; And Others

    1991-01-01

    In a study of oddity performance, subjects were required to choose one distinct bimodal stimulus from a display that included other stimuli that did not differ from each other. Oddity performance was evaluated with both reversal assessments and assessments with new stimuli. The usefulness of bimodal training in oddity learning was demonstrated.…

  9. Subjective Appraisal as a Feedback Tool. Technical Report 604.

    ERIC Educational Resources Information Center

    Burnside, Billy L.

    This report examines the accuracy of subjective appraisals of several aspects of task performance, including proficiency, difficulty, frequency, and criticality. An introduction discusses current Army use of subjective appraisal, feedback methods, and problems with subjective appraisal. Data pertaining to the accuracy of various types of appraisal…

  10. Rhabdomyolysis After Performing Blood Flow Restriction Training: A Case Report.

    PubMed

    Tabata, Shogo; Suzuki, Yukio; Azuma, Koichiro; Matsumoto, Hideo

    2016-07-01

    Tabata, S, Suzuki, Y, Azuma, K, and Matsumoto, H. Rhabdomyolysis after performing blood flow restriction training: a case report. J Strength Cond Res 30(7): 2064-2068, 2016-Rhabdomyolysis is a serious and potentially life-threatening condition related to resistance training. Despite numerous reports of low-intensity blood flow restriction (BFR) training inducing muscle hypertrophy and increasing strength, few reports of rhabdomyolysis related to BFR training have been published. Here, we report a 30-year-old obese Japanese man admitted to our hospital the day after his first BFR training session with complaints of severe muscle pain in his upper and lower extremities, high fever, and pharyngeal pain. He was diagnosed with acute rhabdomyolysis based on a serum creatine phosphokinase level of 56,475 U·L and a urine myoglobin level of >3,000 ng·ml, and with acute tonsillitis based on a white blood cell count of 17,390 and C-reactive protein level of 10.43 mg·dl. A number of factors are suspected to be related to the onset and exacerbation of rhabdomyolysis, including excessive muscular training with BFR, bacterial infection, and medication. After 10 days of hospitalization with intravenous fluids and antibacterial drugs, he recovered without complications. This case indicates that BFR training should be conducted with careful consideration of the physical condition and strength of the individual to prevent serious complications, such as rhabdomyolysis. PMID:26677831

  11. Ventana{trade mark, serif} power train features and performance

    NASA Astrophysics Data System (ADS)

    Mohedano, R.; Benitez, P.; Zamora, P.; Miñano, J. C.; Mendes, J.; Cvetkovic, A.; Vilaplana, J.; Hernandez, M.; Chaves, J.; Biot, G.

    2013-09-01

    Most CPV systems are based on Fresnel lenses. Among these, LPI-patented Fresnel-Köhler (FK) concentrator outstands owing to performance and practical reasons. The Ventana{trade mark, serif} power train is the first off-the-shelf commercial product based on the FK and comprises both the primary (POE) lenses (a 36-units 1×1 m2 acrylic panel) and glass (or silica glass) secondary optics (SOE). This high concentration optical train (Cg=1,024×, ˜250mm optical depth) fits with 5×5 mm2 (at least) solar cells. The optical train is the fruit of a 1-year development that has included design, modeling, prototyping and characterization, and through the process we had the opportunity to find out how well the actual performance correlates with models, but also learned practical aspects of a CPV system of this kind, some of which have very positive impact on system performance and reliability.

  12. Evidence Report: Risk of Performance Errors Due to Training Deficiencies

    NASA Technical Reports Server (NTRS)

    Barshi, Immanuel

    2012-01-01

    The Risk of Performance Errors Due to Training Deficiencies is identified by the National Aeronautics and Space Administration (NASA) Human Research Program (HRP) as a recognized risk to human health and performance in space. The HRP Program Requirements Document (PRD) defines these risks. This Evidence Report provides a summary of the evidence that has been used to identify and characterize this risk. Given that training content, timing, intervals, and delivery methods must support crew task performance, and given that training paradigms will be different for long-duration missions with increased crew autonomy, there is a risk that operators will lack the skills or knowledge necessary to complete critical tasks, resulting in flight and ground crew errors and inefficiencies, failed mission and program objectives, and an increase in crew injuries.

