28 CFR 511.16 - How searches will be conducted.

Code of Federal Regulations, 2013 CFR

2013-07-01

... Section 511.16 Judicial Administration BUREAU OF PRISONS, DEPARTMENT OF JUSTICE GENERAL MANAGEMENT AND..., visual searches will be performed discreetly, in a private area away from others, and by staff members of... discreetly, in a private area away from others, and by staff members adequately trained to perform the test...

28 CFR 511.16 - How searches will be conducted.

Code of Federal Regulations, 2014 CFR

2014-07-01

... Section 511.16 Judicial Administration BUREAU OF PRISONS, DEPARTMENT OF JUSTICE GENERAL MANAGEMENT AND..., visual searches will be performed discreetly, in a private area away from others, and by staff members of... discreetly, in a private area away from others, and by staff members adequately trained to perform the test...

28 CFR 511.16 - How searches will be conducted.

Code of Federal Regulations, 2011 CFR

2011-07-01

... Section 511.16 Judicial Administration BUREAU OF PRISONS, DEPARTMENT OF JUSTICE GENERAL MANAGEMENT AND..., visual searches will be performed discreetly, in a private area away from others, and by staff members of... discreetly, in a private area away from others, and by staff members adequately trained to perform the test...

28 CFR 511.16 - How searches will be conducted.

Code of Federal Regulations, 2010 CFR

2010-07-01

... Section 511.16 Judicial Administration BUREAU OF PRISONS, DEPARTMENT OF JUSTICE GENERAL MANAGEMENT AND..., visual searches will be performed discreetly, in a private area away from others, and by staff members of... discreetly, in a private area away from others, and by staff members adequately trained to perform the test...

28 CFR 511.16 - How searches will be conducted.

Code of Federal Regulations, 2012 CFR

2012-07-01

... Section 511.16 Judicial Administration BUREAU OF PRISONS, DEPARTMENT OF JUSTICE GENERAL MANAGEMENT AND..., visual searches will be performed discreetly, in a private area away from others, and by staff members of... discreetly, in a private area away from others, and by staff members adequately trained to perform the test...

49 CFR 1001.1 - Records available from the Board.

Code of Federal Regulations, 2011 CFR

2011-10-01

... Transportation Board Administrative Issuances. (b) The following records, so-called “reading room” documents, are...) Administrative staff manuals and instructions to staff that affect a member of the public; and (4) Copies of all... or date of issuance and are available for viewing and downloading from the Board's Electronic Reading...

Drug Abuse Control--Administrative Guidelines.

ERIC Educational Resources Information Center

Los Angeles City Schools, CA.

These guidelines were developed to assist administrators, teachers, and other staff members of the Los Angeles Public Schools in the formulation of an effective program designed to alleviate drug abuse. Staff responsibilities are spelled out. Specific attention is directed to the problems of drug abuse, drug possession and drug selling. The…

Promoting Evidence-Based Decision Making in a Local Health Department, Pueblo City–County, Colorado

PubMed Central

Nevin-Woods, Christine; Proud, Sylvia; Brownson, Ross C.

2015-01-01

Background Evidence-based decision making (EBDM) is an effective strategy for addressing population health needs. Assessing and reducing barriers to using EBDM in local health departments may improve practice and provide insight into disseminating EBDM principles among public health practitioners. Community Context Administrative leaders at the Pueblo City–County Health Department, Pueblo, Colorado, used a systematic approach for implementing EBDM. Research partners engaged staff to understand factors that increase or deter its use. Methods A survey was distributed to staff members at baseline to identify gaps in administrative and individual practice of EBDM. In-depth interviews were also conducted with 11 randomly selected staff members. Results were shared with staff and administration, after which activities were implemented to improve application of EBDM. A follow up survey was administered 1 year after the initial assessment. Outcome Survey data showed evidence of progress in engaging and educating staff members, and data showed improved attitudes toward EBDM (ie, several items showed significant improvement from baseline to follow-up). For example, staff members reported having the necessary skills to develop evidence-based interventions (73.9%), the ability to effectively communicate information on evidence-based strategies to policy makers (63.0%), access to current information on improving EBDM processes (65.2%), and a belief that evidence-based interventions are designed to be self-sustaining (43.5%). Interpretation Within a local health department in which leaders have made EBDM a priority, addressing the culture and climate of the department may build EBDM. Future research may provide insight into tailoring EBDM within and across local health departments. PMID:26111156

Promoting Evidence-Based Decision Making in a Local Health Department, Pueblo City-County, Colorado.

PubMed

Hardy, Anna K; Nevin-Woods, Christine; Proud, Sylvia; Brownson, Ross C

2015-06-25

Evidence-based decision making (EBDM) is an effective strategy for addressing population health needs. Assessing and reducing barriers to using EBDM in local health departments may improve practice and provide insight into disseminating EBDM principles among public health practitioners. Administrative leaders at the Pueblo City-County Health Department, Pueblo, Colorado, used a systematic approach for implementing EBDM. Research partners engaged staff to understand factors that increase or deter its use. A survey was distributed to staff members at baseline to identify gaps in administrative and individual practice of EBDM. In-depth interviews were also conducted with 11 randomly selected staff members. Results were shared with staff and administration, after which activities were implemented to improve application of EBDM. A follow up survey was administered 1 year after the initial assessment. Survey data showed evidence of progress in engaging and educating staff members, and data showed improved attitudes toward EBDM (ie, several items showed significant improvement from baseline to follow-up). For example, staff members reported having the necessary skills to develop evidence-based interventions (73.9%), the ability to effectively communicate information on evidence-based strategies to policy makers (63.0%), access to current information on improving EBDM processes (65.2%), and a belief that evidence-based interventions are designed to be self-sustaining (43.5%). Within a local health department in which leaders have made EBDM a priority, addressing the culture and climate of the department may build EBDM. Future research may provide insight into tailoring EBDM within and across local health departments.

Strengthening Bullying Prevention through School Staff Connectedness

ERIC Educational Resources Information Center

O'Brennan, Lindsey M.; Waasdorp, Tracy E.; Bradshaw, Catherine P.

2014-01-01

The growing concern about bullying and school violence has focused national attention on various aspects of school climate and school connectedness. The current study examined dimensions of staff connectedness (i.e., personal, student, staff, and administration) in relation to staff members' comfort intervening in bullying situations (e.g.,…

28 CFR 115.164 - Staff first responder duties.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 28 Judicial Administration 2 2012-07-01 2012-07-01 false Staff first responder duties. 115.164... NATIONAL STANDARDS Standards for Lockups Official Response Following A Detainee Report § 115.164 Staff... first law enforcement staff member to respond to the report shall be required to: (1) Separate the...

28 CFR 115.64 - Staff first responder duties.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 28 Judicial Administration 2 2013-07-01 2013-07-01 false Staff first responder duties. 115.64....64 Staff first responder duties. (a) Upon learning of an allegation that an inmate was sexually abused, the first security staff member to respond to the report shall be required to: (1) Separate the...

28 CFR 115.364 - Staff first responder duties.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 28 Judicial Administration 2 2013-07-01 2013-07-01 false Staff first responder duties. 115.364....364 Staff first responder duties. (a) Upon learning of an allegation that a resident was sexually abused, the first staff member to respond to the report shall be required to: (1) Separate the alleged...

28 CFR 115.64 - Staff first responder duties.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 28 Judicial Administration 2 2012-07-01 2012-07-01 false Staff first responder duties. 115.64....64 Staff first responder duties. (a) Upon learning of an allegation that an inmate was sexually abused, the first security staff member to respond to the report shall be required to: (1) Separate the...

28 CFR 115.164 - Staff first responder duties.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 28 Judicial Administration 2 2013-07-01 2013-07-01 false Staff first responder duties. 115.164... NATIONAL STANDARDS Standards for Lockups Official Response Following A Detainee Report § 115.164 Staff... first law enforcement staff member to respond to the report shall be required to: (1) Separate the...

28 CFR 115.64 - Staff first responder duties.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 28 Judicial Administration 2 2014-07-01 2014-07-01 false Staff first responder duties. 115.64....64 Staff first responder duties. (a) Upon learning of an allegation that an inmate was sexually abused, the first security staff member to respond to the report shall be required to: (1) Separate the...

28 CFR 115.164 - Staff first responder duties.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 28 Judicial Administration 2 2014-07-01 2014-07-01 false Staff first responder duties. 115.164... NATIONAL STANDARDS Standards for Lockups Official Response Following A Detainee Report § 115.164 Staff... first law enforcement staff member to respond to the report shall be required to: (1) Separate the...

28 CFR 115.364 - Staff first responder duties.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 28 Judicial Administration 2 2014-07-01 2014-07-01 false Staff first responder duties. 115.364....364 Staff first responder duties. (a) Upon learning of an allegation that a resident was sexually abused, the first staff member to respond to the report shall be required to: (1) Separate the alleged...

28 CFR 115.364 - Staff first responder duties.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 28 Judicial Administration 2 2012-07-01 2012-07-01 false Staff first responder duties. 115.364....364 Staff first responder duties. (a) Upon learning of an allegation that a resident was sexually abused, the first staff member to respond to the report shall be required to: (1) Separate the alleged...

50 CFR 520.2 - Scope.

Code of Federal Regulations, 2010 CFR

2010-10-01

... Commission's administrative staff manuals and instructions to staff that affect a member of the public; and... adjudication, (iii) Constitute an unwarranted invasion of personal privacy, (iv) Disclose the identity of a...

7 CFR 1944.666 - Administrative activities and policies.

Code of Federal Regulations, 2011 CFR

2011-01-01

... clerical staff actively assisting in the delivery of the HPG project. (2) Payment of necessary and... homeowner, owner, tenant or household member of a rental property, or owner (member) or non-member of a co...

7 CFR 1944.666 - Administrative activities and policies.

Code of Federal Regulations, 2010 CFR

2010-01-01

... clerical staff actively assisting in the delivery of the HPG project. (2) Payment of necessary and... homeowner, owner, tenant or household member of a rental property, or owner (member) or non-member of a co...

50 Sure Fire Ideas for Boosting Morale and Creating a Can-Do Culture.

ERIC Educational Resources Information Center

Baker, John; And Others

This three-part pamphlet presents 52 ideas contributed by 19 administrators at California community colleges for boosting the morale and performance of college administrators and staff. Following a list of contributors, the first part provides 39 suggestions for acknowledging contributions and encouraging staff members, including writing short…

75 FR 76992 - Guidance for the Public, FDA Advisory Committee Members, and FDA Staff: The Open Public Hearing...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-12-10

... DEPARTMENT OF HEALTH AND HUMAN SERVICES Food and Drug Administration [Docket No. FDA-2005-D-0072] (formerly Docket No. 2005D-0042) Guidance for the Public, FDA Advisory Committee Members, and FDA Staff: The Open Public Hearing at FDA Advisory Committee Meetings; Availability AGENCY: Food and Drug...

28 CFR 115.264 - Staff first responder duties.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 28 Judicial Administration 2 2012-07-01 2012-07-01 false Staff first responder duties. 115.264... Report § 115.264 Staff first responder duties. (a) Upon learning of an allegation that a resident was sexually abused, the first security staff member to respond to the report shall be required to: (1...

28 CFR 115.264 - Staff first responder duties.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 28 Judicial Administration 2 2014-07-01 2014-07-01 false Staff first responder duties. 115.264... Report § 115.264 Staff first responder duties. (a) Upon learning of an allegation that a resident was sexually abused, the first security staff member to respond to the report shall be required to: (1...

28 CFR 115.264 - Staff first responder duties.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 28 Judicial Administration 2 2013-07-01 2013-07-01 false Staff first responder duties. 115.264... Report § 115.264 Staff first responder duties. (a) Upon learning of an allegation that a resident was sexually abused, the first security staff member to respond to the report shall be required to: (1...

Nurse-computer performance. Considerations for the nurse administrator.

PubMed

Mills, M E; Staggers, N

1994-11-01

Regulatory reporting requirements and economic pressures to create a unified healthcare database are leading to the development of a fully computerized patient record. Nursing staff members will be responsible increasingly for using this technology, yet little is known about the interaction effect of staff characteristics and computer screen design on on-line accuracy and speed. In examining these issues, new considerations are raised for nurse administrators interested in facilitating staff use of clinical information systems.

Results of the Alternative Calendar Survey: A Survey of Faculty, Classified Staff and Administrators at California Community Colleges That Have Moved from an 18-Week Semester to a Compressed Calendar.

ERIC Educational Resources Information Center

Beachler, Judith

From December 2002 through February 2003, Los Rios Community College District (LRCCD), California, administrators invited key faculty members, classified staff, and administrators of California community colleges that have moved from an 18 week semester to a compressed 15- or 16-week semester to share their colleges' experiences through the…

Administrative Staff Members' Job Competency and Their Job Satisfaction in a Korean Research University

ERIC Educational Resources Information Center

Jung, Jisun; Shin, Jung Cheol

2015-01-01

The purpose of this study is to explore the impact of administrative staff's job competency on their job satisfaction in a Korean research university. We conceptualized job satisfaction into three subcomponents: satisfaction in the job field, in the workplace, and with the actual task. In the regression analysis, we included demographics, inner…

21 CFR 20.26 - Indexes of certain records.

Code of Federal Regulations, 2011 CFR

2011-04-01

... Register. (3) Administrative staff manuals and instructions to staff that affect a member of the public. (4... the Freedom of Information Public Reading Room in rm. 12A-30 at the same address. [42 FR 15616, Mar...

21 CFR 20.26 - Indexes of certain records.

Code of Federal Regulations, 2010 CFR

2010-04-01

... Register. (3) Administrative staff manuals and instructions to staff that affect a member of the public. (4... the Freedom of Information Public Reading Room in rm. 12A-30 at the same address. [42 FR 15616, Mar...

NAIS Member School Tuition Fees, Teacher Salaries, Administrator and Staff Salaries, 1986-87. NAIS Statistics, Fall 1986.

ERIC Educational Resources Information Center

National Association of Independent Schools, Boston, MA.

This report is compiled from information provided by National Association of Independent Schools member schools in a 1986 survey of school tuitions and staff salaries. Of the 900 schools in the United States and Canada that were surveyed, 853, or 94.8 percent, responded. The report is organized in five sections. Section 1 summarizes survey results…

Administrative Services Staff with New Teleticketing Machine

NASA Image and Video Library

1968-02-21

Peggy Heintz, left, receives an airline ticket from supervisor Judy Kuebeler in the Administrative Services Building at the National Aeronautics and Space Administration (NASA) Lewis Research Center. The center had recently purchased a teleticket machine that automatically printed airline tickets as directed by the airline’s computer system. The Administrative Services Branch had 55 staff members performing a variety of roles. They served as telephone operators and set up communications with other centers. They operated the motor pool, handled all travel arrangements, prepared forms and work instructions, and planned offices. The staff was also responsible for records management and storage. It was reported that the staff processed 65 bags of incoming mail per day, which was said to be on par with a city of 15,000 to 20,000 people.

46 CFR 201.86 - Presiding officer.

Code of Federal Regulations, 2010 CFR

2010-10-01

... rotation so far as practicable, unless the Administration shall designate one or more of its officials to serve as presiding officer(s) in hearings required by statute, or member(s) of the staff in proceedings...

Handbook for Staff Development in Residential Schools for Deaf Children.

ERIC Educational Resources Information Center

Naiman, Doris W.; Mashikian, Hagop S.

The handbook is intended to aid residential schools for deaf children in establishing comprehensive staff development programs. Stressed is the importance of involving all staff members including administrators, teachers, and dormitory counselors in the provision of an integrated 24-hour-a-day learning environment. The handbook is said to be…

Crisis Preparedness in Schools: Evaluating Staff Perspectives and Providing Recommendations for Best Practice

ERIC Educational Resources Information Center

Olinger Steeves, Rachel M.; Metallo, Sarah A.; Byrd, Shelby M.; Erickson, Megan R.; Gresham, Frank M.

2017-01-01

The current study investigated the content of school crisis plans and perceptions of crisis preparedness among school staff in six public elementary schools. Surveys were administered to 72 teachers, administrators, and other school staff members measuring their perceptions of crisis preparedness and performance of activities related to crisis…

Knowledge of Staff Members of Residential Care Facilities for Individuals with Intellectual Disability on Medication Administration via Enteral Feeding Tube

ERIC Educational Resources Information Center

Joos, E.; Mehuys, E.; Van Bocxlaer, J.; Remon, J. P.; Van Winckel, M.; Boussery, K.

2016-01-01

Background: Guidelines for the safe administration of drugs through enteral feeding tube (EFT) are an important tool to minimise the risk of errors. This study aimed to investigate knowledge of these guidelines among staff of residential care facilities (RCF) for people with ID. Method: Knowledge was assessed using a 13-item self-administered…

Difficult relationships--interactions between family members and staff in long-term care.

PubMed

Norris, S

2000-01-01

Staff of long-term care facilities and family members have a common responsibility to ensure the best course of treatment and everyday care for residents who often cannot speak for themselves. Understanding the difference between instrumental and preservative care, and who the proper agent is to provide care in each category will not only improve staff/family interactions, but residential care in general. The Resident Enrichment and Activity Program improves the family/staff relationship obliquely by involving family in social activities; the Family Involvement in Care program, and the Patterns in Caregiving program directly target the relationship and involve the facility's administration to effect policy change.

75 FR 71785 - Senior Executive Service: Performance Review Board Members

Federal Register 2010, 2011, 2012, 2013, 2014

2010-11-24

.... Jonathan I. Carver, Chief Financial Officer and Associate Administrator for Performance Management. 3... Counsel. 5. Ana M. Ma, Chief of Staff. Karen G. Mills, Administrator. [FR Doc. 2010-29611 Filed 11-23-10...

The Hospital Medical Advisory Committee—The Cabinet of the Medical Staff

PubMed Central

Williams, K. J.; Osbaldeston, J. B.

1965-01-01

Before a hospital medical staff can realistically accept responsibility for the professional practices of its members, a principle initially fostered by the American College of Surgeons and adopted by both the Canadian and American accreditation programs, it must have an effectively functioning medical staff organization. The medical advisory committee is the most important committee of the medical staff organization. A representative composition, adherence to sound administrative principles, and recognition of its prime functions of co-ordination, supervision and jurisdiction will permit this committee—and the total medical staff organization—to discharge adequately the very important responsibilities delegated to them by the governing board of the hospital. Properly structured medical staff bylaws with clearly defined terms of reference assist the smooth functioning of the “cabinet” of the medical staff and safeguard the prerogatives of the individual members of the staff. PMID:14285296

Nursing staff-led behavioural group intervention in psychiatric in-patient care: Patient and staff experiences.

PubMed

Salberg, Johanna; Folke, Fredrik; Ekselius, Lisa; Öster, Caisa

2018-02-15

A promising intervention in mental health in-patient care is behavioural activation (BA). Interventions based on BA can be used by mental health nurses and other staff members. The aim of this study was to evaluate patients' and staff members' experiences of a nursing staff-led behavioural group intervention in mental health in-patient care. The intervention was implemented at three adult acute general mental health in-patient wards in a public hospital setting in Sweden. A self-administrated questionnaire, completed by 84 patients and 34 nurses and nurse assistants, was administered, and nonparametric data analysed using descriptive statistics. Our findings revealed that both patients and nursing staff ranked nursing care and care environment as important aspects in the recovery process. Patients and staff members reported overall positive experiences of the group sessions. Patients with higher frequencies of attendance and patients satisfied with overall care had a more positive attitude towards the intervention. A more positive experience of being a group leader was reported by staff members who had been leading groups more than ten times. The most common impeding factor during implementation, reported by staff members, was a negative attitude to change. Conducive factors were having support from a psychologist and the perception that patients were showing interest. These positive experiences reported by patients and nursing staff, combined with previous research in this field, are taking us one step further in evaluating group sessions based on BA as a meaningful nursing intervention in mental health in-patient care. © 2018 Australian College of Mental Health Nurses Inc.

Staff retention after the privatization of township-village health centers: a case study from the Haimen City of East China.

PubMed

Huang, Jiayan; Shi, Lu; Chen, Yingyao

2013-04-12

Township-village health centers in rural areas play an important role in health service system in China. In East China's Jiangsu Province, the City of Haimen privatized all 25 township-village health centers in 2002. This study assesses the effect of privatization on staff retention among these health centers. This is a retrospective study based on 10-year administrative data from Haimen City. Three waves of administrative data were collected in 2000 (2 years before privatization), 2005 (3 years after privatization) and 2009 (7 years after privatization) for all health care providers in Haimen City, including 3 county hospitals, 6 central township health centers (CTHC) and 25 township-village health centers (TVHC). The effect of privatization on TVHCs' staff retention was evaluated in comparison with the other two types of health care providers. We conducted focus groups with people from Haimen Bureau of Health and various health care providers to help understand the context of these administrative statistics. Each township-village health centers had an average of 40 staff members before the privatization, and the majority of those staff members were their permanent staff. In 2005, three years after the privatization, a substantial amount of staff decrease (from 39.7 staff members per TVHC to 27.5 per TVHC) occurred in these township-village health centers. From 2000 to 2009, the total payroll in TVHCs decreased by almost 29%, while the number of their permanent staff members and nurses decreased by more than 40%. Among the two types of health care providers that did not go through a privatization, those central township health centers had no significant change on their payroll size during this period whereas the county hospitals' average payroll size actually increased by 20%, especially for the number of doctors. In addition, the average salary and caseload in TVHC showed similar decreasing trends from 2000 to 2009, while no such trends can be observed among the other two types of providers that did not undergo privatization. The privatization of township-village health center could have adverse effects on their staff retention, a phenomenon that occurs with a decrease in salary and caseload in these centers. To ensure that these health institutions keep providing health care for rural communities, a stronger social safety net and stronger financing of rural health insurance might be helpful in their staff retention.

Staff retention after the privatization of township-village health centers: a case study from the Haimen City of East China

PubMed Central

2013-01-01

Background Township-village health centers in rural areas play an important role in health service system in China. In East China’s Jiangsu Province, the City of Haimen privatized all 25 township-village health centers in 2002. This study assesses the effect of privatization on staff retention among these health centers. Methods This is a retrospective study based on 10-year administrative data from Haimen City. Three waves of administrative data were collected in 2000 (2 years before privatization), 2005 (3 years after privatization) and 2009 (7 years after privatization) for all health care providers in Haimen City, including 3 county hospitals, 6 central township health centers (CTHC) and 25 township-village health centers (TVHC). The effect of privatization on TVHCs’ staff retention was evaluated in comparison with the other two types of health care providers. We conducted focus groups with people from Haimen Bureau of Health and various health care providers to help understand the context of these administrative statistics. Results Each township-village health centers had an average of 40 staff members before the privatization, and the majority of those staff members were their permanent staff. In 2005, three years after the privatization, a substantial amount of staff decrease (from 39.7 staff members per TVHC to 27.5 per TVHC) occurred in these township-village health centers. From 2000 to 2009, the total payroll in TVHCs decreased by almost 29%, while the number of their permanent staff members and nurses decreased by more than 40%. Among the two types of health care providers that did not go through a privatization, those central township health centers had no significant change on their payroll size during this period whereas the county hospitals’ average payroll size actually increased by 20%, especially for the number of doctors. In addition, the average salary and caseload in TVHC showed similar decreasing trends from 2000 to 2009, while no such trends can be observed among the other two types of providers that did not undergo privatization. Conclusion The privatization of township-village health center could have adverse effects on their staff retention, a phenomenon that occurs with a decrease in salary and caseload in these centers. To ensure that these health institutions keep providing health care for rural communities, a stronger social safety net and stronger financing of rural health insurance might be helpful in their staff retention. PMID:23587296

[Women's health in violent situations: municipal administrative roles and decision-making in the Brazilian public health system].

PubMed

Porto, Madge; McCallum, Cecilia; Scott, Russell Parry; de Morais, Heloísa M Mendonça

2003-01-01

The aim of this study was to investigate the role of health management staff concerning the health of women facing violent situations and the impact these roles have on decisions concerning health measures targeting these women. The study employed a qualitative, descriptive methodology including 18 health management staff members from three municipalities classified as having fully autonomous municipal management systems under the Unified National Health System (SUS) in Greater Metropolitan Recife, Pernambuco State, Brazil. Staff members were divided into three distinct groups according to their opinions on women in violent situations and women's health interventions. However, the three groups were convergent with respect to their roles in determining decisions on health actions for these women. The health management staff's commitment to the feminist movement proved to be the most relevant factor. Common issues among staff members, such as the problem of public health and quality of living, or more technically, the cost-benefit issue, did appear as key arguments.

17 CFR 200.16 - Executive Assistant to the Chairman.

Code of Federal Regulations, 2010 CFR

2010-04-01

..., executive direction, and authority for staff studies and reports bearing on the Commission's administration of the laws and its relations with the public, industry, and the Congress. The Executive Assistant is... Commission, members of the staff, and/or representatives of the public on matters arising with regard to...

Establishment of a Multi-State Experiential Pharmacy Program Consortium

PubMed Central

Unterwagner, Whitney L.; Byrd, Debbie C.

2008-01-01

In 2002, a regional consortium was created for schools and colleges of pharmacy in Georgia and Alabama to assist experiential education faculty and staff members in streamlining administrative processes, providing required preceptor development, establishing a professional network, and conducting scholarly endeavors. Five schools and colleges of pharmacy with many shared experiential practice sites formed a consortium to help experiential faculty and staff members identify, discuss, and solve common experience program issues and challenges. During its 5 years in existence, the Southeastern Pharmacy Experiential Education Consortium has coordinated experiential schedules, developed and implemented uniform evaluation tools, coordinated site and preceptor development activities, established a work group for educational research and scholarship, and provided opportunities for networking and professional development. Several consortium members have received national recognition for their individual experiential education accomplishments. Through the activities of a regional consortium, members have successfully developed programs and initiatives that have streamlined administrative processes and have the potential to improve overall quality of experiential education programs. Professionally, consortium activities have resulted in 5 national presentations. PMID:18698386

Preparedness for End of Life-a Survey of Jerusalem District Nursing Homes.

PubMed

Shaulov, Adir; Frankel, Meir; Rubinow, Alan; Maaravi, Yoram; Brezis, Mayer

2015-10-01

To evaluate the quality of end-of-life (EOL) care in nursing homes. Survey and semistructured interviews. Jerusalem district nursing homes. Staff members of 28 long-term care and skilled nursing facilities in the Jerusalem area in Israel of various ethnic, religious, and administrative affiliations (N = 207). Qualitative analysis of semistructured interviews and statistical analysis of questionnaires. Most staff members reported that EOL preferences were unknown for more than 90% of residents and that fewer than 10% had a healthcare proxy. Most staff members recalled conducting fewer than five EOL conversations over the past year with residents or family members and could recall fewer than five cases in which a resident was allowed to die in the nursing home. According to staff opinions the prevalence of tube feeding was estimated at greater than 10%, initiated because of aspiration, malnutrition, and understaffing, often against family's preferences. More than 25% of staff members believed that pain management was inadequate. Knowledge about management of chronic pain was poor in half of nurses and nearly one-third of physicians. Most staff would rather not receive the treatments they administered to residents. Nursing homes in Jerusalem lack competency for quality EOL care, and there are multiple psychological, training, and policy challenges to improvement. © 2015, Copyright the Authors Journal compilation © 2015, The American Geriatrics Society.

Of Bushwahckers, Termites and Moles.

ERIC Educational Resources Information Center

Smelter, Richard W.

2003-01-01

Retired school administrator describes five types of school personnel that make an administrator's job difficult: Bushwackers, termites, CIA moles, rumor-mill addicts, and sartorial slobs. For example, termites are staff members who purposely volunteer for committees so they can sabotage the group's efforts from within. (PKP)

Is it bullying or sexual harassment? Knowledge, attitudes, and professional development experiences of middle school staff.

PubMed

Charmaraman, Linda; Jones, Ashleigh E; Stein, Nan; Espelage, Dorothy L

2013-06-01

This study fills a gap in the literature by examining how school staff members view bullying and sexual harassment and their role in preventing both. Given recent legislation, increasingly more attention is paid to bully prevention; however, student-on-student sexual harassment is less addressed. Four focus groups were conducted with 32 staff members from 4 midwestern public middle schools. Questions assessed professional development opportunities on bullying and sexual harassment prevention/intervention, personal definitions of these behaviors, and their perceptions of school norms regarding such behavior. Staff members recalled receiving more professional development on bullying than sexual harassment. They tended to define sexual harassment as something that occurs between adults and/or adults and students and did perceive their role in enforcing a "sexual harassment-free" peer-to-peer school zone. When school administrators fail to provide professional development on both bullying and sexual harassment, staff members do not understand that sexual harassment occurs between students. Thus, they are unaware of policies to protect students from harmful experiences in educational settings and are not likely to understand their own role in preventing them. © 2013, American School Health Association.

The Community College Accountability Network: Understanding Institutional Accountability at Aspen Grove Community College

ERIC Educational Resources Information Center

Harbour, Clifford P.; Davies, Timothy Gray; Gonzales-Walker, Roxanne

2010-01-01

This article reports on a qualitative, interpretive case study examining how trustees, administrators, faculty members, and staff members at a rural community college understand their institution's accountability environment. Data analysis and interpretation established that participants conceptualized institutional accountability as dialogic,…

School Consolidation: A Silver Lining in a Dark Cloud

ERIC Educational Resources Information Center

Waldfogel, Dean

2011-01-01

Everyone--board members, parents, and staff--loves small schools, bur it's no secret that small schools cost more to operate, particularly if administrative and teaching staff cannot be assigned efficiently. If there is a silver lining in this dark contextual cloud, it's that political support for consolidating schools has rarely been better. The…

A Database Training Module for Nassau Community College Staff and Faculty.

ERIC Educational Resources Information Center

Goodman, Harriett Ziskin

A training module developed following the Instructional System Design model was implemented at Nassau Community College (NCC) to teach its administration, faculty, and staff members computer skills that would enable them to use the available computer equipment more efficiently. Using this module, each trainee designed a file to be used for the…

The Effect of Peer-to-Peer Training on Staff Interactions with Adults with Dual Diagnoses

ERIC Educational Resources Information Center

Finn, Lori L.; Sturmey, Peter

2009-01-01

Researchers have demonstrated the importance of training behavioral skills to staff members working with consumers with developmental disabilities. A training program that does not rely solely on consultants or administrators may benefit human services agencies that have limited resources to allocate to training. In the present study, the…

Nursing home employee perceptions of culture change.

PubMed

Palmer, Jennifer A; Meterko, Mark; Zhao, Shibei; Berlowitz, Dan; Mobley, Esther; Hartmann, Christine W

2013-07-01

This study examined nursing home staff members' comfort levels with specific culture change scenarios and observed whether there were differences by occupation. We conducted a cross-sectional survey of 218 staff members in all occupational categories at four Veterans Health Administration Community Living Centers (i.e., nursing homes). Staff indicated their comfort level using a 9-point scale (1 = not at all comfortable to 9 = extremely comfortable). The culture change scenarios were divided into three subscales: Resident Safety (5 items), Resident Experience (5 items), and Staff Experience (2 items). Overall, respondents were slightly uncomfortable with the scenarios (overall mean = 4.57). Staff reported least comfort with the Resident Safety subscale (mean = 3.63) and most comfort with the Resident Experience subscale (mean = 5.65), with significant differences within these two subscales by occupational category. Existent power differentials among staff may influence comfort levels with culture change. Assessing staff comfort with culture change may help guide implementation efforts in a strategic manner. Copyright 2013, SLACK Incorporated.

38 CFR 21.155 - Services to a veteran's family.

Code of Federal Regulations, 2010 CFR

2010-07-01

... training, counseling, and mental health services of brief duration which are designed to enable the family... furnished to family members under these provisions. (c) Providing services to a veteran's family. VR&E Staff... Veterans Health Administration (VHA) to family members of veterans eligible for Chapter 31 should be used...

38 CFR 21.155 - Services to a veteran's family.

Code of Federal Regulations, 2011 CFR

2011-07-01

... training, counseling, and mental health services of brief duration which are designed to enable the family... furnished to family members under these provisions. (c) Providing services to a veteran's family. VR&E Staff... Veterans Health Administration (VHA) to family members of veterans eligible for Chapter 31 should be used...

A Dental School's Experience with the Death of an HIV Positive Faculty Member.

ERIC Educational Resources Information Center

Butters, Janice M.; And Others

1994-01-01

This article reviews issues and circumstances surrounding the death of a University of Louisville (Kentucky) dental school faculty member found to be positive for the human immunodeficiency virus. it addresses administrative aspects including public relations, patient relations, epidemiological review, and staff counseling. (MSE)

32 CFR Appendix A to Part 290 - DCAA's Organization and Mission

Code of Federal Regulations, 2011 CFR

2011-07-01

... practices and procedures to give advice and recommendations to procurement and contract administration... administration with financial information and advice on proposed or existing contracts and contractors, as... Counsel provides legal and legislative advice to the Director and all members of the Agency staff. (vii...

A Case Study of the Impact of Students from Mexico Upon a Typical Texas Border School District.

ERIC Educational Resources Information Center

Texas Education Agency, Austin.

Empirical data and staff opinions were gathered to determine the enrollment of Mexican immigrant/alien students in the Rio Grande City Schools during the 1976-77 school year and their impact on space utilization, educational programming, staffing, and funding. Eleven staff members, representing administrators, principals, teachers, and counselors,…

Affirmative Action Survey: Non Teacher-Certificated Female Staff. Prepared for the Non Teacher-Certificated Affirmative Action Advisory Committee.

ERIC Educational Resources Information Center

Peebles, Dorothy

This report presents findings of a survey of female staff members (secretaries, administrative assistants, clerks, matrons, psychoeducational consultants, teachers' aides, etc) in order to gain statistical evidence on which to build programs and formulate recommendations to improve their working conditions. Questionnaires were used in the survey…

Sinking or Swimming in the Deep End? Developing Professional Academic Identities as Doctoral Students Chairing Large Classes

ERIC Educational Resources Information Center

Bereznicki, Hannah; Sutherland-Smith, Wendy; Horwood, Sharon

2014-01-01

Much of the burden of undergraduate teaching in Australian higher education institutions falls to sessional staff and postgraduate students. These members of staff assume high teaching loads and administrative management responsibilities. This paper explores the perspectives of two female academics in the unique position of being the subject…

Barriers to vocational effectiveness in ACT: staff perspectives.

PubMed

Waynor, William R; Pratt, Carlos W

2011-01-01

Assertive community treatment (ACT), for persons with serious mental illness, includes a vocational focus as an important aspect of community integration. Nevertheless, research suggests that ACT does not assist significant numbers of consumers in achieving employment goals. A two-step survey of New Jersey ACT team members was designed to identify the key issues that hinder ACT staff members in assisting consumers with obtaining employment. Survey items were categorized into three sections: (a) staff attitudes, (b) consumer barriers, and (c) staff barriers to working on employment. The initial survey asked staff members to rate items in each of these categories. Highly rated items were used in a subsequent paired comparison survey to determine the relative importance of each. This method highlighted the following issues: four staff attitude items-(a) returning to work is positive, (b) employment is key to recovery, (c) abstinence from substance abuse is needed to work, and (d) consumers are too ill to work; four consumer barrier items-(a) fear of loss of Social Security Administration benefits, (b) symptoms related to the illness, (c) lack of motivation, and (d) poor social skills; and three barriers to working on employment issues items-(a) clinical issues take priority, (b) other case management issues takes priority, and (c) too many emergencies. The implications for staff training are discussed.

[From personnel administration to human resource management : demographic risk management in hospitals].

PubMed

Schmidt, C E; Gerbershagen, M U; Salehin, J; Weib, M; Schmidt, K; Wolff, F; Wappler, F

2011-06-01

The healthcare market is facing a serious shortage of qualified personnel in 2020. Aging of staff members is one important driver of this human resource deficit but current planning periods of 1-2 years cannot compensate the demographic effects on staff portfolio early enough. Therefore, prospective human resource planning is important to avoid loss of competence. The long range development (10 years) of human resources in the hospitals of the City of Cologne was analyzed. The basis for the analysis was a simulation model that included fluctuation of staff, retirement, maternity leave, status of employee illness, partial retirement and fresh engagements per department and profession. The model was matched with the staff requirements for each department. The results showed a capacity analysis which was used to convey strategic measures for staff recruitment and retention. The greatest risk for shortage of qualified staff was found in the fluctuation of doctors and in the aging work force. Without strategic human resource management the hospitals would face a 50% reduction of the work force within 10 years and after 2 years there would be a 25% deficit of anesthesiologists with impact on the function of operation rooms (OR) and intensive care units. Qualification and continuous training of staff members as well as process optimization are the most important spheres of activity for human resource management in order to recruit and retain qualified staff members. Prospective human resource planning for the OR and intensive care units can help to detect shortage of staff and loss of competence early enough to apply effective personnel development measures. A growing number of companies have started to plan ahead of the current demand of human resources. Hospitals should follow this example because the competition for qualified staff members is increasing rapidly.

Migrant Parents' Rights and Responsibilities: A Handbook = Manual de los Derechos y las Responsabilidades de Padres Migrantes.

ERIC Educational Resources Information Center

Gonzalez, Ramon, Comp.

Written in English and Spanish, the handbook is intended to (1) provide useful information from numerous sources to school administrators, education program staff, and home-school liaison personnel; and (2) assist school staff in informing migrant parents about their rights and responsibilities, both as members of parent advisory councils (PACs)…

Staff Governance and Institutional Policy Formation. Educational Policy in the 21st Century: Opportunities, Challenges and Solutions

ERIC Educational Resources Information Center

Murray, John W., Ed.; Miller, Michael T., Ed.

2011-01-01

The number of staff members serving American higher education institutions has more than doubled in the past twenty years, as occupations in technology, development, government relations, and even athletic administration have grown as never before in the history of the academy. As the number, variety, and importance of these positions have grown,…

Liability and Litigation Risks for Colleges and Schools of Pharmacy

PubMed Central

Van Dusen, Virgil

2011-01-01

The potential for legal liability involving faculty members and students in higher education settings is a topic that warrants serious attention by administrators. Specific areas identified as high risk include dismissal of a faculty member, denial of tenure, misappropriation of grant-funding, intellectual property conflicts, Family and Medical Leave Act (FMLA) issues, sexual harassment, student suspension, disabilities, and student privacy issues. Examples of litigation in the higher-education setting are presented, along with a list of online resources for additional information. It is important for higher education administrators, faculty members, staff members, and students to recognize the currently accepted legal rights and responsibilities associated with these high-risk areas. PMID:21655406

76 FR 64421 - Senior Executive Service: Performance Review Board Members

Federal Register 2010, 2011, 2012, 2013, 2014

2011-10-18

... Financial Law and Lender Oversight 4. Pravina Raghavan, District Director, New York District Office 5. Tong Qin, Deputy Chief Financial Officer 6. Steven Smits, Associate Administrator for Capital Access 7. Jonathan Swain, Chief of Staff Karen G. Mills, Administrator. [FR Doc. 2011-26833 Filed 10-17-11; 8:45 am...

Bereavement and Loss Manual: For Administrators and Teachers.

ERIC Educational Resources Information Center

Alberta Dept. of Education, Edmonton. Education Response Centre.

This manual is designed as a resource for elementary and secondary school administrators, counselors, and teachers to help develop a crisis management plan for use in the event of death of a staff member or student through illness, accident, or by suicide. The first section discusses the grieving process. Characteristics associated with grieving…

Role Perceptions of School Administration Team Members Concerning Inclusion of Children with Disabilities in Elementary General Schools in Israel

ERIC Educational Resources Information Center

Shani, Michal; Koss, Cathie

2015-01-01

In an ideal school, where inclusion is implemented successfully, staff members collaborate and create an inclusive environment in their schools. In order to achieve such a sustainable environment of inclusion, pedagogical, organisational and psychological restructuring should occur, and a strong inclusion-oriented leadership has to be activated.…

Perceptions of School Administration Team Members Concerning Inclusion in Israel: Are They in Congruence with the Ecological Sustainable Perspective?

ERIC Educational Resources Information Center

Shani, Michal; Ram, Drorit

2015-01-01

Based on an ecological perspective, inclusive education should involve two essential components: a shared ideology of providing a culturally responsive educational system where the needs of every child are met and a school policy geared towards the implementation of inclusion practices, with collaborations among staff members who create…

A Comparison of the Perceptions of School Work Culture by Administrators and Faculty in the Public Charter and Non-Charter Elementary Schools of a Central Florida County

ERIC Educational Resources Information Center

Quin, Wayne Anthony

2012-01-01

This study investigated perceptions of school work culture of instructional staff members (administrators and faculty) in public charter and public non-charter elementary schools in a large urban metropolitan county of Central Florida by assessing differences in perceptions of administrators and faculty related to school work culture, perceptions…

Cost analysis in a CMHC: determining the cost of staff time.

PubMed

Haring, A; Eckert, C

1979-06-01

The program evaluation and research unit of a community mental health center developed and field-tested a survey form to measure how employees spend their time. The form is divided into direct patient care activities, which include interviewing and testing, conducting therapy, and prescribing medications, and administrative or support activities, which include filling out charts, attending meetings, and training staff. All staff record daily, for one week, the hours and minutes they spend in each activity. Using that data as a base, the evaluation unit can determine the percentage of time staff spend in each activity and the cost of each activity based on staff members' paychecks.

Coping in Hard Times: Fact Sheet for School Staff--Teachers, Counselors, Administration, Support Staff

ERIC Educational Resources Information Center

National Child Traumatic Stress Network, 2011

2011-01-01

What happens when school personnel, or family members of one's students are laid off, are out of work for months, and their unemployment insurance ends? What happens when students complain that they can't find after-school or summer jobs? When these things occur, people worry about what will happen to them and to those they care about. Students…

Sustainability in primary care and Mental Health Integration projects in Veterans Health Administration.

PubMed

Ford, James H; Krahn, Dean; Oliver, Karen Anderson; Kirchner, JoAnn

2012-01-01

To explore staff perceptions about sustainability, commitment to change, participation in change process, and information received about the change project within the Veterans Administration Primary Care and Mental Health Integration (PC-MHI) initiative and to examine differences from the Veterans Health Administration Mental Health Systems Redesign (MHSR) initiative. Surveys of change team members involved in the Veterans Affairs PC-MHI and MHSR initiatives. One-way analysis of variance examined the relationship between commitment, participation and information, and sustainability. Differences in PC-MHI sustainability were explored by location and job classification. Staff sustainability perceptions were compared with MHSR results. Sustainability differed by staff discipline. Difference between MHSR and PC-MHI existed by job function and perceptions about the change benefits. Participation in the change process and information received about the change process were positively correlated with sustainability. Staff commitment to change was positively associated with staff perceptions about the benefits of change and staff attitudes toward change. Sustainability is an important part of organizational change efforts. Change complexity seems to influence perception about sustainability and impacts staff perceptions about the benefits of change. These perceptions seem to be driven by the information received and opportunities to participate in the change process. Further research is needed to understand how information and participation influence sustainability and affect employee commitment to change.

