Growing a Wind Workforce: The National Wind Energy Skills Assessment Report (Poster)

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

Tegen, S.

This poster summarizes results from the first published investigation into the detailed makeup of the wind energy workforce as well as a glance at the educational infrastructure and training needs of the wind industry. Insights from this research into the domestic wind workforce allow the private sector, educational institutions, and federal and state governments to make better informed workforce-related decisions based on the current data and future projections.

A Sustainable Energy Laboratory Course for Non-Science Majors

ERIC Educational Resources Information Center

Nathan, Stephen A.; Loxsom, Fred

2016-01-01

Sustainable energy is growing in importance as the public becomes more aware of climate change and the need to satisfy our society's energy demands while minimizing environmental impacts. To further this awareness and to better prepare a workforce for "green careers," we developed a sustainable energy laboratory course that is suitable…

The Wind Energy Workforce Gap in the United States

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

Tegen, Suzanne I; Keyser, David J

There are more than 100,000 jobs in the U.S. wind industry today, and the second-fastest growing job in the United States in 2017 was wind technician. A vibrant wind industry needs workers, and students who graduate from wind energy education and training programs need jobs. The goal of this research is to better understand the needs of wind-related businesses, education and training requirements, and the make-up of current and future domestic workforces. Educators are developing and training future workers. Educational institutions need to know which courses to provide to connect students with potential employers and to justify their wind energymore » programs by being able to place graduates into well-paying jobs. In interviews with 250 wind energy firms and 50 educational institutions, many respondents reported difficulty hiring qualified candidates, while many educational institutions reported graduates not finding jobs in the wind industry. We refer to this mismatch as the 'workforce gap.' This conference poster explores this gap.« less

Wind Energy Workforce Development: Engineering, Science, & Technology

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

Lesieutre, George A.; Stewart, Susan W.; Bridgen, Marc

2013-03-29

Broadly, this project involved the development and delivery of a new curriculum in wind energy engineering at the Pennsylvania State University; this includes enhancement of the Renewable Energy program at the Pennsylvania College of Technology. The new curricula at Penn State includes addition of wind energy-focused material in more than five existing courses in aerospace engineering, mechanical engineering, engineering science and mechanics and energy engineering, as well as three new online graduate courses. The online graduate courses represent a stand-alone Graduate Certificate in Wind Energy, and provide the core of a Wind Energy Option in an online intercollege professional Mastersmore » degree in Renewable Energy and Sustainability Systems. The Pennsylvania College of Technology erected a 10 kilowatt Xzeres wind turbine that is dedicated to educating the renewable energy workforce. The entire construction process was incorporated into the Renewable Energy A.A.S. degree program, the Building Science and Sustainable Design B.S. program, and other construction-related coursework throughout the School of Construction and Design Technologies. Follow-on outcomes include additional non-credit opportunities as well as secondary school career readiness events, community outreach activities, and public awareness postings.« less

78 FR 77426 - Meeting of the Manufacturing Council

Federal Register 2010, 2011, 2012, 2013, 2014

2013-12-23

... development and public perception of manufacturing; manufacturing energy policy; tax policy and export growth; and innovation, research and development. The Council will discuss current workforce development... manufacturing, and specific ideas for innovation improvements in manufacturing. The Council will also discuss...

A Compilation of Internship Reports - 2012

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

Stegman M.; Morris, M.; Blackburn, N.

This compilation documents all research project undertaken by the 2012 summer Department of Energy - Workforce Development for Teachers and Scientists interns during their internship program at Brookhaven National Laboratory.

Wind for Schools: Developing Education Programs to Train the Next Generation of the Wind Energy Workforce

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

Baring-Gould, I.; Flowers, L.; Kelly, M.

2009-08-01

This paper provides an overview of the Wind for Schools project elements, including a description of host and collegiate school curricula developed for wind energy and the status of the current projects. The paper also provides focused information on how schools, regions, or countries can become involved or implement similar projects to expand the social acceptance and understanding of wind energy.