  13. Advanced operator training: Principles of plant performance

    SciTech Connect

    Not Available

    1984-01-01

    This text has been developed for control room operators and supervisors to aid them in better understanding the operation of the integrated fossil-fuel power plant. The knowledge gained from this text will improve the operator's ability to optimize thermal efficiency and maintain equipment reliability, thereby furthering the operator's overall capabilities. This five-module text is designed to improve the expertise of the control room operator in the field of heat rate improvement, a major area of importance during times of rising fuel costs. Each module covers and builds on specific areas. Module one discusses the basic principles of thermodynamics, energy and its application in a power plant, and the use of steam tables. Module two examines energy flow in a power plant while considering the plant as an ''energy conversion factory.'' Module three explains energy losses throughout the plant, concentrating on the following areas: the boiler, the turbine-generator, and the regenerative feedwater system. Module four describes operator-controllable losses, including case studies of ''typical'' performance problems and recommendations of corrective actions. The fifth module describes integrated controls needed for plant operation. Proportional, integral, and derivative type controls, along with the ''three elements of control'' used for the steam drum level, are all presented in this final module.

  14. Assessing the impact of training on staff performance.

    PubMed

    1996-01-01

    This pretested document was prepared as a management and reference tool for a world-wide audience of family planning (FP) policy-makers, program managers, service managers, and trainers. The report describes a training impact evaluation (TIE) process that helps managers identify and strengthen the links between training and staff performance. Introductory information deals with understanding training evaluation, the various types of training evaluation, and conducting a TIE. The following steps of the TIE process are then described: 1) identifying job performance issues (defining key job-related tasks and choosing indicators/setting standards); 2) collecting data (evaluation techniques and instruments, how to design an effective evaluation instrument, sample definition, and how to plan and organize the data collection process); 3) analyzing the data (tabulation, aggregation, cross-tabulation, and disaggregation); 4) interpreting the data (using a decision-tree); 5) reporting the findings (developing a written report and making an oral presentation); and 6) making changes (responsibilities for acting on recommendations, handling resistance to change, agreeing on a new or revised training course and/or changing organizational procedures or systems, and clarifying expectations for a training event). An example is provided of the process and results of a TIE conducted in the Central Asian Republics. The report ends with a discussion of ways to continue the TIE process, the comments of reviewers about various aspects of the process, and a checklist to use when making a TIE. PMID:12292100

  15. Plyometric training performance in elite-oriented prepubertal female gymnasts.

    PubMed

    Marina, Michel; Jemni, Monem

    2014-04-01

    We studied the effectiveness of a combined strength and plyometric training program (experimental period) on jumping performance when compared with a training routine on apparatus (control period) over 2 successive gymnastics training seasons. Nine female elite-orientated gymnasts (around 30-hour training per week) were participated in the study. The study was based on a 20-month longitudinal design covering 2 training seasons separated by a competitive period and transition periods. Each season included 1 control and 1 experimental period (CtrlΔ1 + ExΔ1 and CtrlΔ2 + ExΔ2, respectively). Before and after each control and experimental period, we assessed plyometric performance by means of drop jumps (DJs) from 20, 40, 60, 80, and 100 cm. The jump performance variables considered were flight time (FT), contact time (CT), flight-contact ratio (FC), and estimated mechanical power (also called Bosco expression [BE]), all of which were expressed as raw data and normalized (expressed as a percentage) with respect to the recordings at the beginning of each period of analysis. Flight time was the only variable to increase not only during both experimental periods but also during both controls. Our results confirmed larger relative increments of all the variables (FT, CT, BE, and FC), except for CT at DJs of 80 and 100 cm, during the experimental periods than during their respective previous control periods. Despite the additive effect of growth, development, and maturation, the gymnasts were not able to maintain the DJ performance accomplished during ExΔ1, thereby confirming detraining during the competitive and transition periods. We conclude that a combination of heavy resistance training with high impact plyometric jumps is effective in prepubertal gymnasts, despite their initial high level of physical conditioning. PMID:24088867

  16. Board & Supt. Share Appraisal Benefits.

    ERIC Educational Resources Information Center

    Glaub, Gerald R.