Annual Salary Study and Survey of Selected Personnel Issues, 1982: A Report on Administrative and Professional Staff and Salaries in Voluntary CWLA Member Agencies as of January 1, 1982.

ERIC Educational Resources Information Center

Haddow, Susan; Jones, Mary Ann

This publication reports findings of the 1982 Child Welfare League of America's (CWLA) annual study of salaries and personnel issues conducted with the League's voluntary member agencies. Survey forms were sent to 220 voluntary accredited and provisional members of the CWLA and to the Florence Crittenton Division of the CWLA. Each agency was asked…

Annual Salary Study and Survey of Selected Personnel Issues, 1981. A Report on Administrative and Professional Staff and Salaries in Voluntary CWLA Member Agencies.

ERIC Educational Resources Information Center

Haddow, Susan; Jones, Mary Ann

This publication reports findings, primarily in tabular form, of the 1981 Child Welfare League of America (CWLA) survey of salaries and personnel issues. The study was conducted with the voluntary member agencies of the CWLA. Survey forms were sent to 210 voluntary accredited and provisional members of the CWLA and to 17 agencies that are members…

The Decision-Making Process Used by Central Office Administrators as They Implement Full Day Kindergarten

ERIC Educational Resources Information Center

Palte, Suzanne C.

2014-01-01

The State of Michigan, as of 2012-2013, requires school districts to enroll students in full day kindergarten to receive full funding. This study investigated the decision-making process that was used by public school districts to determine kindergarten programs in their district. Specifically, how did administrators and staff members use the…

Overcoming resistance to culture change: nursing home administrators' use of education, training, and communication.

PubMed

Tyler, Denise A; Lepore, Michael; Shield, Renee R; Looze, Jessica; Miller, Susan C

2014-01-01

Nursing home culture change is becoming more prevalent, and research has demonstrated its benefits for nursing home residents and staff-but little is known about the role of nursing home administrators in culture change implementation. The purpose of this study was to determine what barriers nursing home administrators face in implementing culture change practices, and to identify the strategies used to overcome them. The authors conducted in-depth individual interviews with 64 administrators identified through a nationally representative survey. Results showed that a key barrier to culture change implementation reported by administrators was staff, resident, and family member resistance to change. Most nursing home administrators stressed the importance of using communication, education and training to overcome this resistance. Themes emerging around the concepts of communication and education indicate that these efforts should be ongoing, communication should be reciprocal, and that all stakeholders should be included.

28 CFR 544.21 - Procedures.

Code of Federal Regulations, 2010 CFR

2010-07-01

... Judicial Administration BUREAU OF PRISONS, DEPARTMENT OF JUSTICE INSTITUTIONAL MANAGEMENT EDUCATION Postsecondary Education Programs for Inmates § 544.21 Procedures. (a) The Warden or designee must appoint a postsecondary education coordinator (ordinarily an education staff member) for the institution. The...

28 CFR 544.21 - Procedures.

Code of Federal Regulations, 2011 CFR

2011-07-01

... Judicial Administration BUREAU OF PRISONS, DEPARTMENT OF JUSTICE INSTITUTIONAL MANAGEMENT EDUCATION Postsecondary Education Programs for Inmates § 544.21 Procedures. (a) The Warden or designee must appoint a postsecondary education coordinator (ordinarily an education staff member) for the institution. The...

Strategies for a successful organizational transition. Identifying staff roles and fulfilling their needs during changing times.

PubMed

Herbst, D S; Dimmick, J E

1995-01-01

For a successful reorganization of the laboratory, there is a role for each staff member to play during the transition. The role of those in laboratory administration is that of leading change agent. Corporate support staff, such as those in a human resources department, can advise the laboratory director in their areas of expertise. The role of the medical and technical supervisory staff is that of chief implementers of the plan. General laboratory staff has a confusing dual role--not only must they continue to provide laboratory services during the transition, but they also may have to change what they are doing and how they are doing it. Success also depends on meeting the individual personal needs of staff. Laboratory directors and administrators want to make a meaningful contribution to health care. Corporate support staff need to feel that they are a part of the change process. Supervisors' needs vary--coping with the loss of identity, position, or territory will be difficult for some; others will want to be involved in all stages of planning and implementation. The major need of the general laboratory staff is stability. Strategies are listed for each staff grouping to help the laboratory director coordinate staff roles and satisfy staff needs during the transition period.

Nontraditional graduate training for administrators of neighborhood health centers.

PubMed Central

Shepperd, J D

1976-01-01

Because of the shortage of qualified health care administrators who are members of minority groups, many neighborhood health centers, organized as a result of the Great Society legislation of the 1960's, suffered from their staffs' lack of administrative skills and from rapid turnover as staff members gained experience and moved upward to other jobs. To rectify this shortage, the National Association of Neighborhood Health Centers was funded to offer master's degree programs at the University of Michigan and the University of Southern California. These on job/on campus programs, which began in 1972, allowed participants to work and study concurrently. At Michigan, students attended class 8 hours a day, 4 days a month, for 2 years. At U.S.C., they attended classes for 14 consecutive days 3 times a year for 2 years. Since the usual admission requirements of established graduate programs limit access of minority students, who frequently lack adequate educational backgrounds, admission criteria were modified for the 56 persons enrolled in the program. For example, the Graduate Record Examination scores were not considered in the program at Michgan. Findings in an independent evaluation conducted in 1974 indicated that the programs at both universities were successful in providing graduate education relevant to the special needs of the staffs of neighborhood health centers. Only four students were dropped for academic reasons. More special programs in health administration are needed in both graduate and undergraduate schools to train people in the effective administration of health care centers, particularly those serving communities of disadvantaged persons. PMID:824670

The three phases of time-limited day-hospital treatment.

PubMed

Stein, H H; Hirsch, B; Brenman, S; Bataclan, L

1990-06-01

The course of treatment in a time-limited day-hospital setting can be usefully understood in terms of three phases. Close examination of the treatment goals, difficulties, benefits, and tasks for both patients and staff for each phase provides a greater understanding of the curative process. These observations are based upon clinical work in a Veteran Administration Day Hospital and are reinforced with clinical examples from that work. Identification of these phases of treatment can be put to practical use. Knowing in which phase a patient is working helps staff members focus their thinking. Such an awareness can also help staff members cope with "burnout" over the frustrations that come with a particular phase. Information about these phases has been valuable to patients and their families in helping them understand the course of their treatment.

Sustainability in Primary Care and Mental Health Integration Projects in Veterans Health Administration

PubMed Central

Ford, James H.; Krahn, Dean; Oliver, Karen Anderson; Kirchner, JoAnn

2015-01-01

Objective To explore staff perceptions about sustainability, commitment to change, participation in change process, and information received about the change project within the Veterans Administration Primary Care and Mental Health Integration (PC-MHI) initiative and to examine differences from the Veterans Health Administration Mental Health Systems Redesign (MHSR) initiative. Data Sources Surveys of change team members involved in the Veterans Affairs PC-MHI and MHSR initiatives. Study Design One-way analysis of variance examined the relationship between commitment, participation and information, and sustainability. Differences in PC-MHI sustainability were explored by location and job classification. Staff sustainability perceptions were compared with MHSR results. Principal Findings Sustainability differed by staff discipline. Difference between MHSR and PC-MHI existed by job function and perceptions about the change benefits. Participation in the change process and information received about the change process were positively correlated with sustainability. Staff commitment to change was positively associated with staff perceptions about the benefits of change and staff attitudes toward change. Conclusions Sustainability is an important part of organizational change efforts. Change complexity seems to influence perception about sustainability and impacts staff perceptions about the benefits of change. These perceptions seem to be driven by the information received and opportunities to participate in the change process. Further research is needed to understand how information and participation influence sustainability and affect employee commitment to change. PMID:23011071

Overcoming Resistance to Culture Change: Nursing Home Administrators’ Use of Education, Training and Communication

PubMed Central

Tyler, Denise A.; Lepore, Michael; Shield, Renee R.; Looze, Jessica; Miller, Susan C.

2014-01-01

Nursing home culture change is becoming more prevalent and research has demonstrated its benefits for nursing home residents and staff, but little is known about the role of nursing home administrators in culture change implementation. The purpose of this study was to determine what barriers nursing home administrators faced in implementing culture change practices and to identify the strategies used to overcome these. We conducted in-depth individual interviews with 64 administrators identified through a nationally representative survey. Results showed that a key barrier to culture change implementation reported by administrators was staff, resident and family member resistance to change. Most nursing home administrators stressed the importance of using communication, education and training to overcome this resistance. Themes emerging around the concepts of communication and education indicate that these efforts should be ongoing, communication should be reciprocal, and that all stakeholders should be included. PMID:24266678

29 CFR 34.33 - Methods of Administration.

Code of Federal Regulations, 2010 CFR

2010-07-01

... training plans, contracts, assurances, and other similar agreements; (iii) Procedures for ensuring that... OF THE JOB TRAINING PARTNERSHIP ACT OF 1982, AS AMENDED (JTPA) Governor's Responsibilities To... training to ensure that members of the recipients' staffs who have been assigned responsibilities pursuant...

Missouri Professional Development Guidelines for Student Success.

ERIC Educational Resources Information Center

Missouri State Dept. of Elementary and Secondary Education, Jefferson City.

These guidelines help professional development chairs, administrators, and teachers collaboratively plan for the ongoing skill development and content acquisition of staff members. Section 1, "Missions, Mandates, and Regulations for Professional Development," describes the mission of professional development as supporting teachers in…

28 CFR 544.42 - Procedures.

Code of Federal Regulations, 2011 CFR

2011-07-01

... Judicial Administration BUREAU OF PRISONS, DEPARTMENT OF JUSTICE INSTITUTIONAL MANAGEMENT EDUCATION... designee shall assign to an education staff member the responsibility to coordinate the institution's ESL... ESL Program Record, and shall place it in the inmate's education file. (d) Ordinarily, there will be...

Strategic planning for clinical services: St. Joseph Hospital and Health Care Center.

PubMed

Linggi, A; Pelham, L D

1986-09-01

A pharmacy department at a 340-bed community hospital based its strategic plan for developing patient-oriented services on a sound drug distribution system, a credible work-measurement program, and fiscal responsibility. In 1982 the department of pharmacy and i.v. therapy implemented a strategic plan for improving pharmaceutical services. The plan involved developing goals and objectives for the department; marketing the department's services and fiscal management to hospital administrators, medical staff, and nursing staff; building teamwork among the pharmacy staff; and improving the drug distribution system before instituting clinical services. Hiring of additional pharmacy staff was justified on the basis of work-measurement data. By adjusting staffing levels every two weeks based on work-measurement data, the department increased the efficiency of drug distribution activities; the pharmacy also implemented cost-saving programs like selection of therapeutic alternates and formulary restrictions. The savings were then reinvested in labor-intensive patient-oriented pharmaceutical services. A staff development program using staff pharmacists as preceptors expanded the breadth and depth of pharmacists' clinical skills. The planning efforts were successful because the needs of hospital administrators, the pharmacy department, and staff members were addressed.

An outbreak of community-associated methicillin-resistant Staphylococcus aureus infection in a boarding school in Hong Kong Special Administrative Region (China).

PubMed

Miu-ling, Wong; Kwok-ming, Poon; Yuen-kong, Wan; Shuk-Kwan, Chuang; Lai-key, Kwok; Sik-on, Pak

2014-01-01

In November 2012, an outbreak of community-associated methicillin-resistant Staphylococcus aureus (CA-MRSA) skin and soft tissue infections affecting students at a boarding school in Hong Kong Special Administrative Region (China) was detected. A case was defined as any student or staff notified with MRSA infection from 25 October 2012 to 5 July 2013 with the clinical isolate being of staphylococcal cassette chromosome mec type IV or V and positive for Panton-Valentine leukocidin gene. We conducted field investigations, advised on control measures and enhanced surveillance for skin and soft tissue infections at the school. Decolonization therapies were offered to all cases and contacts, and carrier screening was conducted. There were five cases; two (40%) were hospitalized and three (60%) required surgical treatments. Initial screening comprised 240 students and 81 staff members. Overall, four cases (80%) plus eight other students (3.3%) were carriers, with eight of 12 (66.7%) from the same dormitory. All staff members screened negative. After intensified control measures, the number of students screened positive for CA-MRSA decreased from nine to one with no more cases identified in the school. Identification of carriers, decolonization therapy, monitoring of cases and contacts and strengthening of environmental and personal hygiene were control measures that helped contain this CA-MRSA outbreak in a boarding school in Hong Kong Special Administrative Region (China).

Best Predictors of Student Needs and Expectations: Responding to the Voice of the Customer and Orchestrating Change in a Two-Year College.

ERIC Educational Resources Information Center

Casto, Robert A.

To determine student needs, expectations, and levels of satisfaction with programs and services at Lima Technical College (LTC), in Ohio, a survey was distributed to 123 students, 7 faculty members, 13 staff members, and 9 senior administrators in fall 1994. The questionnaire asked respondents to choose 10 items from a list of needs and another 10…

28 CFR 570.40 - Purpose and scope.

Code of Federal Regulations, 2010 CFR

2010-07-01

... Judicial Administration BUREAU OF PRISONS, DEPARTMENT OF JUSTICE COMMUNITY PROGRAMS AND RELEASE COMMUNITY... staff-escorted trips into the community for such purposes as receiving medical treatment not otherwise available, for visiting a critically-ill member of the inmate's immediate family, or for participating in...

77 FR 54946 - Advisory Board; Notice of Meeting

Federal Register 2010, 2011, 2012, 2013, 2014

2012-09-06

... interested public but limited to the space available. With the approval of the Acting Administrator, members... contact, not later than Friday, October 19, 2012, Anita K. Blackman, Chief of Staff, Saint Lawrence Seaway...-12; 8:45 am] BILLING CODE 4910-61-P ...

Nursing Homes as Teaching Institutions: Legal Issues.

ERIC Educational Resources Information Center

Kapp, Marshall B.

1984-01-01

Discusses the trend toward affiliation of nursing homes with educational programs as clinical teaching institutions for medical, nursing, and allied health students. Reviews potential ethical and legal issues for the nursing home administrator, professional staff member, educator, and student, including informed consent, supervisory…

National Aeronautics and Space Administration: An Approach for Meeting Customer Standards Under Executive Order 12862.

DTIC Science & Technology

1994-05-01

LOGISTICS MANAGEMENT INSTITUTE An Approach for Meeting Customer Standards Under Executive Order 12862 Summary Executive Order 12862, Setting...search Centers all operate and manage wind tunnels for both NASA and indus- try customers . Nonetheless, a separate wind-tunnel process should be...could include the man- ager of the process, selected members of the manager’s staff, a key customer , and a survey expert. The manager and staff would

In-Service Education: A Blueprint for Action

ERIC Educational Resources Information Center

Keller, Arnold J.

1978-01-01

Inservice teacher education is the logical catalyst to any process of school improvement but school board members and school administrators must insure that their forthcoming efforts fulfill three important criteria: (1) Shared decision-making responsibilities with recognized representatives of the teaching staff, preferably at the individual…

Involving Families in School Events

ERIC Educational Resources Information Center

Barrera, John M.; Warner, Laverne

2006-01-01

The relationship of schools to diverse communities demands attention by administrators, teachers, staff members, and volunteers. How well the three constructs mesh depends on the abilities and sensitivities of all constituencies involved. Three components are essential to successful programs that involve families in an educational setting:…

What is the job satisfaction and active participation of medical staff in public hospital reform: a study in Hubei province of China.

PubMed

Fang, Pengqian; Luo, Zhenni; Fang, Zi

2015-05-16

In China, public hospital reform has been underway for almost 5 years, and 311 pilot county hospitals are the current focus. This study aimed to assess the job satisfaction and active participation of medical staff in the reform. A total of 2268 medical staff members in pilot and non-pilot county hospitals in Hubei, China, were surveyed. Questionnaires were used to collect data. The Pearson chi-square statistical method was used to assess the differences between pilot and non-pilot county hospitals and identify the factors related to job satisfaction as well as the understanding and perception of the reform. Binary logistic regression was performed to determine the significant factors that influence the job satisfaction of medical staff in pilot county hospitals. Medical staff members in pilot county hospitals expressed higher satisfaction on current working situation, performance appraisal system, concern showed by leaders, hospital management, and compensation packages (P < 0.05). They were exposed to work-related stress at a higher extent (P < 0.05) and half of them worked overtime. Within pilot county hospitals, less than half of the medical staff members were satisfied with current job and they have evidently less satisfaction on compensation packages and learning and training opportunities. The working hours and work stress were negatively related to the job satisfaction (P < 0.05). Satisfaction on the performance appraisal system, hospital management, compensation packages, and learning and training opportunities were positively related to job satisfaction (P < 0.05). Medical staff in pilot county hospitals exhibited better understanding of and more positive attitude towards the reform (P < 0.05). Pilot county hospitals have implemented some measures through the reform, but there still are deficiencies. The government officials and hospital administrators should pay attention to influencing factors of job satisfaction and focus on the reasonable demands of medical staff. In addition, the medical staff in pilot county hospitals exhibited a better understanding of the public hospital reform programme and showed more firm confidence, but there still were some medical staff members who hold negative attitude. The publicity and education of the public hospital reform still need improvement.

School-Based Mentoring: Big Brothers Big Sisters

ERIC Educational Resources Information Center

Henry, Leon

2009-01-01

Students attacking other students. Students attacking teachers, support staff, and even community members. Disrespectful and threatening language, overwhelmed or inattentive parents, and an administrative system that often appears unable to bring back order in the classroom. These are stories have become an everyday part of teaching in urban…

Guide to Accreditation, 2012. [December 2011 Revision

ERIC Educational Resources Information Center

Teacher Education Accreditation Council, 2012

2012-01-01

The Teacher Education Accreditation Council's (TEAC's) "Guide to Accreditation" is primarily for the faculty, staff, and administrators of TEAC member programs. It is designed for use in preparing for both initial and continuing accreditation. Program personnel should understand and accept all the components of the TEAC accreditation process…

Balancing Act

ERIC Educational Resources Information Center

Kennedy, Mike

2007-01-01

For some administrators and planners, designing and building education facilities may sometimes seem like a circus act--trying to project a persona of competence and confidence while juggling dozens of issues. Meanwhile, the audience--students, staff members and taxpayers--watch and wait with anticipation in hopes of getting what they paid for and…

Doormat or Dictator?

ERIC Educational Resources Information Center

Pawlas, George E.

1993-01-01

Somewhere between easygoing and hardboiled management extremes lies the realm of true leadership. An effective administrator gets results by leading people (not ordering them), learning how to handle them, and discovering what makes each one tick. A true leader captures and holds staff members' confidence, helps them develop needed skills, and…

Alternative Education Completers: A Phenomenological Study

ERIC Educational Resources Information Center

Murray, Becky L.; Holt, Carleton R.

2014-01-01

The purpose of this study was to explore the elements of the alternative education experience significant to successful completion of the program. This phenomenological paradigm provided the framework for all aspects of the qualitative study. Students, parents, administrators, and staff members of two alternative programs in the southeast Kansas…

Tinder Elementary: A Case Study of the Quest Network.

ERIC Educational Resources Information Center

Howley-Rowe, Caitlin

In 1996, Quest staff began working with teams from school communities in three West Virginia county school districts to invigorate efforts for continuous school improvement. This first learning community consisted of students, teachers, administrators, parents, and community members, who ultimately wrote individual school visions and improvement…

Quality Circles: An Alternative for Higher Education.

ERIC Educational Resources Information Center

Holt, Larry C.; Wagner, Thomas E.

1983-01-01

The times demand that institutions make the best use of resources. College administrators must ensure that each faculty and staff member has the opportunity to work at his or her fullest potential. One means toward achieving this goal may be the introduction of a quality circle program. (MLW)

Student Suicide: A Guide for Intervention.

ERIC Educational Resources Information Center

Vidal, John A.

This monograph provides teachers, counselors, administrators, and other school staff members with a simple and practical guide to becoming "response-ready" when dealing with suicide. The first chapter discusses the fact that self-destructive behaviors are prevalent in students which affect their willingness to learn and the increasing incidences…

Confronting Poor Performance.

ERIC Educational Resources Information Center

Dennis, Bruce L.

Responsible and effective administrative leadership requires confronting those members of the teaching staff who are a negative influence on the institution. Importantly, the absence of expressed appreciation for good work can have a devastating impact on a principal's image if he or she suddenly begins to confront poor performances. Actually, the…

The Social Media Dilemma

ERIC Educational Resources Information Center

Schachter, Ron

2011-01-01

To the more than 600 million members of Facebook and the expanding legions of Twitter users, one can add a growing number of schools and districts. Whether communicating with parents and the public, enhancing classroom instruction and staff development, or rallying school spirit, administrators and teachers are beginning to leverage the…

Peoria Housing Authority(PHA) Weatherization Training Project

DOE Office of Scientific and Technical Information (OSTI.GOV)

Phillip Chrismon; Jason Dollarhide

2011-12-31

The DOE Weatherization Training Project's goal is to obtain a solid foundation of administrative and technical knowledge so the Peoria Housing Authority (PHA) can establish and implement a successful Weatherization Program by 2011. The DOE weatherization Training Project's two objectives are to (1) build PHA's capabilities by (2) developing its staff members capacities via the acquisition of weatherization skills and competencies. The impacts from this project include: (a) the improvement and expansion of PHA staff skills, (b) the overall enhancement of the quality of the PHA workforce, which will (c) foster employment, (d) the ability to properly weatherize PHA housingmore » stock, tribal buildings, and tribal members houses, which will (e) result in reduced energy use, and (f) improved tribal and household economies.« less

An outbreak of community-associated methicillin-resistant Staphylococcus aureus infection in a boarding school in Hong Kong Special Administrative Region (China)

PubMed Central

Kwok-ming, Poon; Yuen-kong, Wan; Shuk-kwan, Chuang; Lai-key, Kwok; Sik-on, Pak

2014-01-01

Background In November 2012, an outbreak of community-associated methicillin-resistant Staphylococcus aureus (CA-MRSA) skin and soft tissue infections affecting students at a boarding school in Hong Kong Special Administrative Region (China) was detected. Methods A case was defined as any student or staff notified with MRSA infection from 25 October 2012 to 5 July 2013 with the clinical isolate being of staphylococcal cassette chromosome mec type IV or V and positive for Panton-Valentine leukocidin gene. We conducted field investigations, advised on control measures and enhanced surveillance for skin and soft tissue infections at the school. Decolonization therapies were offered to all cases and contacts, and carrier screening was conducted. Results There were five cases; two (40%) were hospitalized and three (60%) required surgical treatments. Initial screening comprised 240 students and 81 staff members. Overall, four cases (80%) plus eight other students (3.3%) were carriers, with eight of 12 (66.7%) from the same dormitory. All staff members screened negative. After intensified control measures, the number of students screened positive for CA-MRSA decreased from nine to one with no more cases identified in the school. Conclusion Identification of carriers, decolonization therapy, monitoring of cases and contacts and strengthening of environmental and personal hygiene were control measures that helped contain this CA-MRSA outbreak in a boarding school in Hong Kong Special Administrative Region (China). PMID:24734211

A Midlife Crisis Hits College Campuses

ERIC Educational Resources Information Center

Selingo, Jeffrey J.

2008-01-01

With baby boomers on college campuses nationwide getting ready to retire, those next in line--professors, administrators, and staff members in the middle of their careers--feel somewhat dispirited. They are more likely than anyone else on their campuses to harbor negative feelings about their jobs, career advancement, and the fairness of the…

Guiding District Implementation of Common Core State Standards: Innovation Configuration Maps

ERIC Educational Resources Information Center

Roy, Patricia; Killion, Joellen

2011-01-01

Leadership Networks are regional and content-specific networks focused on the preparation of college- and career-ready students. Each network includes teacher leaders, school administrators, central office staff, regional cooperatives, and institutes of higher education. Network members work collaboratively to focus their efforts on regional needs…

An Audit of Medication Administration: A Glimpse into School Health Offices

ERIC Educational Resources Information Center

Canham, Daryl L.; Bauer, Laurie; Concepcion, Michelle; Luong, June; Peters, Jill; Wilde, Claudia

2007-01-01

Many students require prescription and nonprescription medication to be administered during the school day for chronic and acute illnesses. School office staff members are typically delegated this task, yet these individuals are unlicensed assistive personnel without medical training. Five school nurses developed and participated in a medication…

Guide to the TEAC Audit, 2011-2012

ERIC Educational Resources Information Center

Teacher Education Accreditation Council, 2011

2011-01-01

This guide to the Teacher Education Accreditation Council (TEAC) audit is primarily for the faculty, staff, and administrators of TEAC member programs preparing for the audit of their "Inquiry Brief" or "Inquiry Brief Proposal." It is designed for use in preparing for the audits that are part of both initial and continuing…

The Ethics of Technology

ERIC Educational Resources Information Center

Olson, Gary A.

2007-01-01

Many professors, staff members, and even administrators see campus computers and e-mail accounts as their own private property--a type of employment benefit provided with no constraints on use. The fact is, universities "assign" computer equipment to personnel as tools to help them perform their jobs more effectively and efficiently, in the same…

California Basic Skills Initiative (BSI) Regional Networks as Self-Sustaining Communities of Practice

ERIC Educational Resources Information Center

Mullen, Adrienne Ann

2011-01-01

The Basic Skills Report for California Community Colleges (2007) stresses the importance of comprehensive training and development opportunities for all faculty (tenured and part-time), administrators and staff members who work with underprepared students. With such a large number of academically underprepared students entering the community…

Living with Layoffs.

ERIC Educational Resources Information Center

Hartzell, Gary N.

1992-01-01

Afterschool systems reduce the number of employees, the surviving staff members often experience low morale, distrust, and guilt. Administrators can help the survivors by answering questions about the layoff: whether it was necessary; whether it was conducted fairly; whether those who were laid off were treated humanely; and what is the status of…

Developing Community-Empowered Schools.

ERIC Educational Resources Information Center

Burke, Mary Ann; Picus, Lawrence O.

A community-empowered school is one in which administrators, teachers, staff, students, parents, and members of the community at large feel that they have a stake in the success of that school. Despite common reservations about the involvement of parents and volunteers in the classroom, this book makes clear the long-term advantages of onsite…

It Takes a Team: A Profile of Support Staff in American Education

ERIC Educational Resources Information Center

American Federation of Teachers, 2002

2002-01-01

While teachers and school administrators play a highly visible role in education, other school team members work behind the scenes: food service workers, school nurses, school security, custodians, maintenance workers, classroom instructional assistants, bus drivers, secretaries and office employees. In the American Federation of Teachers (AFT),…

College Connection

ERIC Educational Resources Information Center

Hewitt, Kimberly Kappler; Scalzo, Mary Jo

2012-01-01

This article describes Oakwood City School District's College Connection Study, which is now in its eighth year. The purpose of the study is to help the educators in the district learn how to effectively prepare students for success in the colleges of their choice. Teachers, administrators, and other staff members travel to colleges to conduct…

Territoriality: Defining the Construct in the Organizational Context of Schools

ERIC Educational Resources Information Center

Henkin, Alan B.; Vineburgh, James H.; Dee, Jay R.

2010-01-01

Efforts to make schools more collaborative are likely to evoke concerns and conflicts regarding territory, as administrators, teachers, and staff members are compelled to interact differently in both physical and psychological spaces. Territoriality, as an organizational construct, examines how people negotiate issues of space, ownership,…

Yavapai College Community Benefits Statements.

ERIC Educational Resources Information Center

Salmon, Robert O.; Wing, Barbara; Fairchilds, Angie; Quinley, John W.

The Yavapai College Districts Board and members of Yavapai College administration and staff developed this report. It contains 12 statements that compromise the core outcomes of the Yavapai College Mission. The extent to which each college addresses these outcomes is then reflected in a series of indicators that are tied to the individual…

It Can Happen Here.

ERIC Educational Resources Information Center

Salimena, Richard A.; Brooks, Thomas P.

1990-01-01

Suicide is not just a high school problem. When a 10-year-old student was found dead at home, district administrators decided not to overdramatize the event. While appropriate communications were being made, district guidance counselors, assisted by 7 child-study team members, worked with students and staff to put the tragedy into perspective.…

17 CFR 200.111 - Prohibitions; application; definitions.

Code of Federal Regulations, 2010 CFR

2010-04-01

... application for review has been filed with the Commission and served on the Public Company Accounting... administrative law judge assigned to the proceeding in question; and (ii) All members of the staff of the Office... law judge or the Commission in the proceeding to assist thereafter in making or recommending a...

Experienced Online Instructors: Beliefs and Preferred Supports Regarding Online Teaching

ERIC Educational Resources Information Center

McGee, Patricia; Windes, Deborah; Torres, Maria

2017-01-01

While online courses are becoming a mainstay of college course offerings administrators, staff, instructors and students have different perceptions about how online courses should work. While faculty members are expert in their discipline and institutions provide support for acquiring content expertise, how instructors develop skills in online…

A University/School Collaboration Model for Systemic Change through Site-Based Management.

ERIC Educational Resources Information Center

Hackmann, Donald G.; Berry, James E.

The Eastern Michigan University (EMU) Collaborative School Improvement Program was established in 1978 within the College of Education's Office of Collaborative Education. The program assists local district personnel with school improvement and staff development activities through training teachers, administrators, board members, and other staff…

Building and Maintaining an Effective Campus-Wide Coalition for Suicide Prevention

ERIC Educational Resources Information Center

Kaslow, Nadine J.; Garcia-Williams, Amanda; Moffitt, Lauren; McLeod, Mark; Zesiger, Heather; Ammirati, Rachel; Berg, John P.; McIntosh, Belinda J.

2012-01-01

Preventing suicide is a commonly shared priority among college administrators, faculty, staff, students, and family members. Coalitions are popular health promotion mechanisms for solving community-wide problems and are valuable in campus-wide suicide prevention efforts. This article provides an example of an effective suicide prevention…

Building Budgets and Trust through the Alchemy of Superintendent Leadership

ERIC Educational Resources Information Center

Bird, James J.

2010-01-01

Superintendents have the burden and the opportunity to exert leadership through the budget-building process. This article details a dozen tenets which can be implemented by practicing superintendents. Doing so increases the chances of building trust among the stakeholders of administrators, staff, community, and school board members. The district…

A Communication Skills Program Model. Rural Isolated Schools Program.

ERIC Educational Resources Information Center

Southeastern Education Lab., Atlanta, GA.

Contents of this report on a fictitiously named (Harold County) project, prepared as a guide in applying for Title III ESEA funding consideration, are in five parts. Part I projects basic ESEA statistical information, including budget, school enrollment, project participation, staff members engaged, personnel for administration and implementation…

A Customized Campaign against Bullying

ERIC Educational Resources Information Center

Ruder, Robert

2005-01-01

Delivering a powerful anti-bullying message to middle school students is a challenge for middle level administrators, their staff members, and their students. However, there are many options to tackle this challenge. One option is to import a well-respected and capable external expert to present an anti-bullying program to students and offer…

Middle School, One-to-One

ERIC Educational Resources Information Center

Weber, Eric G.

2009-01-01

Westside Middle School, located in Omaha, Nebraska, serves 950 seventh- and eighth-grade students. Over the last few years, the school's teachers and administrators have evaluated its technology status and needs. As part of this process, the staff members engaged in many activities, including developing a building-level technology plan, organizing…

Drill, Baby, Drill

ERIC Educational Resources Information Center

Kerkhoff, Todd

2009-01-01

School fire drills are quickly becoming insignificant and inconvenient to school administrators. When the time for the monthly fire drill rolls around, it is often performed with a "let's get this over with" attitude. Although all schools conduct fire drills, seldom do they effectively train students and staff members how to respond in a real…

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.…

From IDs to Ice Cream to "I, Claudius": Security Is in the Cards at Cleveland Hill Union Free School District.

ERIC Educational Resources Information Center

Passmore, Cheryl

2002-01-01

Describes the use of plastic identity badges with photographs and barcodes issued to all administrators, teachers, staff members, and students in grades 6-12 at the Cleveland Hill Union Free School District in Cheektowaga, New York. (PKP)

Teaching "Trans Issues": An Intersectional and Systems-Based Approach

ERIC Educational Resources Information Center

Boucher, Michel J.

2011-01-01

Transgender people are becoming increasingly visible in popular culture, academia, and national politics. University and college administrators are struggling at every level with how to address the needs of trans-identified staff people, faculty members, and students, all of whom are increasingly becoming open, vibrant participants in university…

Promotion Criteria and Satisfaction of School Teachers in Hong Kong

ERIC Educational Resources Information Center

Wong, Ping-Man; Wong, Chi-Sum

2005-01-01

Teacher promotion is an important issue in school administration that deserves more academic attention. In business management a commonly used tool for employee motivation, aside from promotion, is the compensation system, which can be flexibly and frequently adjusted with the performance of individual staff members. However, in the existing…

32 CFR 285.4 - Responsibilities.

Code of Federal Regulations, 2010 CFR

2010-07-01

... Director, Administration and Management (DA&M) shall: (1) Serve as the DoD Chief FOIA Officer in accordance... (listed in DoD 32 CFR part 286), and the Combatant Commands. The DA&M may delegate this responsibility to an appropriate member of the DA&M or Washington Headquarters Services (WHS) staff. (6) Prepare and...

Science Safety Handbook for California High Schools.

ERIC Educational Resources Information Center

Garner, Gerald J.; And Others

This document was prepared in an effort to help science teachers, administrators, and school staff members in California understand and avoid situations in which accidents could occur in the science laboratory or on field trips and outdoor education experiences. It contains major sections on: (1) first aid (including information on animal and…

Guidance in the Middle Schools.

ERIC Educational Resources Information Center

New York City Board of Education, Brooklyn, NY. Bureau of Curriculum Development.

This publication is designed to assist the guidance counselor, the administrator, the supervisors, and other members of the school staff to integrate a developmental guidance program into the total educational process of the preadolescent in an urban society. Special attention is devoted to appropriate topics and techniques for use in individual…

Eastern Utah Career Center at Price: Educational Specifications.

ERIC Educational Resources Information Center

Capson, A. Maurice

Administrators and staff members of the College of Eastern Utah and the Carbon County School District along with specialists of the Utah State Department of Education developed specifications for a proposed career center, which were based on guidelines and decisions established by a vocational planning policy committee. The resulting…

A Summative Report of the Leadership Training Program.

ERIC Educational Resources Information Center

Buikema, Lolita; Many, Wesley

An ESEA Title III program to improve leadership capabilities of educators was conducted in both actual and model school settings during 1966-69. Participants included staff personnel, consultants, administrative and teaching personnel from cooperating school districts, and board of education members from a consortium school. This report discusses…

Staff happiness and work satisfaction in a tertiary psychiatric centre.

PubMed

Baruch, Y; Swartz, M; Sirkis, S; Mirecki, I; Barak, Y

2013-09-01

Mental health professionals are at a high risk of burnout. Positive psychology outcomes of staff in acute in-patient psychiatric wards are poorly researched and unclear. To quantify the satisfaction with life and work-life satisfaction of mental health staff at a large university-affiliated tertiary psychiatric centre. We utilized the Satisfaction with Life Scale (SWLS) and the Work-Life Satisfaction Questionnaire (WLSQ). Two hundred and nine out of 450 staff members (46%) participated; mean age 48.2 + 9.9 years; 63% were male. On average the participants had been practising their speciality for 21.1 + 9.8 years (range: 2-48). The mean total SWLS scores differed significantly between professions (P < 0.05). The highest levels of happiness were reported by psychologists and social workers, followed by the administrative staff, the psychiatrists and finally the nursing staff. Staff scored the highest for work as a 'calling' followed by work as a 'career' and the lowest rating for work as a 'job'. The mean total WLSQ score differed between professions, (P < 0.01). The highest levels of work as a calling were reported by psychiatrists (mean 2.87 of possible 5.0), followed by psychologists and social workers, nursing staff and finally administrative staff. Satisfaction with life and work orientation do not correlate among mental health professionals. Although highly motivated and perceiving psychiatry as a 'calling' psychiatrists score low on levels of satisfaction with life. Improving staff happiness may contribute to increase in moral and counter burnout.

Explaining the Behavioral Intention towards BI Implementation in Public Administrations - A Principal-Agent Theory Approach

NASA Astrophysics Data System (ADS)

Becker, Jörg; Bergener, Philipp; Lis, Łukasz; Niehaves, Björn

Business Intelligence (BI) is an established instrument to support public administrations in their management tasks by increasing their information level. BI is of special interest in the context of introducing accrual accounting in public administrations as this affects the information level of different stakeholders, leading to a possible decrease for municipal councils. The principal-agent theory can help to explain different behavioral intentions of the stakeholders concerning the introduction of BI. We employ a single qualitative case study to analyze these behavioral intentions. It shows that the introduction of accrual accounting did decrease the information level of the municipal council making the principal-agent problems possible. Furthermore, it shows that BI might be a solution for this problem. Therefore, council members show the behavioral intention to support the BI implementation while administration staff members rather resist it. Based on these finding, we discuss implications for practice and future research.

Nursing perception of the impact of automated dispensing cabinets on patient safety and ergonomics in a teaching health care center.

PubMed

Rochais, Elise; Atkinson, Suzanne; Guilbeault, Mélanie; Bussières, Jean-François

2014-04-01

To evaluate how nursing staff felt about the impact of automated dispensing cabinets (ADCs) on the safe delivery of health care and workplace ergonomics. To identify the main issues involved in the use of this technology and to describe the corrective measures implemented. Cross-sectional descriptive study with quantitative and qualitative components. A questionnaire that consisted of 33 statements about ADC was distributed from May 24 to June 3, 2011. A total of 172 (46%) of 375 nurses completed the questionnaire. Nursing staff considered the introduction of ADC made their work easier (level of agreement of 90%), helped to safely provide patients with care (91%), and helped to reduce medication incidents/accidents (81%). Nursing staff was particularly satisfied by the narcotic drugs management with the ADCs. Nursing staff were not satisfied with the additional delays in the preparation and administration of a medication dose and the inability to prevent a medication from being administered when stopped on the medication administration record (48%). The nursing staff members were satisfied with the use of ADC and believed it made their work easier, promoted safe patient care, and were perceived to reduce medication incidents/accidents.

Evaluating the effectiveness of student assistance programs in Pennsylvania.

PubMed

Fertman, C I; Fichter, C; Schlesinger, J; Tarasevich, S; Wald, H; Zhang, X

2001-01-01

This article presents data from an evaluation of the Pennsylvania Student Assistance Program (SAP). Focusing on both program process and effectiveness, the evaluation was conducted to determine the overall efficacy of SAPs in Pennsylvania and, more specifically, how SAP is currently being implemented. Five data collection strategies were employed: statewide surveys of SAP team members and county administrators, focus groups, site visits, and the Pennsylvania Department of Education SAP Database. A total of 1204 individual team members from 154 school buildings completed the team member survey. Fifty-three county administrators completed the county administrator survey. Focus groups were comprised of SAP coordinators, school board personnel and community agency staff. Site visits were conducted at five schools. The findings of the evaluation indicate that SAP in Pennsylvania is being implemented as designed. Recommended is the development of benchmarks and indicators that focus on the best SAP practices and the extent to which various indicators of the effectiveness of SAP are occurring at appropriate levels.

32 CFR 701.14 - 5 U.S.C. 552(a)(2) materials.

Code of Federal Regulations, 2011 CFR

2011-07-01

... inspection and copying. The (a)(2) materials are commonly referred to as “reading room” materials and are...) records. Administrative staff manuals and instructions, or portions thereof, that establish DON policy or interpretations of policy that affect a member of the public. This provision does not apply to instructions for...

Balancing the Presidential Seesaw. Southern Association of Community and Junior Colleges Occasional Paper Volume 4, Number 2.

ERIC Educational Resources Information Center

Vaughan, George B.

Fulfilling the role of the community college president requires that a balance be maintained between internal constituents (e.g., students, faculty, administrators, and support staff) and external constituents (e.g., politicians, members of coordinating agencies, business leaders, trustees, alumni, and special interest groups). When the president…

29 CFR 37.54 - What are a Governor's obligations to develop and maintain a Methods of Administration?

Code of Federal Regulations, 2010 CFR

2010-07-01

... system for reviewing recipients' job training plans, contracts, assurances, and other similar agreements...: (i) A system for determining whether a grant applicant, if financially assisted, and/or a training... communication and training to ensure that EO Officers and members of the recipients' staffs who have been...

Toward Excellence in Secondary Vocational Education: Providing Job Training. Information Series No. 296.

ERIC Educational Resources Information Center

Stevens, David W.

This publication discusses and analyzes issues related to job training in the high school. Section 1 describes the nature of the job training problem by presenting views of constituencies affected by high school programs. The interests of these groups are examined: students, instructional staff members, school administrators, parents, employers,…

Amelia Bedelia in the Library or Effective Communication for Leadership.

ERIC Educational Resources Information Center

Weinstein, Frances Ruth

This paper discusses ways in which how both formal and informal library leaders can utilize communication principles to persuade, motivate, and build positive employee relations. Noting that effective communication takes time, it is suggested that administrators talk with, not to, individual staff members, and that they (1) use direct eye contact;…

The Story Project: An Online Site for Reading and Sharing.

ERIC Educational Resources Information Center

Padgett Wheeler, Sally

This paper describes an online publishing site at Georgia Perimeter College called "The Story Project." The Web site contains more than 60 stories written by faculty members, students, administrators, staff, family, and friends, and serves to encourage student writing, create a community of writers, celebrate common and diverse past experiences,…

The College Store of the 1980's: Meeting the Challenge.

ERIC Educational Resources Information Center

Ball, Harold E.

Approaches to help achieve a professional college store operation in the 1980s are outlined for the benefit of the college store staff member, supervisor, or manager, as well as administrators responsible for the review of the college store. The following areas are addressed: objectives of the service, organization, equipment and layout, the…

The Delivery: A Case Study in Bioterrorism Preparedness.