Fellowships for Students Pursuing Interdisciplinary MS with a Focus on Wind Energy

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

Naughton, Jonathan W.

The production of electricity from wind has grown rapidly in the U.S. and abroad. A problem generated by this rapid growth is the need for a highly trained workforce as has been discussed openly in recent workshops and in discussions with wind energy manufacturers and developers. In addition, the 20% by 2030 report lists workforce development as among the critical needs if the initiative is to succeed. This report also identified that, for this initiative to succeed, many of the wind energy related technologies needed to advance. As a result, a critical component of the workforce development is the highlymore » trained personnel that can contribute to this technology advancement. The objective of this effort was to attract several highly qualified candidates to pursue a wind-energy focused interdisciplinary degree at the Masters Degree level. Since it was desired to produce these candidates as quickly as possible, fellowships were to be provided to the best candidates so that they could complete their degree quickly and transition to the workforce in the minimum time possible. In the course of advertising for these high quality candidates, it was hoped that other students would also be made aware of the educational and research opportunities offered by the Wind Energy Research Center (WERC). To ensure a wind energy focus for the students, a curriculum focused on wind was encouraged, but the curriculum was sufficiently flexible to allow the students to tailor the experience to meet their interests. Options for the students included internships or a thesis in addition to coursework only programs. The results of this effort are considered to be an overall success. Six students started the program and all have either completed or are in the last stages of completing the program. Individuals with a broad range of backgrounds started the program demonstrating that students from many areas can successfully complete such a program. On average, the students took longer than the expected three semesters and summer to complete the program, but this was largely due to the choices they made in their degree programs. All of the students completing their degree have either moved on to employment, graduate school, or are finishing up their degrees and actively looking for their next position. The outcomes of this program can thus serve to guide institutions looking to develop a similar program« less

The National Wind Energy Skills Assessment and Preparing for the Future Wind Workforce; NREL (National Renewable Energy Laboratory)

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

Tegen, Suzanne

2015-07-10

A robust workforce is essential to growing domestic wind manufacturing capabilities. This presentation provides an overview of an NREL analysis of wind-focused education at American colleges and universities. The second part of the presentation discusses DOE/NREL workforce-related projects, such as the Wind Career Map, the Collegiate Wind Competition, and the Wind for Schools project.

Masters Study in Advanced Energy and Fuels Management

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

Mondal, Kanchan

2014-12-08

There are currently three key drivers for the US energy sector a) increasing energy demand and b) environmental stewardship in energy production for sustainability and c) general public and governmental desire for domestic resources. These drivers are also true for energy nation globally. As a result, this sector is rapidly diversifying to alternate sources that would supplement or replace fossil fuels. These changes have created a need for a highly trained workforce with a the understanding of both conventional and emerging energy resources and technology to lead and facilitate the reinvention of the US energy production, rational deployment of alternatemore » energy technologies based on scientific and business criteria while invigorating the overall economy. In addition, the current trends focus on the the need of Science, Technology, Engineering and Math (STEM) graduate education to move beyond academia and be more responsive to the workforce needs of businesses and the industry. The SIUC PSM in Advanced Energy and Fuels Management (AEFM) program was developed in response to the industries stated need for employees who combine technical competencies and workforce skills similar to all PSM degree programs. The SIUC AEFM program was designed to provide the STEM graduates with advanced technical training in energy resources and technology while simultaneously equipping them with the business management skills required by professional employers in the energy sector. Technical training include core skills in energy resources, technology and management for both conventional and emerging energy technologies. Business skills training include financial, personnel and project management. A capstone internship is also built into the program to train students such that they are acclimatized to the real world scenarios in research laboratories, in energy companies and in government agencies. The current curriculum in the SIUC AEFM will help fill the need for training both recent graduates seeking specialized training prior to entering the energy industry workforce as well as working professionals in the energy industry who require additional training and qualifications for further career advancement. It is expected that the students graduating from the program will be stewards of effective, sustainable and environmentally sound use of these resources to ensure energy independence and meet the growing demands.The application of this Professional Science Masters’ (PSM) program is in the fast evolving Fuels Arena. The PSM AEFM is intended to be a terminal degree which will prepare the graduates for interdisciplinary careers in team-oriented environment. The curriculum for this program was developed in concert with industry to dovetail with current and future demands based on analysis and needs. The primary objective of the project was to exploit the in house resources such as existing curriculum and faculty strengths and develop a curriculum with consultations with industry to meet current and future demands. Additional objectives was to develop courses specific to the degree and to provide the students with a set of business skills in finance accounting and sustainable project management.« less