    1983-01-01

    Although some board members and superintendents may consider superintendent evaluation as potentially disturbing for their working relationships, such evaluations may become more appealing when considered as part of a broader system of school governance and management. What is needed is a performance appraisal system developed jointly by…

  17. Training for Template Creation: A Performance Improvement Method

    ERIC Educational Resources Information Center

    Lyons, Paul

    2008-01-01

    Purpose: There are three purposes to this article: first, to offer a training approach to employee learning and performance improvement that makes use of a step-by-step process of skill/knowledge creation. The process offers follow-up opportunities for skill maintenance and improvement; second, to explain the conceptual bases of the approach; and…

  18. Using Performance Indicators to Evaluate Training Effectiveness: Lessons Learned.

    ERIC Educational Resources Information Center

    Wreathall, John; Connelly, Edward M.

    1992-01-01

    Describes several approaches to the development of performance indicators for evaluating the effectiveness of safety training in the nuclear power industry. A rationale is presented for a method of generating measures of effectiveness that uses criteria developed by several experts with different viewpoints, and the benefits of this method are…

  19. Elements and Principles of Training as a Performance Improvement Solution

    ERIC Educational Resources Information Center

    Tek Aik, Chong; Tway, Duane C.

    2006-01-01

    Andragogy is the art and science of adult education that focuses on real-life application and problem-solving capacity (Knowles, Holton, & Swanson, 1998). This approach emphasizes that training effectiveness is enhanced through trainees' actual performance of the task. Workers learn better when they perceive that learning will help them perform…

  20. Visuospatial Ability Factors and Performance Variables in Laparoscopic Simulator Training

    ERIC Educational Resources Information Center

    Luursema, Jan-Maarten; Verwey, Willem B.; Burie, Remke

    2012-01-01

    Visuospatial ability has been shown to be important to several aspects of laparoscopic performance, including simulator training. Only a limited subset of visuospatial ability factors however has been investigated in such studies. Tests for different visuospatial ability factors differ in stimulus complexity, in their emphasis on identifying…

  1. Training Needs for High Performance in the Automotive Industry.

    ERIC Educational Resources Information Center

    Clyne, Barry; And Others

    A project was conducted in Australia to identify the training needs of the emerging industry required to support the development of the high performance areas of the automotive machining and reconditioning field especially as it pertained to auto racing. Data were gathered through a literature search, interviews with experts in the field, and…

  2. Business Models for Training and Performance Improvement Departments

    ERIC Educational Resources Information Center

    Carliner, Saul

    2004-01-01

    Although typically applied to entire enterprises, the concept of business models applies to training and performance improvement groups. Business models are "the method by which firm[s] build and use [their] resources to offer.. value." Business models affect the types of projects, services offered, skills required, business processes, and type of…

  3. Individual Training, Performance Improvement, and the Future for Organizations

    ERIC Educational Resources Information Center

    Kaufman, Roger

    2015-01-01

    Human competence is a vital element for any organization that expects to survive and then thrive. Developing individual performance ability is necessary but not sufficient because trained people alone will not make an organization successful. We must determine what people should deliver and why it should be delivered in order to add measurable…

  4. Minimizing Injuries and Enhancing Performance in Golf Through Training Programs

    PubMed Central

    Meira, Erik P.; Brumitt, Jason

    2010-01-01

    Context: Golf is a popular sport, particularly in older populations. Regardless of age and skill level, golfers risk injury to the back, shoulder, wrist and hand, elbow, and knee. Because of the unique compressive, shear, rotational, and lateral bending forces created in the lumbar region during the golf swing, the primary sport-related malady experienced by amateurs and professionals is low back pain. Extrinsic and intrinsic injury risk factors have been reported in the literature. A growing body of evidence supports the prescription of strength training routines to enhance performance and reduce the risk of injury. Evidence Acquisition: Relevant studies were reviewed on golf injuries, swing mechanics, training routines, and general training program design. The following electronic databases were used to identify research relevant to this report: MEDLINE (from 1950–November 2009), CINAHL (1982–November 2009), and SPORTDiscus (1830–November 2009). Results: Injuries may be associated with lack of warm-up, poor trunk flexibility and strength, faulty swing technique, and overuse. Conclusions: Implementing a training program that includes flexibility, strength, and power training with correction of faulty swing mechanics will help the golfer reduce the likelihood of injury and improve overall performance. PMID:23015957

  5. Performance Improvement: Applying a Human Performance Model to Organizational Processes in a Military Training Environment

    ERIC Educational Resources Information Center

    Aaberg, Wayne; Thompson, Carla J.; West, Haywood V.; Swiergosz, Matthew J.