ERIC Educational Resources Information Center

Cosh, Judith; Davis, Kim; Fullwood, Angela; Lippek, Maryann; Middleton, Jill

This paper describes a bioterrorism incident at a Connecticut elementary school. Flowers sent to a teacher were permeated with anthrax spores that infected the teacher, 12 of her students, 3 office staff members, and an administrator. The teacher subsequently died. The Connecticut Department of Public Health confirmed that the students and staff…

Staff Dismissal: Problems & Solutions. AASA Critical Issues Report.

ERIC Educational Resources Information Center

Neill, Shirley Boes; Custis, Jerry

This report, addressed to administrators and board members, discusses teacher dismissals in light of such motivating factors as declining enrollment, teacher supply and demand, and budget problems. Divided into nine chapters, this how-to-do-it book discusses some of the following topics: facts and figures on the dismissal of teachers, alternatives…

What Makes Your Wheels Turn?

ERIC Educational Resources Information Center

DiJulio, Betsy

2010-01-01

In the author's ongoing attempt to design creative challenges that are relevant, based on observational drawing, and that place students squarely in the creative problem-solving driver's seat, she chose cars and engines as subjects. After all, they have a parking lot full of them and their administrative staff members, who park side-by-side, were…

32 CFR 701.14 - 5 U.S.C. 552(a)(2) materials.

Code of Federal Regulations, 2010 CFR

2010-07-01

... future adjudications. (b) 5 U.S.C. 552(a)(2)(B) records. Statements of policy and interpretations that...) records. Administrative staff manuals and instructions, or portions thereof, that establish DON policy or interpretations of policy that affect a member of the public. This provision does not apply to instructions for...

Strengthening the Role of Fathers in Families: Report on a Federal Conference.

ERIC Educational Resources Information Center

Pennsylvania Univ., Philadelphia. National Center on Fathers and Families.

As part of the Clinton Administration's initiative to bring fathers back to the center of American life, a conference was convened in May 1996 at which federal staff members, practitioners, and researchers shared successful practices, identified challenges, discussed current research, and recommended future actions. This report summarizes the…

A Communication Audit of a State Mental Health Institution.

ERIC Educational Resources Information Center

Eadie, William F.; And Others

An adaptation of "communication audit" procedures was used to evaluate the communication patterns at a mental health center (MHC). The evaluation included initial interviews with 28 MHC workers/administrators, a survey of 215 staff members for a communication network analysis, and followup interviews with another 28 persons. The data produced four…

New York City Bilingual Technical Assistance Center (BETAC), 1987-88. OREA Report.

ERIC Educational Resources Information Center

Berney, Tomi D.; Sjostrom, Barbara R.

The New York City Bilingual Education Technical Assistance Center provided technical assistance and training to members of the instructional and administrative staffs working with limited-English-proficient (LEP) students throughout the city's 32 community school districts and the division of high schools. Specifically, in 1987-88 the program…

Increased Diversity in Rural Areas: One School's Response to Change

ERIC Educational Resources Information Center

Rhodes, Megan E.

2011-01-01

This qualitative case study examined the ways in which one rural Midwestern high school and its surrounding community responded to increased diversity. The purpose of the study was to explore how teachers, administrators, school staff, and community members in the district understood the character of the community's demographic changes and the…

Essentials of Illinois School Finance: A Guide to Techniques, Issues and Resources.

ERIC Educational Resources Information Center

Fritts, James B.

This book is a tool for Illinois school business officials, superintendents, and other administrators with budgeting responsibilities. It is also a resource for school board members. The foreword describes the financial responsibilities of the school board along with the caveat that financial management is staff work, not board work. Detailed…

East Central College Board of Trustees Policies & Procedures.

ERIC Educational Resources Information Center

East Central Coll., Union, MO.

This manual is the guide to all policies and procedures governing East Central College in Missouri. The document is produced by the Board of Trustees of the Junior College District of East Central Missouri and outlines policies concerning the entire college community, including board members, administrators, faculty, staff, and students. It serves…

One University's Strategy for Keeping International Projects Running Smoothly

ERIC Educational Resources Information Center

Fischer, Karin

2009-01-01

This article describes how a university tackled some of the basic challenges of internationalizing its campuses. The University of Washington created the Global Support Project, a one-stop shop for faculty and staff members doing research or running programs abroad. The project is run by senior administrators but relies on designated go-to people…

The "Battlefield": Life Histories of Two Higher Education Staff Members of Color

ERIC Educational Resources Information Center

Gomez, Mary Louise; Ocasio, Kelly; Lachuk, Amy Johnson; Powell, Shameka N.

2015-01-01

Deploying Russian philosopher M. M. Bakhtin's notions of utterances or communicative interactions, we explore the life histories of two administrators at State University, a predominantly White institution of higher education in the Midwestern United States. In particular, we explore how working with White students, peers, and supervisors demands…

The Effects of Career Education on College Campus Personnel.

ERIC Educational Resources Information Center

Lamb, Samuel H., II

The purpose of the study was to determine to what extent the administrators, counseling staff, and full-time faculty members of the Frederick Campus of Tidewater Community College were aware of and influenced by career education in the development of new and modification of existing programs. A four page, 12-item, locally constructed questionnaire…

Making Sense of All Your Data

ERIC Educational Resources Information Center

Lachat, Mary Ann; Williams, Martha; Smith, Stephen C.

2006-01-01

Schools today are more data rich than ever, requiring staff members to develop their data literacy--that is, their knowledge of how to use assessment data with other types of data to identify areas of effectiveness and to target instructional improvement efforts. Administrators and teachers are expected to use combinations of data (diagnostic and…

78 FR 11701 - Proposed Collection; Comment Request

Federal Register 2010, 2011, 2012, 2013, 2014

2013-02-19

... agencies will also have to provide training to staff members using the Electronic Form 19b-4 Filing System... will spend approximately 20 hours training all staff members who will use EFFS to submit Security-Based... training new compliance staff members and updating the training of existing compliance staff members to use...

ED accreditation update. Physicians, medical staff may report safety concerns without fear of disciplinary action.

PubMed

2007-11-01

Educating your staff about The Joint Commission's requirements for concerns about hospital safety and quality of care requires the ED manager to set a tone of openness and cooperation, while at the same time emphasizing your department's role in addressing such concerns: * The ED should be the first place that staff members communicate quality and safety concerns. It is only when a problem is not addressed that they should take the issue to hospital administration and, if necessary, The Joint Commission. * A single event should not trigger a report to The Joint Commission, unless it is unusually serious. Otherwise, only a series of events should trigger a report. * Reassure your staff that you care about what is reported and will act quickly on it. Educate your staff about the reporting forms, and follow up with random audits to ensure compliance.

The Evolution of American Hospital Ethics Committees: A Systematic Review.

PubMed

Courtwright, Andrew; Jurchak, Martha

2016-01-01

During the 1970s and 1980s, legal precedent, governmental recommendations, and professional society guidelines drove the formation of hospital ethics committees (HECs). The Joint Commission on Accreditation of Health Care Organization's requirements in the early 1990s solidified the role of HECs as the primary mechanism to address ethical issues in patient care. Because external factors drove the rapid growth of HECs on an institution-by-institution basis, however, no initial consensus formed around the structure and function of these committees. There are now almost 40 years of empirical studies on the composition, administration, and activities of HECs in the United States. We conducted a systematic review of the available empirical literature on HECs to describe their evolution. As HECs changed over time, they increased their total number of members and percentage of members from nursing and the community. Although physicians increasingly chaired these committees, their presence as a percentage of overall members declined. The percentage of administrative members remained steady, although committees became increasingly likely to have at least one administrative member. HECs were also increasingly likely to report to an administrative body or to the board of trustees or directors rather than to the medical staff. Finally, consultation volume increased steadily over time. There has not, however, been a national survey of the composition of ethics committees, their administration, or volume of consultation in more than 10 years, despite increasing calls for professional standards and quality improvement assessments among HECs. Copyright 2016 The Journal of Clinical Ethics. All rights reserved.

78 FR 24443 - Submission for OMB Review; Comment Request

Federal Register 2010, 2011, 2012, 2013, 2014

2013-04-25

... agencies will also have to provide training to staff members using the Electronic Form 19b-4 Filing System... will spend approximately 20 hours training all staff members who will use EFFS to submit Security-Based... training new compliance staff members and updating the training of existing compliance staff members to use...

Planning and Reviewing for Success. Training Guides for the Head Start Learning Community.

ERIC Educational Resources Information Center

Aspen Systems Corp., Rockville, MD.

This guide offers Head Start staff a blueprint for developing the skills and methods necessary for a Head Start program's planning and review process. The guide stresses the need for Head Start administrative and managerial leadership to maintain a holistic, integrated approach; use the strength and resources of Head Start team members; identify…

When a Campus Is in the National Spotlight, Public-Relations Officers Feel the Heat

ERIC Educational Resources Information Center

Carlson, Scott

2007-01-01

The television trucks and newspaper reporters, like locusts, swarmed last week into Blacksburg, Virginia, where Virginia Tech is located. The university's administrators and especially its public-relations staff members are steeling themselves for what will be a long and intense feeding frenzy. For the men and women who speak for colleges, being…

A Correlation Analysis of the Relationship between Research Administrators at Predominately Undergraduate Institutions and Faculty Funding for Undergraduate Research

ERIC Educational Resources Information Center

Waite, Joann

2012-01-01

The National Science Foundation data provided the necessary information for the investigation into the top 45 funded predominately undergraduate institutions. These funded institutions sponsored research office staff members were sent surveys regarding the servant leadership characteristics of their managers. The Results showed two areas of the…

Implementing the "Ways of Knowing through the Realms of Meaning" for the Improvement of Ethical Conduct: Ten National Recommendations

ERIC Educational Resources Information Center

Butcher, Jennifer T.; Kritsonis, William Allan

2007-01-01

Ethical conduct should inspire a quality of behavior that exemplifies honor and dignity for oneself. In a school district, teachers, administrators, staff, and school board members should understand the importance of ethical conduct in the educational arena. An effective educational organization entails the need of individuals maintaining…

21 CFR 14.84 - Nominations and selection of nonvoting members of standing technical advisory committees.

Code of Federal Regulations, 2011 CFR

2011-04-01

... one person selected by consumer groups and organizations and one person selected by industry groups... subcommittees may be made at any time. All nominations are to be submitted in writing to Advisory Committee Oversight and Management Staff, Food and Drug Administration, 10903 New Hampshire Ave., Bldg. 32, rm. 1503...

A Review of the Short Life of the U.S. Open University

ERIC Educational Resources Information Center

Krenelka, Lynette M.

2009-01-01

This article presents the findings of a single case study of the United States Open University (USOU), including factors affecting its demise and success. Interviews were conducted with administrators, board members, associate faculty, and staff who played a major role in the planning and operation of the USOU, and pertinent documents were…

14 CFR 385.21 - Authority of the Chief, Accounting Division, Office of Budget and Policy, Federal Transit...

Code of Federal Regulations, 2010 CFR

2010-01-01

... 14 Aeronautics and Space 4 2010-01-01 2010-01-01 false Authority of the Chief, Accounting Division... ASSIGNMENTS AND REVIEW OF ACTION UNDER ASSIGNMENTS Assignment of Functions to Staff Members § 385.21 Authority of the Chief, Accounting Division, Office of Budget and Policy, Federal Transit Administration. The...

Technology Diffusion and Innovations in Music Education in a Notebook Computer Environment.

ERIC Educational Resources Information Center

Hagen, Sara L.

Valley City State University (North Dakota) was the second university in the nation to adopt a notebook computer environment, supplying every faculty, staff member, administrator, and student with a laptop computer and 24-hour access to the World Wide Web. This paper outlines the innovations made in the music department to accommodate the infusion…

Con Artists Attack Colleges with Fake Help-Desk E-Mail

ERIC Educational Resources Information Center

Young, Jeffrey R.

2008-01-01

An e-mail scam has hit tens of thousands of users at dozens of colleges over the past few weeks, leaving network administrators scrambling to respond before campus computer accounts are taken over by spammers. Students, professors, and staff members at the affected colleges received e-mail messages that purported to come from the colleges' help…

Medical Staff Involvement in Nursing Homes: Development of a Conceptual Model and Research Agenda

PubMed Central

Shield, Renée; Rosenthal, Marsha; Wetle, Terrie; Tyler, Denise; Clark, Melissa; Intrator, Orna

2013-01-01

Medical staff (physicians, nurse practitioners, physicians’ assistants) involvement in nursing homes (NH) is limited by professional guidelines, government policies, regulations, and reimbursements, creating bureaucratic burden. The conceptual NH Medical Staff Involvement Model, based on our mixed methods research, applies the Donabedian structure-process-outcomes framework to the NH identifying measures for a coordinated research agenda. Quantitative surveys and qualitative interviews conducted with medical directors, administrators and directors of nursing, other experts, residents and family members and Minimum Data Set, the Online Certification and Reporting System and Medicare Part B claims data related to NH structure, process and outcomes were analyzed. NH control of medical staff, or structure, affects medical staff involvement in care processes and is associated with better outcomes (e.g. symptom management, appropriate transitions, satisfaction). The Model identifies measures clarifying the impact of NH medical staff involvement on care processes and resident outcomes and has strong potential to inform regulatory policies. PMID:24652944

Conflict management in public university hospitals in Turkey: a pilot study.

PubMed

Tengilimoglu, Dilaver; Kisa, Adnan

2005-01-01

By nature, hospitals are extremely complex organizations, combining many different professional groups within an intricate administrative structure. Conflicts therefore expectedly arise between individuals, groups, and departments. It is in the interest of health care administrators to periodically assess the major factors giving rise to these conflicts. In this study, a questionnaire designed to measure sources of conflict in the workplace was completed by 204 staff members at Gazi University Hospital. Of the participants, 30.9% were physicians, and 12.5% were administrators at various levels; 61.5% were female, and 38.5% were male. In terms of work experience, 52.6% of participants had worked less than 5 years at the hospital. The results of the study show that educational differences among the hospital staff were a major barrier to good communication and information flow between groups. Professionals in the same specialties experienced fewer conflicts. Another source of conflict was that resource allocation was considered unfair across departments. Although the hospital management provided an ombudsman for staff concerns, staff rarely resorted to the ombudsman because of the stigma associated with complaining. A lack of opportunity for career advancement was mentioned by 52% of the participants as a source of conflict. At present, job performance and rewards are not closely related in public university hospitals in Turkey because promotions and pay raises are strictly limited by law. Bureaucracy was also perceived to be a source of conflict, with 48.4% of participants saying that their performance was less than optimal because of the presence of multiple supervisors. This pilot study suggests that in Turkey, legislative reform is needed to give public university hospitals more flexibility regarding work incentives, open-door policies at the administrative level, and social interactions to improve teamwork among hospital staff.

34 CFR 75.517 - Changes in key staff members.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 34 Education 1 2010-07-01 2010-07-01 false Changes in key staff members. 75.517 Section 75.517... by a Grantee? Project Staff § 75.517 Changes in key staff members. A grantee shall comply with 34 CFR 74.25(c)(2) concerning replacement or lesser involvement of any key project staff, whether or not the...

34 CFR 75.517 - Changes in key staff members.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 34 Education 1 2014-07-01 2014-07-01 false Changes in key staff members. 75.517 Section 75.517... by a Grantee? Project Staff § 75.517 Changes in key staff members. A grantee shall comply with 34 CFR 74.25(c)(2) concerning replacement or lesser involvement of any key project staff, whether or not the...

34 CFR 75.517 - Changes in key staff members.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 34 Education 1 2013-07-01 2013-07-01 false Changes in key staff members. 75.517 Section 75.517... by a Grantee? Project Staff § 75.517 Changes in key staff members. A grantee shall comply with 34 CFR 74.25(c)(2) concerning replacement or lesser involvement of any key project staff, whether or not the...

34 CFR 75.517 - Changes in key staff members.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 34 Education 1 2011-07-01 2011-07-01 false Changes in key staff members. 75.517 Section 75.517... by a Grantee? Project Staff § 75.517 Changes in key staff members. A grantee shall comply with 34 CFR 74.25(c)(2) concerning replacement or lesser involvement of any key project staff, whether or not the...

34 CFR 75.517 - Changes in key staff members.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 34 Education 1 2012-07-01 2012-07-01 false Changes in key staff members. 75.517 Section 75.517... by a Grantee? Project Staff § 75.517 Changes in key staff members. A grantee shall comply with 34 CFR 74.25(c)(2) concerning replacement or lesser involvement of any key project staff, whether or not the...

Change champions at the grassroots level: practice innovation using team process.

PubMed

Scott, J; Rantz, M

1994-01-01

A nursing administrative group recognized the critical value of staff participation in the formulation of a restructuring project and guidance throughout the project. Using a team approach, a task force of three staff nurses, two assistant nurse managers, a nurse clinician, a nursing practice specialist, and a representative from nursing administration came together. They were given responsibility for researching and setting the course for restructuring change. A unit-based team including a unit secretary, a nursing attendant, licensed practical nurse (LPN), and six staff nurses was formed from volunteers from the 40-bed medicine unit to develop that unit's plan for restructuring. The unit-based team analyzed patient care needs and staff member roles. They created a new patient care technician role as well as a nurse care coordinator role. The role of the LPN was envisioned as providing technical support. Staffing mix was also determined by the unit-based team. Both the task force and the unit-based team continue to evaluate, troubleshoot, and take every opportunity to sell their vision to solidify it further as the foundation for the future of patient care services at the hospital. The process will soon move forward to a large surgical unit.

Multi-disciplinary communication networks for skin risk assessment in nursing homes with high IT sophistication.

PubMed

Alexander, Gregory L; Pasupathy, Kalyan S; Steege, Linsey M; Strecker, E Bradley; Carley, Kathleen M

2014-08-01

The role of nursing home (NH) information technology (IT) in quality improvement has not been clearly established, and its impacts on communication between care givers and patient outcomes in these settings deserve further attention. In this research, we describe a mixed method approach to explore communication strategies used by healthcare providers for resident skin risk in NH with high IT sophistication (ITS). Sample included NH participating in the statewide survey of ITS. We incorporated rigorous observation of 8- and 12-h shifts, and focus groups to identify how NH IT and a range of synchronous and asynchronous tools are used. Social network analysis tools and qualitative analysis were used to analyze data and identify relationships between ITS dimensions and communication interactions between care providers. Two of the nine ITS dimensions (resident care-technological and administrative activities-technological) and total ITS were significantly negatively correlated with number of unique interactions. As more processes in resident care and administrative activities are supported by technology, the lower the number of observed unique interactions. Additionally, four thematic areas emerged from staff focus groups that demonstrate how important IT is to resident care in these facilities including providing resident-centered care, teamwork and collaboration, maintaining safety and quality, and using standardized information resources. Our findings in this study confirm prior research that as technology support (resident care and administrative activities) and overall ITS increases, observed interactions between staff members decrease. Conversations during staff interviews focused on how technology facilitated resident centered care through enhanced information sharing, greater virtual collaboration between team members, and improved care delivery. These results provide evidence for improving the design and implementation of IT in long term care systems to support communication and associated resident outcomes. Copyright © 2014 Elsevier Ireland Ltd. All rights reserved.

Adaptation of a nursing home culture change research instrument for frontline staff quality improvement use.

PubMed

Hartmann, Christine W; Palmer, Jennifer A; Mills, Whitney L; Pimentel, Camilla B; Allen, Rebecca S; Wewiorski, Nancy J; Dillon, Kristen R; Snow, A Lynn

2017-08-01

Enhanced interpersonal relationships and meaningful resident engagement in daily life are central to nursing home cultural transformation, yet these critical components of person-centered care may be difficult for frontline staff to measure using traditional research instruments. To address the need for easy-to-use instruments to help nursing home staff members evaluate and improve person-centered care, the psychometric method of cognitive-based interviewing was used to adapt a structured observation instrument originally developed for researchers and nursing home surveyors. Twenty-eight staff members from 2 Veterans Health Administration (VHA) nursing homes participated in 1 of 3 rounds of cognitive-based interviews, using the instrument in real-life situations. Modifications to the original instrument were guided by a cognitive processing model of instrument refinement. Following 2 rounds of cognitive interviews, pretesting of the revised instrument, and another round of cognitive interviews, the resulting set of 3 short instruments mirrored the concepts of the original longer instrument but were significantly easier for frontline staff to understand and use. Final results indicated frontline staff found the revised instruments feasible to use and clinically relevant in measuring and improving the lived experience of a changing culture. This article provides a framework for developing or adapting other measurement tools for frontline culture change efforts in nursing homes, in addition to reporting on a practical set of instruments to measure aspects of person-centered care. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

The Roles of the Superintendent and School Board in Collective Negotiations. Chapter 11, Teachers, Administrators, and Collective Bargaining.

ERIC Educational Resources Information Center

Shils, Edward B.; Whittier, C. Taylor

Attitudes of four groups of professional educators are compared respecting the role of the superintendent in collective negotiations. The AFT sees him as head of the opposition's negotiating team. The NEA sees him as a member of the professional staff and as a neutral catalyst providing resource information while teacher representatives negotiate…

Guided Occupation Orientation Project: Syracuse City School District. 1972-73 School Year Informal Evaluation and Recommendation.

ERIC Educational Resources Information Center

Holder, Harold D.; And Others

The report is designed primarily for internal use by administrators and staff members of the Guided Occupational Orientation Project in Syracuse, New York, and contains a summary evaluation for the 1972-73 school year activities associated with the project. One section of the report discusses and displays specific outcomes compared with goals…

What You Need to Know about Starting a Student Drug-Testing Program

ERIC Educational Resources Information Center

Office of National Drug Control Policy, 2004

2004-01-01

"What You Need to Know About Starting a Student Drug-Testing Program" is meant to Complement, and build on information provided in an earlier publication, "What You Need to Know about Drug Testing in Schools." This booklet assumes that you as a school, administrator, staff member, or parent involved in the decision have considered all the…

The Principal as Convener of Organizational Change. Research Reports in Educational Administration, Vol. II, No. 2.

ERIC Educational Resources Information Center

Schmuck, Richard A.; Nelson, Jack E.

The authors propose that a principal, instead of making all decisions himself, should convene faculty, staff, and student groups to help bring conflict into the open and to work on organizational problems systematically. This "team-leader" role assumes that team members are intelligent, competent, and want to perform well; and that an open…

Professors, Administrators at U. of Portland Get a Firsthand Look at Services to City's Poor.

ERIC Educational Resources Information Center

Monaghan, Peter

1987-01-01

Professors and staff members of the University of Portland took the "urban plunge" when they visited the state's Adult and Family Services offices, shelters for the homeless and for battered women, an alcohol- and drug-rehabilitation center, and served lunch at two soup kitchens. A project at Notre Dame is also described. (MLW)

The Online Evaluation of Courses: Impact on Participation Rates and Evaluation Scores

ERIC Educational Resources Information Center

Groen, Jovan F.; Herry, Yves

2017-01-01

At one of Ontario's largest universities, the University of Ottawa, course evaluations involve about 6,000 course sections and over 43,000 students every year. This paper-based format requires over 1,000,000 sheets of paper, 20,000 envelopes, and the support of dozens of administrative staff members. To examine the impact of a shift to an online…

Factors influencing the contribution of staff to health education in schools.

PubMed

Jourdan, Didier; Mannix McNamara, Patricia; Simar, Carine; Geary, Tom; Pommier, Jeanine

2010-08-01

Understanding the contribution of the whole-school staff to health education (HE) is an important goal in HE research. This study aimed to identify the views of staff (principals; teachers; school nurses and doctors; counsellors and administrative, maintenance, canteen and cleaning staff) regarding the nature of their contribution to HE. The research is based on 207 semi-structured interviews of staff in a sample of five French middle schools (grade 6-9). Content analysis was performed using Bardin's method. The results showed that staff members have different views of their role, three main roles were identified: (i) as an educator in everyday life issues (72%); (ii) individual support, listening (14%) and (iii) taking part in collective projects and facilitation (14%). Professional status has a significant influence on the view they have of their contribution to HE. These results show that in order to facilitate consistent implementation of HE, schools need to be supported to build HE policy (need analysis, definition of priorities and partnerships) and also to develop the means by which an inclusive and real sharing of common culture among all staff can happen; this is not limited to teaching staff but includes non-teaching staff also.

Staff members' perceptions of an animal-assisted activity.

PubMed

Bibbo, Jessica

2013-07-01

To examine the perceptions of staff members toward the implementation of an animal-assisted activity (AAA) in an outpatient regional cancer center. Quasi-experimental, post-test design. An adult outpatient regional cancer center in northern California. 34 facility staff members. Self-report questionnaire following four weeks of AAA visitation. Visits took place three times a week for a total of 12 visits. Perceptions of the AAA. Previous perceptions toward AAA influenced the perceptions of the visitation's efficacy. Direct and indirect interaction with the visiting AAA teams was positively associated with perceptions of the AAA. A disagreement occurred that the AAA had caused extra stress or work for staff. Enjoyment of interacting with the dog handler was not significantly different from interacting with the dog; however, it was more positively correlated to acceptance of the AAA. The study provided evidence that the AAA was generally accepted by staff members. Individual staff members' perceptions of dogs and AAAs can influence their receptivity to AAA interventions. Interaction with AAA teams should be voluntary and available for patients and staff members. AAA may be introduced into facilities without creating the perception of extra stress or work for staff members. Providing staff the opportunity to interact with visiting AAA teams may be beneficial for the success of such programs. The human handler in AAA teams may play a vital role in the staff acceptance of such programs.

Does Finnish hospital staff job satisfaction vary across occupational groups?

PubMed

Kvist, Tarja; Mäntynen, Raija; Vehviläinen-Julkunen, Katri

2013-10-02

Job satisfaction of staff is an essential outcome variable in research when describing the work environment of successful hospitals. Numerous studies have evaluated the topic, but few previous studies have assessed the job satisfaction of all staff in hospital settings. It is important to discover if there are any unsatisfied groups of people working in hospitals, the aspects they are unsatisfied with and why. The aim of this study was to evaluate job satisfaction of all staff working at a Finnish university hospital, identify differences in job satisfaction between staff groups, and explore the relationship between their self-evaluated quality of work and job satisfaction. Data were collected from 1424 employees of the hospital using the web-based Kuopio University Job Satisfaction Scale survey instrument in autumn 2010. The research data were analysed by using SPSS 19.0 for Windows. Frequency and percentage distributions, as well as mean values, were used to describe the data. A non-parametric test (Kruskal-Wallis test) was used to determine the significance of differences in scores between different groups of staff members and between quality evaluations. The overall job satisfaction of the employees was good. They rated both motivating factors of their work and work welfare as excellent. The areas causing most dissatisfaction were work demands and participation in decision making. Physicians formed the most satisfied group, nurses and maintenance staff were the least satisfied, and office and administrative staff were fairly satisfied. Staff who rated the quality of work in their units as high usually also considered their job satisfaction to be excellent. Every staff member has an influence on job satisfaction in her/his unit. A culture of participation should be developed and maintained in the units and the whole hospital to ensure that all staff feel they play important roles in the hospital. A university hospital is a complex, continuously changing work environment. Managers of the hospital should continuously evaluate job satisfaction and quickly react to the results gained.

32 CFR 270.5 - Staff.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 32 National Defense 2 2013-07-01 2013-07-01 false Staff. 270.5 Section 270.5 National Defense... Staff. (a) The Commission will have a support staff, which will include staff members sufficient to expeditiously and efficiently process the applications for payments under this part. All members of the staff...

32 CFR 270.5 - Staff.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 32 National Defense 2 2014-07-01 2014-07-01 false Staff. 270.5 Section 270.5 National Defense... Staff. (a) The Commission will have a support staff, which will include staff members sufficient to expeditiously and efficiently process the applications for payments under this part. All members of the staff...

32 CFR 270.5 - Staff.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 32 National Defense 2 2011-07-01 2011-07-01 false Staff. 270.5 Section 270.5 National Defense... Staff. (a) The Commission will have a support staff, which will include staff members sufficient to expeditiously and efficiently process the applications for payments under this part. All members of the staff...

32 CFR 270.5 - Staff.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 32 National Defense 2 2010-07-01 2010-07-01 false Staff. 270.5 Section 270.5 National Defense... Staff. (a) The Commission will have a support staff, which will include staff members sufficient to expeditiously and efficiently process the applications for payments under this part. All members of the staff...

32 CFR 270.5 - Staff.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 32 National Defense 2 2012-07-01 2012-07-01 false Staff. 270.5 Section 270.5 National Defense... Staff. (a) The Commission will have a support staff, which will include staff members sufficient to expeditiously and efficiently process the applications for payments under this part. All members of the staff...

Evaluation of doctoral nursing programs in Japan by faculty members and their educational and research activities.

PubMed

Arimoto, Azusa; Gregg, Misuzu F; Nagata, Satoko; Miki, Yuko; Murashima, Sachiyo

2012-07-01

Evaluation of doctoral programs in nursing is becoming more important with the rapid increase in the programs in Japan. This study aimed to evaluate doctoral nursing programs by faculty members and to analyze the relationship of the evaluation with educational and research activities of faculty members in Japan. Target settings were all 46 doctoral nursing programs. Eighty-five faculty members from 28 programs answered the questionnaire, which included 17 items for program evaluation, 12 items for faculty evaluation, 9 items for resource evaluation, 3 items for overall evaluations, and educational and research activities. A majority gave low evaluations for sources of funding, the number of faculty members and support staff, and administrative systems. Faculty members who financially supported a greater number of students gave a higher evaluation for extramural funding support, publication, provision of diverse learning experiences, time of supervision, and research infrastructure. The more time a faculty member spent on advising doctoral students, the higher were their evaluations on the supportive learning environment, administrative systems, time of supervision, and timely feedback on students' research. The findings of this study indicate a need for improvement in research infrastructure, funding sources, and human resources to achieve quality nursing doctoral education in Japan. Copyright © 2011 Elsevier Ltd. All rights reserved.

Does race influence conflict between nursing home staff and family members of residents?

PubMed

Abrahamson, Kathleen; Pillemer, Karl; Sechrist, Jori; Suitor, Jill

2011-11-01

This study examines the influence of race on perceived similarity and conflict between nursing home staff and family members of residents. Despite evidence that the caregiving experience varies by race for both family and professional caregivers, little is known about how race plays a role in staff conflict with residents' family members. We used a representative sample of Certified Nursing Assistants (CNAs) to test relationships between race, treatment from family members, similarity to family members in expectations for care by CNAs, and conflicts with family members concerning aspects of resident care. Results of structural equation modeling indicated that race was not a predictor of staff perception of conflict with family members or of poor treatment from residents' families. However, Black nursing assistants were more likely to perceive that their own expectations of nursing care are dissimilar from those of residents' family members. Dissimilarity predicted reports of poor treatment from family members, and poor treatment was a positive predictor of perception of conflict. The personal long-term nature of nursing home care necessitates a high level of connectedness between family caregivers and nursing home staff. Results highlight the importance of establishing organizational pathways for communication of expectations between nursing staff and residents' families.

The Impact of School Level and Socioeconomic Variables on the Adoption of School Community Based Management in Hawaii's Public Schools.

ERIC Educational Resources Information Center

O'Hora-Weir, M. Eileen; Ganopole, Selina

The School Community Based Management (SCBM) process for the Hawaii public school system, legislated in 1989, elicits input from administrators, teachers, support staff, parents, students, and community members. SCBM shifts some of the decision making powers to the school and can be adopted by a school on a voluntary basis. This study develops a…

Increasing Opportunities for Older Youth in After-School Programs. A Report on the Experiences of Boys & Girls Clubs in Boston and New York City.

ERIC Educational Resources Information Center

Herrera, Carla; Arbreton, Amy J. A.

Boys & Girls Clubs in New York City and Boston participated in a 3-year initiative to provide and enhance services to underserved teens. Researchers collected data via surveys of club members and staff; cost surveys of club administrators; interviews, focus groups, and observations at each club; and attendance information. Results indicated…

An Assessment of the Past and Present Decision-Making Process Within an Organization With a Case for a Structural Change.

ERIC Educational Resources Information Center

Rogers, Raymond

The change in the organizational structure and goals of Mount Wachusett Community College (Massachusetts) from its inception to its current state is analyzed with respect to decision-making concerning staffing. At its infancy, the administration is seen as a rational focal structure; a central power grants resources and staff members are afforded…

Has Family Involvement Migrated into Higher Education? An Investigation of How Administrative Staff Document the Phenomenon in Students' University Experiences in Cyprus

ERIC Educational Resources Information Center

Symeou, Loizos; Theodorou, Eleni; Lamprianou, Iasonas; Rentzou, Konstantina; Andreou, Panayiota

2018-01-01

Families have been getting more and more involved in their children's education. This paper presents findings of a study investigating family involvement in their members' undergraduate studies attending a state (non-fee-paying) and a private (fee-paying) university in Cyprus. The data presented in the paper were collected via online logs…

Investigating the Impact of the Cisco 21st Century Schools Initiative on Forrest County School District. Summative Report

ERIC Educational Resources Information Center

Ba, Harouna; Meade, Terri; Pierson, Elizabeth; Ferguson, Camille; Roy, Amanda; Williams, Hakim

2009-01-01

Located in southern Mississippi, the Forrest County School District (FCSD) consists of six schools: three K-6 elementary schools, two K-8 elementary-middle schools, and one high school (grades 9-12), all of which have been involved in the Cisco Initiative since its inception. The district employed 16 administrators, 7 technology staff members, and…

20 CFR 402.50 - Availability of administrative staff manuals.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 2 2011-04-01 2011-04-01 false Availability of administrative staff manuals... AND RECORDS TO THE PUBLIC § 402.50 Availability of administrative staff manuals. All administrative staff manuals of the Social Security Administration and instructions to staff personnel which contain...

20 CFR 402.50 - Availability of administrative staff manuals.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 2 2012-04-01 2012-04-01 false Availability of administrative staff manuals... AND RECORDS TO THE PUBLIC § 402.50 Availability of administrative staff manuals. All administrative staff manuals of the Social Security Administration and instructions to staff personnel which contain...

20 CFR 402.50 - Availability of administrative staff manuals.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 2 2013-04-01 2013-04-01 false Availability of administrative staff manuals... AND RECORDS TO THE PUBLIC § 402.50 Availability of administrative staff manuals. All administrative staff manuals of the Social Security Administration and instructions to staff personnel which contain...

20 CFR 402.50 - Availability of administrative staff manuals.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Availability of administrative staff manuals... AND RECORDS TO THE PUBLIC § 402.50 Availability of administrative staff manuals. All administrative staff manuals of the Social Security Administration and instructions to staff personnel which contain...

20 CFR 402.50 - Availability of administrative staff manuals.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 2 2014-04-01 2014-04-01 false Availability of administrative staff manuals... AND RECORDS TO THE PUBLIC § 402.50 Availability of administrative staff manuals. All administrative staff manuals of the Social Security Administration and instructions to staff personnel which contain...

Dire deadlines: coping with dysfunctional family dynamics in an end-of-life care setting.

PubMed

Holst, Lone; Lundgren, Maren; Olsen, Lutte; Ishøy, Torben

2009-01-01

Working in a hospice and being able to focus on individualized, specialized end-of-life care is a privilege for the hospice staff member. However, it also presents the hospice staff with unique challenges. This descriptive study is based upon two cases from an end-of-life care setting in Denmark, where dysfunctional family dynamics presented added challenges to the staff members in their efforts to provide optimal palliative care. The hospice triad--the patient, the staff member and the family member--forms the basis for communication and intervention in a hospice. Higher expectations and demands of younger, more well-informed patients and family members challenge hospice staff in terms of information and communication when planning for care. The inherent risk factors of working with patients in the terminal phase of life become a focal point in the prevention of the development of compassion fatigue among staff members. A series of coping strategies to more optimally manage dysfunctional families in a setting where time is of the essence are then presented in an effort to empower the hospice team, to prevent splitting among staff members, and to improve quality of care.

Subjective Mental Workload and Its Correlation With Musculoskeletal Disorders in Bank Staff.

PubMed

Darvishi, Ebrahim; Maleki, Afshin; Giahi, Omid; Akbarzadeh, Arash

2016-01-01

The purpose of this study was to evaluate the rate of subjective mental workload (SMWL) and its correlation with musculoskeletal disorders among bank staff members in Kurdistan Province located in western Iran. This cross-sectional study was conducted among 200 bank staff members in Kurdistan Province, Iran. The mental workload was assessed using the National Aeronautics and Space Administration-Task Load Index (NASA-TLX) computerized version. NASA-TLX is a multidimensional rating procedure that derives an overall workload score based on a weighted average of ratings on 6 subscales. These subscales include Mental Demands, Physical Demands, Temporal Demands, Performance, Effort, Effectiveness, and Frustration. The musculoskeletal disorders (MSDs) were documented with the Nordic Musculoskeletal Questionnaire and generic body diagram. Of the staff members, 78.5% experienced pain at least once during the past year in 1 of their 9 musculoskeletal body regions. The highest frequencies of pain were in the neck and lower back. The NASA-TLX estimated the Effort and Performance scales with mean ± SD of 72.8 ± 25.2 and 36 ± 22.6, respectively, as the maximal and minimal scores among the 6 subscales of SMWL. The statistical analysis of the data revealed that there was a significant correlation between the overall mental workload score and also among the 6 subscales of SMWL separately with MSDs (P < .05). SMWL appears to be a risk factor in the incidence of MSDs, so that the odds of MSDs increased by 11% with each additional 1-point increase in SMWL score. Copyright © 2016. Published by Elsevier Inc.

Nursing Staff Members Mental’s Health and Factors Associated with the Work Process: An Integrative Review

PubMed Central

Vasconcelos, Selene Cordeiro; Lopes de Souza, Sandra; Botelho Sougey, Everton; de Oliveira Ribeiro, Elayne Cristina; Costa do Nascimento, José Jailson; Formiga, Mariana Bandeira; Batista de Souza Ventura, Luciana; Duarte da Costa Lima, Murilo; Silva, Antonia Oliveira

2016-01-01

Background: The mental health of nursing staff members influences the work process outcomes. Objective: Identify the work related factors that harms the nursing team’s mental health. Methods: Databases PubMed, Scopus, CINAHL and MEDLINE, by mating between the indexed descriptors in MeSH terms “mental health” and “occupational health nursing”. 783 articles were rescued to give a final sample of 18 articles. Integrative review in order to identify factors associated with the work process of the nursing staff that negatively affects mental health. Results: The main associated factors were work demands, psychological demands, violence, aggression, poor relationships with administrators, accidents involving the risk of exposure to HIV, stress and errors in the execution of labor activities. The main findings regarding the nursing staff’s mental health were post-traumatic stress disorder, depression, stress, major depressive episode and generalized anxiety disorder. Conclusion: Occupational nurses need to understand the complexities of mental health problems and substance use among nursing staff members to recognize, identify and care for workers at risk and offer adequate mental health care. Although the researches interests in this theme have increased, proving that all these factors contribute to the risk to mental health of nursing professionals, the protective measures and care are being neglected by managers in both private and public network . The health of nursing workers in question here is one more challenge for a profession that takes care of others in need, therefore, requires some caring with their own health. PMID:28217144

Importance of nondrug costs of intravenous antibiotic therapy.

PubMed

van Zanten, Arthur R H; Engelfriet, Peter M; van Dillen, Karin; van Veen, Miriam; Nuijten, Mark J C; Polderman, Kees H

2003-12-01

Costs are one of the factors determining physicians' choice of medication to treat patients in specific situations. However, usually only the drug acquisition costs are taken into account, whereas other factors such as the use of disposable materials, the drug preparation time and the staff workload are insufficiently taken into consideration. We therefore decided to assess true overall costs of intravenous (IV) antibiotic administration by performing an activity-based costing approach. A prospective survey on costs and workload by means of a time and motion analysis and activity-based costing was performed in a 605-bed secondary referral centre with 20 intensive care unit beds. The subjects were 50 consecutive patients admitted to our hospital with community-acquired pneumonia or intra-abdominal infections requiring treatment with IV antibiotics. A time and motion analysis of 103 routine acts of preparing and administering IV antibiotics was performed in the intensive care unit and in the Department of Internal Medicine. To measure the entire process an inventory and work flowchart were made using detailed questionnaires completed by members of the nursing staff, the medical staff and the pharmacy staff. In addition, questionnaires were distributed to management and secretarial staff to determine additional overhead costs. The average costs for different methods of IV antibiotic administration were then compared by timing all steps in the process. Four different methods of drug administration were used: administration by volumetric pump, administration by syringe pump, administration by 'unaided' infusion bag, and administration by direct IV injection. The average times required for each of these procedures, including preparation and administration of the drug, were 4:49 +/- 2:37, 4:56 +/- 2:03, 5:51 +/- 3:33 and 9:21 +/- 2:16 min (mean minutes:seconds +/- standard deviation), respectively. When the costs for expended staff time and materials (not including drug costs) were calculated this resulted in average costs of 5.65, 7.28, 5.36 and 3.83, respectively, for administration of each dose of antibiotics. These costs represent between 11% and 53% of the total daily costs of antibiotic therapy. Compared with the acquisition costs, these indirect costs ranged from 13% to 113%. Not included in this comparison is the time required for insertion of an IV catheter, which was found to be 10:15 +/- 6:31 min with an average calculated cost of 9.17. Total costs of IV antibiotic administration are formed not only by the costs of the drugs themselves, but also, to a substantial degree, by the time expended by medical and nursing staff, costs of disposable materials and overhead costs. Physicians making decisions regarding the use of specific medications in intensive care unit patients should take these factors into account. Use of IV antibiotics is associated with considerable workload and additional costs that can exceed the acquisition costs of the medications themselves.

34 CFR 75.519 - Dual compensation of staff.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 34 Education 1 2011-07-01 2011-07-01 false Dual compensation of staff. 75.519 Section 75.519... by a Grantee? Project Staff § 75.519 Dual compensation of staff. A grantee may not use its grantee to pay a project staff member for time or work for which that staff member is compensated from some other...

34 CFR 75.519 - Dual compensation of staff.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 34 Education 1 2014-07-01 2014-07-01 false Dual compensation of staff. 75.519 Section 75.519... by a Grantee? Project Staff § 75.519 Dual compensation of staff. A grantee may not use its grantee to pay a project staff member for time or work for which that staff member is compensated from some other...

34 CFR 75.519 - Dual compensation of staff.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 34 Education 1 2012-07-01 2012-07-01 false Dual compensation of staff. 75.519 Section 75.519... by a Grantee? Project Staff § 75.519 Dual compensation of staff. A grantee may not use its grantee to pay a project staff member for time or work for which that staff member is compensated from some other...

34 CFR 75.519 - Dual compensation of staff.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 34 Education 1 2013-07-01 2013-07-01 false Dual compensation of staff. 75.519 Section 75.519... by a Grantee? Project Staff § 75.519 Dual compensation of staff. A grantee may not use its grantee to pay a project staff member for time or work for which that staff member is compensated from some other...