National Environmental/Energy Workforce Assessment: Business and Industry.

ERIC Educational Resources Information Center

National Field Research Center Inc., Iowa City, IA.

This report presents an indication of existing workforce levels and career potentials for environmental/energy occupations within private industry. The study concerns itself with the environmental pollution control areas of air, noise, potable water, pesticides, radiation, solid waste, wastewater, and energy. The format includes an introduction to…

Hydrogen Storage Experiments for an Undergraduate Laboratory Course--Clean Energy: Hydrogen/Fuel Cells

ERIC Educational Resources Information Center

Bailey, Alla; Andrews, Lisa; Khot, Ameya; Rubin, Lea; Young, Jun; Allston, Thomas D.; Takacs, Gerald A.

2015-01-01

Global interest in both renewable energies and reduction in emission levels has placed increasing attention on hydrogen-based fuel cells that avoid harm to the environment by releasing only water as a byproduct. Therefore, there is a critical need for education and workforce development in clean energy technologies. A new undergraduate laboratory…

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

PubMed

Ghosh, Basu

2009-06-11

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

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

PubMed Central

Ghosh, Basu

2009-01-01

Introduction Oman's recent experience in health workforce development may be viewed against the backdrop of the situation just three or four decades ago, when it had just a few physicians and nurses (mostly expatriate). All workforce categories in Oman have grown substantially over the last two decades. Increased self-reliance was achieved despite substantial growth in workforce stocks. Stocks of physicians and nurses grew significantly during 1985–2007. This development was the outcome of well-considered national policies and plans. This case outlines how Oman is continuing to turn around its excessive dependence on expatriate workforce through strategic workforce development planning. Case description The Sultanate's early development initiatives focused on building a strong health care infrastructure by importing workforce. However, the policy-makers stressed national workforce development for a sustainable future. Beginning with the formulation of a strategic health workforce development plan in 1991, the stage was set for adopting workforce planning as an essential strategy for sustainable health development and workforce self-reliance. Oman continued to develop its educational infrastructure, and began to produce as much workforce as possible, in order to meet health care demands and achieve workforce self-reliance. Other policy initiatives with a beneficial impact on Oman's workforce development scenario were: regionalization of nursing institutes, active collaboration with universities and overseas specialty boards, qualitative improvement of the education system, development of a strong continuing professional development system, efforts to improve workforce management, planned change management and needs-based micro/macro-level studies. Strong political will and bold policy initiatives, dedicated workforce planning and educational endeavours have all contributed to help Oman to develop its health workforce stocks and gain self-reliance. Discussion and evaluation Oman has successfully innovated workforce planning within a favorable policy environment. Its intensive and extensive workforce planning efforts, with the close involvement of policy-makers, educators and workforce managers, have ensured adequacy of suitable workforce in health institutions and its increased self-reliance in the health workforce. Conclusion Oman's experience in workforce planning and development presents an illustration of a country benefiting from successful application of workforce planning concepts and tools. Instead of being complacent about its achievements so far, every country needs to improve or sustain its planning efforts in this way, in order to circumvent the current workforce deficiencies and to further increase self-reliance and improve workforce efficiency and effectiveness. PMID:19519912

The SEED Initiative

ERIC Educational Resources Information Center

Teich, Carolyn R.