    2009-01-01

    This article provides a description and the results of a study that utilized the human performance (HP) model and methods to explore and analyze a training organization. The systemic and systematic practices of the HP model are applicable to military training organizations as well as civilian organizations. Implications of the study for future…

  6. Does finger training increase young children's numerical performance?

    PubMed

    Gracia-Bafalluy, Maria; Noël, Marie-Pascale

    2008-04-01

    Butterworth (1999) suggested that fingers are important in representing numerosities. Furthermore, scores on a finger gnosis test are a better predictor of numerical performance up to 3 years later than intellectual measures (Marinthe et al., 2001; Noël, 2005). We hypothesised that training in finger differentiation would increase finger gnosis and might also improve numerical performance. Accordingly, 47 first-grade children were selected and divided into 3 groups: children with poor finger gnosis who followed the finger-differentiation training programme (G1), a control-intervention who were trained in story comprehension (G2), and a group with high finger gnosis scores who just continued with normal school lessons (G3). The finger training consisted of 2 weekly sessions of half an hour each, for 8 weeks. Before the training period, children in G3 performed better in finger gnosis and enumeration than children in the two other groups. After the training period this pattern remained for the children in G2 and G3, but the children in G1 were significantly better than those in G2 at finger gnosis, representation of numerosities with fingers, and quantification tasks; they also tended to be better at the processing of Arabic digits. These results indicate that improving finger gnosis in young children is possible and that it can provide a useful support to learning mathematics. Such an approach could be particularly appropriate for children with a developmental Gerstmann syndrome. Theoretically, these results are important because they suggest a functional link between finger gnosis and number skills. PMID:18387567

  7. Training Content and Potential Impact on Performance: A Comparison of Young Male and Female Endurance-Trained Runners

    ERIC Educational Resources Information Center

    Garcin, M.; Fleury, A.; Ansart, N.; Mille-Hamard, L.; Billat, V.

    2006-01-01

    The purpose of the present investigation was to compare the content of 8 weeks of training in young endurance-trained male and female runners and study the potential impact of this training content on performance. Fourteen men and 11 women performed two criterion exercises until exhaustion on an outdoor track before and after the 8-week training…

  8. Enhancing Functional Performance using Sensorimotor Adaptability Training Programs

    NASA Technical Reports Server (NTRS)

    Bloomberg, J. J.; Mulavara, A. P.; Peters, B. T.; Brady, R.; Audas, C.; Ruttley, T. M.; Cohen, H. S.

    2009-01-01

    During the acute phase of adaptation to novel gravitational environments, sensorimotor disturbances have the potential to disrupt the ability of astronauts to perform functional tasks. The goal of this project is to develop a sensorimotor adaptability (SA) training program designed to facilitate recovery of functional capabilities when astronauts transition to different gravitational environments. The project conducted a series of studies that investigated the efficacy of treadmill training combined with a variety of sensory challenges designed to increase adaptability including alterations in visual flow, body loading, and support surface stability.

  9. Development, Field Test, and Refinement of Performance Training Programs in Armor Advanced Individual Training. Final Report.

    ERIC Educational Resources Information Center

    Young, Douglas L.; Taylor, John E.

    Performance-oriented instruction was developed, field tested, and refined in two Advanced Individual Training (AIT) programs--Armor Reconnaissance Specialist (MOS 11D) and Armor Crewman (MOS 11E). Tasks for both MOS (Military Occupational Specialty) were inventoried and the inventories were reduced by eliminating those tasks which are not required…

  10. Australia's Vocational Education & Training System. Annual National Report. Volume 3: Vocational Education & Training Performance.

    ERIC Educational Resources Information Center

    Australian National Training Authority, Brisbane.

    The state of vocational education and training (VET) in Australia in 1997 was evaluated by collecting data on the following key performance measures: participation and achievement in VET; employer views on VET; student outcomes from VET; VET's benefits for particular client groups (females, people from rural and remote areas, indigenous…