34 CFR 75.519 - Dual compensation of staff.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 34 Education 1 2010-07-01 2010-07-01 false Dual compensation of staff. 75.519 Section 75.519... by a Grantee? Project Staff § 75.519 Dual compensation of staff. A grantee may not use its grantee to pay a project staff member for time or work for which that staff member is compensated from some other...

32 CFR 705.15 - Employment of Navy personnel as correspondents or staff members of civilian news media.

Code of Federal Regulations, 2013 CFR

2013-07-01

... or staff members of civilian news media. 705.15 Section 705.15 National Defense Department of Defense... REGULATIONS § 705.15 Employment of Navy personnel as correspondents or staff members of civilian news media. (a) A member of the naval service on active duty or Navy civilian may act as correspondent for a news...

32 CFR 705.15 - Employment of Navy personnel as correspondents or staff members of civilian news media.

Code of Federal Regulations, 2014 CFR

2014-07-01

... or staff members of civilian news media. 705.15 Section 705.15 National Defense Department of Defense... REGULATIONS § 705.15 Employment of Navy personnel as correspondents or staff members of civilian news media. (a) A member of the naval service on active duty or Navy civilian may act as correspondent for a news...

Staff experience and understanding of working with abused women suffering from mental illness.

PubMed

Bengtsson-Tops, A; Saveman, B-I; Tops, D

2009-09-01

The phenomenon of abused women with mental illness is often unrecognised by staff working within welfare services. This may be explained by staff members' attitudes, insecurity or lack of awareness. Today, there are shortcomings in the knowledge of staff members' experiences and interpretations of abuse against women suffering from mental illness. The aim of this qualitative study was to describe how staff members experience and understand their work with abused women suffering from mental illness. Thematic interviews were conducted with 13 staff members from various welfare services. Data were subject to content analysis. The findings showed that working with abused women was experienced as ambiguous and painful and made the staff act pragmatically. Feelings of ambiguity were mainly related to the lack of theoretical frameworks for interpreting why women with mental illness are exposed to abuse. Painful experiences involved intertwined feelings of distress, frustration, worthlessness, ambivalence and powerlessness. These were all feelings that emerged in the direct encounters with the abused women. In response to the abused women's comprehensive needs, staff members acted pragmatically, implying networking without any sanction from the leaders of the organisation, compliance with routines and taking action in here-and-now situations. By acting pragmatically, staff members could achieve concrete results through their interventions. It is concluded that staff members, working with abused women with mental illness, are in a vulnerable situation and in need of formally accepted and implemented support and legitimacy as well as theoretical knowledge regarding causes and consequences of abuse in this particular group of women.

Impact of Intervention to Improve Nursing Home Resident-Staff Interactions and Engagement.

PubMed

Hartmann, Christine W; Mills, Whitney L; Pimentel, Camilla B; Palmer, Jennifer A; Allen, Rebecca S; Zhao, Shibei; Wewiorski, Nancy J; Sullivan, Jennifer L; Dillon, Kristen; Clark, Valerie; Berlowitz, Dan R; Snow, Andrea Lynn

2018-04-30

For nursing home residents, positive interactions with staff and engagement in daily life contribute meaningfully to quality of life. We sought to improve these aspects of person-centered care in an opportunistic snowball sample of six Veterans Health Administration nursing homes (e.g., Community Living Centers-CLCs) using an intervention that targeted staff behavior change, focusing on improving interactions between residents and staff and thereby ultimately aiming to improve resident engagement. We grounded this mixed-methods study in the Capability, Opportunity, Motivation, Behavior (COM-B) model of behavior change. We implemented the intervention by (a) using a set of evidence-based practices for implementing quality improvement and (b) combining primarily CLC-based staff facilitation with some researcher-led facilitation. Validated resident and staff surveys and structured observations collected pre and post intervention, as well as semi-structured staff interviews conducted post intervention, helped assess intervention success. Sixty-two CLC residents and 308 staff members responded to the surveys. Researchers conducted 1,490 discrete observations. Intervention implementation was associated with increased staff communication with residents during the provision of direct care and decreased negative staff interactions with residents. In the 66 interviews, staff consistently credited the intervention with helping them (a) develop awareness of the importance of identifying opportunities for engagement and (b) act to improve the quality of interactions between residents and staff. The intervention proved feasible and influenced staff to make simple enhancements to their behaviors that improved resident-staff interactions and staff-assessed resident engagement.

Advance Care Planning: Understanding Clinical Routines and Experiences of Interprofessional Team Members in Diverse Health Care Settings.

PubMed

Arnett, Kelly; Sudore, Rebecca L; Nowels, David; Feng, Cindy X; Levy, Cari R; Lum, Hillary D

2017-12-01

Interprofessional health care team members consider advance care planning (ACP) to be important, yet gaps remain in systematic clinical routines to support ACP. A clearer understanding of the interprofessional team members' perspectives on ACP clinical routines in diverse settings is needed. One hundred eighteen health care team members from community-based clinics, long-term care facilities, academic clinics, federally qualified health centers, and hospitals participated in a 35-question, cross-sectional online survey to assess clinical routines, workflow processes, and policies relating to ACP. Respondents were 53% physicians, 18% advanced practice nurses, 11% nurses, and 18% other interprofessional team members including administrators, chaplains, social workers, and others. Regarding clinical routines, respondents reported that several interprofessional team members play a role in facilitating ACP (ie, physician, social worker, nurse, others). Most (62%) settings did not have, or did not know of, policies related to ACP documentation. Only 14% of settings had a patient education program. Two-thirds of the respondents said that addressing ACP is a high priority and 85% felt that nonphysicians could have ACP conversations with appropriate training. The clinical resources needed to improve clinical routines included training for providers and staff, dedicated staff to facilitate ACP, and availability of patient/family educational materials. Although interprofessional health care team members consider ACP a priority and several team members may be involved, clinical settings lack systematic clinical routines to support ACP. Patient educational materials, interprofessional team training, and policies to support ACP clinical workflows that do not rely solely on physicians could improve ACP across diverse clinical settings.

How can hospitals better protect the privacy of electronic medical records? Perspectives from staff members of health information management departments.

PubMed

Sher, Ming-Ling; Talley, Paul C; Cheng, Tain-Junn; Kuo, Kuang-Ming

2017-05-01

The adoption of electronic medical records (EMR) is expected to better improve overall healthcare quality and to offset the financial pressure of excessive administrative burden. However, safeguarding EMR against potentially hostile security breaches from both inside and outside healthcare facilities has created increased patients' privacy concerns from all sides. The aim of our study was to examine the influencing factors of privacy protection for EMR by healthcare professionals. We used survey methodology to collect questionnaire responses from staff members in health information management departments among nine Taiwanese hospitals active in EMR utilisation. A total of 209 valid responses were collected in 2014. We used partial least squares for analysing the collected data. Perceived benefits, perceived barriers, self-efficacy and cues to action were found to have a significant association with intention to protect EMR privacy, while perceived susceptibility and perceived severity were not. Based on the findings obtained, we suggest that hospitals should provide continuous ethics awareness training to relevant staff and design more effective strategies for improving the protection of EMR privacy in their charge. Further practical and research implications are also discussed.

The effects of stakeholder involvement on perceptions of an evaluation's credibility.

PubMed

Jacobson, Miriam R; Azzam, Tarek

2018-06-01

This article presents a study of the effects of stakeholder involvement on perceptions of an evaluation's credibility. Crowdsourced members of the public and a group of educational administrators read a description of a hypothetical program and two evaluations of the program: one conducted by a researcher and one conducted by program staff (i.e. program stakeholders). Study participants were randomly assigned versions of the scenario with different levels of stakeholder credibility and types of findings. Results showed that both samples perceived the researcher's evaluation findings to be more credible than the program staff's, but that this difference was significantly reduced when the program staff were described to be highly credible. The article concludes with implications for theory and research on evaluation dissemination and stakeholder involvement. Copyright © 2018 Elsevier Ltd. All rights reserved.

An Analysis of a District-Led Leadership Seminar on the Dispositions of Certified Staff Members

ERIC Educational Resources Information Center

Rupprecht, Michael J.

2013-01-01

The purpose of this study was to determine whether or not a district-led, grow-your-own leadership seminar had a significant impact on the dispositions of its members compared to staff members who did not participate in the program. The participants involved (N = 20) included a naturally formed group of certified staff members (n = 10) who…

Factors associated with staff development processes and the creation of innovative science courses in higher education

NASA Astrophysics Data System (ADS)

Hodges, Jeanelle Bland

1999-11-01

The purpose of the study was to determine factors associated with staff development processes and the creation of innovative science courses by higher education faculty who have participated in a model staff development project. The staff development program was designed for college faculty interested in creating interdisciplinary, constructivist-based science, mathematics, or engineering courses designed for non-majors. The program includes workshops on incorporating constructivist pedagogy, alternative assessment, and technology into interdisciplinary courses. Staff development interventions used in the program include grant opportunities, distribution of resource materials, and peer mentoring. University teams attending the workshops are comprised of faculty from the sciences, mathematics, or engineering, as well as education, and administration. A purposeful and convenient sample of three university teams were subjects for this qualitative study. Each team had attended a NASA Opportunities for Visionary Academics (NOVA) workshop, received funding for course development, and offered innovative courses. Five questions were addressed in this study: (a) What methods were used by faculty teams in planning the courses? (b) What changes occurred in existing science courses? (c) What factors affected the team collaboration process? (d) What personal characteristics of faculty members were important in successful course development? and (e) What barriers existed for faculty in the course development process? Data was collected at each site through individual faculty interviews (N = 11), student focus group interviews (N = 15), and classroom observations. Secondary data included original funding proposals. The NOVA staff development model incorporated effective K--12 interventions with higher education interventions. Analysis of data revealed that there were four factors of staff development processes that were most beneficial. First, the team collaborative processes were crucial in successful course development. Second, the use of instructional grants to fund course development gave credibility to the faculty involved in course development. Third, the faculty members taking the lead in creating teams actively sought out faculty members in the sciences who had previous experience teaching at the K--12 level or in informal education. In addition, college environments were found to have an impact on the success of the innovative course development projects.

42 CFR 401.112 - Availability of administrative staff manuals.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 42 Public Health 2 2014-10-01 2014-10-01 false Availability of administrative staff manuals. 401... § 401.112 Availability of administrative staff manuals. All CMS administrative staff manuals and instructions to staff personnel which contain policies, procedures, or interpretations that affect the public...

42 CFR 401.112 - Availability of administrative staff manuals.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 42 Public Health 2 2013-10-01 2013-10-01 false Availability of administrative staff manuals. 401... § 401.112 Availability of administrative staff manuals. All CMS administrative staff manuals and instructions to staff personnel which contain policies, procedures, or interpretations that affect the public...

42 CFR 401.112 - Availability of administrative staff manuals.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 42 Public Health 2 2011-10-01 2011-10-01 false Availability of administrative staff manuals. 401... § 401.112 Availability of administrative staff manuals. All CMS administrative staff manuals and instructions to staff personnel which contain policies, procedures, or interpretations that affect the public...

42 CFR 401.112 - Availability of administrative staff manuals.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 42 Public Health 2 2010-10-01 2010-10-01 false Availability of administrative staff manuals. 401... § 401.112 Availability of administrative staff manuals. All CMS administrative staff manuals and instructions to staff personnel which contain policies, procedures, or interpretations that affect the public...

42 CFR 401.112 - Availability of administrative staff manuals.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 42 Public Health 2 2012-10-01 2012-10-01 false Availability of administrative staff manuals. 401... § 401.112 Availability of administrative staff manuals. All CMS administrative staff manuals and instructions to staff personnel which contain policies, procedures, or interpretations that affect the public...

Campus Solidarity Campaign: Developing a Program to Promote an Environment of Solidarity and Support on College Campuses for Students with Mental Illness

ERIC Educational Resources Information Center

Kosyluk, Kristin A.; Corrigan, Patrick W.; Jones, Nev; James, Drexler; Abelson, Sara; Malmon, Alison

2016-01-01

Purpose: The aim of this work was to develop a campaign to promote an environment of solidarity and support on college campuses for students with mental illnesses. Method: Data were gathered from 24 members of a Chicago university campus who were selected as representatives of key campus stakeholder groups including students, administrative staff,…

Graduate Course Contract Law Deskbook (54th). Volume 2

DTIC Science & Technology

2005-01-01

GRADUATE COURSE THE FIFTY-FOURTH CONTRACT LAW DESKBOOK Contract and Fiscal Law Department The Judge Advocate General’s School, United States Army...OF ABSTRACT 8. 54th GC Contract Law Deskbook, Volume II, Fall 2005 1. AGENCY USE ONLY (Leave blank) 4. TITLE AND SUBTITLE 54th Graduate...Louisiana, 1998-1999; Contract Law Attorney, and Chief, Administrative Law, Office of the Staff Judge Advocate, Fort Polk, Louisiana, 1996-1998. Member

42 CFR 456.407 - UR responsibilities of administrative staff.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 42 Public Health 4 2014-10-01 2014-10-01 false UR responsibilities of administrative staff. 456... administrative staff. The UR plan must describe— (a) The UR support responsibilities of the ICF's administrative staff; and (b) Procedures used by the staff for taking needed corrective action. UR Plan: Informational...

42 CFR 456.407 - UR responsibilities of administrative staff.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 42 Public Health 4 2012-10-01 2012-10-01 false UR responsibilities of administrative staff. 456... administrative staff. The UR plan must describe— (a) The UR support responsibilities of the ICF's administrative staff; and (b) Procedures used by the staff for taking needed corrective action. UR Plan: Informational...

42 CFR 456.407 - UR responsibilities of administrative staff.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 42 Public Health 4 2010-10-01 2010-10-01 false UR responsibilities of administrative staff. 456... administrative staff. The UR plan must describe— (a) The UR support responsibilities of the ICF's administrative staff; and (b) Procedures used by the staff for taking needed corrective action. UR Plan: Informational...

42 CFR 456.407 - UR responsibilities of administrative staff.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 42 Public Health 4 2013-10-01 2013-10-01 false UR responsibilities of administrative staff. 456... administrative staff. The UR plan must describe— (a) The UR support responsibilities of the ICF's administrative staff; and (b) Procedures used by the staff for taking needed corrective action. UR Plan: Informational...

42 CFR 456.407 - UR responsibilities of administrative staff.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 42 Public Health 4 2011-10-01 2011-10-01 false UR responsibilities of administrative staff. 456... administrative staff. The UR plan must describe— (a) The UR support responsibilities of the ICF's administrative staff; and (b) Procedures used by the staff for taking needed corrective action. UR Plan: Informational...

A simulation-based training program improves emergency department staff communication.

PubMed

Sweeney, Lynn A; Warren, Otis; Gardner, Liz; Rojek, Adam; Lindquist, David G

2014-01-01

The objectives of this study were to evaluate the effectiveness of Project CLEAR!, a novel simulation-based training program designed to instill Crew Resource Management (CRM) as the communication standard and to create a service-focused environment in the emergency department (ED) by standardizing the patient encounter. A survey-based study compared physicians' and nurses' perceptions of the quality of communication before and after the training program. Surveys were developed to measure ED staff perceptions of the quality of communication between staff members and with patients. Pretraining and posttraining survey results were compared. After the training program, survey scores improved significantly on questions that asked participants to rate the overall communication between staff members and between staff and patients. A simulation-based training program focusing on CRM and standardizing the patient encounter improves communication in the ED, both between staff members and between staff members and patients.

Activity Preferences of persons with dementia: An examination of reports by formal and informal caregivers.

PubMed

Cohen-Mansfield, Jiska; Gavendo, Rachel; Blackburn, Erin

2017-01-01

Objectives The aims of this study are (1) to describe the types of leisure activities preferred by persons with dementia in the past and present, as reported by family members and therapeutic recreation staff members, and (2) to examine the influence of demographic and functional abilities variables on the perceived current interest of persons with dementia. Method Family members of persons with dementia and therapeutic recreation staff involved in the care of those persons completed an activities preference assessment concerning the persons with dementia. Participants were recruited from a nursing home and a senior day center. Family members completed the assessment for the past and present, and staff members completed the assessment for the present. Results For present preferences, music was the most often preferred activity according to both family and staff, followed by reminiscence and reading, while the least desirable activity was cooking/baking according to family and trivia games according to the staff. Current preferences were significantly related to past preferences. Gender was also related to preference for some activities. A significant reduction in preference from the premorbid past to the present was found for music, reading, and cooking. Additionally, the number of activities persons preferred as reported by both caregiver groups was affected by dementia. Family members tended to report lower preference levels for the activities in the present in comparison to the staff, and they were also more likely to report not knowing the present level of preference than therapeutic recreation staff members. Conclusion The assessments by both therapeutic recreation staff members and family members shed light on leisure preferences of persons with dementia, while the varying reports reflect a possibly different perspective of the two caregiver groups.

Rabies preexposure vaccination among veterinarians and at-risk staff.

PubMed

Trevejo, R T

2000-12-01

To measure rabies preexposure vaccination rate and identify factors potentially associated with lack of vaccination among veterinarians and at-risk staff. Cross-sectional survey. At-risk veterinary medical association (VMA) members, their staff members, and animal shelter and wildlife rehabilitation center personnel located in a California county. A questionnaire was mailed to VMA members and managers of animal shelters and wildlife rehabilitation centers. Respondents were requested to provide data on vaccination history and potential factors associated with vaccination status for themselves and their at-risk staff members. Vaccinated and unvaccinated individuals were compared by use of univariate and logistic regression analyses to identify factors associated with vaccination status. Fifty-eight percent (79/137) of persons who received questionnaires responded; 74 were eligible for the study. Respondents provided data for 47.6% (219/460) of their staff members. The vaccination rate was greater among respondents (85.1 %) than among their staff members (17.5%). Among staff members, age and duration of employment were significantly associated with vaccination status. A large proportion of at-risk staff members working in veterinary clinics, animal shelters, and wildlife rehabilitation centers in the study area did not receive rabies preexposure vaccination per the Centers for Disease Control and Prevention's published recommendations of the Advisory Committee on Immunization Practices (ACIP). The cost of the preexposure vaccine series may be a barrier, particularly for young employees who are commonly short-term, part-time, or volunteer workers. Efforts are needed to increase awareness of the ACIP recommendations and to increase access to vaccination through agencies such as public health clinics.

The Leg Club model: a survey of staff and members' perceptions of this model of care.

PubMed

Stephen-Haynes, J

2010-09-01

To determine the Leg Club members' perceptions of the Leg Club as a model for delivery of service. An explorative qualitative approach was used. All members and staff at two Leg Clubs in the UK were invited to participate. They were asked to nominate five key words that described their views of the Leg Club model of care. The researcher and a research supervisor then counted them and decided on categories. Members' themes were verified by 10 randomly chosen Leg Club members and staff themes by five randomly chosen staff. All of the 85 Leg Club members and 15 staff approached agreed to take part. Categories identified for the Leg Club members were: sociability, enabling, knowledge and experience, interpersonal relationships, caring and quality. Categories identified for Leg Club staff were: camaraderie, education, empowerment, sociability and tiredness. These results indicate that the community Leg Club environment provides benefits in addition to those of guidelines, wound care expertise and evidence-based care. While the small sample size limits the generalisability of these exploratory data, the results identify the positive views of Leg Club members and highlights the need for further research. Similar data is not available for other health care delivery methods, so this also warrants further exploration.

Innovating team-based outpatient mental health care in the Veterans Health Administration: Staff-perceived benefits and challenges to pilot implementation of the Behavioral Health Interdisciplinary Program (BHIP).

PubMed

Barry, Catherine N; Abraham, Kristen M; Weaver, Kendra R; Bowersox, Nicholas W

2016-05-01

In the past decade, the demand for Veterans Health Administration (VHA) mental health care has increased rapidly. In response to the increased demand, the VHA developed the Behavioral Health Interdisciplinary Program (BHIP) team model as an innovative approach to transform VHA general outpatient mental health delivery. The present formative evaluation gathered information about pilot implementation of BHIP to understand the struggles and successes that staff experienced during facility transitions to the BHIP model. Using a purposive, nonrandom sampling approach, we conducted 1-on-1, semistructured interviews with 37 licensed and nonlicensed clinical providers and 13 clerical support staff assigned to BHIP teams in 21 facilities across the VHA. Interviews revealed that having actively involved facility mental health leaders, obtaining adequate staffing for teams to meet the requirements of the BHIP model, creating clear descriptions and expectations for team member roles within the BHIP framework, and allocating designated time for BHIP team meetings challenged many VHA sites but are crucial for successful BHIP implementation. Despite the challenges, staff reported that the transition to BHIP improved team work and improved patient care. Staff specifically highlighted the potential for the BHIP model to improve staff working relationships and enhance communication, collaboration, morale, and veteran treatment consistency. Future evaluations of the BHIP implementation process and BHIP team functioning focusing on patient outcomes, organizational outcomes, and staff functioning are recommended for fully understanding effects of transitioning to the BHIP model within VHA general mental health clinics and to identify best practices and areas for improvement. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Barriers and Facilitators to Sustaining School Health Teams in Coordinated School Health Programs.

PubMed

Cheung, Karen; Lesesne, Catherine A; Rasberry, Catherine N; Kroupa, Elizabeth; Fisher, Deborah; Robin, Leah; Pitt Barnes, Seraphine

2017-05-01

Coordinated school health (CSH) programs address multiple factors related to students' overall health, thereby increasing their physical and mental readiness to learn. A formative evaluation of three school districts in 2010-2011 examined strategies for sustaining the school health teams (SHTs) that lead CSH efforts. Qualitative data from 39 interviews and 13 focus groups revealed facilitators and barriers for sustaining SHTs. Quantitative data from 68 questionnaires completed by SHT members and school principals examined factors associated with having more active SHTs and district and school characteristics SHT members believed to be important to their schools' efforts to implement CSH. Facilitators of sustaining SHTs included administrative support, staff engagement in the SHT, and shared goals and responsibility. Barriers to sustaining SHTs included limited time and competing priorities, budget and funding constraints, and staff turnover. Findings provide valuable insight into challenges and potential solutions for improving the sustainability of SHTs to enable them to better support CSH efforts.

Knowing you: the interpersonal perceptions of staff towards aggressive individuals with mild to moderate intellectual disabilities in situations of conflict.

PubMed

Jahoda, A; Wanless, L K

2005-07-01

Staff attributions concerning challenging behaviour have been found to play a role in determining their responses. The emphasis in the literature has been on staff beliefs about the challenging behaviour itself. However, staff are also likely to be responding to the person engaging in the behaviour. The aim of this study was to explore workers' perceptions of individuals who are frequently aggressive. Thirty-six staff members working with individuals presenting problems of frequent aggression participated in this study. They were interviewed about an incident of aggression involving the person they worked with. The semi-structured interview, based on a Rational Emotive Therapy format, aimed to tap into the emotions aroused in the staff members and interpersonal appraisals that they made at the time of the incident. The responses were content analyzed. The strength of the staff member's emotional reactions were noteworthy. Furthermore, approximately half of the staff members believed that the clients' aggression was directed at them personally. In turn, the majority of staff members described their clients in negative terms, and said that their first impulse had been to confront the clients. The findings suggest that interpersonal perceptions may have a role in determining staff responses to individuals who behave aggressively. The clinical and theoretical implications of the findings were discussed, alongside directions for future research.

Staff's attitudes and reactions towards aggressive behaviour of clients with intellectual disabilities: a multi-level study.

PubMed

Knotter, Maartje H; Wissink, Inge B; Moonen, Xavier M H; Stams, Geert-Jan J M; Jansen, Gerard J

2013-05-01

Data were collected from 121 staff members (20 direct support staff teams) on background characteristics of the individual staff members and their teams (gender, age, years of work experience, position and education), the frequency and form of aggression of clients with an intellectual disability (verbal or physical), staff members' attitudes towards aggression, and the types of behavioural interventions they executed (providing personal space and behavioural boundary-setting, restricting freedom and the use of coercive measures). Additionally, client group characteristics (age of clients, type of care and client's level of intellectual disability) were assessed. Multilevel analyses (individual and contextual level) were performed to examine the relations between all studied variables and the behavioural interventions. The results showed that for providing personal space and behavioural boundary-setting as well as for restricting freedom, the proportion of variance explained by the context (staff team and client group characteristics) was three times larger than the proportion of variance explained by individual staff member characteristics. For using coercive measures, the context even accounted for 66% of the variance, whereas only 8% was explained by individual staff member characteristics. A negative attitude towards aggression of the direct support team as a whole proved to be an especially strong predictor of using coercive measures. To diminish the use of coercive measures, interventions should therefore be directed towards influencing the attitude of direct support teams instead of individual staff members. Copyright © 2013 Elsevier Ltd. All rights reserved.

[Job burnout and related influencing factors in community medical staff in Nanchong, China].

PubMed

Zhu, T; Zhang, S S; Chen, D Y; Yang, H; Zheng, T; Zheng, L M; Li, J

2016-12-20

Objective: To investigate job burnout and related influencing factors in community medical staff in Nanchong, China. Methods: From June to July, 2015, cluster random sampling was performed to select 181 medical staff members in Nanchong Community Health Service Center as study subjects. The Chinese Maslach Burnout Inventory (CMBI) was used to measure the level of job burnout. Results: The overall detection rate of job burnout in community medical staff in Nanchong was 95.0%, and among these staff members with job burnout, 119 (65.7%) had mild job burnout, 44 (24.3%) had moderate job burnout, and 9 (5.0%) had severe job burnout. There were significant differences in the scores of emotional exhaustion and reduced sense of personal accomplishmentbetween the medical staff members with different ages ( F =5.820 and 3.180, both P <0.05) . There was a significant difference in the score of emotional exhaustion between the medical staff members with different working years ( F =2.909, P <0.05) . There was also a significant difference in the score of reduced sense of personal accomplishment between the medical staff members with different types of work ( F =5.797, P <0.05) , and the nurses had the lowest score. Conclusion: The medical staff members in Nanchong have a high incidence rate of job burnout, with the feature of reduced sense of personal accomplishment. An old age, long working years, and nursing occupation are major risk factors for job burnout.

Implementing the psychosocial standards in pediatric cancer: Current staffing and services available.

PubMed

Scialla, Michele A; Canter, Kimberly S; Chen, Fang Fang; Kolb, E Anders; Sandler, Eric; Wiener, Lori; Kazak, Anne E

2017-11-01

Fifteen evidence-based Standards for Psychosocial Care for Children with Cancer and Their Families (Standards) were published in 2015. The Standards cover a broad range of topics and circumstances and require qualified multidisciplinary staff to be implemented. This paper presents data on the availability of psychosocial staff and existing practices at pediatric oncology programs in the United States, providing data that can be used to advocate for expanded services and prepare for implementation of the Standards. Up to three healthcare professionals from 144 programs (72% response rate) participated in an online survey conducted June-December 2016. There were 99 pediatric oncologists with clinical leadership responsibility (Medical Director/Clinical Director), 132 psychosocial leaders in pediatric oncology (Director of Psychosocial Services/Manager/most senior staff member), and 58 administrators in pediatric oncology (Administrative Director/Business Administrator/Director of Operations). The primary outcomes were number and type of psychosocial staff, psychosocial practices, and identified challenges in the delivery of psychosocial care. Over 90% of programs have social workers and child life specialists who provide care to children with cancer and their families. Fewer programs have psychologists (60%), neuropsychologists (31%), or psychiatrists (19%). Challenges in psychosocial care are primarily based on pragmatic issues related to funding and reimbursement. Most participating pediatric oncology programs appear to have at least the basic level of staffing necessary to implement of some of the Standards. However, the lack of a more comprehensive multidisciplinary team is a likely barrier in the implementation of the full set of Standards. © 2017 Wiley Periodicals, Inc.

Staff perceptions of a Productive Community Services implementation: A qualitative interview study.

PubMed

Bradley, Dominique Kim Frances; Griffin, Murray

2015-06-01

The Productive Series is a collection of change programmes designed by the English National Health Service (NHS) Institute for Innovation and Improvement to help frontline healthcare staff improve quality and reduce wasted time, so that this time can be reinvested into time spent with patients. The programmes have been implemented in at least 14 countries around the world. This study examines an implementation of the Productive Community Services programme that took place in a Community healthcare organisation in England from July 2010 to March 2012. To explore staff members' perceptions of a Productive Community Services implementation. Cross-sectional interview. Community Healthcare Organisation in East Anglia, England. 45 participants were recruited using purposive, snowballing and opportunistic sampling methods to represent five main types of staff group in the organisation; clinical team members, administrative team members, service managers/team leaders, senior managers and software support staff. Team members were recruited on the basis that they had submitted data for at least one Productive Community Services module. Semi-structured individual and group interviews were carried out after the programme concluded and analysed using thematic analysis. This report focuses on six of the themes identified. The analysis found that communication was not always effective, and there was a lack of awareness, knowledge and understanding of the programme. Many staff did not find the Productive Community Services work relevant, and although certain improvements were sustained, suboptimal practices crept back. Although negative outcomes were reported, such as the programme taking time away from patients initially, many benefits were described including improved stock control and work environments, and better use of the Electronic Patient Record system. One of the themes identified highlighted the positive perceptions of the programme, however a focus on five other themes indicate that important aspects of the implementation could have been improved. The innovation and implementation literature already addresses the issues identified, which suggests a gap between theory and practice for implementation teams. A lack of perceived relevance also suggests that similar programmes need to be made more easily adaptable for the varied specialisms found in Community Services. Further research on Productive Community Services implementations and knowledge transfer is required, and publication of studies focusing on the less positive aspects of implementations may accelerate this process. Copyright © 2015 Elsevier Ltd. All rights reserved.

ARL Annual Salary Survey, 2000-2001.

ERIC Educational Resources Information Center

Kyrillidou, Martha, Comp.; Wetzel, Karen, Comp.

This document reports the 2000-2001 salary data for all professional staff working in ARL (Association of Research Libraries) libraries. Data for 8,882 professional staff members were reported for the 112 ARL university libraries, including their law and medical libraries (811 staff members reported by 68 medical libraries and 708 staff members…

ARL Annual Salary Survey, 1999-2000.

ERIC Educational Resources Information Center

Kyrillidou, Martha, Comp.; O'Connor, Michael, Comp.

This document reports 1999-2000 salary data for all professional staff working in ARL (Association of Research Libraries) libraries. Data for 8,595 professional staff members were reported for the 111 ARL university libraries, including their law and medical libraries (814 staff members reported by 69 medical libraries and 660 staff members…

ARL Annual Salary Survey, 2002-2003.

ERIC Educational Resources Information Center

Kyrillidou, Martha, Comp.; Young, Mark, Comp.

This document reports the 2001-2002 salary data for all professional staff working in ARL (Association of Research Libraries) libraries. Data for 9,469 professional staff members were reported for the 124 ARL university libraries, including their law and medical libraries (909 staff members reported by 69 medical libraries and 726 staff members…

Does Finnish hospital staff job satisfaction vary across occupational groups?

PubMed Central

2013-01-01

Background Job satisfaction of staff is an essential outcome variable in research when describing the work environment of successful hospitals. Numerous studies have evaluated the topic, but few previous studies have assessed the job satisfaction of all staff in hospital settings. It is important to discover if there are any unsatisfied groups of people working in hospitals, the aspects they are unsatisfied with and why. The aim of this study was to evaluate job satisfaction of all staff working at a Finnish university hospital, identify differences in job satisfaction between staff groups, and explore the relationship between their self-evaluated quality of work and job satisfaction. Methods Data were collected from 1424 employees of the hospital using the web-based Kuopio University Job Satisfaction Scale survey instrument in autumn 2010. The research data were analysed by using SPSS 19.0 for Windows. Frequency and percentage distributions, as well as mean values, were used to describe the data. A non-parametric test (Kruskal–Wallis test) was used to determine the significance of differences in scores between different groups of staff members and between quality evaluations. Results The overall job satisfaction of the employees was good. They rated both motivating factors of their work and work welfare as excellent. The areas causing most dissatisfaction were work demands and participation in decision making. Physicians formed the most satisfied group, nurses and maintenance staff were the least satisfied, and office and administrative staff were fairly satisfied. Staff who rated the quality of work in their units as high usually also considered their job satisfaction to be excellent. Conclusions Every staff member has an influence on job satisfaction in her/his unit. A culture of participation should be developed and maintained in the units and the whole hospital to ensure that all staff feel they play important roles in the hospital. A university hospital is a complex, continuously changing work environment. Managers of the hospital should continuously evaluate job satisfaction and quickly react to the results gained. PMID:24088218

Response to Intervention: An Investigation of Training, Perceptions, and Fidelity of Implementation

ERIC Educational Resources Information Center

Latacha, Kathryn N.

2013-01-01

The authors investigated the extent to which the amount of training in Response to Intervention (RtI) impacts staff members' perceptions of RtI, how staff members' perceptions of RtI relate to their fidelity of implementation, and to what degree staff members' involvement in training influences their fidelity of implementation. A convenience…

41 CFR 102-3.125 - How should agencies consider the roles of advisory committee members and staff?

Code of Federal Regulations, 2010 CFR

2010-07-01

... consider the roles of advisory committee members and staff? 102-3.125 Section 102-3.125 Public Contracts... How should agencies consider the roles of advisory committee members and staff? FACA does not assign... critical roles in achieving the goals and objectives assigned to advisory committees. Agency heads...

The impact of interoperability of electronic health records on ambulatory physician practices: a discrete-event simulation study.

PubMed

Zhou, Yuan; Ancker, Jessica S; Upadhye, Mandar; McGeorge, Nicolette M; Guarrera, Theresa K; Hegde, Sudeep; Crane, Peter W; Fairbanks, Rollin J; Bisantz, Ann M; Kaushal, Rainu; Lin, Li

2013-01-01

The effect of health information technology (HIT) on efficiency and workload among clinical and nonclinical staff has been debated, with conflicting evidence about whether electronic health records (EHRs) increase or decrease effort. None of this paper to date, however, examines the effect of interoperability quantitatively using discrete event simulation techniques. To estimate the impact of EHR systems with various levels of interoperability on day-to-day tasks and operations of ambulatory physician offices. Interviews and observations were used to collect workflow data from 12 adult primary and specialty practices. A discrete event simulation model was constructed to represent patient flows and clinical and administrative tasks of physicians and staff members. High levels of EHR interoperability were associated with reduced time spent by providers on four tasks: preparing lab reports, requesting lab orders, prescribing medications, and writing referrals. The implementation of an EHR was associated with less time spent by administrators but more time spent by physicians, compared with time spent at paper-based practices. In addition, the presence of EHRs and of interoperability did not significantly affect the time usage of registered nurses or the total visit time and waiting time of patients. This paper suggests that the impact of using HIT on clinical and nonclinical staff work efficiency varies, however, overall it appears to improve time efficiency more for administrators than for physicians and nurses.

Determining the level and cost of sickness presenteeism among hospital staff in Turkey.

PubMed

Aysun, Kandemir; Bayram, Şahin

2017-12-01

This study aimed to determine the associations between sickness presenteeism and socio-demographic factors, perceived health status and health complaints among hospital staff and to calculate the cost burdens and productivity losses attributed to presenteeism. A cross-sectional study was conducted using 951 hospital staff, including physicians, nurses, midwives, other health personnel and administrative staff working in two hospitals located in Kırıkkale province in Turkey. The health and work performance questionnaire developed by Kessler et al. was revised to measure sickness presenteeism. After performing Student's t test and a one-way analysis of variance, presenteeism was mostly observed in women, nurse-midwives, young employees, university health staff and health workers with low health status. Average productivity loss and cost of lost productivity per staff member were calculated as 19.92 h/TRY 315.57 for 2 weeks and 478.08 h/TRY 7573.68 for 1 year. The problem of sickness presenteeism is mostly observed in women and nurses. It causes both financial burdens and productivity losses for hospitals. These survey results are thus expected to provide critically important information on presenteeism for decision-makers and healthcare managers.

Coincidence of role expectations between staff and volunteer members of drug free community coalitions.

PubMed

Goldstein, Marc B; Sapere, Heather; Daviau, John

2017-08-01

Community coalitions have proliferated as a means of addressing a range of complex community problems. Such coalitions often consist of a small paid staff and volunteer members. The present study examines one likely contributor to coalition effectiveness: the degree of agreement on role expectations between paid staff and volunteer members. Role confusion occurs when paid staff and volunteers differ in their expectations of who is responsible for accomplishing specific tasks. Staff and volunteer members from 69 randomly selected Drug Free Coalitions in the United States as well as 21 Drug Free Coalitions in Connecticut were asked to respond to an online survey asking about 37 specific coalition tasks critical for effective coalition functioning and the degree to which paid staff and/or voluntary members should be responsible for accomplishing each. Our final sample consisted of 476 individuals from 35 coalitions. Using coalitions as the unit of analysis, we found significant differences between paid staff and volunteer coalition members on nine tasks reflecting four domains: meeting leadership and participation, (2) planning and implementation leadership, (3) publicity/media relations, and (4) logistical functions. Implications of these differences and ways that evaluators could help coalitions deal with differing role expectations were discussed. Copyright © 2017 Elsevier Ltd. All rights reserved.

A cloud-based home health care information sharing system to connect patients with home healthcare staff -A case report of a study in a mountainous region.

PubMed

Nomoto, Shinichi; Utsumi, Momoe; Sasayama, Satoshi; Dekigai, Hiroshi

2017-01-01

We have developed a cloud system, the e-Renraku Notebook (e-RN) for sharing of home care information based on the concept of "patient-centricity". In order to assess the likelihood that our system will enhance the communication and sharing of information between home healthcare staff members and home-care patients, we selected patients who were residing in mountainous regions for inclusion in our study. We herein report the findings.Eighteen staff members from 7 medical facilities and 9 patients participated in the present study.The e-RN was developed for two reasons: to allow patients to independently report their health status and to have staff members view and respond to the information received. The patients and staff members were given iPads with the pre-installed applications and the information being exchanged was reviewed over a 54-day period.Information was mainly input by the patients (61.6%), followed by the nurses who performed home visits (19.9%). The amount of information input by patients requiring high-level nursing care and their corresponding staff member was significantly greater than that input by patients who required low-level of nursing care.This patient-centric system in which patients can independently report and share information with a member of the healthcare staff provides a sense of security. It also allows staff members to understand the patient's health status before making a home visit, thereby giving them a sense of security and confidence. It was also noteworthy that elderly patients requiring high-level nursing care and their staff counterpart input information in the system significantly more frequently than patients who required low-level care.

Perspectives on multidrug-resistant organisms at the end of life : A focus group study of staff members and institutional stakeholders.

PubMed

Herbst, Franziska A; Heckel, Maria; Tiedtke, Johanna M; Adelhardt, Thomas; Sturm, Alexander; Stiel, Stephanie; Ostgathe, Christoph

2018-03-16

There is a lack of research into how hospital staff and institutional stakeholders (i. e. institutional representatives from public health authorities, hospital hygiene, and the departments of microbiology, palliative care, and geriatrics) engage with patients who are carriers of multidrug-resistant organisms and receiving end-of-life care. Knowledge of their experiences, workload, and needs should be considered in dealing with hospitalized carriers of multidrug-resistant organisms as well as staff education. This study explored and compared staff members' and stakeholders' perspectives on multidrug-resistant organisms and on provision of end-of-life care to carrier patients. In this study four focus groups consisting of hospital staff members and institutional stakeholders were formed within a mixed-methods parent study in a palliative care unit at a university clinic and a geriatric ward of a Catholic and academic teaching hospital. Participants discussed results from staff and stakeholder interviews from a former study phase. Data were analyzed according to Grounded Theory and perspectives of staff members and institutional stakeholders were compared and contrasted. Key issues debated by staff members (N = 19) and institutional stakeholders (N = 10) were 1) the additional workload, 2) reasons for uncertainty about handling carrier patients, 3) the format of continuing education, and 4) the preferred management approach for dealing with multidrug-resistant organism carrier patients. Although similar barriers (e. g. colleagues' ambiguous opinions) were identified, both groups drew different conclusions concerning the management of these barriers. While institutional stakeholders recommended making decisions on hygiene measures under consideration of the specific patient situation, staff members preferred the use of standardized hygiene measures which should be applied uniformly to all patients. Staff members and institutional stakeholders perceived similar barriers to practice caused by multidrug-resistant organisms and similar needs for continuing education. The staff members' preferred management approach might originate from an uncertainty about the multidrug-resistant organism infection risk. Experiences and visions of both groups should be included in a specific recommendation for end-of-life care to ensure behavioral confidence.

Knowledge, Skills, and Attitudes in Caring for Older Adults With Advanced Illness Among Staff Members of Long-Term Care and Assisted Living Facilities: An Educational Needs Assessment.

PubMed

Cimino, Nina M; Lockman, Kashelle; Grant, Marian; McPherson, Mary Lynn

2016-05-01

In long-term care and assisted living facilities, many groups of health care professionals contribute to the work of the health care team. These staff members perform essential, direct patient care activities. An educational needs assessment was conducted to determine the learning needs and preferences of staff members related to providing care for patients with life-limiting illnesses. Staff members placed importance on understanding topics such as principles of palliative care, pain assessment, pain management, and nonpain symptom management. The majority of survey respondents were also interested in learning more about these topics. The results of this educational needs analysis suggest staff members would benefit from a course tailored to these identified educational needs and designed to overcome previously identified educational barriers. © The Author(s) 2014.

The role of justice in team member satisfaction with the leader and attachment to the team.

PubMed

Phillips, J M; Douthitt, E A; Hyland, M M

2001-04-01

This study examined the effects of team decision accuracy, team member decision influence, leader consideration behaviors, and justice perceptions on staff members' satisfaction with the leader and attachment to the team in hierarchical decision-making teams. The authors proposed that staff members' justice perceptions would mediate the relationship between (a) team decision accuracy, (b) the amount of influence a staff member has in the team leader's decision, and (c) the leader's consideration behaviors and staff attachment to the team and satisfaction with the leader. The results of an experiment involving 128 participants in a total of 64 teams, who made recommendations to a confederate acting as the team leader, generally support the proposed model.

Care and caring in the intensive care unit: Family members' distress and perceptions about staff skills, communication, and emotional support.