2011-01-01

Committed to fulfilling the promise of the green economy, the American Association of Community Colleges (AACC) launched the Sustainability Education and Economic Development (SEED) initiative (www.theseedcenter.org) in October 2010. The project advances sustainability and clean energy workforce development practices at community colleges by…

Danny Studer | NREL

Science.gov Websites

Daniel.Studer@nrel.gov | 303-275-4368 Daniel joined NREL in 2009. As a member of the Commercial Buildings using EnergyPlus to identify large-scale areas for reducing and optimizing commercial building energy consumption. Recently, Daniel led NREL's commercial building workforce development efforts and he is leading

78 FR 63964 - Meeting of the Manufacturing Council

Federal Register 2010, 2011, 2012, 2013, 2014

2013-10-25

... subcommittees on workforce development and public perception of manufacturing; manufacturing energy policy; tax policy and export growth; and innovation, research and development. The Council will discuss current... provide a means of ensuring regular contact between the U.S. Government and the manufacturing sector...

Wind-energy Science, Technology and Research (WindSTAR) Consortium: Curriculum, Workforce Development, and Education Plan Final Report

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

Manwell, James

2013-03-19

The purpose of the project is to modify and expand the current wind energy curriculum at the University of Massachusetts Amherst and to develop plans to expand the graduate program to a national scale. The expansion plans include the foundational steps to establish the American Academy of Wind Energy (AAWE). The AAWE is intended to be a cooperative organization of wind energy research, development, and deployment institutes and universities across North America, whose mission will be to develop and execute joint RD&D projects and to organize high-level science and education in wind energy

Aligning Education and Training to Meet Energy Workforce Needs. Research Brief

ERIC Educational Resources Information Center

Gonzalez, Gabriella C.; Singh, Reema; Karam, Rita; Ortiz, David S.; Robson, Sean; Phillips, Andrea; Hunter, Gerald Paul

2015-01-01

The U.S. energy sector has become highly innovative in developing and applying new technologies. These innovations often require higher-paid, more-highly skilled labor, yet many employers in the region report that they have difficulty filling jobs, particularly for medium-skilled (or semi skilled) positions that require only a high school…

48 CFR 1823.570 - Drug- and alcohol-free workforce.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 48 Federal Acquisition Regulations System 6 2014-10-01 2014-10-01 false Drug- and alcohol-free workforce. 1823.570 Section 1823.570 Federal Acquisition Regulations System NATIONAL AERONAUTICS AND SPACE ADMINISTRATION SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES...

48 CFR 1823.570 - Drug- and alcohol-free workforce.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 48 Federal Acquisition Regulations System 6 2012-10-01 2012-10-01 false Drug- and alcohol-free workforce. 1823.570 Section 1823.570 Federal Acquisition Regulations System NATIONAL AERONAUTICS AND SPACE ADMINISTRATION SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES...

48 CFR 1823.570 - Drug- and alcohol-free workforce.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 48 Federal Acquisition Regulations System 6 2010-10-01 2010-10-01 true Drug- and alcohol-free workforce. 1823.570 Section 1823.570 Federal Acquisition Regulations System NATIONAL AERONAUTICS AND SPACE ADMINISTRATION SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES...

76 FR 57714 - The Manufacturing Council: Meeting of the Manufacturing Council

Federal Register 2010, 2011, 2012, 2013, 2014

2011-09-16

..., workforce development issues, energy policy, trade agreements and other issues affecting the U.S. manufacturing sector and to determine future areas of focus for Council work. DATES: September 29, 2011. Time: 9...

Geoscience and the 21st Century Workforce

NASA Astrophysics Data System (ADS)

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

2013-12-01

Geoscience knowledge and skills play new roles in the workforce as our society addresses the challenges of living safely and sustainably on Earth. As a result, we expect a wider range of future career opportunities for students with education in the geosciences and related fields. A workshop offered by the InTeGrate STEP Center on 'Geoscience and the 21st Century Workforce' brought together representatives from 24 programs with a substantial geoscience component, representatives from different employment sectors, and workforce scholars to explore the intersections between geoscience education and employment. As has been reported elsewhere, employment in energy, environmental and extractive sectors for geoscientists with core geology, quantitative and communication skills is expected to be robust over the next decade as demand for resources grow and a significant part of the current workforce retires. Relatively little is known about employment opportunities in emerging areas such as green energy or sustainability consulting. Employers at the workshop from all sectors are seeking the combination of strong technical, quantitative, communication, time management, and critical thinking skills. The specific technical skills are highly specific to the employer and employment needs. Thus there is not a single answer to the question 'What skills make a student employable?'. Employers at this workshop emphasized the value of data analysis, quantitative, and problem solving skills over broad awareness of policy issues. Employers value the ability to articulate an appropriate, effective, creative solution to problems. Employers are also very interested in enthusiasm and drive. Participants felt that the learning outcomes that their programs have in place were in line with the needs expressed by employers. Preparing students for the workforce requires attention to professional skills, as well as to the skills needed to identify career pathways and land a job. This critical work takes place both inside and outside of the classroom and occurs as a progression throughout the course of study. Professional skills were recognized as an area where outcomes could be strengthened. The challenge faced by geoscience programs is developing pathways into the workforce for students who bring different skills and interests to their studies. Workforce data suggest that in the past only 30% of undergraduate graduates have remained in the geosciences indicating that geoscience programs are playing an important role in developing the workforce beyond the geosciences. A collection of program descriptions describes what is known about career pathways from the programs represented at the workshop.

48 CFR 1823.570 - Drug- and alcohol-free workforce.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 48 Federal Acquisition Regulations System 6 2013-10-01 2013-10-01 false Drug- and alcohol-free... ADMINISTRATION SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 1823.570 Drug- and alcohol-free workforce...

48 CFR 1823.570 - Drug- and alcohol-free workforce.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 48 Federal Acquisition Regulations System 6 2011-10-01 2011-10-01 false Drug- and alcohol-free... ADMINISTRATION SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 1823.570 Drug- and alcohol-free workforce...

National Wind Distance Learning Collaborative

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

Dr. James B. Beddow

2013-03-29

Executive Summary The energy development assumptions identified in the Department of Energy's position paper, 20% Wind Energy by 2030, projected an exploding demand for wind energy-related workforce development. These primary assumptions drove a secondary set of assumptions that early stage wind industry workforce development and training paradigms would need to undergo significant change if the workforce needs were to be met. The current training practice and culture within the wind industry is driven by a relatively small number of experts with deep field experience and knowledge. The current training methodology is dominated by face-to-face, classroom based, instructor present training. Givenmore » these assumptions and learning paradigms, the purpose of the National Wind Distance Learning Collaborative was to determine the feasibility of developing online learning strategies and products focused on training wind technicians. The initial project scope centered on (1) identifying resources that would be needed for development of subject matter and course design/delivery strategies for industry-based (non-academic) training, and (2) development of an appropriate Learning Management System (LMS). As the project unfolded, the initial scope was expanded to include development of learning products and the addition of an academic-based training partner. The core partners included two training entities, industry-based Airstreams Renewables and academic-based Lake Area Technical Institute. A third partner, Vision Video Interactive, Inc. provided technology-based learning platforms (hardware and software). The revised scope yielded an expanded set of results beyond the initial expectation. Eight learning modules were developed for the industry-based Electrical Safety course. These modules were subsequently redesigned and repurposed for test application in an academic setting. Software and hardware developments during the project's timeframe enabled redesign providing for student access through the use of tablet devices such as iPads. Early prototype Learning Management Systems (LMS) featuring more student-centric access and interfaces with emerging social media were developed and utilized during the testing applications. The project also produced soft results involving cross learning between and among the partners regarding subject matter expertise, online learning pedagogy, and eLearning technology-based platforms. The partners believe that the most significant, overarching accomplishment of the project was the development and implementation of goals, activities, and outcomes that significantly exceeded those proposed in the initial grant application submitted in 2009. Key specific accomplishments include: (1) development of a set of 8 online learning modules addressing electrical safety as it relates to the work of wind technicians; (3) development of a flexible, open-ended Learning Management System (LMS): (3) creation of a robust body of learning (knowledge, experience, skills, and relationships). Project leaders have concluded that there is substantial resource equity that could be leverage and recommend that it be carried forward to pursue a Next Stage Opportunity relating to development of an online core curriculum for institute and community college energy workforce development programs.« less