PubMed

Carlson, Eve B; Spain, David A; Muhtadie, Luma; McDade-Montez, Liz; Macia, Kathryn S

2015-06-01

Family members of intensive care unit (ICU) patients are sometimes highly distressed and report lower satisfaction with communication and emotional support from staff. Within a study of emotional responses to traumatic stress, associations between family distress and satisfaction with aspects of ICU care were investigated. In 29 family members of trauma patients who stayed in an ICU, we assessed symptoms of depression and posttraumatic stress disorder (PTSD) during ICU care. Later, family members rated staff communication, support, and skills and their overall satisfaction with ICU care. Ratings of staff competence and skills were significantly higher than ratings of frequency of communication, information needs being met, and support. Frequency of communication and information needs being met were strongly related to ratings of support (rs = .75-.77) and staff skills (rs = .77-.85), and aspects of satisfaction and communication showed negative relationships with symptoms of depression (rs = -.31 to -.55) and PTSD (rs = -.17 to -.43). Although satisfaction was fairly high, family member distress was negatively associated with several satisfaction variables. Increased understanding of the effects of traumatic stress on family members may help staff improve communication and increase satisfaction of highly distressed family members. Published by Elsevier Inc.

The problem of bias when nursing facility staff administer customer satisfaction surveys.

PubMed

Hodlewsky, R Tamara; Decker, Frederic H

2002-10-01

Customer satisfaction instruments are being used with increasing frequency to assess and monitor residents' assessments of quality of care in nursing facilities. There is no standard protocol, however, for how or by whom the instruments should be administered when anonymous, written responses are not feasible. Researchers often use outside interviewers to assess satisfaction, but cost considerations may limit the extent to which facilities are able to hire outside interviewers on a regular basis. This study was designed to investigate the existence and extent of any bias caused by staff administering customer satisfaction surveys. Customer satisfaction data were collected in 1998 from 265 residents in 21 nursing facilities in North Dakota. Half the residents in each facility were interviewed by staff members and the other half by outside consultants; scores were compared by interviewer type. In addition to a tabulation of raw scores, ordinary least-squares analysis with facility fixed effects was used to control for resident characteristics and unmeasured facility-level factors that could influence scores. Significant positive bias was found when staff members interviewed residents. The bias was not limited to questions directly affecting staff responsibilities but applied across all types of issues. The bias was robust under varying constructions of satisfaction and dissatisfaction. A uniform method of survey administration appears to be important if satisfaction data are to be used to compare facilities. Bias is an important factor that should be considered and weighed against the costs of obtaining outside interviewers when assessing customer satisfaction among long term care residents.

Attitudes of students and employees towards the implementation of a totally smoke free university campus policy at King Saud University in Saudi Arabia: a cross sectional baseline study on smoking behavior following the implementation of policy.

PubMed

Almutairi, Khalid M

2014-10-01

Tobacco smoking is the preventable health issue worldwide. The harmful consequences of tobacco smoking and exposure to second-hand tobacco smoke are well documented. The aim of this study is to compares the prevalence of smoking among students, faculty and staff and examines their interest to quit. Study also determines the difference on perceptions of smoking and non-smoking students, faculty and staff with regard to implementation of a smoke-free policy. A cross-sectional survey was administered to one of the largest universities in Riyadh, Saudi Arabia during the academic year of 2013. A Likert scale was used on questionnaires towards attitude to smoking and smoking free policy. The Chi squared test was used to determine the difference of support on completely smoke free campus for smokers and non-smokers. Smoking rates were highest among staff members (36.8 %) followed by students (11.2 %) and faculty (6.4 %). About half of the smokers (53.7 %) within the university attempted to quit smoking. Students (OR 3.10, 95 % CI 1.00-9.60) and faculty (OR 4.06, 95 % CI 1.16-14.18) were more likely to make quit smoking than staff members. Majority of the respondents (89.6 %) were supportive of a smoking--free policy and indicated that should be strictly enforced especially into public places. Results also showed that smokers were more likely to support a smoke-free policy if there are no fines or penalties. These baseline findings will provide information among administrators in formulating and carrying out a total smoke free policy. Although the majority of people within the King Saud University demonstrate a high support for a smoke-free policy, administrators should consider difference between smokers and non-smokers attitudes when implementing such a policy.

32 CFR 705.15 - Employment of Navy personnel as correspondents or staff members of civilian news media.

Code of Federal Regulations, 2011 CFR

2011-07-01

... or staff members of civilian news media. 705.15 Section 705.15 National Defense Department of Defense... REGULATIONS § 705.15 Employment of Navy personnel as correspondents or staff members of civilian news media... personnel as the Secretary of the Navy may authorize can act as correspondents for civilian media. (b...

32 CFR 705.15 - Employment of Navy personnel as correspondents or staff members of civilian news media.

Code of Federal Regulations, 2010 CFR

2010-07-01

... or staff members of civilian news media. 705.15 Section 705.15 National Defense Department of Defense... REGULATIONS § 705.15 Employment of Navy personnel as correspondents or staff members of civilian news media... personnel as the Secretary of the Navy may authorize can act as correspondents for civilian media. (b...

32 CFR 705.15 - Employment of Navy personnel as correspondents or staff members of civilian news media.

Code of Federal Regulations, 2012 CFR

2012-07-01

... or staff members of civilian news media. 705.15 Section 705.15 National Defense Department of Defense... REGULATIONS § 705.15 Employment of Navy personnel as correspondents or staff members of civilian news media... personnel as the Secretary of the Navy may authorize can act as correspondents for civilian media. (b...

42 CFR 411.353 - Prohibition on certain referrals by physicians and limitations on billing.

Code of Federal Regulations, 2013 CFR

2013-10-01

... entity that furnishes DHS is not imputed to his or her group practice or its members or its staff. However, a referral made by a physician's group practice, its members, or its staff may be imputed to the physician if the physician directs the group practice, its members, or its staff to make the referral or if...

42 CFR 411.353 - Prohibition on certain referrals by physicians and limitations on billing.

Code of Federal Regulations, 2011 CFR

2011-10-01

... entity that furnishes DHS is not imputed to his or her group practice or its members or its staff. However, a referral made by a physician's group practice, its members, or its staff may be imputed to the physician if the physician directs the group practice, its members, or its staff to make the referral or if...

ARL Annual Salary Survey, 2001-02.

ERIC Educational Resources Information Center

Kyrillidou, Martha, Comp.; Young, Mark, Comp.

This document reports the 2001-2002 salary data for all professional staff working in ARL (Association of Research Libraries) libraries. Data for 9,198 professional staff members were reported for the 1,130 ARL university libraries, including their law and medical libraries (859 staff members reported by 69 medical libraries and 724 staff members…

Managing behavioural symptoms of dementia: effectiveness of staff education and peer support.

PubMed

Visser, S M; McCabe, M P; Hudgson, C; Buchanan, G; Davison, T E; George, K

2008-01-01

This study was designed to investigate the impact of staff education on the behaviour and quality of life of residents with dementia and on staff members' attitudes about working with people with dementia and level of burnout. Staff from three aged care facilities participated in the study (n=52). These facilities were randomly assigned to one of two intervention groups or a control group. Staff assigned to the intervention groups received an eight-week behaviourally-based programme. Staff from one aged care facility also participated in a peer support group designed to reinforce educational material and facilitate positive changes among staff members. Behavioural symptoms displayed by residents (n=76) in each of the facilities were also assessed. Assessments were conducted at pre-intervention, post-intervention, three- and six-month follow-up. The results of this study indicated that education or peer support was not associated with an improvement in resident behaviour or quality of life. Education or peer support also did not impact on staff members' level of burnout. There was, however, a change in staff members' attitudes about working with people with dementia. Possible explanations for these findings and implication for further research are considered.

Chemical Technology Division: Progress report, January 1, 1987--June 30, 1988

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1989-02-01

This progress report summarizes the research and development efforts conducted in the Chemical Technology Division (Chem Tech) during the period January 1, 1987, to June 30, 1988. The following major areas are covered: waste management and environmental programs, radiochemical and reactor engineering programs, basic science and technology, Nuclear Regulatory Commission programs, and administrative resources and facilities. The Administrative Summary, an appendix, presents a comprehensive listing of publications, oral presentations, awards and recognitions, and patents of Chem Tech staff members during this period. A staffing level and financial summary and lists of seminars and Chem Tech consultants for the period aremore » also included.« less

The oppressive nature of work in healthcare: predictors of aggression against nurses and administrative staff.

PubMed

Rodwell, John; Demir, Defne; Flower, Rebecca L

2013-09-01

To assess the antecedents of workplace aggression (bullying and violence) among nurses and administration staff. As a result of power structures within the healthcare industry, nurses and administration staff may be more vulnerable to workplace aggression. Environmental and individual characteristics have been linked to the occurrence of such aggression among other groups. However, most research focuses on bullying, rarely extending these ideas to violence or nurses and administration staff specifically. Surveys were distributed to nurses and administration staff employed by an Australian healthcare organisation. Aggression types (bullying and violence), as well as environmental (demands, control and support) and individual (negative affectivity, NA) characteristics were measured. External emotional abuse was most frequently reported for nurses (29%) and bullying for administration staff (27%). Demands, support and NA were associated with different aggression types in nurses, whereas for administration staff, control, support and NA were linked. Low support and high NA are particularly important to nurses and administration staff and their experiences of aggression. Appropriate training for managers in providing support and acknowledging individual factors associated with aggression is essential. Further, managers should monitor aggression risk from patients and their associations towards staff in busy times. © 2013 John Wiley & Sons Ltd.

Teamwork and delegation in medical homes: primary care staff perspectives in the Veterans Health Administration.

PubMed

True, Gala; Stewart, Greg L; Lampman, Michelle; Pelak, Mary; Solimeo, Samantha L

2014-07-01

The patient-centered medical home (PCMH) relies on a team approach to patient care. For organizations engaged in transitioning to a PCMH model, identifying and providing the resources needed to promote team functioning is essential. To describe team-level resources required to support PCMH team functioning within the Veterans Health Administration (VHA), and provide insight into how the presence or absence of these resources facilitates or impedes within-team delegation. Semi-structured interviews with members of pilot teams engaged in PCMH implementation in 77 primary care clinics serving over 300,000 patients across two VHA regions covering the Mid-Atlantic and Midwest United States. A purposive sample of 101 core members of pilot teams, including 32 primary care providers, 42 registered nurse care managers, 15 clinical associates, and 12 clerical associates. Investigators from two evaluation sites interviewed frontline primary care staff separately, and then collaborated on joint analysis of parallel data to develop a broad, comprehensive understanding of global themes impacting team functioning and within-team delegation. We describe four themes key to understanding how resources at the team level supported ability of primary care staff to work as effective, engaged teams. Team-based task delegation was facilitated by demarcated boundaries and collective identity; shared goals and sense of purpose; mature and open communication characterized by psychological safety; and ongoing, intentional role negotiation. Our findings provide a framework for organizations to identify assets already in place to support team functioning, as well as areas in need of improvement. For teams struggling to make practice changes, our results indicate key areas where they may benefit from future support. In addition, this research sheds light on how variation in medical home implementation and outcomes may be associated with variation in team-based task delegation.

Differing perceptions of safety culture across job roles in the ambulatory setting: analysis of the AHRQ Medical Office Survey on Patient Safety Culture.

PubMed

Hickner, John; Smith, Scott A; Yount, Naomi; Sorra, Joann

2016-08-01

Experts in patient safety stress the importance of a shared culture of safety. Lack of consensus may be detrimental to patient safety. This study examines differences in patient safety culture perceptions among providers, management and staff in a large national survey of safety culture in ambulatory practices in the USA. The US Agency for Healthcare Research and Quality Medical Office Survey on Patient Safety Culture (SOPS) assesses perceptions about patient safety issues and event reporting in medical offices (ie, ambulatory practices). Using the 2014 data, we analysed responses from medical offices with at least five respondents. We calculated differences in perceptions of patient safety culture across six job positions (physicians, management, nurse practitioners (NPs)/physician assistants (PAs), nurses, clinical support staff and administrative/clerical staff) for 10 survey composites, the average of the 10 composites and an overall patient safety rating using multivariate hierarchical linear regressions. We analysed data from 828 medical offices with responses from 15 523 providers and staff, with an average 20 completed surveys per medical office (range: 5-367) and an average medical office response rate of 65% (range: 3%-100%). Management had significantly more positive patient safety culture perceptions on nine of 10 composite scores compared with all other job positions, including physicians. The composite that showed the largest difference was Communication Openness; Management (85% positive) was 22% points more positive than other clinical and support staff and administrative/clerical staff. Physicians were significantly more positive than PAs/NPs, nursing staff, other clinical and support staff and administrative/clerical staff on four composites: Communication About Error, Communication Openness, Staff Training and Teamwork, ranging from 3% to 20% points more positive. These findings suggest that managers need to pay attention to the training needs of office staff, since this was an area with one of the greatest gaps in perceptions. In addition, both office managers and physicians need to encourage more open communication. As medical offices innovate to improve value, efficiency and patient-centred care, it is important that they continue to foster shared perceptions about what organisational members need, understanding that those perceptions may differ systematically by job position. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/

Achieving work-life balance in the National Collegiate Athletic Association Division I setting, part I: the role of the head athletic trainer.

PubMed

Mazerolle, Stephanie M; Goodman, Ashley; Pitney, William A

2015-01-01

Supervisor support has been identified as key to the fulfillment of work-life balance for the athletic trainer (AT), yet limited literature exists on the perspectives of supervisors. To investigate how the head AT facilitates work-life balance among staff members within the National Collegiate Athletic Association Division I setting. Qualitative study. Web-based management system. A total of 18 head ATs (13 men, 5 women; age = 44 ± 8 years, athletic training experience = 22 ± 7 years) volunteered for an asynchronous, Web-based interview. Participants responded to a series of questions by journaling their thoughts and experiences. We included multiple-analyst triangulation, stakeholder checks, and peer review to establish data credibility. We analyzed the data via a general inductive approach. Four prevailing themes emerged from the data: modeling work-life balance, encouraging disengagement from the AT role, cooperation and community workplace, and administrative support and understanding. Head ATs at the Division I level recognized the need to promote work-life balance among their staffs. They not only were supportive of policies that promote work-life balance, including spending time away from the role of the AT and teamwork among staff members, but also modeled and practiced the strategies that they promoted.

32 CFR 700.722 - Administration and discipline: Staff unassigned to an administrative command.

Code of Federal Regulations, 2012 CFR

2012-07-01

... to an administrative command. 700.722 Section 700.722 National Defense Department of Defense....722 Administration and discipline: Staff unassigned to an administrative command. (a) When it is not... administration and discipline, the commander may designate an officer of the staff to act as the commanding...

32 CFR 700.722 - Administration and discipline: Staff unassigned to an administrative command.

Code of Federal Regulations, 2010 CFR

2010-07-01

... to an administrative command. 700.722 Section 700.722 National Defense Department of Defense....722 Administration and discipline: Staff unassigned to an administrative command. (a) When it is not... administration and discipline, the commander may designate an officer of the staff to act as the commanding...

32 CFR 700.722 - Administration and discipline: Staff unassigned to an administrative command.

Code of Federal Regulations, 2011 CFR

2011-07-01

... to an administrative command. 700.722 Section 700.722 National Defense Department of Defense....722 Administration and discipline: Staff unassigned to an administrative command. (a) When it is not... administration and discipline, the commander may designate an officer of the staff to act as the commanding...

32 CFR 700.722 - Administration and discipline: Staff unassigned to an administrative command.

Code of Federal Regulations, 2014 CFR

2014-07-01

... to an administrative command. 700.722 Section 700.722 National Defense Department of Defense....722 Administration and discipline: Staff unassigned to an administrative command. (a) When it is not... administration and discipline, the commander may designate an officer of the staff to act as the commanding...

32 CFR 700.722 - Administration and discipline: Staff unassigned to an administrative command.

Code of Federal Regulations, 2013 CFR

2013-07-01

... to an administrative command. 700.722 Section 700.722 National Defense Department of Defense....722 Administration and discipline: Staff unassigned to an administrative command. (a) When it is not... administration and discipline, the commander may designate an officer of the staff to act as the commanding...

Identification of priorities for medication safety in neonatal intensive care.

PubMed

Kunac, Desireé L; Reith, David M

2005-01-01

Although neonates are reported to be at greater risk of medication error than infants and older children, little is known about the causes and characteristics of error in this patient group. Failure mode and effects analysis (FMEA) is a technique used in industry to evaluate system safety and identify potential hazards in advance. The aim of this study was to identify and prioritize potential failures in the neonatal intensive care unit (NICU) medication use process through application of FMEA. Using the FMEA framework and a systems-based approach, an eight-member multidisciplinary panel worked as a team to create a flow diagram of the neonatal unit medication use process. Then by brainstorming, the panel identified all potential failures, their causes and their effects at each step in the process. Each panel member independently rated failures based on occurrence, severity and likelihood of detection to allow calculation of a risk priority score (RPS). The panel identified 72 failures, with 193 associated causes and effects. Vulnerabilities were found to be distributed across the entire process, but multiple failures and associated causes were possible when prescribing the medication and when preparing the drug for administration. The top ranking issue was a perceived lack of awareness of medication safety issues (RPS score 273), due to a lack of medication safety training. The next highest ranking issues were found to occur at the administration stage. Common potential failures related to errors in the dose, timing of administration, infusion pump settings and route of administration. Perceived causes were multiple, but were largely associated with unsafe systems for medication preparation and storage in the unit, variable staff skill level and lack of computerised technology. Interventions to decrease medication-related adverse events in the NICU should aim to increase staff awareness of medication safety issues and focus on medication administration processes.

The Impact of 'Being There': Psychiatric Staff Attitudes on the Use of Restraint.

PubMed

Dahan, Sagit; Levi, Galit; Behrbalk, Pnina; Bronstein, Israel; Hirschmann, Shmuel; Lev-Ran, Shaul

2018-03-01

The practice of mechanically restraining psychiatric patients is constantly under debate, and staff attitudes are considered a central factor influencing restraining practices. The aim of this study was to explore associations between psychiatric staff members' presence and participation in incidences of restraint and attitudes towards mechanical restraints. Staff members (psychiatrists, nurses, paramedical staff; N = 143 working in a government psychiatric hospital in Israel) completed a questionnaire including personal information, participation in incidents of restraint and attitudes towards mechanical restraints. Items were categorized into the following categories: security and care; humiliation and offending; control; order; education and punishment. Compared to those who were not present during restraint, staff members who were present agreed significantly less with statements indicating that restraints are humiliating and offending and agreed more with statements indicating that restraints are used primarily for security and care (p < .05). Among those present in incidences of restraint, staff members who physically participated in restraint agreed significantly more with statements indicating that restraints are a means for security, care and order, and less with statements indicating restraints are humiliating and offending, compared to those present but not physically participating in restraint (p < .05). These findings highlight the importance of proximity of staff members to incidences of restraints. This may have implications in understanding the professional and social discourse concerning mechanical restraints.

Assessing the Impact of a Program Designed to Develop Sustainability Leadership amongst Staff Members in Higher Education Institutes: A Case Study from a Community of Practice Perspective

ERIC Educational Resources Information Center

Alkaher, Iris; Avissar, Ilana

2018-01-01

This study focuses on the impact of a sustainability leadership development program (SLDP) designed to develop staff members as leaders who encourage sustainability practices within institutions of higher education (IHE). Using the framework of community of practice (CoP), we explored the program's contribution by interviewing 16 staff members who…

What Makes for a Successful Re-Integration from a Pupil Referral Unit to Mainstream Education? An Applied Research Project

ERIC Educational Resources Information Center

Lawrence, Nicola

2011-01-01

A qualitative research project was carried out in order to explore the views of Pupil Referral Unit (PRU) and mainstream school staff regarding the process of re-integration of secondary school age pupils from the PRU to mainstream school. The views of 11 PRU staff members, six mainstream staff members and a member of the Behaviour Support Service…

Nursing staff and their team: Impact on intention to leave.

PubMed

Trybou, J; Malfait, S; Gemmel, P; Clays, E

2015-12-01

The aim was to examine the relationship between the quality of team-member exchange experienced by nursing staff and their intention to leave. Job satisfaction and affective organizational commitment are considered as mediators. While the shortage of nurses is a management and policy priority, few studies have studied the relationships between nursing staff and their team, key organizational attitudes, and intentions to leave the organization. A questionnaire was administered to 217 registered nurses and nurse assistants in Belgium. Data were collected in 2012. To analyse the data, descriptive statistics, correlation, regression and path analyses were conducted. Team-member exchange has a positive impact on nursing staff satisfaction and affective commitment. Job satisfaction and affective organizational commitment fully mediated the impact of team-member exchange on nursing staff's intention to leave. This study illustrates the potential benefits of the positive influence of team-member exchange on key organizational attitudes of nursing staff, and the negative influence on intention to leave through affective commitment and job satisfaction. © 2015 International Council of Nurses.

Reflecting on the ethical administration of computerized medical records

NASA Astrophysics Data System (ADS)

Collmann, Jeff R.

1995-05-01

This presentation examines the ethical issues raised by computerized image management and communication systems (IMAC), the ethical principals that should guide development of policies, procedures and practices for IMACS systems, and who should be involved in developing a hospital's approach to these issues. The ready access of computerized records creates special hazards of which hospitals must beware. Hospitals must maintain confidentiality of patient's records while making records available to authorized users as efficiently as possible. The general conditions of contemporary health care undermine protecting the confidentiality of patient record. Patients may not provide health care institutions with information about themselves under conditions of informed consent. The field of information science must design sophisticated systems of computer security that stratify access, create audit trails on data changes and system use, safeguard patient data from corruption, and protect the databases from outside invasion. Radiology professionals must both work with information science experts in their own hospitals to create institutional safeguards and include the adequacy of security measures as a criterion for evaluating PACS systems. New policies and procedures on maintaining computerized patient records must be developed that obligate all members of the health care staff, not just care givers. Patients must be informed about the existence of computerized medical records, the rules and practices that govern their dissemination and given the opportunity to give or withhold consent for their use. Departmental and hospital policies on confidentiality should be reviewed to determine if revisions are necessary to manage computer-based records. Well developed discussions of the ethical principles and administrative policies on confidentiality and informed consent and of the risks posed by computer-based patient records systems should be included in initial and continuing staff system training. Administration should develop ways to monitor staff compliance with confidentiality policies and should assess diligence in maintaining patient record confidentiality as part of staff annual performance evaluations. Ethical management of IMAC systems is the business of all members of the health care team. Computerized patient records management (including IMAC) should be scrutinized as any other clinical medial ethical issue. If hospitals include these processes in their planning for RIS, IMACS, and HIS systems, they should have time to develop institutional expertise on these questions before and as systems are installed rather than only as ethical dilemmas develop during their use.

Motivational climate, staff and members' behaviors, and members' psychological well-being at a national fitness franchise.

PubMed

Brown, Theresa C; Fry, Mary D

2014-06-01

The purpose of this study was to examine the association between members' perceptions of staffs behaviors, motivational climate, their own behaviors, commitment to future exercise, and life satisfaction in a group-fitness setting. The theory-driven hypothesized mediating role of perceptions of the climate was also tested. Members (N = 5,541) of a national group-fitness studio franchise completed a survey regarding their class experiences. The survey included questions that measured participants' perceptions of the motivational climate (caring, task-involving, ego-involving), perceptions of staff's behaviors, their own behaviors, commitment to exercise, and life satisfaction. Structural equation modeling was used to assess both the association between variables and the theoretically driven predictive relationships. The participants perceived the environment as highly caring and task-involving and low ego-involving. They reported high exercise commitment and moderately high life satisfaction and perceived that the staffs and their own behaviors reflected caring, task-involving characteristics. Structural equation modeling demonstrated that those who perceived a higher caring, task-involving climate and lower ego-involving climate were more likely to report more task-involving, caring behaviors among the staff and themselves as well as greater commitment to exercise. In addition, a theory-driven mediational model suggested that staff behaviors may be an antecedent to members' exercise experiences by impacting their perceptions of the climate. The results of this study give direction to specific behaviors in which staff of group-fitness programs might engage to positively influence members' exercise experiences.

Trust Betrayed.

ERIC Educational Resources Information Center

Hardy, Lawrence

2002-01-01

Describes several cases involving the sexual abuse of students by teachers and other staff members; suggests ways school districts can protect their students from abusive staff members, especially pedophiles. (PKP)

QuickStats: Distribution of Long-Term Care Staffing* Hours,(†) by Staff Member Type and Sector - United States, 2014.

PubMed

2016-04-29

In 2014, aides provided more hours of care in the major sectors of long-term care than the other staffing types shown. Aides accounted for 60% of all staffing hours in nursing homes, compared with licensed practical or vocational nurses (21%), registered nurses (13%), activities staff members (5%), and social workers (2%). Aides accounted for 75% of all staffing hours in residential care communities, in contrast to activities staff members (11%), registered nurses (7%), licensed practical or vocational nurses (6%), and social workers (1%). In adult day services centers, aides provided 41% of all staffing hours, followed by activities staff members (32%), registered nurses (12%), licensed practical or vocational nurses (9%), and social workers (6%).

Implementing Non-violent Resistance, a Method to Cope with Aggression in Child and Adolescent Residential Care: Exploration of Staff Members Experiences.

PubMed

van Gink, Kirsten; Visser, Katharina; Popma, Arne; Vermeiren, Robert R J M; van Domburgh, Lieke; van der Stegen, Ber; Jansen, Lucres M C

2018-06-01

Staff members in residential care for youth are frequently confronted with aggressive behaviour, which has adverse effects on their stress levels and work satisfaction. This paper describes a qualitative evaluation to find out how staff members benefit from Non-violent Resistance (NVR), a method to create an aggression mitigating residential climate. Staff members were positive about NVR and reported feeling more relaxed. Most valued aspects of this method were the focus on being a team, delayed response and giving up the illusion of control. However, training and the intention to use NVR isn't enough, high quality implementation and maintenance are crucial. Copyright © 2017 Elsevier Inc. All rights reserved.

Organizational Assessment of Shelter Outreach Plus

DTIC Science & Technology

2003-12-01

and 11 staff members to generate an organizational diagnosis using systems theory as a foundation for improvements. A strategic planning session was...structured interviews were conducted with four Board members and 11 staff members to generate an organizational diagnosis using systems theory as a

20 CFR 633.313 - Administrative staff and personnel standards.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Administrative staff and personnel standards... Administrative staff and personnel standards. The following provisions shall be applicable only to private... request. (b) Each grantee and subgrantee shall insure that its staff recruiting procedures afford adequate...

20 CFR 633.313 - Administrative staff and personnel standards.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false Administrative staff and personnel standards... Administrative staff and personnel standards. The following provisions shall be applicable only to private... request. (b) Each grantee and subgrantee shall insure that its staff recruiting procedures afford adequate...

20 CFR 633.313 - Administrative staff and personnel standards.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false Administrative staff and personnel standards... Administrative staff and personnel standards. The following provisions shall be applicable only to private... request. (b) Each grantee and subgrantee shall insure that its staff recruiting procedures afford adequate...

Necessity of Internal Monitoring for Nuclear Medicine Staff in a Large Specialized Chinese Hospital

PubMed Central

Wang, Hong-Bo; Zhang, Qing-Zhao; Zhang, Zhen; Hou, Chang-Song; Li, Wen-Liang; Yang, Hui; Sun, Quan-Fu

2016-01-01

This work intends to quantify the risk of internal contaminations in the nuclear medicine staff of one hospital in Henan province, China. For this purpose, the criteria proposed by the International Atomic Energy Agency (IAEA) to determine whether it is necessary to conduct internal individual monitoring was applied to all of the 18 nuclear medicine staff members who handled radionuclides. The activity of different radionuclides used during a whole calendar year and the protection measures adopted were collected for each staff member, and the decision as to whether nuclear medicine staff in the hospital should be subjected to internal monitoring was made on the basis of the criteria proposed by IAEA. It is concluded that for all 18 members of the nuclear medicine staff in the hospital, internal monitoring is required. Internal exposure received by nuclear medicine staff should not be ignored, and it is necessary to implement internal monitoring for nuclear medicine staff routinely. PMID:27077874

Necessity of Internal Monitoring for Nuclear Medicine Staff in a Large Specialized Chinese Hospital.

PubMed

Wang, Hong-Bo; Zhang, Qing-Zhao; Zhang, Zhen; Hou, Chang-Song; Li, Wen-Liang; Yang, Hui; Sun, Quan-Fu

2016-04-12

This work intends to quantify the risk of internal contaminations in the nuclear medicine staff of one hospital in Henan province, China. For this purpose, the criteria proposed by the International Atomic Energy Agency (IAEA) to determine whether it is necessary to conduct internal individual monitoring was applied to all of the 18 nuclear medicine staff members who handled radionuclides. The activity of different radionuclides used during a whole calendar year and the protection measures adopted were collected for each staff member, and the decision as to whether nuclear medicine staff in the hospital should be subjected to internal monitoring was made on the basis of the criteria proposed by IAEA. It is concluded that for all 18 members of the nuclear medicine staff in the hospital, internal monitoring is required. Internal exposure received by nuclear medicine staff should not be ignored, and it is necessary to implement internal monitoring for nuclear medicine staff routinely.

Job Satisfaction of Catholic Primary School Staff: A Study of Biographical Differences

ERIC Educational Resources Information Center

De Nobile, John J.; McCormick, John

2008-01-01

Purpose: This study's purpose is to examine the relationships between the biographical characteristics gender, age, years of experience and employment position, and job satisfaction of staff members in Catholic primary schools. Design/methodology/approach: Survey data were collected from 356 staff members from Catholic primary schools. Research…

29 CFR 553.11 - Exclusion for elected officials and their appointees.

Code of Federal Regulations, 2011 CFR

2011-07-01

... secretary to an assistant. (c) In order to qualify as personal staff members or officials in policymaking... employment of employees under civil service, except for cause, is provided. In addition, such personal staff... voters of their jurisdictions. Also excluded under this provision are personal staff members and...

29 CFR 553.11 - Exclusion for elected officials and their appointees.

Code of Federal Regulations, 2013 CFR

2013-07-01

... secretary to an assistant. (c) In order to qualify as personal staff members or officials in policymaking... employment of employees under civil service, except for cause, is provided. In addition, such personal staff... voters of their jurisdictions. Also excluded under this provision are personal staff members and...

29 CFR 553.11 - Exclusion for elected officials and their appointees.

Code of Federal Regulations, 2012 CFR

2012-07-01

... secretary to an assistant. (c) In order to qualify as personal staff members or officials in policymaking... employment of employees under civil service, except for cause, is provided. In addition, such personal staff... voters of their jurisdictions. Also excluded under this provision are personal staff members and...

29 CFR 553.11 - Exclusion for elected officials and their appointees.

Code of Federal Regulations, 2010 CFR

2010-07-01

... secretary to an assistant. (c) In order to qualify as personal staff members or officials in policymaking... employment of employees under civil service, except for cause, is provided. In addition, such personal staff... voters of their jurisdictions. Also excluded under this provision are personal staff members and...

29 CFR 553.11 - Exclusion for elected officials and their appointees.

Code of Federal Regulations, 2014 CFR

2014-07-01

... secretary to an assistant. (c) In order to qualify as personal staff members or officials in policymaking... employment of employees under civil service, except for cause, is provided. In addition, such personal staff... voters of their jurisdictions. Also excluded under this provision are personal staff members and...

NASA/MSFC/NSSTC Science Communication Roundtable

NASA Technical Reports Server (NTRS)

Adams, M. L.; Gallagher, D. L.; Koczor, R.; Six, N. Frank (Technical Monitor)

2002-01-01

The Science Directorate at Marshall Space Flight Center (MSFC) conducts a diverse program of Internet-based science communication through a Science Roundtable process. The Roundtable includes active researchers, writers, NASA public relations staff, educators, and administrators. The Science@NASA award-winning family of Web sites features science, mathematics, and space news to inform, involve, and inspire students and the public about science. We describe here the process of producing stories, results from research to understand the science communication process, and we highlight each member of our Web family.

Implementing a Cardiac Skills Orientation and Simulation Program.

PubMed

Hemingway, Maureen W; Osgood, Patrice; Mannion, Mildred

2018-02-01

Patients with cardiac morbidities admitted for cardiac surgical procedures require perioperative nurses with a high level of complex nursing skills. Orienting new cardiac team members takes commitment and perseverance in light of variable staffing levels, high-acuity patient populations, an active cardiac surgical schedule, and the unpredictability of scheduling patients undergoing cardiac transplantation. At an academic medical center in Boston, these issues presented opportunities to orient new staff members to the scrub person role, but hampered efforts to provide active learning opportunities in a safe environment. As a result, facility personnel created a program to increase new staff members' skills, confidence, and proficiency, while also increasing the number of staff members who were proficient at scrubbing complex cardiac procedures. To address the safe learning requirement, personnel designed a simulation program to provide scrubbing experience, decrease orientees' supervision time, and increase staff members' confidence in performing the scrub person role. © AORN, Inc, 2018.

[Job satisfaction in an Italian university: difference between academic and technical-administrative staff].

PubMed

Ghislieri, Chiara; Colombo, Lara; Molino, Monica; Zito, Margherita; Curzi, Ylenia; Fabbri, Tommaso

2014-01-01

The changes in the academic world led to an increase in job demands and a decrease in the available job resources. In recent years, the positive image of work in academia has gradually blurred. The present study, within the theoretical framework of the job demands-resources model, aimed to analyse the relationship between some job demands (workload, work-family conflict and emotional dissonance) and some job resources (autonomy, supervisors' support and co-workers' support) and job satisfaction in a medium-sized Italian University, by observing the differences between the academic staff (professors and researchers) and the technical-administrative staff The research was conducted by administering a self-report questionnaire which allowed to detect job satisfaction and the mentioned variables. Respondents were 477 (177 from academic staff and 300 from technical-administrative staff). The analysis of variance (independent samples t-test) showed significant differences in variables of interest between academic staff and technical-administrative staff. Multiple regression pointed out that job autonomy is the main determinant of job satisfaction in the academic staff sample, whereas supervisor support is the main determinant of job satisfaction in the technical-administrative staff sample. This research represents one of the first Italian studies on these topics in the academic context and highlights the importance of further in-depth examinations of specific job dynamics for both teaching and technical-administrative staff. Among practical implications, the importance of keeping high levels of job autonomy for academic staff and of fostering an effective leadership development for technical-administrative staff emerged.

The Effects of Disability-Focused Training on the Attitudes and Perceptions of University Staff

ERIC Educational Resources Information Center

Murray, Christopher; Lombardi, Allison; Wren, Carol T.

2011-01-01

This investigation examines the relationship between prior disability-focused training and university staff members' attitudes toward students with learning disabilities (LD). A survey containing items pertaining to prior disability-focused training experiences and attitudes about students with LD was administered to 300 university staff members.…

Training Staff to Implement Brief Stimulus Preference Assessments

ERIC Educational Resources Information Center

Weldy, Christina R.; Rapp, John T.; Capocasa, Kelli

2014-01-01

We trained 9 behavioral staff members to conduct 2 brief preference assessments using 30-min video presentations that contained instructions and modeling. After training, we evaluated each staff member's implementation of the assessments in situ. Results indicated that 1 or 2 training sessions for each method were sufficient for teaching each…

[An analysis of status of personnel in occupational disease prevention and treatment institutions in Hunan Province, China, from 1996 to 2015].

PubMed

Liu, X L; Xiao, Y L; Tang, H Q; Chen, B L; Yang, L H; Xiao, Y L; Lv, S J

2018-01-20

Objective: To analyze the status of personnel in occupational disease prevention and treatment institutions in Hunan Province, China, from 1996 to 2015, to predict staff composition using grey model (GM) (1, 1) , and to provide a scientific basis and reference for optimizing human resource planning of occupational disease prevention and treatment in other provinces and regions and promoting the service capacity of the institutions. Methods: The data of the staff in occupational disease prevention and treatment institutions in Hunan Province, China, from 1996 to 2015 were obtained from the established basic information management system. The descriptive analysis method was used to analyze the dynamic changes in number and composition of the staff and the GM (1, 1) was used to predict the staff composition. Results: The numbers of the staff members in 1996 and 2015 in occupational disease prevention and treatment institutions in Hunan Province, China were 1591 and 1429, respectively. In the twenty years, the main education level of the staff transformed from "technical secondary school education and non-academic qualifications" to "bachelor degree or above and college degree"; the main major of the staff transformed from "other majors" to "public health and clinical medicine"; the proportion of the staff members without professional titles changed from >1/3 to 5%; and the proportions of the staff members with senior, intermediate, and junior professional titles were steadily rising. GM prediction showed that the proportions of highly educated staff members in 2018 and 2020 would be up to 41.00% and 45.61%, respectively; and the proportions of the staff members with a major in public health in 2018 and 2020 would be up to 44.15% and 46.60%, respectively. Conclusion: The staff in occupational disease prevention and treatment institutions in Hunan Province, China, in the twenty years have slight changes in staff size and great improvement in staff quality, which is beneficial to sustainable development of the occupational disease prevention and treatment undertakings. The education level and major will be further optimized in the next five years.

Helping members of a community-based health insurance scheme access quality inpatient care through development of a preferred provider system in rural Gujarat.

PubMed

Ranson, M Kent; Sinha, Tara; Gandhi, Fenil; Jayswal, Rupal; Mills, Anne J

2006-01-01

We describe and analyse the experience of piloting a preferred provider system (PPS) for rural members of Vimo SEWA, a fixed-indemnity, community-based health insurance (CBHI) scheme run by the Self-Employed Women's Association (SEWA). The objectives of the PPS were (i) to facilitate access to hospitalization by providing financial benefits at the time of service utilization; (ii) to shift the burden of compiling a claim away from members and towards Vimo SEWA staff; and (iii) to direct members to inpatient facilities of acceptable quality. The PPS was launched between August and October 2004, in 8 subdistricts covering 15,000 insured. The impact of the scheme was analysed using data from a household survey of claimants and qualitative data from in-depth interviews and focus group discussions. The PPS appears to have been successful in terms of two of the three primary objectives--it has transferred much of the burden of compiling a health Insurance claim onto Vimo SEWA staff, and it has directed members to inpatient facilities with acceptable levels of technical quality (defined in terms of structural Indicators). However, even under the PPS, user fees pose a financial barrier, as the insured have to mobilize funds to cover the costs of medicines, supplies, registration fee, etc. before receipt of cash payment from Vimo SEWA. Other barriers to the success of the PPS were the geographic Inaccessibility of some of the selected hospitals, lack of awareness about the PPS among members and a variety of administrative problems. This pilot project provides useful lessons relating to strategic purchasing by CBHI schemes and, more broadly, managed care in India. In particular, the pragmatic approach taken to assessing hospitals and identifying preferred providers is likely to be useful elsewhere.

Prevalence of Sharing Access Credentials in Electronic Medical Records

PubMed Central

Korach, Tzfania; Shreberk-Hassidim, Rony; Thomaidou, Elena; Uzefovsky, Florina; Ayal, Shahar; Ariely, Dan

2017-01-01

Objectives Confidentiality of health information is an important aspect of the physician patient relationship. The use of digital medical records has made data much more accessible. To prevent data leakage, many countries have created regulations regarding medical data accessibility. These regulations require a unique user ID for each medical staff member, and this must be protected by a password, which should be kept undisclosed by all means. Methods We performed a four-question Google Forms-based survey of medical staff. In the survey, each participant was asked if he/she ever obtained the password of another medical staff member. Then, we asked how many times such an episode occurred and the reason for it. Results A total of 299 surveys were gathered. The responses showed that 220 (73.6%) participants reported that they had obtained the password of another medical staff member. Only 171 (57.2%) estimated how many time it happened, with an average estimation of 4.75 episodes. All the residents that took part in the study (45, 15%) had obtained the password of another medical staff member, while only 57.5% (38/66) of the nurses reported this. Conclusions The use of unique user IDs and passwords to defend the privacy of medical data is a common requirement in medical organizations. Unfortunately, the use of passwords is doomed because medical staff members share their passwords with one another. Strict regulations requiring each staff member to have it's a unique user ID might lead to password sharing and to a decrease in data safety. PMID:28875052

Workplace Bullying in Healthcare: Part 3.

PubMed

Lamberth, By Becky

2015-01-01

As many as 53.5 million American workers have experienced workplace bullying, which can cost organizations an estimated $200 billion annually in lost productivity, increased sick d ays, increased med ical claims, legal costs, and staff turnover. Bullying can occur in any profession, but for many reasons it is most prevalent in healthcare. Bullying behavior in healthcare has been reported and documented in literature for over 35 years. Although physicians are often considered to be the primary culprit of bullying, healthcare bullies can be one any one of the professionals who work in the organization including nurses, radiology technologists, pharmacists, ancillary staff personnel, administrators, or other non-physician staff members. The first installment of the series focused on defining bullying and its impact on the organization. Part 2 discussed three legal protections for the bully to include at-will laws, unions, and bylaws related to physician privileging. The final installment in this series will evaluate specific bully types and implementing processes to address inappropriate behavior.

[Empowerment, stress vulnerability and burnout among Portuguese nursing staff].

PubMed

Orgambídez-Ramos, Alejandro; Borrego-Alés, Yolanda; Ruiz-Frutos, Carlos

2018-01-01

The work environment in Portuguese hospitals, characterized by economic cutbacks, can lead to higher levels of burnout experienced by nursing staff. Furthermore, vulnerability to stress can negatively affect the perception of burnout in the workplace. However, structural empowerment is an organizational process that can prevent and decrease burnout among nurses. Consequently, the aim of the study was to examine to what extent structural empowerment and vulnerability to stress can play a predictive role in core burnout in a sample of Portuguese nurses. A convenience sample of 297 nursing staff members from Portuguese hospitals was used in this study. Core burnout was negatively and significantly related to all the dimensions of structural empowerment, and it was positively and significantly related to vulnerability to stress. Regression models showed that core burnout was significantly predicted by access to funds, access to opportunities and vulnerability to stress. Organizational administrations must make every effort in designing interventions focused on structural empowerment, as well as interventions focused on individual interventions that enhance skills for coping with stress.

Climate Study of the Learning Environment for Faculty, Staff, and Students at a U.S. Dental School: Foundation for Culture Change.