Exploring New York State Policy Expectations Pertaining to Energy Efficiency and Green Collar Workforce

ERIC Educational Resources Information Center

Pauli, Felix Asher

2012-01-01

The Green Jobs Green New York (GJGNY) Act of 2009 was designed to reduce energy consumption by creating green collar workforce and providing energy efficiency audits to the public. The problem addressed in this study is the discrepancy between the expectations of Green Jobs Green New York Act of 2009 and the implementation of this policy. This…

Strengthening the Workforce in Better Buildings Neighborhoods

ScienceCinema

Sperling, Gil; Adams, Cynthia; Fiori, Laura; Penzkover, Dave; Wood, Danny; Farris, Joshua

2018-05-01

The Better Buildings Neighborhood Program is supporting an expanding energy efficiency workforce upgrading buildings in communities around the country. Contractors are being trained and have access to additional job opportunities, spurring local economic growth while helping Americans use less energy, save money, and be more comfortable in their homes and other buildings.

One Employer's Viewpoint: What Does Our Future Geoscience Workforce Need to Do and Why Will Workforce Diversity Be Key?

NASA Astrophysics Data System (ADS)

Loudin, M. G.; Summa, L. L.

2007-12-01

Global economic growth will continue to result in rising demand for energy, with estimates of 50 percent growth in the world's energy usage by 2030 being commonplace. This challenge to energy producers is compounded by the natural production declines associated with existing oil and gas fields, and so the demands on our future workforce will be extraordinary. There is little doubt that the oil and gas resources we will be utilizing in the future will come from different geographies, will be sourced from different geological systems, and will be the result of using different, more complex technological approaches. Relative growth in production outside of North America and Europe means that there will generally be a premium on students from outside these areas. It also means that an even greater appreciation of non-Western cultures is in order, for employers, faculties, and students. We are already seeing a significant shift in the geological systems that host our resources and this shift is likely permanent. Carbonate systems have become much more important, as have structurally complex terranes, but these changes pale in comparison to an increasing reliance on low permeability, resource-bearing rocks that were not even considered as potential reservoirs 10 years ago. There will doubtless be new tools and measurements which will help us succeed in this new environment, but the most valuable approaches will involve bold, integrated, systemic hypotheses at basinal and planetary scales. The recent publication of global controls on carbonate rock formation represents an early example of such an approach. To generate bold new hypotheses, it is crucial that the scientific community not engage in "groupthink." We think that organizations that promote diversity in ideas and approaches will benefit most, and a diverse workforce is the best guarantor of diverse ideas. Against this background, energy and mineral companies are facing enormous changes in their workforces as the baby-boomer generation gives way to Generations X and Y. This certainly presents challenges to our ability to recruit and develop new talent, but it also presents unprecedented opportunities to increase workforce diversity. Using a global approach to hiring Geoscientists, we are making significant progress in achieving greater diversity with respect to gender, under-represented groups, cultural origins, and skills. Nevertheless, given the enormity of the task, we are intensely interested in a dialogue with academia on ways to increase students' diversity as well as their abilities to conceive the bold, integrated, systemic hypotheses that we will need to keep pace with global energy demand.