PubMed

Murdoch-Kinch, C A; Duff, R E; Ramaswamy, V; Ester, T V; Sponseller, S A; Seeley, J A

2017-10-01

The aim of this study was to assess the culture and climate for diversity and inclusion and the humanistic learning environment for students, faculty, and staff at the University of Michigan School of Dentistry. From July 2014 to June 2015, two committees of 16 faculty members, staff members, and students, in partnership with trained program evaluators, used a participatory program evaluation (PPE) process to conduct the assessment using key informant interviews, surveys, and focus groups. The topics addressed were humanistic environment, learning environment, diversity and inclusion, microaggressions and bullying, and activities and space. All staff members, all faculty members (both full- and part-time), and all students in all four years were invited to participate in the parallel but distinctive versions of the survey from November 10 to 25, 2014. Response rates for each group were as follows: 50% (318/642) for students, 68% (217/320) for staff, and 40% (147/366) for faculty; numbers responding to individual items varied. Among the respondents, the majority (76% faculty, 67% staff, 80% students) agreed that the environment fostered learning and personal growth and that a humanistic environment was important (97% faculty, 95% staff, 94% students). Many reported having experienced/witnessed a micro-aggression or bullying. Many also reported having "ever had" dissatisfaction with the learning environment (44% faculty, 39% staff, 68% students). The students sought better relationships with the faculty; the staff and faculty members sought opportunities for professional development and mentoring. Recommendations included cultural sensitivity training, courses for interpersonal skills, leadership and team-building efforts, addressing microaggressions and bullying, creating opportunities for collaboration, and increasing diversity of faculty, staff, and students. These recommendations were incorporated into the school's strategic plan. In this study, a utilization-focused PPE process using mixed methods was effective for evaluating the dental school's climate for diversity and inclusion, as well as the learning environment for faculty, staff, and students.

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

The purpose of this report is to summarize the activities of the Analytical Chemistry Laboratory (ACL) at Argonne National Laboratory (ANL) for Fiscal Year (FY) 1993 (October 1992 through September 1993). This annual report is the tenth for the ACL and describes continuing effort on projects, work on new projects, and contributions of the ACL staff to various programs at ANL. The Analytical Chemistry Laboratory is a full-cost-recovery service center, with the primary mission of providing a broad range of analytical chemistry support services to the scientific and engineering programs at ANL. The ACL also has research programs in analyticalmore » chemistry, conducts instrumental and methods development, and provides analytical services for governmental, educational, and industrial organizations. The ACL handles a wide range of analytical problems. Some routine or standard analyses are done, but it is common for the Argonne programs to generate unique problems that require development or modification of methods and adaption of techniques to obtain useful analytical data. The ACL is administratively within the Chemical Technology Division (CMT), its principal ANL client, but provides technical support for many of the technical divisions and programs at ANL. The ACL has four technical groups--Chemical Analysis, Instrumental Analysis, Organic Analysis, and Environmental Analysis--which together include about 45 technical staff members. Talents and interests of staff members cross the group lines, as do many projects within the ACL.« less

Achieving Work-Life Balance in the National Collegiate Athletic Association Division I Setting, Part I: The Role of the Head Athletic Trainer

PubMed Central

Mazerolle, Stephanie M.; Goodman, Ashley; Pitney, William A.

2015-01-01

Context: Supervisor support has been identified as key to the fulfillment of work-life balance for the athletic trainer (AT), yet limited literature exists on the perspectives of supervisors. Objective: To investigate how the head AT facilitates work-life balance among staff members within the National Collegiate Athletic Association Division I setting. Design: Qualitative study. Setting: Web-based management system. Patients or Other Participants: A total of 18 head ATs (13 men, 5 women; age = 44 ± 8 years, athletic training experience = 22 ± 7 years) volunteered for an asynchronous, Web-based interview. Data Collection and Analysis: Participants responded to a series of questions by journaling their thoughts and experiences. We included multiple-analyst triangulation, stakeholder checks, and peer review to establish data credibility. We analyzed the data via a general inductive approach. Results: Four prevailing themes emerged from the data: modeling work-life balance, encouraging disengagement from the AT role, cooperation and community workplace, and administrative support and understanding. Conclusions: Head ATs at the Division I level recognized the need to promote work-life balance among their staffs. They not only were supportive of policies that promote work-life balance, including spending time away from the role of the AT and teamwork among staff members, but also modeled and practiced the strategies that they promoted. PMID:25343530

Burnout and the Library Administrator: Carrier or Cure.

ERIC Educational Resources Information Center

Smith, Nathan M.; And Others

1988-01-01

Discussion of burnout among library personnel includes a susceptibility profile, indicators of burnout, and administrative contributors. Techniques by which administrators can reduce stress are suggested, including participative management; improved communications; staff development; informal staff gatherings; staff meetings; flexible work…

78 FR 5185 - Guidance for Industry and Food and Drug Administration Staff; Humanitarian Use Device (HUD...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-01-24

... DEPARTMENT OF HEALTH AND HUMAN SERVICES Food and Drug Administration [Docket No. FDA-2011-D-0847] Guidance for Industry and Food and Drug Administration Staff; Humanitarian Use Device (HUD) Designations... public comment ``Draft Guidance for Industry and Food and Drug Administration Staff on Humanitarian Use...

Evaluation of Physiology Lectures Conducted by Students: Comparison between Evaluation by Staff and Students

ERIC Educational Resources Information Center

Kommalage, Mahinda; Gunawardena, Sampath

2011-01-01

As a peer-assisted learning process, minilectures on physiology were conducted by students. During this process, students lecture to their colleagues in the presence of faculty staff members. These lectures were evaluated by faculty staff and students simultaneously. The aim of this study was to compare feedback from faculty members and students…

Evaluation of an Efficient Method for Training Staff to Implement Stimulus Preference Assessments

ERIC Educational Resources Information Center

Roscoe, Eileen M.; Fisher, Wayne W.

2008-01-01

We used a brief training procedure that incorporated feedback and role-play practice to train staff members to conduct stimulus preference assessments, and we used group-comparison methods to evaluate the effects of training. Staff members were trained to implement the multiple-stimulus-without-replacement assessment in a single session and the…

Assessing and Increasing Staff Preference for Job Tasks Using Concurrent-Chains Schedules and Probabilistic Outcomes

ERIC Educational Resources Information Center

Reed, Derek D.; DiGennaro Reed, Florence D.; Campisano, Natalie; Lacourse, Kristen; Azulay, Richard L.

2012-01-01

The assessment and improvement of staff members' subjective valuation of nonpreferred work tasks may be one way to increase the quality of staff members' work life. The Task Enjoyment Motivation Protocol (Green, Reid, Passante, & Canipe, 2008) provides a process for supervisors to identify the aversive qualities of nonpreferred job tasks.…

The Degree of Symmetrical among the Teaching Staff at Tafila Technical University

ERIC Educational Resources Information Center

Kraimeen, Hani; Al-Hajaya, Suleiman

2017-01-01

The study was conducted to identify the degree of symmetrical among the teaching staff members at Tafila Technical University. The study community was comprised of all the 239 members of the teaching staff at Tafila Technical University. The study sample was selected by using the stratified random method according to the faculty variable which…

Feasibility and coverage of implementing intermittent preventive treatment of malaria in pregnant women contacting private or public clinics in Tanzania: experience-based viewpoints of health managers in Mkuranga and Mufindi districts

PubMed Central

2013-01-01

Background Evidence on healthcare managers’ experience on operational feasibility of malaria intermittent preventive treatment for malaria during pregnancy (IPTp) using sulphadoxine-pyrimethamine (SP) in Africa is systematically inadequate. This paper elucidates the perspectives of District Council Health Management Team (CHMT)s regarding the feasibility of IPTp with SP strategy, including its acceptability and ability of district health care systems to cope with the contemporary and potential challenges. Methods The study was conducted in Mkuranga and Mufindi districts. Data were collected between November 2005 and December 2007, involving focus group discussion (FGD) with Mufindi CHMT and in-depth interviews were conducted with few CHMT members in Mkuranga where it was difficult to summon all members for FGD. Results Participants in both districts acknowledged the IPTp strategy, considering the seriousness of malaria in pregnancy problem; government allocation of funds to support healthcare staff training programmes in focused antenatal care (fANC) issues, procuring essential drugs distributed to districts, staff remuneration, distribution of fANC guidelines, and administrative activities performed by CHMTs. The identified weaknesses include late arrival of funds from central level weakening CHMT’s performance in health supervision, organising outreach clinics, distributing essential supplies, and delivery of IPTp services. Participants anticipated the public losing confidence in SP for IPTp after government announced artemither-lumefantrine (ALu) as the new first-line drug for uncomplicated malaria replacing SP. Role of private healthcare staff in IPTp services was acknowledged cautiously because CHMTs rarely supplied private clinics with SP for free delivery in fear that clients would be required to pay for the SP contrary to government policy. In Mufindi, the District Council showed a strong political support by supplementing ANC clinics with bottled water; in Mkuranga such support was not experienced. A combination of health facility understaffing, water scarcity and staff non-adherence to directly observed therapy instructions forced healthcare staff to allow clients to take SP at home. Need for investigating in improving adherence to IPTp administration was emphasised. Conclusion High acceptability of the IPTp strategy at district level is meaningless unless necessary support is assured in terms of number, skills and motivation of caregivers and availability of essential supplies. PMID:24079911

Multiple perspectives on mental health outcome: needs for care and service satisfaction assessed by staff, patients and family members.

PubMed

Lasalvia, Antonio; Boggian, Ileana; Bonetto, Chiara; Saggioro, Violetta; Piccione, Gabriella; Zanoni, Cristiana; Cristofalo, Doriana; Lamonaca, Dario

2012-07-01

Community-based mental health care requires the involvement of staff, patients, and their family members when both planning intervention programmes and evaluating mental health outcomes. The present study aimed to compare the perceptions of these three groups on two important subjective mental health outcome measures--needs for care and service satisfaction--to identify potential areas of discrepancy. The sample consisted of patients with a DSM diagnosis of psychosis and attending either outpatient or day centres operating in a community-based care system. Staff, patients and family members were assessed by using the CAN and the VSSS to evaluate, respectively, needs for care and service satisfaction. Kappa statistics were computed to assess agreement in the three groups. Patients identified significantly fewer basic (e.g. daytime activities, food, accommodation) and functioning needs (e.g. self-care, looking after home, etc.) than staff or family members. Only fair levels of agreement were found in the three groups (average kappa was 0.48 for staff and patients, 0.54 for staff and family members, and 0.45 for patients and relatives), with patients and family members showing more areas of discrepancies in both needs and service satisfaction. These findings provide further support for the idea that mental health services should routinely involve patients and their relatives when planning and evaluating psychiatric intervention and that this policy is a premise for developing a partnership care model.

Workplace Violence and Perceptions of Safety Among Emergency Department Staff Members: Experiences, Expectations, Tolerance, Reporting, and Recommendations.

PubMed

Copeland, Darcy; Henry, Melissa

Workplace violence (WPV) is a widely recognized problem in emergency departments (EDs). The majority of WPV studies do not include nonclinical staff and do not address expectations of violence, tolerance to violence, or perceptions of safety. Among a multidisciplinary sample of ED staff members, specific study aims were to (a) describe exposure to WPV; (b) describe perceptions of safety, tolerance to violence, and expectation of violence; (c) describe reporting behaviors and perceived barriers to reporting violence; (d) examine relationships between demographic variables, experiences of violence, tolerance to violence, perceptions of safety, and reporting behaviors; and (e) identify perceptions of viable interventions to improve workplace safety. A cross-sectional design was used to survey ED staff members in a Level 1 Shock Trauma center. Eleven disciplines were represented in 147 completed surveys; 88% of respondents reported exposure to WPV in the previous 6 months. Members of every discipline reported exposure to WPV; 98% of the sample felt safe at work and 64% felt violence was an expected part of the job. Most violence was not reported, primarily because "nobody was hurt." Emergency department staff members expected and experienced violence; nevertheless, there was a widespread perception of safety. Perceptions of safety and reasons for not reporting did not mirror previous findings. The WPV exposure is not isolated to clinical staff members and occurs even when prevention strategies are in place. The definition of WPV and the individual's interpretation of the event might preclude reporting.

Characteristics of Interruptions During Medication Administration:An Integrative Review of Direct Observational Studies.

PubMed

Schroers, Ginger

2018-06-26

The purpose of this review was to synthesize and summarize data gathered by direct observation of the characteristics of interruptions in the context of nursing medication administration in hospital settings. Interruptions are prevalent during the medication administration process performed by nurses in hospital settings and have been found to be associated with an increase in frequency and severity of nursing medication administration errors. In addition, interruptions decrease task efficiency, leading to longer medication administration completion times. Integrative review. The electronic databases Cumulative Index of Nursing and Allied Health Literature (CINAHL), PubMED, PsyARTICLES, and Google Scholar were searched using the terms "interruptions" AND "medication administration" AND "direct observation". Nine articles met the inclusion criteria. Interruptions are likely to occur at least once during nursing medication administration processes in hospital settings. This finding applies to medication administered to one patient, termed a medication pass, and medication administered to multiple patients, termed a mediation round. Interruptions are most commonly caused by another nurse, staff member, or are self-initiated, and last approximately one minute in length. A raised awareness among staff of the most common sources of interruptions may encourage changes that lead to a decrease in the occurrence of interruptions. In addition, nurse leaders can apply an understanding of the common characteristics of interruptions to guide research, policies, and educational methods aimed at interruption management strategies. The findings from this review can be used to guide the identification and development of targeted interventions and strategies that would have the most substantial impact to reduce and manage interruptions during medication administration. Interruption management strategies have the potential to lead to a decrease in medication errors and an increase in task efficiency. This article is protected by copyright. All rights reserved. This article is protected by copyright. All rights reserved.

1978-79 Directory of Physics & Astronomy Staff Members.

ERIC Educational Resources Information Center

American Inst. of Physics, New York, NY.

This directory gives names, addresses, and telephone numbers of staff members of astronomy and physics departments. The listings are made under the following headings: (1) American Institute of Physics and its member societies; (2) geographic listing of academic institutions and faculty - U.S., Canada, Mexico, and Central America; (3) U.S.…

[Applying situational leadership in emergency nursing].

PubMed

Wehbe, Grasiela; Galvão, Cristina Maria; Galvão, Maria Cristina

2005-01-01

This study aimed to identify the correspondence of opinions between nurses and nursing staff members who work at the emergency unit regarding the leadership style performed by nurses and the style nurses must adopt considering the maturity level of nursing staff members and the care provided at the unit. Situational Leadership was adopted as a theoretical reference framework. In order to achieve these goals, instruments were elaborated and applied to 24 research participants. Results demonstrated that the leadership style nurses most frequently perform was E3 (participating), and that nurses should adopt leadership style E4 (delegating) in view of the nursing staff's level of maturity, suggesting that staff members present a high level of maturity (M4).

32 CFR 700.720 - Administration and discipline: Staff embarked.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 32 National Defense 5 2011-07-01 2011-07-01 false Administration and discipline: Staff embarked... discipline: Staff embarked. In matters of general discipline, the staff of a commander embarked and all enlisted persons serving with the staff shall be subject to the internal regulations and routine of the...

32 CFR 700.720 - Administration and discipline: Staff embarked.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 32 National Defense 5 2014-07-01 2014-07-01 false Administration and discipline: Staff embarked... discipline: Staff embarked. In matters of general discipline, the staff of a commander embarked and all enlisted persons serving with the staff shall be subject to the internal regulations and routine of the...

32 CFR 700.720 - Administration and discipline: Staff embarked.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 32 National Defense 5 2012-07-01 2012-07-01 false Administration and discipline: Staff embarked... discipline: Staff embarked. In matters of general discipline, the staff of a commander embarked and all enlisted persons serving with the staff shall be subject to the internal regulations and routine of the...

7 CFR 1700.27 - Chief of Staff.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 7 Agriculture 11 2014-01-01 2014-01-01 false Chief of Staff. 1700.27 Section 1700.27 Agriculture... GENERAL INFORMATION Agency Organization and Functions § 1700.27 Chief of Staff. The Chief of Staff aids and assists the Administrator and the Deputy Administrator. The Chief of Staff advises the...

7 CFR 1700.27 - Chief of Staff.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 7 Agriculture 11 2012-01-01 2012-01-01 false Chief of Staff. 1700.27 Section 1700.27 Agriculture... GENERAL INFORMATION Agency Organization and Functions § 1700.27 Chief of Staff. The Chief of Staff aids and assists the Administrator and the Deputy Administrator. The Chief of Staff advises the...

32 CFR 700.720 - Administration and discipline: Staff embarked.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 32 National Defense 5 2013-07-01 2013-07-01 false Administration and discipline: Staff embarked... discipline: Staff embarked. In matters of general discipline, the staff of a commander embarked and all enlisted persons serving with the staff shall be subject to the internal regulations and routine of the...

7 CFR 1700.27 - Chief of Staff.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 7 Agriculture 11 2011-01-01 2011-01-01 false Chief of Staff. 1700.27 Section 1700.27 Agriculture... GENERAL INFORMATION Agency Organization and Functions § 1700.27 Chief of Staff. The Chief of Staff aids and assists the Administrator and the Deputy Administrator. The Chief of Staff advises the...

32 CFR 700.720 - Administration and discipline: Staff embarked.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 32 National Defense 5 2010-07-01 2010-07-01 false Administration and discipline: Staff embarked... discipline: Staff embarked. In matters of general discipline, the staff of a commander embarked and all enlisted persons serving with the staff shall be subject to the internal regulations and routine of the...

7 CFR 1700.27 - Chief of Staff.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 7 Agriculture 11 2013-01-01 2013-01-01 false Chief of Staff. 1700.27 Section 1700.27 Agriculture... GENERAL INFORMATION Agency Organization and Functions § 1700.27 Chief of Staff. The Chief of Staff aids and assists the Administrator and the Deputy Administrator. The Chief of Staff advises the...

7 CFR 1700.27 - Chief of Staff.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 7 Agriculture 11 2010-01-01 2010-01-01 false Chief of Staff. 1700.27 Section 1700.27 Agriculture... GENERAL INFORMATION Agency Organization and Functions § 1700.27 Chief of Staff. The Chief of Staff aids and assists the Administrator and the Deputy Administrator. The Chief of Staff advises the...

Transmission of Staphylococcus aureus from maternity unit staff members to newborns disclosed through spa typing.

PubMed

Matussek, Andreas; Taipalensuu, Jan; Einemo, Ing-Marie; Tiefenthal, Malena; Löfgren, Sture

2007-03-01

We observed previously that newborn infants are colonized with Staphylococcus aureus, even if their mothers do not carry S aureus. This observation indicated a cross colonization, and, thus, a risk for nosocomial infection, although the infants are roomed in with their mothers. The S aureus colonization of infants, their parents, and staff members was measured at 3 maternity units. Possible transmission routes were determined using spa typing of S aureus isolates. Infants had the highest S aureus carriage (45%) compared with fathers (39%), mothers (27%), and staff members (27%). In 13 out of 44 colonized infants, transmission from staff members was indicated. This transmission was more frequent than was transmission from their own parents (11 cases), and occurred even in cases when parents were colonized with S aureus of other spa types. We confirm a high level of transmission of S aureus from staff members to infants, indicating a risk for patient safety, which necessitates continuing work with implementing scientific evidence for infection control. The spa typing is a rapid and valuable epidemiological tool, and it can be used in improving hospital hygiene control programs.

The (In)Convenience of Care in Preschool Education: Examining Staff Views on Educare

ERIC Educational Resources Information Center

Van Laere, Katrien; Vandenbroeck, Michel

2018-01-01

It is generally accepted that Early Childhood Education and Care should adopt a holistic view on education, in which education and care are inseparable concepts. Perspectives of staff members themselves are, however, often absent in these educare debates. We conducted six video-elicited focus groups with various preschool staff members (n = 69) in…

[Effects of an intensive therapy program for behaviorally disordered mentally handicapped patients on staff personnel in residential care].

PubMed

Elbing, U; Rohmann, U H

1994-03-01

This study evaluates the effects of an intensive therapy program designed for mentally handicapped persons with severely disturbed or autistic behavior on their staff personal which had an active role in the program. The staff members rated their professional competence, quality of interaction with the client, team culture and work satisfaction before and after being engaged in the program, with additional ratings of their personal aims at the beginning of the program. Three sets of data were obtained with the program being conducted three times in a row. The testings of the related as well as the independent samples show differentiated program effects. The main effect is an increase of the professional competence and quality of interaction, especially by the qualified staff members. Trainees put emphasis on the development of their personal relationship with the client. The results are discussed in terms of the impact of learning processes specific to the roles of the staff members and motivational factors on learning and therapy outcome, along with institutional conditions influencing successful learning. Thus the program facilitates the professional and interpersonal learning process of staff members in a specific way with success as well as with limitations.

Capacity building of midwifery faculty to implement a 3-years midwifery diploma curriculum in Bangladesh: A process evaluation of a mentorship programme.

PubMed

Erlandsson, Kerstin; Doraiswamy, Sathyanarayanan; Wallin, Lars; Bogren, Malin

2018-03-01

When a midwifery diploma-level programme was introduced in 2010 in Bangladesh, only a few nursing faculty staff members had received midwifery diploma-level. The consequences were an inconsistency in interpretation and implementation of the midwifery curriculum in the midwifery programme. To ensure that midwifery faculty staff members were adequately prepared to deliver the national midwifery curriculum, a mentorship programme was developed. The aim of this study was to examine feasibility and adherence to a mentorship programme among 19 midwifery faculty staff members who were lecturing the three years midwifery diploma-level programme at ten institutes/colleges in Bangladesh. The mentorship programme was evaluated using a process evaluation framework: (implementation, context, mechanisms of impact and outcomes). An online and face-to-face blended mentorship programme delivered by Swedish midwifery faculty staff members was found to be feasible, and it motivated the faculty staff members in Bangladesh both to deliver the national midwifery diploma curriculum as well as to carry out supportive supervision for midwifery students in clinical placement. First, the Swedish midwifery faculty staff members visited Bangladesh and provided a two-days on-site visit prior to the initiation of the online part of the mentorship programme. The second on-site visit was five-days long and took place at the end of the programme, that being six to eight months from the first visit. Building on the faculty staff members' response to feasibility and adherence to the mentorship programme, the findings indicate opportunities for future scale-up to all institutes/collages providing midwifery education in Bangladesh. It has been proposed that a blended online and face-to-face mentorship programme may be a means to improving national midwifery programmes in countries where midwifery has only recently been introduced. Copyright © 2018. Published by Elsevier Ltd.

Contact Us, Department of Vertebrate Zoology, NMNH

Science.gov Websites

Contact Us NMNH Home › Research & Collections › Vertebrate Zoology › Contact Us Contacting Individual Staff Members: To contact members of the Department of Vertebrate Zoology please go to the Staff page. Most members will be linked to their own webpage that contains contact information, research

Federal Employees Health Benefits Program: members of Congress and Congressional staff. Final rule.

PubMed

2013-10-02

The U.S. Office of Personnel Management (OPM) is issuing a final rule to amend the Federal Employees Health Benefits (FEHB) Program regulations regarding coverage for Members of Congress and congressional staff.

A look from the inside: balancing custody and treatment in a juvenile maximum-security facility.

PubMed

Inderbitzin, Michelle

2007-06-01

This article is based on an ethnographic study of a cottage for violent offenders in one state's maximum-security training school. Staff members working in the cottage were the institution's front line in its attempts to hold the youth accountable for their crimes while also trying to resocialize and rehabilitate young men who were growing up with few conforming role models. As such, cottage staff members were put in the difficult position of juggling their roles as corrections officers, counselors, and surrogate parents. To effectively do their job, they had to find ways to balance the rhetoric of rehabilitation with the punitive reality of daily life in the institution. This article details the juvenile justice career paths of the staff members in the cottage and provides a sociological analysis of the roles, responsibilities, and interactions of the staff members with each other and with the young men in their care.

Successful control of nosocomial transmission of the USA300 clone of community-acquired meticillin-resistant Staphylococcus aureus in a UK paediatric burns centre.

PubMed

Patel, M; Thomas, H C; Room, J; Wilson, Y; Kearns, A; Gray, J

2013-08-01

An outbreak of the PVL-positive USA300 clone of community-acquired meticillin-resistant Staphylococcus aureus (CA-MRSA) occurred in a UK paediatric burns centre from January to February 2010. Four patients, two staff members and one family member of a patient were affected. The outbreak strain had similar antibiotic susceptibilities to other MRSA seen in the hospital, and was only identified when a patient and a staff member presented simultaneously with skin infections. Infection control measures included screening and decolonization of staff and patients, environmental sampling and enhanced cleaning. Isolation of the outbreak strain from an asymptomatic staff member and the environment demonstrates the potential for CA-MRSA to survive and become endemic in UK hospitals. Copyright © 2013 The Healthcare Infection Society. Published by Elsevier Ltd. All rights reserved.

Nursing home staff members' subjective frames of reference on residents' achievement of ego integrity: A Q-methodology study.

PubMed

Lim, Sun-Young; Chang, Sung-Ok

2018-01-01

To discover the structure of the frames of reference for nursing home staff members' subjective judgment of residents' achievement of ego integrity. Q-methodology was applied. Twenty-eight staff members who were working in a nursing home sorted 34 Q-statements into the shape of a normal distribution. A centroid factor analysis and varimax rotation, using the PQ-method program, revealed four factors: identifying clues to residents' positive acceptance of their whole life span, identifying residents' ways of enjoying their current life, referencing residents' attitudes and competencies toward harmonious relationships, and identifying residents' integrated efforts to establish self-esteem. These subjective frames of reference need to be investigated in order to improve the relationships with nursing home residents and their quality of life. Consequently, the fundamental monitoring tools to help staff members make subjective judgments can be formed. © 2017 Japan Academy of Nursing Science.

Clearing the Air About Surgical Smoke: An Education Program.

PubMed

Chavis, Sherry; Wagner, Vicki; Becker, Melanie; Bowerman, Mercelita I; Jamias, Mary Shirley

2016-03-01

Evidence of the harmful effects of surgical smoke has been recognized in the literature and by professional organizations for many years, yet surgical smoke continues to pose a safety hazard for patients and perioperative personnel. A team of perioperative nurses and educators sought to improve compliance with policies and procedures for surgical smoke management in the OR. The team quantified smoke-evacuator use, assessed staff members' knowledge using a pre-education survey, and presented a three-part multimodal education program. The team conducted a posteducation survey that showed significant improvement in staff members' knowledge. Ninety-day postimplementation quantitative data showed a 14.6% increase in surgical smoke-evacuation use. This educational initiative increased staff members' awareness about reducing the presence of surgical smoke in the OR and helped ensure a safer environment for patients, staff members, and the surgical team. Copyright © 2016 AORN, Inc. Published by Elsevier Inc. All rights reserved.

Error, stress, and teamwork in medicine and aviation: cross sectional surveys

NASA Technical Reports Server (NTRS)

Sexton, J. B.; Thomas, E. J.; Helmreich, R. L.

2000-01-01

OBJECTIVES: To survey operating theatre and intensive care unit staff about attitudes concerning error, stress, and teamwork and to compare these attitudes with those of airline cockpit crew. DESIGN:: Cross sectional surveys. SETTING:: Urban teaching and non-teaching hospitals in the United States, Israel, Germany, Switzerland, and Italy. Major airlines around the world. PARTICIPANTS:: 1033 doctors, nurses, fellows, and residents working in operating theatres and intensive care units and over 30 000 cockpit crew members (captains, first officers, and second officers). MAIN OUTCOME MEASURES:: Perceptions of error, stress, and teamwork. RESULTS:: Pilots were least likely to deny the effects of fatigue on performance (26% v 70% of consultant surgeons and 47% of consultant anaesthetists). Most pilots (97%) and intensive care staff (94%) rejected steep hierarchies (in which senior team members are not open to input from junior members), but only 55% of consultant surgeons rejected such hierarchies. High levels of teamwork with consultant surgeons were reported by 73% of surgical residents, 64% of consultant surgeons, 39% of anaesthesia consultants, 28% of surgical nurses, 25% of anaesthetic nurses, and 10% of anaesthetic residents. Only a third of staff reported that errors are handled appropriately at their hospital. A third of intensive care staff did not acknowledge that they make errors. Over half of intensive care staff reported that they find it difficult to discuss mistakes. CONCLUSIONS: Medical staff reported that error is important but difficult to discuss and not handled well in their hospital. Barriers to discussing error are more important since medical staff seem to deny the effect of stress and fatigue on performance. Further problems include differing perceptions of teamwork among team members and reluctance of senior theatre staff to accept input from junior members.

Error, stress, and teamwork in medicine and aviation: cross sectional surveys

PubMed Central

Sexton, J Bryan; Thomas, Eric J; Helmreich, Robert L

2000-01-01

Objectives: To survey operating theatre and intensive care unit staff about attitudes concerning error, stress, and teamwork and to compare these attitudes with those of airline cockpit crew. Design: Cross sectional surveys. Setting: Urban teaching and non-teaching hospitals in the United States, Israel, Germany, Switzerland, and Italy. Major airlines around the world. Participants: 1033 doctors, nurses, fellows, and residents working in operating theatres and intensive care units and over 30 000 cockpit crew members (captains, first officers, and second officers). Main outcome measures: Perceptions of error, stress, and teamwork. Results: Pilots were least likely to deny the effects of fatigue on performance (26% v 70% of consultant surgeons and 47% of consultant anaesthetists). Most pilots (97%) and intensive care staff (94%) rejected steep hierarchies (in which senior team members are not open to input from junior members), but only 55% of consultant surgeons rejected such hierarchies. High levels of teamwork with consultant surgeons were reported by 73% of surgical residents, 64% of consultant surgeons, 39% of anaesthesia consultants, 28% of surgical nurses, 25% of anaesthetic nurses, and 10% of anaesthetic residents. Only a third of staff reported that errors are handled appropriately at their hospital. A third of intensive care staff did not acknowledge that they make errors. Over half of intensive care staff reported that they find it difficult to discuss mistakes. Conclusions: Medical staff reported that error is important but difficult to discuss and not handled well in their hospital. Barriers to discussing error are more important since medical staff seem to deny the effect of stress and fatigue on performance. Further problems include differing perceptions of teamwork among team members and reluctance of senior theatre staff to accept input from junior members. PMID:10720356

Exploring leadership and team communication within the organizational environment of a dental practice.

PubMed

Chilcutt, Alexa Stough

2009-10-01

A lack of training in leadership and communication skills can place dentists at a disadvantage, leading to high degrees of staff-related stress and turnover. A dentist's leadership style directly affects an office's communication practices, and specific leadership behaviors affect the degree of team identity, interdependence and social distance (a measure of the influential power of team members). The author recruited 10 dental offices to take part in a study. Qualitative methods included in-depth interviews of one dentist, one senior staff member and one newer staff member from each office. The interview findings show that clear and definable relationships exist between leadership behaviors--hierarchical or team-oriented organizational perspectives, proactive or laissez-faire leadership styles, and autocratic or participative decision-making processes--and the team's communication practices. Decision-making processes directly affect the degree of team identification experienced by staff members, and conflict-management tactics affect team members' sense of interdependence and social distance. The findings of this study indicate that dentists should engage in participative decision-making processes that include staff members, thereby communicating their value to the practice and empowering employees. They also must become proactive in facilitating an environment that encourages collaboration and confrontation as healthy forms of conflict management. These leadership and communication behaviors are the most significant in creating a real rather than nominal team culture, which, in turn, leads to increased overall productivity, an enhanced level of services provided to patients and improved team member satisfaction.

[THE IMPACT OF ACCREDITATION - ACHIEVEMENTS, BENEFITS AND BARRIERS: COMPARING THE VIEWPOINTS OF THE PROCESS LEADERS AND THE HOSPITAL STAFF].

PubMed

Tal, Orna; Rassin, Michal

2018-05-01

Evaluating the impact of the accreditation process on the basis of achievements, benefits and barriers from the viewpoint of leaders of the hospital accreditation in comparison to the hospital staff members. The implementation of standards for accreditation aim to improve the safety and quality of treatment. Partaking in this process has raised dilemmas regarding the actual benefits of accreditation in relation to the efforts invested in its achievement. Examining the standpoints of leaders of the process can reflect on the influence of this mechanism both on hospital activity and on hospital staff. A survey was conducted among two groups: The first group, the JCI accreditation leaders group, included 35 participants (the steering committee, 15 chapter heads and the hospital management); and 71 participants from the extended headquarters (senior physicians, nurses and administration staff). The second group included 564 hospital personnel from the medical, nursing, alternative medicine, administrators and housekeeping staff. The questionnaire included 46 statements in five fields: the effectiveness and benefit from the process, weaknesses, barriers, leadership and administration of the accreditation. All the respondents to the survey perceived the process as a leverage for implementing significant changes in all levels of the organization. There were high levels of agreement on the benefit of the process regarding the effective and affective contribution - high morale, feelings of accomplishment and team pride, improvement in communication, cooperation and social cohesion. The weaknesses of the process, including financial costs, bureaucracy, paper overflow and work overload, were awarded relatively low scores. The advantages of the process were ranked high in both groups; the accreditation leaders group attributed the process benefits to the organization as a whole, ranking it significantly higher, as well as for the individual. The hospital staff rated as significantly higher: the contribution of the process on the department level and the opportunity to promote accomplishments that were not reached in the past. The survey raised organizational discussion which minimized the objections to the process of change. Focusing on chosen aspects bridged between managers and on-site staff to find effective solutions. In order to promote successful inter-organizational processes the hospital requires both leadership and a well-formulated strategic program. The secondary gains from the broad process encompassing the whole organization, such as in the case of accreditation, are expressed in the form of social cohesion, cooperation, group pride and high staff morale.

77 FR 20825 - Guidance for Industry and Food and Drug Administration Staff; User Fees for 513(g) Requests for...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-04-06

...] Guidance for Industry and Food and Drug Administration Staff; User Fees for 513(g) Requests for Information... Administration (FDA) is announcing the availability of the guidance entitled ``Guidance for Industry and Food and... ``Guidance for Industry and Food and Drug Administration Staff; User Fees for 513(g) Requests for Information...

Assessment of bedside transfusion practices at a tertiary care center: A step closer to controlling the chaos

PubMed Central

Khetan, Dheeraj; Katharia, Rahul; Pandey, Hem Chandra; Chaudhary, Rajendra; Harsvardhan, Rajesh; Pandey, Hemchandra; Sonkar, Atul

2018-01-01

BACKGROUND: Blood transfusion chain can be divided into three phases: preanalytical (patient bedside), analytical (steps done at transfusion services), and postanalytical (bedside). Majority (~70%) of events due to blood transfusion have been attributed to errors in bedside blood administration practices. Survey of bedside transfusion practices (pre-analytical and post analytical phase) was done to assess awareness and compliance to guidelines regarding requisition and administration of blood components. MATERIALS AND METHODS: Interview-based questionnaire of ward staff and observational survey of actual transfusion of blood components in total 26 wards of the institute was carried out during November–December 2013. All the collected data were coded (to maintain confidentiality) and analyzed using SPSS (v 20). For analysis, wards were divided into three categories: medical, surgical, and others (including all intensive care units). RESULTS: A total of 104 (33 resident doctors and 71 nursing) staff members were interviewed and observational survey could be conducted in 25 wards during the study period. In the preanalytical phase, major issues were as follows: lack of awareness for institute guidelines (80.6% not aware), improper sampling practices (67.3%), and prescription related (56.7%). In the postanalytical phase, major issues were found to be lack of consent for blood transfusion (72%), improper warming of blood component (~80%), and problems in storage and discarding of blood units. CONCLUSION: There is need to create awareness about policies and guidelines of bed side transfusion among the ward staff. Regular audits are necessary for compliance to guidelines among clinical staff. PMID:29563672

Recommendations for a Brief International Cognitive Assessment for Multiple Sclerosis (BICAMS).

PubMed

Langdon, D W; Amato, M P; Boringa, J; Brochet, B; Foley, F; Fredrikson, S; Hämäläinen, P; Hartung, H-P; Krupp, L; Penner, I K; Reder, A T; Benedict, R H B

2012-06-01

Cognitive impairment in MS impacts negatively on many patients at all disease stages and in all subtypes. Full clinical cognitive assessment is expensive, requiring expert staff and special equipment. Test versions and normative data are not available for all languages and cultures. To recommend a brief cognitive assessment for multiple sclerosis (MS) that is optimized for small centers, with one or few staff members, who may not have neuropsychological training and constructed to maximize international use. An expert committee of twelve members representing the main cultural groups that have so far contributed considerable data about MS cognitive dysfunction was convened. Following exhaustive literature review, peer-reviewed articles were selected to cover a broad spectrum of cultures and scales that targeted cognitive domains vulnerable to MS. Each was rated by two committee members and candidates scales were rated on psychometric qualities (reliability, validity, and sensitivity), international application, ease of administration, feasibility in the specified context, and acceptability to patients. The committee recommended the Symbol Digit Modalities Test, if only 5 minutes was available, with the addition of the California Verbal Learning Test - Second Edition and the Brief Visuospatial Memory Test - Revised learning trials if a further 10 minutes could be allocated for testing. A brief cognitive assessment for MS has been recommended. A validation protocol has been prepared for language groups and validation studies have commenced.

Identifying weaknesses in undergraduate programs within the context input process product model framework in view of faculty and library staff in 2014.

PubMed

Neyazi, Narges; Arab, Mohammad; Farzianpour, Freshteh; Mahmoudi, Mahmood

2016-06-01

Objective of this research is to find out weaknesses of undergraduate programs in terms of personnel and financial, organizational management and facilities in view of faculty and library staff, and determining factors that may facilitate program quality-improvement. This is a descriptive analytical survey research and from purpose aspect is an application evaluation study that undergraduate groups of selected faculties (Public Health, Nursing and Midwifery, Allied Medical Sciences and Rehabilitation) at Tehran University of Medical Sciences (TUMS) have been surveyed using context input process product model in 2014. Statistical population were consist of three subgroups including department head (n=10), faculty members (n=61), and library staff (n=10) with total population of 81 people. Data collected through three researcher-made questionnaires which were based on Likert scale. The data were then analyzed using descriptive and inferential statistics. Results showed desirable and relatively desirable situation for factors in context, input, process, and product fields except for factors of administration and financial; and research and educational spaces and equipment which were in undesirable situation. Based on results, researcher highlighted weaknesses in the undergraduate programs of TUMS in terms of research and educational spaces and facilities, educational curriculum, administration and financial; and recommended some steps in terms of financial, organizational management and communication with graduates in order to improve the quality of this system.

Thinking on your feet: understanding the immediate responses of staff to adults who challenge intellectual disability services.

PubMed

Ravoux, Peggy; Baker, Peter; Brown, Hilary

2012-05-01

A gap prevails between the conceptualization of good practice in challenging behaviour management and its implementation in intellectual disability services. This study aimed to investigate staff members' perspectives of managing clients with challenging behaviours in residential services. Semi-structured interviews were conducted with eleven staff in two services. Additionally, service documents on challenging behaviour management were examined in these services. A qualitative methodology was used to investigate staff members' immediate responses to clients' difficult behaviours and their decision-making processes. The immediate responses of staff were conceptualized as the result of complex appraisals shaped by their service context involving the core processes of making the right choice and prioritizing the best interests of all involved. Staff members' responses were understood as a dynamic and retroactive process, where their past and current challenging behaviour management experiences in the service influenced their responses to clients in the future. © 2011 Blackwell Publishing Ltd.

Staff members' perceived training needs regarding sexuality in residential aged care facilities.

PubMed

Villar, Feliciano; Celdrán, Montserrat; Fabà, Josep; Serrat, Rodrigo

2017-01-01

The purpose of the article is to ascertain if staff members of residential aged care facilities (RACF) perceive the need for training regarding residents' sexuality, and what, if any, benefits from the training were perceived, and to compare perceived benefits of training between care assistants and professional/managerial staff. Interviews were conducted with 53 staff members of five different RACF in Spain. Their responses to two semistructured questions were transcribed verbatim and submitted to content analysis. Results show that most interviewees said they lacked training about sexuality and aging. Two potential highlighted benefits of the training are knowledge/attitudinal (countering negative attitudes regarding sexuality) and procedural (developing common protocols and tools to manage situations related to sexuality). Care assistants and professional staff agreed on the need for training, though the former emphasized the procedural impact and the latter the knowledge/attitudinal benefits. The results suggest that RACF staff should have an opportunity to receive training on residents' sexuality, as sexual interest and behavior is a key dimension of residents' lives.

The Training Process of the Organization Development and Training Office

NASA Technical Reports Server (NTRS)

Johnson, Melissa S.

2004-01-01

The Organization Development and Training Office provides training and development opportunities to employees at NASA Glenn Research Center, as a division of the Office of Human Resources and Workforce Planning. Center-wide required trainings, new employee trainings, workshops and career development programs are organized by the OD&TO staff. They also arrange all academic, non-academic, headquarters, fellowship and learning center sponsored courses. They also service organizations wishing to work more effectively by facilitating teambuilding exercises. Equal Opportunity programs and upward mobility programs such as the STEP and GO programs for administrative staff. In working with my mentor I am very involved with Cuyahoga Community College classes, mandatory supervisory training and administrative staff workshops. My largest tasks are in the secretarial training category. The Supporting Organizations And Relationships workshop for administrative personnel, commonly known as SOAR, began last year and continued this summer with follow-up workshops. Months before a workshop or class is brought to Glenn, a need has to be realized. In this case, administrative staff did not feel they had an opportunity to receive relevant training and develop skills through teambuilding, networking and communication. A Statement of work is then created as several companies are contacted about providing the training. After the company best suited to meet the target group s needs is selected, the course is announced with an outline of all pertinent information. A reservation for a facility is made and applications or nominations, depending on the announcement s guidelines, are received from interested employees. Confirmations are sent to participants and final preparations are made but there are still several concluding steps. A training office staff member also assists the facilitator with setting up the facility and introducing the class. After the class, participants evaluations are read and summarized to determine the effectiveness of the class and instructor. In addition to the SOAR workshops, I have several projects and daily tasks to complete. Coding training applications, which require me to be familiar with Glenn s budgetary allocations and policies on training, is an ongoing process. It also requires verifying information reported by an employee via her C-478 form, more commonly known as the training application. I am also the point of contact for the Cuyahoga Community College Advising Sessions held here at NASA Glenn which involves coordinating counselors visits with employees schedules. Two databases had to be created. The first database holds information on administrative staff, and the other tracks supervisors training histories. Through these assignments I gained experience in Microsoft Access 2002 and spreadsheet creation, communicating with co-workers, and successfully facilitating a training to serve specific purposes. With trainings and evaluations to assessment them, the Organization Development and Training Office can assure a quality product and continued customer satisfaction.

Pediatric first aid knowledge and attitudes among staff in the preschools of Shanghai, China.

PubMed

Li, Feng; Jiang, Fan; Jin, Xingming; Qiu, Yulan; Shen, Xiaoming

2012-08-14

Unintentional injury remains the leading cause of morbidity and mortality among children worldwide. The aims of this study were to assess a baseline level of first aid knowledge and overall attitudes regarding first aid among staff members in Shanghai preschools. A cross-sectional study was carried out among the staff members at selected preschools. A stratified random sampling method was first used to identify suitable subjects. Data were obtained using a multiple-choice questionnaire. A standardized collection of demographics was performed and participants were given the aforementioned questionnaire to indicate knowledge of and attitudes toward first aid. 1067 subjects completed the questionnaire. None of the surveyed employees answered all questions correctly; only 39 individuals (3.7%) achieved passing scores. The relative number of correct answers to specific questions ranged from 16.5% to 90.2%. In particular, subjects lacked knowledge regarding first aid for convulsive seizures (only 16.5% answered correctly), chemical injuries to the eye (23%), inhaled poison (27.6%), and choking and coughing (30.1%). A multiple linear regression analysis showed scores were significantly higher among staff members with more education, those who had received first aid training before or were already healthcare providers, younger employees, and staff members from rural districts. Most employees agreed that giving first aid was helpful; the vast majority felt that it was important and useful for them to learn pediatric first aid. The level of first-aid knowledge among preschool staffs in Shanghai was low. There is an urgent need to educate staff members regarding first aid practices and the various risk factors relating to specific injuries.

[Relations between attitude and practice of smoking and the training program regarding tobacco control among community medical staff members in Hangzhou, Zhejiang province].

PubMed

Liu, Qing-Min; Ren, Yan-Jun; Cao, Cheng-Jian; Liu, Bing; Lv, Jun; Li, Li-Ming

2013-08-01

To investigate the relations between training and both the attitude and practice on smoking control among community medical staff members in Hangzhou, Zhejiang province. Three representative districts including Xiacheng, Gongshu and Westlake were chosen from Hangzhou city. Questionnaire survey was applied to collect information from the related community medical staff members. The survey mainly contained three aspects: knowledge, attitude and practice regarding smoking control involved in the community medical activities. Availability and application of the resources on smoking cessation were also studied. Logistic regression analysis was applied to explore the factors associated with the smoking control training programs. Differences of rates between groups were assessed with chi-square statistics. Wilcoxon rank sum test was used to study the relationships among knowledge, attitude and practice related to smoking control programs, targeted to the community medical staff members. Eight hundred forty-six community medical workers were involved. Sixty-five percent of the community medical staff members had learned related knowledge on smoking control. Proportion of the community medical staff who had taken lessons on smoking control with 3-10 working years was 1.77 times more than the ones with experience less than two years (OR = 1.77, 95% CI: 1.25-2.51). Eighty-eight point seven percent of the medical staff who had received smoking control training programs were identified with the consciousness that they should advise the patients to quit smoking, comparing to the proportion 81.60% (Z=-2.87, P=0.00) in the control group. In terms of the practice regarding smoking control, data showed that 21.62% of the medical staff who had received smoking control training programs would provide 'how to quit smoking' to more than 90% of the smoking patients, while the proportion in the control group was 10.65% (Z = -5.68, P = 0.00). The use of drugs, traditional Chinese medicine therapy and the smoking cessation hotline rate were all less than 30%. The training programs being used on smoking control seemed useful in improving the consciousness and practice towards the smoking control programs during their medical activities among the community medical staff members.

78 FR 11654 - Draft Guidance for Industry and Food and Drug Administration Staff; Providing Information About...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-02-19

...] Draft Guidance for Industry and Food and Drug Administration Staff; Providing Information About... Guidance for Industry and Food and Drug Administration Staff: Providing Information About Pediatric Uses of...ComplianceRegulatoryInformation/default.htm . To receive ``Draft Guidance for Industry and Food and Drug...

Views on Multilingualism and Internationalisation in Higher Education: Administrative Staff in the Spotlight

ERIC Educational Resources Information Center

Llurda, Enric; Cots, Josep M.; Armengol, Lurdes

2014-01-01

The key role of administrative staff in the implementation of specific institutional policies at university has often been ignored when analysing policies or attitudes related to higher education. Consequently, little is known about the administrative staff's attitudes and involvement relating to the processes of internationalisation and…

18 CFR 12.4 - Staff administrative responsibility and supervisory authority.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 18 Conservation of Power and Water Resources 1 2013-04-01 2013-04-01 false Staff administrative responsibility and supervisory authority. 12.4 Section 12.4 Conservation of Power and Water Resources FEDERAL... WATER POWER PROJECTS AND PROJECT WORKS General Provisions § 12.4 Staff administrative responsibility and...

18 CFR 12.4 - Staff administrative responsibility and supervisory authority.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 18 Conservation of Power and Water Resources 1 2010-04-01 2010-04-01 false Staff administrative responsibility and supervisory authority. 12.4 Section 12.4 Conservation of Power and Water Resources FEDERAL... WATER POWER PROJECTS AND PROJECT WORKS General Provisions § 12.4 Staff administrative responsibility and...

Referral and timing of referral to hospice care in nursing homes: the significant role of staff members.

PubMed

Welch, Lisa C; Miller, Susan C; Martin, Edward W; Nanda, Aman

2008-08-01

Given concerns about end-of-life care for many nursing home (NH) residents, this study sought to understand factors influencing hospice referral or nonreferral as well as timing of referral. We conducted semistructured interviews with personnel from seven participating NHs and two hospices. We interviewed NH directors of nursing regarding facility referral practices and conducted interviews with 34 NH nurses, 30 NH aides, and 17 hospice nurses knowledgeable about the factors that led to the hospice status of 32 NH decedents. Selected decedents varied by diagnosis and hospice status (received hospice for >7 days,

The uncertainty room: strategies for managing uncertainty in a surgical waiting room.

PubMed

Stone, Anne M; Lammers, John C

2012-01-01

To describe experiences of uncertainty and management strategies for staff working with families in a hospital waiting room. A 288-bed, nonprofit community hospital in a Midwestern city. Data were collected during individual, semistructured interviews with 3 volunteers, 3 technical staff members, and 1 circulating nurse (n = 7), and during 40 hours of observation in a surgical waiting room. Interview transcripts were analyzed using constant comparative techniques. The surgical waiting room represents the intersection of several sources of uncertainty that families experience. Findings also illustrate the ways in which staff manage the uncertainty of families in the waiting room by communicating support. Staff in surgical waiting rooms are responsible for managing family members' uncertainty related to insufficient information. Practically, this study provided some evidence that staff are expected to help manage the uncertainty that is typical in a surgical waiting room, further highlighting the important role of communication in improving family members' experiences.

Who is teaching what, when? An evolving online tool to manage dental curricula.

PubMed

Walton, Joanne N

2014-03-01

There are numerous issues in the documentation and ongoing development of health professions curricula. It seems that curriculum information falls quickly out of date between accreditation cycles, while students and faculty members struggle in the meantime with the "hidden curriculum" and unintended redundancies and gaps. Beyond knowing what is in the curriculum lies the frustration of timetabling learning in a transparent way while allowing for on-the-fly changes and improvements. The University of British Columbia Faculty of Dentistry set out to develop a curriculum database to answer the simple but challenging question "who is teaching what, when?" That tool, dubbed "OSCAR," has evolved to not only document the dental curriculum, but as a shared instrument that also holds the curricula and scheduling detail of the dental hygiene degree and clinical graduate programs. In addition to providing documentation ranging from reports for accreditation to daily information critical to faculty administrators and staff, OSCAR provides faculty and students with individual timetables and pushes updates via text, email, and calendar changes. It incorporates reminders and session resources for students and can be updated by both faculty members and staff. OSCAR has evolved into an essential tool for tracking, scheduling, and improving the school's curricula.

Association between Secondhand Smoke in Hospitality Venues and Urinary 4-(methylnitrosamino)-1-(3-pyridyl)-1-butanol Concentrations in Non-Smoking Staff.

PubMed

Kim, Jeonghoon; Lee, Kiyoung; Kwon, Ho-Jang; Lee, Do Hoon; Kim, KyooSang

2016-11-08

The purpose of this study was to determine the relationship between urinary cotinine and total 4-(methylnitrosamino)-1-(3-pyridyl)-1-butanol (NNAL) concentrations in non-smoking staff and the indoor levels of fine particles (PM 2.5 ) in hospitality venues that allow smoking, with respect to demographic and indoor environmental factors. We evaluated 62 hospitality venues that allowed smoking in Seoul, Korea. A real-time aerosol monitor was used to measure indoor PM 2.5 concentrations. Field technicians recorded indoor environmental characteristics. One non-smoking staff member in each hospitality venue was tested for urinary cotinine and total NNAL concentrations. Demographic characteristics were obtained from self-reported staff questionnaires. Natural-log (ln)-transformed PM 2.5 concentrations were significantly correlated with the ln-transformed cotinine ( r = 0.31) and the total NNAL concentrations ( r = 0.32). In multivariable regression analysis, the urinary cotinine concentrations of the staff members were significantly correlated with indoor PM 2.5 concentrations; those with the highest concentrations were more likely to be women or staff members that worked in venues with a volume <375 m³. Total NNAL concentrations were significantly correlated only with indoor PM 2.5 concentrations. Indoor PM 2.5 may be used as an indicator for urinary cotinine and total NNAL concentrations in non-smoking staff members in hospitality venues that allow smoking.

Association between Secondhand Smoke in Hospitality Venues and Urinary 4-(methylnitrosamino)-1-(3-pyridyl)-1-butanol Concentrations in Non-Smoking Staff

PubMed Central

Kim, Jeonghoon; Lee, Kiyoung; Kwon, Ho-Jang; Lee, Do Hoon; Kim, KyooSang

2016-01-01

The purpose of this study was to determine the relationship between urinary cotinine and total 4-(methylnitrosamino)-1-(3-pyridyl)-1-butanol (NNAL) concentrations in non-smoking staff and the indoor levels of fine particles (PM2.5) in hospitality venues that allow smoking, with respect to demographic and indoor environmental factors. We evaluated 62 hospitality venues that allowed smoking in Seoul, Korea. A real-time aerosol monitor was used to measure indoor PM2.5 concentrations. Field technicians recorded indoor environmental characteristics. One non-smoking staff member in each hospitality venue was tested for urinary cotinine and total NNAL concentrations. Demographic characteristics were obtained from self-reported staff questionnaires. Natural-log (ln)-transformed PM2.5 concentrations were significantly correlated with the ln-transformed cotinine (r = 0.31) and the total NNAL concentrations (r = 0.32). In multivariable regression analysis, the urinary cotinine concentrations of the staff members were significantly correlated with indoor PM2.5 concentrations; those with the highest concentrations were more likely to be women or staff members that worked in venues with a volume <375 m3. Total NNAL concentrations were significantly correlated only with indoor PM2.5 concentrations. Indoor PM2.5 may be used as an indicator for urinary cotinine and total NNAL concentrations in non-smoking staff members in hospitality venues that allow smoking. PMID:27834821

Motivational Climate, Staff and Members' Behaviors, and Members' Psychological Well-Being at a National Fitness Franchise

ERIC Educational Resources Information Center

Brown, Theresa C.; Fry, Mary D.

2014-01-01

Purpose: The purpose of this study was to examine the association between members' perceptions of staff's behaviors, motivational climate, their own behaviors, commitment to future exercise, and life satisfaction in a group-fitness setting. The theory-driven hypothesized mediating role of perceptions of the climate was also tested.…

Predictors of organizational commitment among staff in assisted living.

PubMed

Sikorska-Simmons, Elzbieta

2005-04-01

This study examines the role of organizational culture, job satisfaction, and sociodemographic characteristics as predictors of organizational commitment among staff in assisted living. It is particularly important to examine organizational commitment, because of its close links to staff turnover. Data were collected from 317 staff members in 61 facilities, using self-administered questionnaires. The facilities were selected from licensed assisted living programs and were stratified into small, traditional, and new-model homes. Staff questionnaires were distributed by a researcher during 1-day visits to each facility. Organizational commitment was measured by the extent of staff identification, involvement, and loyalty to the organization. Organizational culture, job satisfaction, and education were strong predictors of commitment, together explaining 58% of the total variance in the dependent variable. Higher levels of organizational commitment were associated with more favorable staff perceptions of organizational culture and greater job satisfaction. In addition, more educated staff members tended to report higher levels of organizational commitment. Other than education, sociodemographic characteristics failed to account for a significant amount of variance in organizational commitment. Because job satisfaction and organizational culture were strong predictors of commitment, interventions aimed at increasing job satisfaction and creating an organizational culture that values and respects staff members could be most effective in producing higher levels of organizational commitment.

Hospital Staff Shortage after the 2011 Triple Disaster in Fukushima, Japan-An Earthquake, Tsunamis, and Nuclear Power Plant Accident: A Case of the Soso District.

PubMed

Ochi, Sae; Tsubokura, Masaharu; Kato, Shigeaki; Iwamoto, Shuichi; Ogata, Shinichi; Morita, Tomohiro; Hori, Arinobu; Oikawa, Tomoyoshi; Kikuchi, Antoku; Watanabe, Zenjiro; Kanazawa, Yukio; Kumakawa, Hiromi; Kuma, Yoshinobu; Kumakura, Tetsuo; Inomata, Yoshimitsu; Kami, Masahiro; Shineha, Ryuzaburo; Saito, Yasutoshi

2016-01-01

In 2011, Fukushima was struck by a triple disaster: an earthquake, tsunamis, and a nuclear accident. In the aftermath, there was much fear among hospital staff members about radiation exposure and many staff members failed to report to work. One objective is to measure this shortage in hospital staff and another is to compare the difference in recovery by hospital types and by categories of hospital staff. The monthly records of the number of staff members from May 2011 to September 2012 were extracted anonymously from the records of 7 local hospitals in the Soso district in Fukushima. Change in the number of staff was analyzed. Staff shortages at hospitals reached a maximum within one month after the disaster (47% reported to work). The shortage of clerks was the most severe (38% reported to work), followed by nurses (48% reported to work). The shortages remained even 18 months after the disaster. After a disaster in which the damage to hospital functions surpasses the structural damage, massive support of human resources in the acute phase and a smaller volume of support in the mid-term phase appear to be required, particularly for non-medical staff.

Hospital Staff Shortage after the 2011 Triple Disaster in Fukushima, Japan-An Earthquake, Tsunamis, and Nuclear Power Plant Accident: A Case of the Soso District

PubMed Central

Ochi, Sae; Tsubokura, Masaharu; Kato, Shigeaki; Iwamoto, Shuichi; Ogata, Shinichi; Morita, Tomohiro; Hori, Arinobu; Oikawa, Tomoyoshi; Kikuchi, Antoku; Watanabe, Zenjiro; Kanazawa, Yukio; Kumakawa, Hiromi; Kuma, Yoshinobu; Kumakura, Tetsuo; Inomata, Yoshimitsu; Kami, Masahiro; Shineha, Ryuzaburo; Saito, Yasutoshi

2016-01-01

Introduction In 2011, Fukushima was struck by a triple disaster: an earthquake, tsunamis, and a nuclear accident. In the aftermath, there was much fear among hospital staff members about radiation exposure and many staff members failed to report to work. Objectives One objective is to measure this shortage in hospital staff and another is to compare the difference in recovery by hospital types and by categories of hospital staff. Design The monthly records of the number of staff members from May 2011 to September 2012 were extracted anonymously from the records of 7 local hospitals in the Soso district in Fukushima. Change in the number of staff was analyzed. Results Staff shortages at hospitals reached a maximum within one month after the disaster (47% reported to work). The shortage of clerks was the most severe (38% reported to work), followed by nurses (48% reported to work). The shortages remained even 18 months after the disaster. Conclusion After a disaster in which the damage to hospital functions surpasses the structural damage, massive support of human resources in the acute phase and a smaller volume of support in the mid-term phase appear to be required, particularly for non-medical staff. PMID:27788170

Time utilization and perceived psychosocial work environment among staff in Swedish primary care settings.

PubMed

Anskär, Eva; Lindberg, Malou; Falk, Magnus; Andersson, Agneta

2018-03-07

Over the past decades, reorganizations and structural changes in Swedish primary care have affected time utilization among health care professionals. Consequently, increases in administrative tasks have substantially reduced the time available for face-to-face consultations. This study examined how work-time was utilized and the association between work time utilization and the perceived psychosocial work environment in Swedish primary care settings. This descriptive, multicentre, cross-sectional study was performed in 2014-2015. Data collection began with questionnaire. In the first section, respondents were asked to estimate how their workload was distributed between patients (direct and indirect patient work) and other work tasks. The questionnaire also comprised the Copenhagen Psychosocial Questionnaire, which assessed the psychosocial work environment. Next a time study was conducted where the participants reported their work-time based on three main categories: direct patient-related work, indirect patient-related work, and other work tasks. Each main category had a number of subcategories. The participants recorded the time spent (minutes) on each work task per hour, every day, for two separate weeks. Eleven primary care centres located in southeast Sweden participated. All professionals were asked to participate (n = 441), including registered nurses, primary care physicians, care administrators, nurse assistants, and allied professionals. Response rates were 75% and 79% for the questionnaires and the time study, respectively. All health professionals allocated between 30.9% - 37.2% of their work-time to each main category: direct patient work, indirect patient work, and other work. All professionals estimated a higher proportion of time spent in direct patient work than they reported in the time study. Physicians scored highest on the psychosocial scales of quantitative demands, stress, and role conflicts. Among allied professionals, the proportion of work-time spent on administrative tasks was associated with more role conflicts. Younger staff perceived more adverse working conditions than older staff. This study indicated that Swedish primary care staff spent a limited proportion of their work time directly with patients. PCPs seemed to perceive their work environment in negative terms to a greater extent than other staff members. This study showed that work task allocations influenced the perceived psychosocial work environment.

Developing a self-learning training program for RIS computer skills.

PubMed

Stike, R; Olivi, P

2000-01-01

The demonstration of competency by healthcare professionals remains a priority for hospital administrators, as well as for the Joint Commission on Accreditation of Healthcare Organizations (JCAHO). Unfortunately, staff members who have to complete competency exercises often describe the process as a burden. Ineffective training processes may be the culprit. Our teaching hospital developed a training program for the radiology information system (RIS) computer system used by an imaging department of more than 200 staff members. The emphasis of our training program was on the design phase and the contribution of subject-matter experts (SMEs) to the content and testing of training materials, which included a computer-assisted, self-learning manual (SLM) and a pocket guide. The first step in the design process was to identify subject matter experts (SMEs) within the imaging department. Seven SMEs were shadowed by the IT educator. The role of the SME was to demonstrate current practices with RIS, to state principles involved and to serve as a reference for questions during training development. The steps that followed planning and design were: training delivery, evaluation and ongoing training. These steps were implemented in a series of workshops, which included soliciting feedback about the training program. Feedback was used to revise the SLM. The RIS SLM training project was a huge success for everyone involved. The average score for the core-skills test was higher than 90 percent. Seventy-five percent of the current staff was trained in the first phase, including radiology students. Our yearly cost savings using SLM workshops instead of on-the-job training will be about $35,000. We attribute the success of this project to a detailed timeline, SME contributions, the pilot testing phase, and the positive attitude of the imaging staff.

The Relationship between Organizational Climate and the Organizational Silence of Administrative Staff in Education Department

ERIC Educational Resources Information Center

Pozveh, Asghar Zamani; Karimi, Fariba

2016-01-01

The aim of the present study was to determine the relationship between organizational climate and the organizational silence of administrative staff in Education Department in Isfahan. The research method was descriptive and correlational-type method. The study population was administrative staff of Education Department in Isfahan during the…

Job Performance and Gender Factors of Administrative Staff in South West Nigeria Universities

ERIC Educational Resources Information Center

Olorunsola, E. O.

2012-01-01

This study examines the level of administrative staff job performance in South West Nigerian universities and also investigates whether the administrative staff job performance is related to their sexual characteristics. An instrument titled Job Performance Questionnaire (JPQ) was used to collect the data and was administered 400 subjects in…

PEL Staff Together for the First Time | Poster

Cancer.gov

By Ashley DeVine, Staff Writer John-Paul Denson and Troy Taylor of the Protein Expression Laboratory (PEL) used to pack liters of Escherichia coli lysates on ice, put them in the back of a microvan, and drive across campus to deliver the samples for protein purification. Now that all PEL staff members are working under the same roof at the Advanced Technology Research Facility (ATRF), transferring samples is just a walk down the hall. Staff members were previously spread out in five buildings across the Fort Detrick campus.

Magical thinking by inpatient staff members.

PubMed

Pilette, W L

1983-01-01

Magical thinking is a primitive form of mental activity which, nevertheless, the author contends, is common among mental health professionals. Four examples of magical thinking by inpatient staff members are presented and briefly explored, in order to shed light on our work and ourselves.

Limited family members/staff communication in intensive care units in the Czech and Slovak Republics considerably increases anxiety in patients' relatives--the DEPRESS study.

PubMed

Rusinova, Katerina; Kukal, Jaromir; Simek, Jiri; Cerny, Vladimir

2014-01-27

Symptoms of anxiety and depression are common among family members of ICU patients and are culturally dependent. The aim of the study was to assess the prevalence of symptoms of anxiety and depression and associated factors in family members of ICU patients in two Central European countries. We conducted a prospective multicenter study involving 22 ICUs (250 beds) in the Czech and Slovak Republics. The Hospital Anxiety and Depression Scale (HADS) was used to assess symptoms of anxiety and depression in family members of ICU patients. Family member understanding of the patient's condition was assessed using a structured interview and a questionnaire was used to assess satisfaction with family member/ICU staff communication. Twenty two intensive care units (both adult and pediatric) in academic medical centers and community hospitals participated in the study. During a 6 month period, 405 family members of 293 patients were enrolled. We found a high prevalence of anxiety and depression symptoms - 78% and 54%, respectively. Information leaflets distributed to family members did not lower incidences of anxiety/depression. Family members with symptoms of depression reported higher levels of satisfaction according to the modified Critical Care Family Needs Inventory. Extended contact between staff and family members was the only related factor associated with anxiety reduction (p = 0.001). Family members of ICU patients in East European countries suffer from symptoms of anxiety and depression. We identified limited family member/ICU staff communication as an important health care professional-related factor associated with a higher incidence of symptoms of anxiety. This factor is potentially amenable to improvement and may serve as a target for proactive intervention proactive intervention.

Te Pikaunga-Mahi Me Te Kohukihuki (Workload and Stress)=A National Survey of Maori Aste Te Hau Takitini O Aotearoa Members.

ERIC Educational Resources Information Center

Sisley, Renee; Waiti, Danica

In 1996 a national survey was undertaken of 24 Maori members of the Association of Staff in Tertiary Education in New Zealand. It followed an earlier study and sought to investigate further the workloads of Maori staff members and related issues. The research process gave fundamental priority to ensuring culturally appropriate research practices.…

A Cluster of Group A Streptococcal Infections in a Skilled Nursing Facility-the Potential Role of Healthcare Worker Presenteeism.

PubMed

Kobayashi, Miwako; Lyman, Meghan M; Francois Watkins, Louise K; Toews, Karrie-Ann; Bullard, Leon; Radcliffe, Rachel A; Beall, Bernard; Langley, Gayle; Beneden, Chris Van; Stone, Nimalie D

2016-12-01

To determine the extent of a group A streptococcus (GAS) cluster (2 residents with invasive GAS (invasive case-patients), 2 carriers) caused by a single strain (T antigen type 2 and M protein gene subtype 2.0 (T2, emm 2.0)), evaluate factors contributing to transmission, and provide recommendations for disease control. Cross-sectional analysis and retrospective review. Skilled nursing facility (SNF). SNF residents and staff. The initial cluster was identified through laboratory notification and screening of SNF residents with wounds. Laboratory and SNF administrative records were subsequently reviewed to identify additional residents with GAS, oropharyngeal and wound (if present) swabs were collected from SNF staff and residents to examine GAS colonization, staff were surveyed to assess infection control practices and risk factors for GAS colonization, epidemiologic links between case-patients and persons colonized with GAS were determined, and facility infection control practices were assessed. No additional invasive case-patients were identified. Oropharyngeal swabs obtained from all 167 SNF residents were negative; one wound swab grew GAS that was the same as the outbreak strain (T2, emm 2.0). The outbreak strain was not identified in any of the 162 staff members. One of six staff members diagnosed with GAS pharyngitis worked while ill and had direct contact with invasive case-patients within a few weeks before their onset of symptoms. Additional minor breaches in infection control were noted. Sick healthcare workers may have introduced GAS into the SNF, with propagation by infection control lapses. "Presenteeism," or working while ill, may introduce and transmit GAS to vulnerable in SNF populations. Identification of an invasive GAS case-patient should trigger a prompt response by facilities to prevent further transmission and workplace culture, and policies should be in place to discourage presenteeism in healthcare settings. © 2016, Copyright the Authors Journal compilation © 2016, The American Geriatrics Society.

Learning from Taiwan patient-safety reporting system.

PubMed

Lin, Chung-Chih; Shih, Chung-Liang; Liao, Hsun-Hsiang; Wung, Cathy H Y

2012-12-01

The aim of this study is to create a national database to record incidents that endanger patient safety. We try to identify systemic problems in hospitals in order to avoid safety incidents in the future and improve the quality of healthcare. The Taiwan Patient Safety Reporting System employs a voluntary notification model. We define 13 types of patient safety incidents, and the reports of different types of incidents are recorded using common terminology. Statistical analysis is used to identify the incident type, time of occurrence, location, person who reported the incident, and possible reasons for frequently occurring incidents. There were 340 hospitals that joined this program from 2005 to 2010. Over 128,271 incident events were reported and analyzed. The three most common incidents were drug-related incidents, falls, and endo tube related incidents. By analyzing the time of occurrence of incidents, we found that drug-related incidents usually occurred between 8 and 10 am. Falls and endo tube incidents usually occurred between 4 and 6 am. The most common location was wards (57.6%), followed by intensive care areas (13.5%), and pharmacies (9.1%). Among hospital staff, nurses reported the highest number of incidents (68.9%), followed by pharmacists (14.5%) and administrative staff (5.5%). The number of incidents reported by doctors was much lower (1.2%). Most staff members who reported incidents had been working for less than five years (58.1%). The unified reporting system was found to improve the recording and analysis of patient safety incidents. To encourage hospital staff to report incidents, hospitals need to be assisted in establishing an internal report and management system for safety incidents. Hospitals also need a protection mechanism to allow staff members to report incidents without the fear of punishment. By identifying the root causes of safety incidents and sharing the lessons learned across hospitals is the only way such incidents can be stopped from happening again. Copyright © 2012 Elsevier Ireland Ltd. All rights reserved.

The gift of employee dissatisfaction.

PubMed

Edge, Roberta M

2002-01-01

Through an employee survey administered at Kaweah Delta Health Care District (KDHCD) in Visalia, Calif., several sources of dissatisfaction were noted, including communication, equipment, staffing and rapid growth. Perceiving no real movement toward resolving these issues, employees vented their frustrations to administration. As director of imaging services, I enlisted the help of two inside consultants, KDHCD's director of education and the director of the Employee Assistance Program (EAP). We initiated a process that is ongoing, to move the department toward working together as a team to solve problems within their control. We three directors decided to work with a leadership group to: assess the history of the department clarify the current reality create a vision of the future learn the Covey Habit 4, "Think Win-Win" capture agreements that lead staff and managers to work in self-motivated, self-directed work teams have the director of education present the work to the staff at large, and encourage the leadership team to continue to learn tools that would help the group to improve. The two inside consultants held a series of training meetings with the leadership group of 15, which included a staff member from each modality, site and support service. Participation was optional, and all who were asked agreed to participate. The meetings were held weekly for four weeks for two hours before regular work hours. At the conclusion of the training, the group agreed to continue to meet weekly. After the first four meetings, a summary of the training was presented at a meeting of the full imaging staff plus the vice president of professional services at KDHCD. Through this program, imaging services staff members at KDHCD have achieved an increased sense of cohesion in the group, learned that we have control over some things and not others, and are learning to hold each other accountable with kindness. We are giving each other the benefit of the doubt. We have not achieved perfection, however we have renewed hope for a brighter future.

Status of Pharmacy Practice Experience Education Programs

PubMed Central

Eccles, Dayl; Kwasnik, Abigail; Craddick, Karen; Heinz, Andrew K.; Harralson, Arthur F.

2014-01-01

Objective. To assess financial, personnel, and curricular characteristics of US pharmacy practice experiential education programs and follow-up on results of a similar survey conducted in 2001. Methods. Experiential education directors at 118 accredited US pharmacy colleges and schools were invited to participate in a blinded, Web-based survey in 2011. Aggregate responses were analyzed using descriptive statistics and combined with data obtained from the American Association of Colleges of Pharmacy to assess program demographics, faculty and administrative organizational structure, and financial support. Results. The number of advanced pharmacy practice experience (APPE) sites had increased by 24% for medium, 50% for large, and 55% for very large colleges and schools. Introductory pharmacy practice experience (IPPE) sites outnumbered APPEs twofold. The average experiential education team included an assistant/associate dean (0.4 full-time equivalent [FTE]), a director (1.0 FTE), assistant/associate director (0.5 FTE), coordinator (0.9 FTE), and multiple administrative assistants (1.3 FTE). Most faculty members (63%-75%) were nontenure track and most coordinators (66%) were staff members. Estimated costs to operate an experiential education program represented a small percentage of the overall expense budget of pharmacy colleges and schools. Conclusion. To match enrollment growth, pharmacy practice experiential education administrators have expanded their teams, reorganized responsibilities, and found methods to improve cost efficiency. These benchmarks will assist experiential education administrators to plan strategically for future changes. PMID:24850934

Status of pharmacy practice experience education programs.

PubMed

Danielson, Jennifer; Eccles, Dayl; Kwasnik, Abigail; Craddick, Karen; Heinz, Andrew K; Harralson, Arthur F

2014-05-15

To assess financial, personnel, and curricular characteristics of US pharmacy practice experiential education programs and follow-up on results of a similar survey conducted in 2001. Experiential education directors at 118 accredited US pharmacy colleges and schools were invited to participate in a blinded, Web-based survey in 2011. Aggregate responses were analyzed using descriptive statistics and combined with data obtained from the American Association of Colleges of Pharmacy to assess program demographics, faculty and administrative organizational structure, and financial support. The number of advanced pharmacy practice experience (APPE) sites had increased by 24% for medium, 50% for large, and 55% for very large colleges and schools. Introductory pharmacy practice experience (IPPE) sites outnumbered APPEs twofold. The average experiential education team included an assistant/associate dean (0.4 full-time equivalent [FTE]), a director (1.0 FTE), assistant/associate director (0.5 FTE), coordinator (0.9 FTE), and multiple administrative assistants (1.3 FTE). Most faculty members (63%-75%) were nontenure track and most coordinators (66%) were staff members. Estimated costs to operate an experiential education program represented a small percentage of the overall expense budget of pharmacy colleges and schools. To match enrollment growth, pharmacy practice experiential education administrators have expanded their teams, reorganized responsibilities, and found methods to improve cost efficiency. These benchmarks will assist experiential education administrators to plan strategically for future changes.

75 FR 32952 - Draft Guidance for Industry and Food and Drug Administration Staff; “‘Harmful and Potentially...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-06-10

... DEPARTMENT OF HEALTH AND HUMAN SERVICES Food and Drug Administration [Docket No. FDA-2010-D-0281] Draft Guidance for Industry and Food and Drug Administration Staff; ```Harmful and Potentially Harmful... Food, Drug, and Cosmetic Act.'' This draft guidance provides written guidance to industry and FDA staff...

Autonomous home-care nursing staff are more engaged in their work and less likely to consider leaving the healthcare sector: a questionnaire survey.

PubMed

Maurits, Erica E M; de Veer, Anke J E; van der Hoek, Lucas S; Francke, Anneke L

2015-12-01

The need for home care is rising in many Western European countries, due to the ageing population and governmental policies to substitute institutional care with home care. At the same time, a general shortage of qualified home-care staff exists or is expected in many countries. It is important to retain existing nursing staff in the healthcare sector to ensure a stable home-care workforce for the future. However, to date there has been little research about the job factors in home care that affect whether staff are considering leaving the healthcare sector. The main purpose of the study was to examine how home-care nursing staff's self-perceived autonomy relates to whether they have considered leaving the healthcare sector and to assess the possible mediating effect of work engagement. The questionnaire-based, cross-sectional study involved 262 registered nurses and certified nursing assistants employed in Dutch home-care organisations (mean age of 51; 97% female). The respondents were members of the Dutch Nursing Staff Panel, a nationwide group of nursing staff members in various healthcare settings (67% response rate). The questionnaire included validated scales concerning self-perceived autonomy and work engagement and a measure for considering pursuing an occupation outside the healthcare sector. Logistic regression and mediation analyses were conducted to test associations between self-perceived autonomy, work engagement and considering leaving the healthcare sector. Nursing staff members in home care who perceive more autonomy are more engaged in their work and less likely to have considered leaving the healthcare sector. The positive association between self-perceived autonomy and considering leaving, found among nursing staff members regardless of their level of education, is mediated by work engagement. In developing strategies for retaining nursing staff in home care, employers and policy makers should target their efforts at enhancing nursing staff's autonomy, thereby improving their work engagement. Copyright © 2015 Elsevier Ltd. All rights reserved.

45 CFR 155.225 - Certified application counselors.

Code of Federal Regulations, 2014 CFR

2014-10-01

... agency, to certify its staff members or volunteers to act as certified application counselors who perform...) of this section; (ii) Directly certifying individual staff members or volunteers of Exchange... or volunteer enters into an agreement with the Exchange to comply with the standards and requirements...

28 CFR 570.42 - Non-medical escorted trips.

Code of Federal Regulations, 2010 CFR

2010-07-01

... member of an inmate's immediate family. For purposes of this rule, immediate family refers to mother, father, brother, sister, spouse, children, step-parents, and foster parents. (2) Non-emergency, non... persons (e.g., attending physician, hospital staff, funeral home staff, family members, U.S. Probation...

"Brown-Bag" Luncheons . . . How to Close the Gap

ERIC Educational Resources Information Center

Kerr, Kenneth

1974-01-01

Describes a program in which members of the student personnel staff at a midwestern university gather every two weeks for a "brown bag luncheon." There is no formalized agenda and attendance is completely voluntary yet staff members can informally discuss issues of concern. (Author/HMV)

Staff Member Reactions to Same-Gender, Resident-to-Resident Sexual Behavior Within Long-Term Care Facilities.

PubMed

Ahrendt, Andrew; Sprankle, Eric; Kuka, Alex; McPherson, Keagan

2017-01-01

The current study assesses ageism and heterosexism relating to older adult sexual activity within long-term care facilities. To assess caregiver reactions, 153 residential care facility staff members read one of three vignettes. Each vignette described a scenario in which a staff member walks in on two residents (male/female, male/male, or female/female) engaging in sexual activity. Although no main effects were discovered for vignette type, exploratory analyses revealed that the facility where participants were employed was significantly related to their ratings of approval. Furthermore, an interaction effect between vignette and facility types was also discovered for caregivers' approval of sexual activity among residents. Additionally, a strong overall approval rating of older adult sexuality was reported by staff members. The results of this study warrant that further research is necessary regarding older adults' perception of caregiver bias, as well as further investigation of caregivers' perceptions of older adults' sexual activity.

Staff variables associated with the challenging behaviour of clients with severe or profound intellectual disabilities.

PubMed

Lambrechts, G; Kuppens, S; Maes, B

2009-07-01

Previous research has identified that staff-client interactions play an important role in the origin and maintenance of challenging behaviour. Particularly, the reciprocity between staff behaviour and client behaviour has been considered a key issue. Furthermore, severe challenging behaviour has been found to elicit negative emotional reactions from staff which in turn may influence staff's behaviour. Another variable that has been associated with staff behaviour are staff's attributions regarding clients' challenging behaviour. The present study tested several hypotheses about associations between staff variables and challenging behaviour. Questionnaires were used to investigate associations between the attributions, emotional reactions and behavioural reactions of 51 staff members towards challenging behaviour of clients with severe or profound intellectual disabilities who displayed self-injurious behaviour, stereotyped behaviour and/or aggressive/destructive behaviour. Staff members reported that reactions to challenging behaviour differed according to the type of challenging behaviour. Negative emotional reactions were positively associated with challenging behaviour. Associations between emotional reactions, staff beliefs and staff reactions were inconsistent. The findings suggest that there is a need to look for a better conceptualization and assessment of the variables under investigation.

Sustaining Clinical Programs During Difficult Economic Times: A Case Series from the Hospital Elder Life Program

PubMed Central

SteelFisher, Gillian K.; Martin, Lauren A.; Dowal, Sarah L.; Inouye, Sharon K.

2013-01-01

OBJECTIVES To explore strategies used by clinical programs to justify operations to decision-makers using the example of the Hospital Elder Life Program (HELP), an evidence-based, cost-effective program to improve care for hospitalized older adults. DESIGN Qualitative study design utilizing 62 in-depth, semi-structured interviews conducted with HELP staff members and hospital administrators between September 2008 and August 2009. SETTING 19 HELP sites in hospitals across the U.S. and Canada that had been recruiting patients for at least 6 months. PARTICIPANTS and MEASUREMENTS HELP staff and hospital administrator experiences sustaining the program in the face of actual or perceived financial threats, with a focus on factors they believe are effective in justifying the program to decision-makers in the hospital or health system. RESULTS Using the constant comparative method, a standard qualitative analysis technique, three major themes were identified across interviews. Each focuses on a strategy for successfully justifying the program and securing funds for continued operations: 1) interact meaningfully with decision-makers, including formal presentations that showcase operational successes, and also informal means that highlight the benefits of HELP to the hospital or health system; 2) document day-to-day, operational successes in metrics that resonate with decision-maker priorities; and 3) garner support from influential hospital staff that feed into administrative decision-making, particularly nurses and physicians. CONCLUSION As clinical programs face financially challenging times, it is important to find effective ways to justify their operations to decision-makers. Strategies described here may help clinically-effective and cost-effective programs sustain themselves, and thus may help improve care in their institutions. PMID:22091501

Nursing Administrators' Views on Oral Health in Long-Term Care Facilities: An exploratory study.

PubMed

Urata, Janelle Y; Couch, Elizabeth T; Walsh, Margaret M; Rowe, Dorothy J

2018-04-01

Purpose: To explore the knowledge, attitudes, and practices of supervising nurse administrators (SNAs) regarding the oral care provided to long-term care facility (LTCF) residents and the role of dental professionals in those facilities. Methods: The investigators of this study partnered with the National Association of Nursing Administrators to send this cross-sectional study consisting of a 35-item electronic survey to its members whose email addresses were in their database. Online software tabulated responses and calculated frequencies (percentages) of responses for each survey item. Results: Of the 2,359 potential participants, 171 (n=171) completed the survey for a 7% response rate. Only 25% of the respondents were familiar with the expertise of dental hygienists (DHs), however once informed, the majority were interested in having DHs perform oral health staff trainings, oral screenings, and dental referrals and initiate fluoride varnish programs. Most respondents correctly answered the oral health-related knowledge items, understood that oral health is important to general health, but reported that the LTCF residents' oral health was only "good" or "fair." Fewer than half, (48%) of the SNAs were "very satisfied" with the quality of oral care provided to the residents. While more than half reported that they had no dentist on staff or on-site dental equipment, 77% reported that they would consider on-site mobile oral care services. Oral health training for staff was provided primarily by registered nurses, however only 32% reported including identification of dental caries as part of the in-service training. Conclusion: This exploratory study lays the foundation for more extensive research investigating various strategies to improve the oral health of LTCF residents, including increased collaboration between DHs and SNAs. Copyright © 2018 The American Dental Hygienists’ Association.

Bedside handover: quality improvement strategy to "transform care at the bedside".

PubMed

Chaboyer, Wendy; McMurray, Anne; Johnson, Joanne; Hardy, Linda; Wallis, Marianne; Sylvia Chu, Fang Ying

2009-01-01

This quality improvement project implemented bedside handover in nursing. Using Lewin's 3-Step Model for Change, 3 wards in an Australian hospital changed from verbal reporting in an isolated room to bedside handover. Practice guidelines and a competency standard were developed. The change was received positively by both staff and patients. Staff members reported that bedside handover improved safety, efficiency, teamwork, and the level of support from senior staff members.

18 CFR 401.85 - Staff and other expert testimony.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 18 Conservation of Power and Water Resources 2 2013-04-01 2012-04-01 true Staff and other expert... ADMINISTRATIVE MANUAL RULES OF PRACTICE AND PROCEDURE Administrative and Other Hearings § 401.85 Staff and other... the presentation of testimony by the Commission's technical staff and other experts, as he may deem...

28 CFR 505.4 - Calculation of assessment by unit staff.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 28 Judicial Administration 2 2011-07-01 2011-07-01 false Calculation of assessment by unit staff... MANAGEMENT AND ADMINISTRATION COST OF INCARCERATION FEE § 505.4 Calculation of assessment by unit staff. Bureau of Prisons Unit Team staff are responsible for computing the amount of the fee to be paid by each...

28 CFR 505.4 - Calculation of assessment by unit staff.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 28 Judicial Administration 2 2012-07-01 2012-07-01 false Calculation of assessment by unit staff... MANAGEMENT AND ADMINISTRATION COST OF INCARCERATION FEE § 505.4 Calculation of assessment by unit staff. Bureau of Prisons Unit Team staff are responsible for computing the amount of the fee to be paid by each...

18 CFR 401.85 - Staff and other expert testimony.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 18 Conservation of Power and Water Resources 2 2010-04-01 2010-04-01 false Staff and other expert... ADMINISTRATIVE MANUAL RULES OF PRACTICE AND PROCEDURE Administrative and Other Hearings § 401.85 Staff and other... the presentation of testimony by the Commission's technical staff and other experts, as he may deem...

28 CFR 505.4 - Calculation of assessment by unit staff.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 28 Judicial Administration 2 2014-07-01 2014-07-01 false Calculation of assessment by unit staff... MANAGEMENT AND ADMINISTRATION COST OF INCARCERATION FEE § 505.4 Calculation of assessment by unit staff. Bureau of Prisons Unit Team staff are responsible for computing the amount of the fee to be paid by each...

18 CFR 401.85 - Staff and other expert testimony.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 18 Conservation of Power and Water Resources 2 2012-04-01 2012-04-01 false Staff and other expert... ADMINISTRATIVE MANUAL RULES OF PRACTICE AND PROCEDURE Administrative and Other Hearings § 401.85 Staff and other... the presentation of testimony by the Commission's technical staff and other experts, as he may deem...

18 CFR 401.85 - Staff and other expert testimony.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 18 Conservation of Power and Water Resources 2 2014-04-01 2014-04-01 false Staff and other expert... ADMINISTRATIVE MANUAL RULES OF PRACTICE AND PROCEDURE Administrative and Other Hearings § 401.85 Staff and other... the presentation of testimony by the Commission's technical staff and other experts, as he may deem...