A Workforce Design Model: Providing Energy to Organizations in Transition

ERIC Educational Resources Information Center

Halm, Barry J.

2011-01-01

The purpose of this qualitative study was to examine the change in performance realized by a professional services organization, which resulted in the Life Giving Workforce Design (LGWD) model through a grounded theory research design. This study produced a workforce design model characterized as an organizational blueprint that provides virtuous…

Guide for applied public health workforce research: an evidence-based approach to workforce development.

PubMed

Thacker, Stephen B

2009-11-01

Essential to achievement of the public health mission is a knowledgeable, competent, and prepared workforce; yet, there is little application of science and technical knowledge to ensuring the effectiveness of that workforce, be it governmental or private. In this article, I review the evidence for effective workforce development and argue for an increased emphasis on an evidence-based approach to ensuring an effective workforce by encouraging the generation of the evidence base that is required. To achieve this, I propose the appointment of an independent Task Force on Public Health Workforce Practice to oversee the development of a Guide for Public Health Workforce Research and Practice (Workforce Guide), a process that will generate and bring together the workforce evidence base for use by public health practitioners.

Creation and Implementation of a Workforce Development Pipeline Program at MSFC

NASA Technical Reports Server (NTRS)

Hix, Billy

2003-01-01

Within the context of NASA's Education Programs, this Workforce Development Pipeline guide describes the goals and objectives of MSFC's Workforce Development Pipeline Program as well as the principles and strategies for guiding implementation. It is designed to support the initiatives described in the NASA Implementation Plan for Education, 1999-2003 (EP-1998-12-383-HQ) and represents the vision of the members of the Education Programs office at MSFC. This document: 1) Outlines NASA s Contribution to National Priorities; 2) Sets the context for the Workforce Development Pipeline Program; 3) Describes Workforce Development Pipeline Program Strategies; 4) Articulates the Workforce Development Pipeline Program Goals and Aims; 5) List the actions to build a unified approach; 6) Outlines the Workforce Development Pipeline Programs guiding Principles; and 7) The results of implementation.

Blades of Glory: An Energy.gov Mini-Doc – The 2016 Collegiate Wind Competition

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

Zayas, Jose; Newcomb, Charles

2016-06-06

In this short documentary, we follow three collegiate teams who are participating in this year’s U.S. Department of Energy Collegiate Wind Competition in New Orleans. Learn about their experiences and why the competition is important for America’s clean energy future. The competition provides undergraduates with real-world skills they need to enter tomorrow’s clean energy workforce by challenging them to develop and deliver a business plan, establish a deployment strategy, and build and test a wind turbine.

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

PubMed Central

2014-01-01

Background Australia’s health workforce is facing significant challenges now and into the future. Health Workforce Australia (HWA) was established by the Council of Australian Governments as the national agency to progress health workforce reform to address the challenges of providing a skilled, innovative and flexible health workforce in Australia. HWA developed Australia’s first major, long-term national workforce projections for doctors, nurses and midwives over a planning horizon to 2025 (called Health Workforce 2025; HW 2025), which provided a national platform for developing policies to help ensure Australia’s health workforce meets the community’s needs. Methods A review of existing workforce planning methodologies, in concert with the project brief and an examination of data availability, identified that the best fit-for-purpose workforce planning methodology was the stock and flow model for estimating workforce supply and the utilisation method for estimating workforce demand. Scenario modelling was conducted to explore the implications of possible alternative futures, and to demonstrate the sensitivity of the model to various input parameters. Extensive consultation was conducted to test the methodology, data and assumptions used, and also influenced the scenarios selected for modelling. Additionally, a number of other key principles were adopted in developing HW 2025 to ensure the workforce projections were robust and able to be applied nationally. Results The findings from HW 2025 highlighted that a ‘business as usual’ approach to Australia’s health workforce is not sustainable over the next 10 years, with a need for co-ordinated, long-term reforms by government, professions and the higher education and training sector for a sustainable and affordable health workforce. The main policy levers identified to achieve change were innovation and reform, immigration, training capacity and efficiency and workforce distribution. Conclusion While HW 2025 has provided a national platform for health workforce policy development, it is not a one-off project. It is an ongoing process where HWA will continue to develop and improve health workforce projections incorporating data and methodology improvements to support incremental health workforce changes. PMID:24490586