Improving OR Efficiency.

PubMed

Vassell, Patricia

2016-08-01

The high-cost/high-revenue environment of the OR requires special attention from managers to scrutinize and reduce costs. In the OR, nonlabor cost savings (ie, no staff member will be laid off or reclassified to realize cost savings) can typically be identified most readily. Operational costs in the OR are affected by start times, turnover times, cancellation rates, and adequate supplies, equipment, and staffing. Inefficiency in the OR can increase costs and lead to dissatisfied patients, physicians, and staff members. This article describes concepts that contribute to efficiency in the OR and illustrates the importance of staff member engagement in achieving desired outcomes. Copyright © 2016 AORN, Inc. Published by Elsevier Inc. All rights reserved.

Comparison of two training methods in community pharmacy: Project VACCINATE.

PubMed

Lin, James L; Bacci, Jennifer L; Reynolds, Marci J; Li, Yushi; Firebaugh, Rachel G; Odegard, Peggy S

2018-05-09

To compare the impact of a whole-staff training strategy to a train-the-trainer strategy on 1) the number of influenza, pneumococcal, herpes zoster, and pertussis vaccines administered by community pharmacists to adults; 2) staff confidence; and 3) fidelity to the intervention. Eight Quality Food Centers (QFC) Pharmacies in Seattle, Washington. QFC Pharmacy is a grocery store division of The Kroger Co. with 30 pharmacies located in Washington State. QFC provides all routine and travel vaccines to adolescents and adults and has a culture of improving vaccine access to its community. Pharmacists and pharmacy technicians from 8 QFC pharmacies received training to enhance their immunization care for adults. The entire staff from 4 pharmacies received whole-staff training, and staff members from the other 4 pharmacies received a train-the-trainer approach. The whole-staff training group had all staff members attend a live, 2-hour training. The train-the-trainer group sent 1 pharmacist and 1 pharmacy technician champion to attend the live training and then return to their pharmacy to train the other staff members. The number of immunizations administered, staff confidence, and self-reported fidelity to the intervention were measured before and after training. All data were analyzed using descriptive statistics. The number of total influenza, pneumococcal, herpes zoster, and pertussis vaccines administered increased 12.6% in the whole-staff training group and 15.2% in the train-the-trainer group. Both training strategies increased confidence in identifying patients eligible for vaccines, talking to patients about vaccine needs, and using the bidirectional immunization platform. Pharmacy staff members in both groups indicated fidelity to key steps in the intervention process. Both whole-staff training and train-the-trainer approaches were associated with an improvement in the number of vaccines administered, staff confidence, and fidelity to the intervention. Community pharmacy organizations could use either training strategy when implementing enhancements to an existing patient care service. The train-the-trainer strategy may be less resource intensive. Copyright © 2018 American Pharmacists Association®. Published by Elsevier Inc. All rights reserved.

Development of a statewide hospital plan for radiologic emergencies

DOE Office of Scientific and Technical Information (OSTI.GOV)

Dainiak, Nicholas; Delli Carpini, Domenico; Bohan, Michael

Although general guidelines have been developed for triage of victims in the field and for hospitals to plan for a radiologic event, specific information for clinicians and administrators is not available for guidance in efficient management of radiation victims during their early encounter in the hospital. A consensus document was developed by staff members of four Connecticut hospitals, two institutions of higher learning, and the State of Connecticut Department of Environmental Protection and Office of Emergency Preparedness, with assistance of the American Society for Therapeutic Radiology and Oncology. The objective was to write a practical manual for clinicians (including radiationmore » oncologists, emergency room physicians, and nursing staff), hospital administrators, radiation safety officers, and other individuals knowledgeable in radiation monitoring that would be useful for evaluation and management of radiation injury. The rationale for and process by which the radiation response plan was developed and implemented in the State of Connecticut are reviewed. Hospital admission pathways are described, based on classification of victims as exposed, contaminated, and/or physically injured. This manual will be of value to those involved in planning the health care response to a radiologic event.« less

[Multiprofessional family-system training programme in psychiatry--effects on team cooperation and staff strain].

PubMed

Zwack, Julika; Schweitzer, Jochen

2008-01-01

How does the interdisciplinary cooperation of psychiatric staff members change after a multiprofessional family systems training programme? Semi-structured interviews were conducted with 49 staff members. Quantitative questionnaires were used to assess burnout (Maslach Burnout Inventory, MBI) and team climate (Team-Klima-Inventar, TKI). The multiprofessional training intensifies interdisciplinary cooperation. It results in an increased appreciation of the nurses involved and in a redistribution of therapeutic tasks between nurses, psychologists and physicians. Staff burnout decreased during the research period, while task orientation and participative security within teams increased. The multiprofessional family systems training appears suitable to improve quality of patient care and interdisciplinary cooperation and to reduce staff burnout.

Cooperative Library Services in Southeast Florida: A Staff Perspective

ERIC Educational Resources Information Center

Hayashi, Maris L.

2005-01-01

This article presents the staff perspective on the advantages of collaboration between a library cooperative in Southeast Florida and one of its member libraries. Collaborative relationships between library cooperatives and member libraries exist primarily to benefit library patrons and community users. Important relationships between cooperatives…

38 CFR 21.390 - Rehabilitation research and special projects.

Code of Federal Regulations, 2011 CFR

2011-07-01

...(b)) (c) Research by Vocational Rehabilitation and Employment (VR&E) staff members. VA will encourage research by VR&E staff members. This research will address problems affecting service delivery, initiation and continuation in rehabilitation programs, and other areas directly affecting the quality of VR&E...

38 CFR 21.390 - Rehabilitation research and special projects.

Code of Federal Regulations, 2010 CFR

2010-07-01

...(b)) (c) Research by Vocational Rehabilitation and Employment (VR&E) staff members. VA will encourage research by VR&E staff members. This research will address problems affecting service delivery, initiation and continuation in rehabilitation programs, and other areas directly affecting the quality of VR&E...

Staff empowerment: a medical record department's preliminary experiences with continuous quality improvement.

PubMed

Markon, E

1992-11-01

After observing the results of continuous quality improvement, no one would argue against its value in the workplace. However, learning to apply the concepts requires change on everyone's part, and the challenge lies in effecting this change. Not everyone will want to work in this type of environment and, if the organization is truly committed to continuous quality improvement, those individuals may have to make hard decisions as to whether the organization is the right place for them to work. Certain skills are required for staff empowerment to be successful, and training in these skills is essential. The medical record department staff learned early in this process that, although the group possessed job skills, interaction and team skills were lacking. The Development Dimensions International program helped the managers and staff identify the weaknesses of the group and provided educational tools for improvement. The changes often are so subtle, the group does not realize anything has changed. It was not until recently, when the medical record department staff was requested by administration to identify department quality improvement projects, that the group looked back at where the process started and realized how different things are today from three years ago--now staff members lead team meetings, work-groups are redesigning their job processes, and teams update the rest of the department staff on its progress at department meetings. Everyone expressed a sense of pride and accomplishment that the group had indeed responded to the challenge. The experiences of the medical record department thus far clearly support empowerment of employees.(ABSTRACT TRUNCATED AT 250 WORDS)

Observing the work of an urban safety-net psychiatric emergency room: managing the unmanageable

PubMed Central

Lincoln, Alisa K.; White, Andrew; Aldsworth, Casandra; Johnson, Peggy; Strunin, Lee

2010-01-01

Staff in the psychiatric emergency room (PER) have demanding jobs requiring a complex balance between the needs and safety of the individual and the community, systemic resources, and job responsibilities while providing timely, effective care. Little research exists concerning day-to-day work activities of PER staff, their interaction, and their perceptions of their work. This study explored the work of PER staff and the organisational context of the PER work setting. Observations of staff were conducted in the public spaces of a public urban PER using two observational techniques. The first was designed to measure the types of work activities staff engaged in and the time spent in these work activities (work task data). The second technique was the gathering of observational data by a peripheral-member-researcher (participant observation data). Analyses were conducted of both the work task and participant observation data. Results indicate that most PER staff time is spent in administrative and phone tasks, while less than a third is spent on direct clinical work. Four important issues for PER work were identified: a workload that is unmanageable, managing the unmanageable, bogus referrals and dumping and insurance problems. The PER remains the front-line of the medical and social service systems. Work done in these settings is of critical importance; however little attention is paid to the content and nature of the work. Our study demonstrates that staff of the PER face challenges on many levels as they struggle with the task of working with people presenting in psychiatric and social crisis. PMID:20149148

42 CFR 416.45 - Condition for coverage-Medical staff.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 42 Public Health 3 2010-10-01 2010-10-01 false Condition for coverage-Medical staff. 416.45....45 Condition for coverage—Medical staff. The medical staff of the ASC must be accountable to the governing body. (a) Standard: Membership and clinical privileges. Members of the medical staff must be...

42 CFR 416.45 - Condition for coverage-Medical staff.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 42 Public Health 3 2011-10-01 2011-10-01 false Condition for coverage-Medical staff. 416.45....45 Condition for coverage—Medical staff. The medical staff of the ASC must be accountable to the governing body. (a) Standard: Membership and clinical privileges. Members of the medical staff must be...

Explaining Perceptions of Administrative Support among Prison Treatment Staff: A Spotlight on Deputy Wardens in Charge of Treatment

ERIC Educational Resources Information Center

Garland, Brett E.; McCarty, William P.

2006-01-01

This paper explores how perceptions of administrative support among 83 treatment staff working in a midwest prison system vary according to personal and work-related variables. It extends on previous literature by: (1) analyzing how perceptions of administrative support vary exclusively among prison treatment staff; (2) focusing on a single type…

Job satisfaction and burnout among VA and community mental health workers.

PubMed

Salyers, Michelle P; Rollins, Angela L; Kelly, Yu-Fan; Lysaker, Paul H; Williams, Jane R

2013-03-01

Building on two independent studies, we compared burnout and job satisfaction of 66 VA staff and 86 community mental health center staff in the same city. VA staff reported significantly greater job satisfaction and accomplishment, less emotional exhaustion and lower likelihood of leaving their job. Sources of work satisfaction were similar (primarily working with clients, helping/witnessing change). VA staff reported fewer challenges with job-related aspects (e.g. flexibility, pay) but more challenges with administration. Community mental health administrators and policymakers may need to address job-related concerns (e.g. pay) whereas VA administrators may focus on reducing, and helping workers navigate, administrative policies.

Helping members of a community-based health insurance scheme access quality inpatient care through development of a preferred provider system in rural Gujarat

PubMed Central

RANSON, M. KENT; SINHA, TARA; GANDHI, FENIL; JAYSWAL, RUPAL; MILLS, ANNE J.

2007-01-01

We describe and analyse the experience of piloting a preferred provider system (PPS) for rural members of Vimo SEWA, a fixed-indemnity, community-based health insurance (CBHI) scheme run by the Self-Employed Women’s Association (SEWA). The objectives of the PPS were (i) to facilitate access to hospitalization by providing financial benefits at the time of service utilization; (ii) to shift the burden of compiling a claim away from members and towards Vimo SEWA staff; and (iii) to direct members to inpatient facilities of acceptable quality. The PPS was launched between August and October 2004, in 8 subdistricts covering 15 000 insured. The impact of the scheme was analysed using data from a household survey of claimants and qualitative data from in-depth interviews and focus group discussions. The PPS appears to have been successful in terms of two of the three primary objectives—it has transferred much of the burden of compiling a health insurance claim onto Vimo SEWA staff, and it has directed members to inpatient facilities with acceptable levels of technical quality (defined in terms of structural indicators). However, even under the PPS, user fees pose a financial barrier, as the insured have to mobilize funds to cover the costs of medicines, supplies, registration fee, etc. before receipt of cash payment from Vimo SEWA. Other barriers to the success of the PPS were the geographic inaccessibility of some of the selected hospitals, lack of awareness about the PPS among members and a variety of administrative problems. This pilot project provides useful lessons relating to strategic purchasing by CBHI schemes and, more broadly, managed care in India. In particular, the pragmatic approach taken to assessing hospitals and identifying preferred providers is likely to be useful elsewhere. PMID:17203684

Sexual involvement with patients.

PubMed

Kirstein, L

1978-04-01

Three cases of sexual activity between patients and staff members were presented and determinants and consequences of this type of acting out behavior were discussed. Patients sexual behavior was in part motivated by a need to avoid feelings of loneliness and anxiety and a consequence of the sexual behavior was the recurrence of symptoms and behaviors noted upon admission. The staff members were noted to become more self preoccupied and less involved with both staff and patients following the sexual behavior. The role of the ward psychiatrist in preventing such patient staff interactions includes his taking responsibility for educational and supervisory needs of the staff, his being involved in the creation and maintenance of the ward's moral code and his awareness of group and organizational factors that may impede open staff communications.

A Communication Training Program to Encourage Speaking-Up Behavior in Surgical Oncology.

PubMed

D'Agostino, Thomas A; Bialer, Philip A; Walters, Chasity B; Killen, Aileen R; Sigurdsson, Hrafn O; Parker, Patricia A

2017-10-01

Patient safety in the OR depends on effective communication. We developed and tested a communication training program for surgical oncology staff members to increase communication about patient safety concerns. In phase one, 34 staff members participated in focus groups to identify and rank factors that affect speaking-up behavior. We compiled ranked items into thematic categories that included role relations and hierarchy, staff rapport, perceived competence, perceived efficacy of speaking up, staff personality, fear of retaliation, institutional regulations, and time pressure. We then developed a communication training program that 42 participants completed during phase two. Participants offered favorable ratings of the usefulness and perceived effect of the training. Participants reported significant improvement in communicating patient safety concerns (t 40  = -2.76, P = .009, d = 0.48). Findings offer insight into communication challenges experienced by surgical oncology staff members and suggest that our training demonstrates the potential to improve team communication. Copyright © 2017 AORN, Inc. Published by Elsevier Inc. All rights reserved.

Factors and symptoms associated with work stress and health-promoting lifestyles among hospital staff: a pilot study in Taiwan.

PubMed

Tsai, Yueh-Chi; Liu, Chieh-Hsing

2012-07-16

Healthcare workers including physicians, nurses, medical technicians and administrative staff experience high levels of occupational stress as a result of heavy workloads, extended working hours and time-related pressure. The aims of this study were to investigate factors associated with work stress among hospital staff members and to evaluate their health-promoting lifestyle behaviors. We conducted a cross-sectional study from May 1, 2010 to July 30, 2010 and recruited 775 professional staff from two regional hospitals in Taiwan using purposive sampling. Demographic data and self-reported symptoms related to work-related stress were collected. Each subject completed the Chinese versions of the Job Content Questionnaire (C-JCQ) and The Health-Promoting Lifestyle Profile (HPLSP). Linear and binary regression analyses were applied to identify associations between these two measurements and subjects' characteristics, and associations between the two measurements and stress symptoms. Self-reported symptoms of work-related stress included 64.4% of subjects reporting nervousness, 33.7% nightmares, 44.1% irritability, 40.8% headaches, 35.0% insomnia, and 41.4% gastrointestinal upset. C-JCQ scores for psychological demands of the job and discretion to utilize skills had a positive correlation with stress-related symptoms; however, the C-JCQ scores for decision-making authority and social support correlated negatively with stress-related symptoms except for nightmares and irritability. All items on the HPLSP correlated negatively with stress-related symptoms except for irritability, indicating an association between subjects' symptoms and a poor quality of health-promoting lifestyle behaviors. We found that high demands, little decision-making authority, and low levels of social support were associated with the development of stress-related symptoms. The results also suggested that better performance on or a higher frequency of health-promoting life-style behaviors might reduce the chances of hospital staff developing stress-related symptoms. Our report may contribute to the development of educational programs designed to encourage members of high stress groups among the hospital staff to increase their health-promoting behaviors.

Factors and symptoms associated with work stress and health-promoting lifestyles among hospital staff: a pilot study in Taiwan

PubMed Central

2012-01-01

Background Healthcare workers including physicians, nurses, medical technicians and administrative staff experience high levels of occupational stress as a result of heavy workloads, extended working hours and time-related pressure. The aims of this study were to investigate factors associated with work stress among hospital staff members and to evaluate their health-promoting lifestyle behaviors. Methods We conducted a cross-sectional study from May 1, 2010 to July 30, 2010 and recruited 775 professional staff from two regional hospitals in Taiwan using purposive sampling. Demographic data and self-reported symptoms related to work-related stress were collected. Each subject completed the Chinese versions of the Job Content Questionnaire (C-JCQ) and The Health-Promoting Lifestyle Profile (HPLSP). Linear and binary regression analyses were applied to identify associations between these two measurements and subjects’ characteristics, and associations between the two measurements and stress symptoms. Results Self-reported symptoms of work-related stress included 64.4% of subjects reporting nervousness, 33.7% nightmares, 44.1% irritability, 40.8% headaches, 35.0% insomnia, and 41.4% gastrointestinal upset. C-JCQ scores for psychological demands of the job and discretion to utilize skills had a positive correlation with stress-related symptoms; however, the C-JCQ scores for decision-making authority and social support correlated negatively with stress-related symptoms except for nightmares and irritability. All items on the HPLSP correlated negatively with stress-related symptoms except for irritability, indicating an association between subjects’ symptoms and a poor quality of health-promoting lifestyle behaviors. Conclusions We found that high demands, little decision-making authority, and low levels of social support were associated with the development of stress-related symptoms. The results also suggested that better performance on or a higher frequency of health-promoting life-style behaviors might reduce the chances of hospital staff developing stress-related symptoms. Our report may contribute to the development of educational programs designed to encourage members of high stress groups among the hospital staff to increase their health-promoting behaviors. PMID:22799278

LHC Inauguration and LHCFest

ScienceCinema

None

2018-06-26

The LHC official inauguration will take place from 14h00 to 18h00, at Point 18 of the Laboratory, in the presence of the highest representatives from the member states of CERN and representatives from the other communities and authorities of the countries participating in the LHC adventure. 300 members from the international press are also expected, giving a total of 1500 guests. The ceremony will be broadcast live in the Laboratory’s main conference rooms, via webcast and satellite TV (Eurovision). The LHC-fest will follow in the evening in the same place. Its purpose is to, "thank all the actors – physicists, engineers, technicians and administrators – who took part in the design, construction, implementation and commissioning of this great enterprise." For obvious logistical reasons, it has been necessary to limit the number of invited guests to 3000, to include all members of personnel (blue badge holders), representatives of the LHC experiments and other users, as well as representatives from retired staff and industrial support.

Next Step for STEP

DOE Office of Scientific and Technical Information (OSTI.GOV)

Wood, Claire; Bremner, Brenda

2013-08-09

The Siletz Tribal Energy Program (STEP), housed in the Tribe’s Planning Department, will hire a data entry coordinator to collect, enter, analyze and store all the current and future energy efficiency and renewable energy data pertaining to administrative structures the tribe owns and operates and for homes in which tribal members live. The proposed data entry coordinator will conduct an energy options analysis in collaboration with the rest of the Siletz Tribal Energy Program and Planning Department staff. An energy options analysis will result in a thorough understanding of tribal energy resources and consumption, if energy efficiency and conservation measuresmore » being implemented are having the desired effect, analysis of tribal energy loads (current and future energy consumption), and evaluation of local and commercial energy supply options. A literature search will also be conducted. In order to educate additional tribal members about renewable energy, we will send four tribal members to be trained to install and maintain solar panels, solar hot water heaters, wind turbines and/or micro-hydro.« less

14 CFR 385.33 - Review by the staff.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 14 Aeronautics and Space 4 2013-01-01 2013-01-01 false Review by the staff. 385.33 Section 385.33...) ORGANIZATION STAFF ASSIGNMENTS AND REVIEW OF ACTION UNDER ASSIGNMENTS Procedure on Review of Staff Action § 385.33 Review by the staff. Where a petition for review is duly filed, the staff member may, upon...

14 CFR 385.33 - Review by the staff.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 14 Aeronautics and Space 4 2010-01-01 2010-01-01 false Review by the staff. 385.33 Section 385.33...) ORGANIZATION STAFF ASSIGNMENTS AND REVIEW OF ACTION UNDER ASSIGNMENTS Procedure on Review of Staff Action § 385.33 Review by the staff. Where a petition for review is duly filed, the staff member may, upon...

14 CFR 385.33 - Review by the staff.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 14 Aeronautics and Space 4 2012-01-01 2012-01-01 false Review by the staff. 385.33 Section 385.33...) ORGANIZATION STAFF ASSIGNMENTS AND REVIEW OF ACTION UNDER ASSIGNMENTS Procedure on Review of Staff Action § 385.33 Review by the staff. Where a petition for review is duly filed, the staff member may, upon...

14 CFR 385.33 - Review by the staff.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 14 Aeronautics and Space 4 2011-01-01 2011-01-01 false Review by the staff. 385.33 Section 385.33...) ORGANIZATION STAFF ASSIGNMENTS AND REVIEW OF ACTION UNDER ASSIGNMENTS Procedure on Review of Staff Action § 385.33 Review by the staff. Where a petition for review is duly filed, the staff member may, upon...

14 CFR 385.33 - Review by the staff.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 14 Aeronautics and Space 4 2014-01-01 2014-01-01 false Review by the staff. 385.33 Section 385.33...) ORGANIZATION STAFF ASSIGNMENTS AND REVIEW OF ACTION UNDER ASSIGNMENTS Procedure on Review of Staff Action § 385.33 Review by the staff. Where a petition for review is duly filed, the staff member may, upon...

11 CFR 201.3 - Public funding, audits and litigation: Ex parte contacts prohibited.

Code of Federal Regulations, 2010 CFR

2010-01-01

...) A Commissioner or member of a Commissioner's staff who receives an oral ex parte communication... REGULATIONS EX PARTE COMMUNICATIONS § 201.3 Public funding, audits and litigation: Ex parte contacts... be made to any Commissioner or any member of any Commissioner's staff any ex parte communication...

The Relationship between Authentic Leadership and Job Satisfaction in a University Setting

ERIC Educational Resources Information Center

Williams, Leonard C.

2014-01-01

This study examined the relationship between career services staff member job satisfaction and the career services staff member-perceived authentic leadership characteristics of university career services leaders in a southeastern state. Career services offices are vital to building and maintaining employer partnerships, career development for…

76 FR 69272 - Gayle Rothenberg: Debarment Order

Federal Register 2010, 2011, 2012, 2013, 2014

2011-11-08

... this conviction is as follows: Dr. Rothenberg was a physician licensed by the State of Texas as a... injections. From February to September 2004, Dr. Rothenberg and her office manager caused staff members to... was not approved by FDA. Dr. Rothenberg informed staff members that a new BOTOX product would be used...

10 CFR 7.18 - Appointment, compensation, and expense reimbursement of advisory committee members, staffs, and...

Code of Federal Regulations, 2012 CFR

2012-01-01

... 10 Energy 1 2012-01-01 2012-01-01 false Appointment, compensation, and expense reimbursement of advisory committee members, staffs, and consultants. 7.18 Section 7.18 Energy NUCLEAR REGULATORY COMMISSION ADVISORY COMMITTEES § 7.18 Appointment, compensation, and expense reimbursement of advisory committee...

10 CFR 7.18 - Appointment, compensation, and expense reimbursement of advisory committee members, staffs, and...

Code of Federal Regulations, 2013 CFR

2013-01-01

... 10 Energy 1 2013-01-01 2013-01-01 false Appointment, compensation, and expense reimbursement of advisory committee members, staffs, and consultants. 7.18 Section 7.18 Energy NUCLEAR REGULATORY COMMISSION ADVISORY COMMITTEES § 7.18 Appointment, compensation, and expense reimbursement of advisory committee...

10 CFR 7.18 - Appointment, compensation, and expense reimbursement of advisory committee members, staffs, and...

Code of Federal Regulations, 2014 CFR

2014-01-01

... 10 Energy 1 2014-01-01 2014-01-01 false Appointment, compensation, and expense reimbursement of advisory committee members, staffs, and consultants. 7.18 Section 7.18 Energy NUCLEAR REGULATORY COMMISSION ADVISORY COMMITTEES § 7.18 Appointment, compensation, and expense reimbursement of advisory committee...

10 CFR 7.18 - Appointment, compensation, and expense reimbursement of advisory committee members, staffs, and...

Code of Federal Regulations, 2010 CFR

2010-01-01

... 10 Energy 1 2010-01-01 2010-01-01 false Appointment, compensation, and expense reimbursement of advisory committee members, staffs, and consultants. 7.18 Section 7.18 Energy NUCLEAR REGULATORY COMMISSION ADVISORY COMMITTEES § 7.18 Appointment, compensation, and expense reimbursement of advisory committee...

10 CFR 7.18 - Appointment, compensation, and expense reimbursement of advisory committee members, staffs, and...

Code of Federal Regulations, 2011 CFR

2011-01-01

... 10 Energy 1 2011-01-01 2011-01-01 false Appointment, compensation, and expense reimbursement of advisory committee members, staffs, and consultants. 7.18 Section 7.18 Energy NUCLEAR REGULATORY COMMISSION ADVISORY COMMITTEES § 7.18 Appointment, compensation, and expense reimbursement of advisory committee...

A Foot Operated Timeout Room Door Latch.

ERIC Educational Resources Information Center

Foxx, R. M.; And Others

1982-01-01

This report describes the design and implementation of a foot operated timeout room door latch that permits staff members to maintain a misbehaving retarded individual in timeout without locking the door. Use of the latch also frees the staff member involved to record behavioral observations or reinforce appropriate behavior. (Author)

KSC-04pd2000

NASA Image and Video Library

2004-09-21

KENNEDY SPACE CENTER, FLA. - KSC Deputy Director Dr. Woodrow Whitlow Jr. (left) talks with staff members of Gainesville Elementary School, a NASA Explorer School in Gainesville, Ga. In the background are Bruce Buckingham (left) , NASA KSC News Chief, and Jim Jennings, deputy associate administrator for Institutions and Asset Management at NASA Headquarters. Jennings shared the new vision for space exploration with this next generation of explorers. Whitlow talked with students about our destiny as explorers, NASA’s stepping stone approach to exploring Earth, the Moon, Mars and beyond, how space impacts our lives, and how people and machines rely on each other in space.

The use of cimetidine in hospitalized patients.

PubMed

Kopala, L

1984-01-01

Cimetidine is the most commonly prescribed drug in North America. A clinical review was conducted to identify physicians' prescribing habits. From September 1, 1981 to March 31, 1982, the charts were reviewed of 50 patients receiving cimetidine in an isolated coastal community hospital in British Columbia. It was discovered that physicians prescribed the drug for reasons approved by the Food and Drug Administration (FDA) only 14% of the time. The FDA guidelines approve cimetidine for duodenal ulcer, Zollinger-Ellison syndrome, and other hypersecretory states. A literature review was conducted, and guidelines on prescribing cimetidine were given to all members of the hospital's medical staff.

Statistical process control: a practical application for hospitals.

PubMed

VanderVeen, L M

1992-01-01

A six-step plan based on using statistics was designed to improve quality in the central processing and distribution department of a 223-bed hospital in Oakland, CA. This article describes how the plan was implemented sequentially, starting with the crucial first step of obtaining administrative support. The QI project succeeded in overcoming beginners' fear of statistics and in training both managers and staff to use inspection checklists, Pareto charts, cause-and-effect diagrams, and control charts. The best outcome of the program was the increased commitment to quality improvement by the members of the department.

Providing for congressional disapproval under chapter 8 of title 5, United States Code, of the rule submitted by the Office of Personnel Management relating to the treatment of Members of Congress and congressional staff under section 1312 of the Patient Protection and Affordable Care Act.

THOMAS, 113th Congress

Rep. McCaul, Michael T. [R-TX-10

2013-09-16

House - 09/16/2013 Referred to the Committee on House Administration, and in addition to the Committee on Oversight and Government Reform, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of... (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

75 FR 73107 - Guidance for Industry and Food and Drug Administration Staff; Blood Lancet Labeling; Availability

Federal Register 2010, 2011, 2012, 2013, 2014

2010-11-29

... DEPARTMENT OF HEALTH AND HUMAN SERVICES Food and Drug Administration [Docket No. FDA-2010-D-0590] Guidance for Industry and Food and Drug Administration Staff; Blood Lancet Labeling; Availability AGENCY: Food and Drug Administration, HHS. ACTION: Notice. SUMMARY: The Food and Drug Administration (FDA) is...

Job satisfaction among emergency department staff.

PubMed

Suárez, M; Asenjo, M; Sánchez, M

2017-02-01

To compare job satisfaction among nurses, physicians and administrative staff in an emergency department (ED). To analyse the relationship of job satisfaction with demographic and professional characteristics of these personnel. We performed a descriptive, cross-sectional study in an ED in Barcelona (Spain). Job satisfaction was evaluated by means of the Font-Roja questionnaire. Multivariate analysis determined relationship between the overall job satisfaction and the variables collected. Fifty-two nurses, 22 physicians and 30 administrative staff were included. Administrative staff were significantly more satisfied than physicians and nurses: 3.42±0.32 vs. 2.87±0.42 and 3.06±0.36, respectively. Multivariate analysis showed the following variables to be associated with job satisfaction: rotation among the different ED acuity levels (OR: 2.34; 95%CI: 0.93-5.89) and being an administrative staff (OR: 0.27; 95%CI: 0.09-0.80). Nurses and physicians reported greater stress and work pressure than administrative staff and described a worse physical working environment. Interpersonal relationships obtained the highest score among the three groups of professionals. Job satisfaction of nurses and physicians in an ED is lower than that of administrative staff with the former perceiving greater stress and work pressure. Conversely, interpersonal relationships are identified as strength. Being nurse or physician and not rotating among the different ED acuity levels increase dissatisfaction. Copyright © 2016 College of Emergency Nursing Australasia. Published by Elsevier Ltd. All rights reserved.

Staff Development Program Evaluation.

ERIC Educational Resources Information Center

Ashur, Nina E.; And Others

An evaluation of the staff development program at College of the Canyons (California) was conducted in 1991 to provide information applicable to program improvement. Questionnaires were distributed to all faculty, classified staff, and flexible calendar program committee and staff development advisory committee members, resulting in response rates…

Job Satisfaction of Dietitians in the Army Medical Specialists Corps

DTIC Science & Technology

1981-01-01

in the clinical branches while only 3.&% were assigned as staff administrative dietitians in the production and service branches. Distribution of the...Leavenworth, Kansas and the U.S. Amy-Baylor University Program in Health Care Administration , Fort Sam Houston, Texas. Test of analysis of variance of mean...Chief, Food Service Division; Chief, Production and Service Branch; Chief, Clinical Dietetic Branch; Staff Administrative Dietitian; Staff Clinical

14 CFR 385.3 - Scope of staff action.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 14 Aeronautics and Space 4 2014-01-01 2014-01-01 false Scope of staff action. 385.3 Section 385.3...) ORGANIZATION STAFF ASSIGNMENTS AND REVIEW OF ACTION UNDER ASSIGNMENTS General Provisions § 385.3 Scope of staff action. Applications for relief which, pursuant to this part, may be granted by staff members under...

42 CFR 416.45 - Condition for coverage-Medical staff.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 42 Public Health 3 2012-10-01 2012-10-01 false Condition for coverage-Medical staff. 416.45... Coverage § 416.45 Condition for coverage—Medical staff. The medical staff of the ASC must be accountable to the governing body. (a) Standard: Membership and clinical privileges. Members of the medical staff...

14 CFR 385.3 - Scope of staff action.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 14 Aeronautics and Space 4 2012-01-01 2012-01-01 false Scope of staff action. 385.3 Section 385.3...) ORGANIZATION STAFF ASSIGNMENTS AND REVIEW OF ACTION UNDER ASSIGNMENTS General Provisions § 385.3 Scope of staff action. Applications for relief which, pursuant to this part, may be granted by staff members under...

42 CFR 416.45 - Condition for coverage-Medical staff.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 42 Public Health 3 2014-10-01 2014-10-01 false Condition for coverage-Medical staff. 416.45... Coverage § 416.45 Condition for coverage—Medical staff. The medical staff of the ASC must be accountable to the governing body. (a) Standard: Membership and clinical privileges. Members of the medical staff...

14 CFR 385.3 - Scope of staff action.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 14 Aeronautics and Space 4 2011-01-01 2011-01-01 false Scope of staff action. 385.3 Section 385.3...) ORGANIZATION STAFF ASSIGNMENTS AND REVIEW OF ACTION UNDER ASSIGNMENTS General Provisions § 385.3 Scope of staff action. Applications for relief which, pursuant to this part, may be granted by staff members under...

42 CFR 416.45 - Condition for coverage-Medical staff.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 42 Public Health 3 2013-10-01 2013-10-01 false Condition for coverage-Medical staff. 416.45... Coverage § 416.45 Condition for coverage—Medical staff. The medical staff of the ASC must be accountable to the governing body. (a) Standard: Membership and clinical privileges. Members of the medical staff...

14 CFR 385.3 - Scope of staff action.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 14 Aeronautics and Space 4 2013-01-01 2013-01-01 false Scope of staff action. 385.3 Section 385.3...) ORGANIZATION STAFF ASSIGNMENTS AND REVIEW OF ACTION UNDER ASSIGNMENTS General Provisions § 385.3 Scope of staff action. Applications for relief which, pursuant to this part, may be granted by staff members under...

14 CFR 385.3 - Scope of staff action.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 14 Aeronautics and Space 4 2010-01-01 2010-01-01 false Scope of staff action. 385.3 Section 385.3...) ORGANIZATION STAFF ASSIGNMENTS AND REVIEW OF ACTION UNDER ASSIGNMENTS General Provisions § 385.3 Scope of staff action. Applications for relief which, pursuant to this part, may be granted by staff members under...

Nurses' views on the characteristics of an effective leader.

PubMed

Feltner, Arta; Mitchell, Barbara; Norris, Elfi; Wolfle, Clara

2008-02-01

Effective leadership can promote a satisfying and productive work environment in which staff members positively contribute to the success of the organization. Nurses at a magnet hospital in Florida undertook a project to determine what staff nurses believed were the characteristics of an effective leader. Using one-on-one interviews and surveys, the project team discovered that the most highly ranked qualities and characteristics of an effective leader included effective communication skills, fairness, and knowledge about staff members' jobs.

The Combat Vehicle Command and Control System. Combat Performance of Armor Battalions Using Distributed Interactive Simulation

DTIC Science & Technology

1993-09-16

research staff members manned the TOC, and assumed key roles in the battalion staff. TOC staff members were selected for their extensive military ...CRA&I DTIC TAB Unannounced 0 Justification SBy - Distibution I Availability Codes Avail and / or Dist SpecialI 1 Field Unit at Fort Knox, Kentucky...Project Number Training Simulation 3 Approved for public release; distribution is unlimited. I iii I I I FOREWORD The Fort Knox Field Unit of the U.S

Extra-team connections for knowledge transfer between staff teams

PubMed Central

Ramanadhan, Shoba; Wiecha, Jean L.; Emmons, Karen M.; Gortmaker, Steven L.; Viswanath, Kasisomayajula

2009-01-01

As organizations implement novel health promotion programs across multiple sites, they face great challenges related to knowledge management. Staff social networks may be a useful medium for transferring program-related knowledge in multi-site implementation efforts. To study this potential, we focused on the role of extra-team connections (ties between staff members based in different site teams) as potential channels for knowledge sharing. Data come from a cross-sectional study of afterschool childcare staff implementing a health promotion program at 20 urban sites of the Young Men's Christian Association of Greater Boston. We conducted a sociometric social network analysis and attempted a census of 91 program staff members. We surveyed 80 individuals, and included 73 coordinators and general staff, who lead and support implementation, respectively, in this study. A multiple linear regression model demonstrated a positive relationship between extra-team connections (β = 3.41, P < 0.0001) and skill receipt, a measure of knowledge transfer. We also found that intra-team connections (within-team ties between staff members) were also positively related to skill receipt. Connections between teams appear to support knowledge transfer in this network, but likely require greater active facilitation, perhaps via organizational changes. Further research on extra-team connections and knowledge transfer in low-resource, high turnover environments is needed. PMID:19528313

77 FR 69450 - Notice of FERC Staff Attendance

Federal Register 2010, 2011, 2012, 2013, 2014

2012-11-19

... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of FERC Staff Attendance Docket... gives notice that on November 16, 2012, members of its staff will attend a meeting conducted by... is open to all stakeholders and Commission staff's attendance is part of the Commission's ongoing...

What Motivates Member Donations to the Union?

NASA Astrophysics Data System (ADS)

Austin, James A.; Grove, Timothy L.

2008-04-01

In the fall of 2007, the AGU Development Board commissioned the development staff to survey the approximately 1200 AGU supporting members to learn why these members give $100 to AGU each year- many give much more-to fund activities in education, public affairs, public information, the sections, and the focus groups. (A recent list of supporting members was published in Eos, 88(49), 544-545, 2007.) With supporting membership having more than doubled since 2003, the development staff and the Development Board wanted to find out more about the individual motivations underlying this trend. We also were trying to identify new incentives for members to support the Union's special projects and programs.

28 CFR 42.414 - Federal agency staff.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 28 Judicial Administration 1 2013-07-01 2013-07-01 false Federal agency staff. 42.414 Section 42.414 Judicial Administration DEPARTMENT OF JUSTICE NONDISCRIMINATION; EQUAL EMPLOYMENT OPPORTUNITY... § 42.414 Federal agency staff. Sufficient personnel shall be assigned by a federal agency to its title...

28 CFR 42.414 - Federal agency staff.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 28 Judicial Administration 1 2011-07-01 2011-07-01 false Federal agency staff. 42.414 Section 42.414 Judicial Administration DEPARTMENT OF JUSTICE NONDISCRIMINATION; EQUAL EMPLOYMENT OPPORTUNITY... § 42.414 Federal agency staff. Sufficient personnel shall be assigned by a federal agency to its title...

28 CFR 42.414 - Federal agency staff.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 1 2010-07-01 2010-07-01 false Federal agency staff. 42.414 Section 42.414 Judicial Administration DEPARTMENT OF JUSTICE NONDISCRIMINATION; EQUAL EMPLOYMENT OPPORTUNITY... § 42.414 Federal agency staff. Sufficient personnel shall be assigned by a federal agency to its title...

28 CFR 42.414 - Federal agency staff.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 28 Judicial Administration 1 2012-07-01 2012-07-01 false Federal agency staff. 42.414 Section 42.414 Judicial Administration DEPARTMENT OF JUSTICE NONDISCRIMINATION; EQUAL EMPLOYMENT OPPORTUNITY... § 42.414 Federal agency staff. Sufficient personnel shall be assigned by a federal agency to its title...

28 CFR 42.414 - Federal agency staff.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 28 Judicial Administration 1 2014-07-01 2014-07-01 false Federal agency staff. 42.414 Section 42.414 Judicial Administration DEPARTMENT OF JUSTICE NONDISCRIMINATION; EQUAL EMPLOYMENT OPPORTUNITY... § 42.414 Federal agency staff. Sufficient personnel shall be assigned by a federal agency to its title...

Instructional Materials for English Language Learners in Urban Public Schools, 2012-2013

ERIC Educational Resources Information Center

Council of the Great City Schools, 2013

2013-01-01

The purpose of this report, "Instructional Materials for English Language Learners in Urban Public Schools," is to examine how district- and school-level staff members acquire and use instructional materials for English Language Learners (ELLs). The report also answers questions regarding the preparedness of district and school staff members to…

Organizational Communication: Perceptions of Staff Members' Level of Communication Satisfaction and Job Satisfaction

ERIC Educational Resources Information Center

Sharma, Priti; Lampley, James; Good, Donald

2015-01-01

The purpose of this research study was to explore the topic of organizational communication in higher education and examine staff members' perceptions about their level of communication and job satisfaction in their workplaces. This study was also designed to test the relationship between communication satisfaction and job satisfaction by…

Arriba! Building Teamwork and a Ropes Course in Mexico.

ERIC Educational Resources Information Center

Fullerton, Jim; Davis, Scot G.

A staff member of the Outdoor Adventures Program at the University of Nebraska-Lincoln relates his experience in supervising the construction of the first low ropes course in Yucatan, Mexico. During 1994, two staff members visited Yucatan to explore trip possibilities for the program and to inquire about a future conference location. While leading…

Staff Members Acting as Grandparents in a High School for Recent Immigrants: Los Abuelitos

ERIC Educational Resources Information Center

Bennett, Jo

2016-01-01

This qualitative study considered how a high school in the south central United States serving predominantly immigrant students from Mexico and Central America made use of older Hispanic or Latino staff members as surrogate or stand-in grandparents (fondly called "abuelitos" by the students). The caring, intergenerational relationships…

The meaning of technology in an intensive care unit--an interview study.

PubMed

Wikström, Ann-Charlott; Cederborg, Ann-Christin; Johanson, Marita

2007-08-01

Previous research has suggested technology may dehumanise patient care and also that technology may restrict nurses' freedom of action. This raises questions about the relationship between technology, care and medicine in units where the patient's need for treatment is often an emergency. The aim of the study was to explore how staff members in an intensive care unit (ICU) make sense of technology in their everyday practice. Twelve staff members from one ICU were interviewed about their understanding of technology in their everyday practice. Three main findings emerged from the analysis: Technology seems to be considered decisive as it directs and controls medical treatment and results in the patients' well being; technology is seen as facilitating everyday practice because it makes treatment more secure and decreases workload; however technology can complicate the staff members' everyday practice as it is not completely trustworthy, is not easy to handle and can cause ethical dilemmas. Contrary to previous findings this study shows that technology seems to be embedded in care and medical treatment. Furthermore, the meaning of technology appears to be dependent on the different staff members' accounting practices.

76 FR 9027 - Draft Guidance for Industry and Food and Drug Administration Staff on Best Practices for...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-02-16

... DEPARTMENT OF HEALTH AND HUMAN SERVICES Food and Drug Administration [Docket No. FDA-2011-D-0057] Draft Guidance for Industry and Food and Drug Administration Staff on Best Practices for Conducting and...: Food and Drug Administration, HHS. ACTION: Notice. SUMMARY: The Food and Drug Administration (FDA) is...

77 FR 20826 - Guidance for Industry and Food and Drug Administration Staff; Food and Drug Administration and...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-04-06

...] Guidance for Industry and Food and Drug Administration Staff; Food and Drug Administration and Industry... Administration (FDA) is announcing the availability of the guidance entitled ``Guidance for Industry and Food and... written requests for single copies of the guidance document entitled ``Guidance for Industry and Food and...