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

PubMed

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

2014-02-03

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

Aerospace Workforce Development: The Nebraska Proposal; and Native Connections: A Multi-Consortium Workforce Development Proposal

NASA Technical Reports Server (NTRS)

Bowen, Brent; Vlasek, Karisa; Russell, Valerie; Teasdale, Jean; Downing, David R.; deSilva, Shan; Higginbotham, Jack; Duke, Edward; Westenkow, Dwayne; Johnson, Paul

2004-01-01

This report contains two sections, each of which describes a proposal for a program at the University of Nebraska. The sections are entitled: 1) Aerospace Workforce Development Augmentation Competition; 2) Native Connections: A Multi-Consortium Workforce Development Proposal.

48 CFR 970.5226-2 - Workforce restructuring under section 3161 of the National Defense Authorization Act for fiscal...

Code of Federal Regulations, 2014 CFR

2014-10-01

... workforce at a Department of Energy Defense Nuclear Facility is necessary, the contractor agrees to (1... under section 3161 of the National Defense Authorization Act for fiscal year 1993. 970.5226-2 Section... and Operating Contracts 970.5226-2 Workforce restructuring under section 3161 of the National Defense...

48 CFR 970.5226-2 - Workforce restructuring under section 3161 of the National Defense Authorization Act for fiscal...

Code of Federal Regulations, 2011 CFR

2011-10-01

... workforce at a Department of Energy Defense Nuclear Facility is necessary, the contractor agrees to (1... under section 3161 of the National Defense Authorization Act for fiscal year 1993. 970.5226-2 Section... and Operating Contracts 970.5226-2 Workforce restructuring under section 3161 of the National Defense...

48 CFR 970.5226-2 - Workforce restructuring under section 3161 of the National Defense Authorization Act for fiscal...

Code of Federal Regulations, 2012 CFR

2012-10-01

... workforce at a Department of Energy Defense Nuclear Facility is necessary, the contractor agrees to (1... under section 3161 of the National Defense Authorization Act for fiscal year 1993. 970.5226-2 Section... and Operating Contracts 970.5226-2 Workforce restructuring under section 3161 of the National Defense...

48 CFR 970.5226-2 - Workforce restructuring under section 3161 of the National Defense Authorization Act for fiscal...

Code of Federal Regulations, 2010 CFR

2010-10-01

... a change in workforce at a Department of Energy Defense Nuclear Facility is necessary, the... under section 3161 of the National Defense Authorization Act for fiscal year 1993. 970.5226-2 Section... and Operating Contracts 970.5226-2 Workforce restructuring under section 3161 of the National Defense...

48 CFR 970.5226-2 - Workforce restructuring under section 3161 of the National Defense Authorization Act for fiscal...

Code of Federal Regulations, 2013 CFR

2013-10-01

... workforce at a Department of Energy Defense Nuclear Facility is necessary, the contractor agrees to (1... under section 3161 of the National Defense Authorization Act for fiscal year 1993. 970.5226-2 Section... and Operating Contracts 970.5226-2 Workforce restructuring under section 3161 of the National Defense...

National Environmental/Energy Workforce Assessment, National Summary: Alabama-Indiana. Volume One.

ERIC Educational Resources Information Center

National Field Research Center Inc., Iowa City, IA.

This report is one in a four-volume National Summary which presents existing workforce levels, training programs and career potentials for each of the states, Washington, D.C., Puerto Rico, and the Virgin Islands. Each individual state program summary is followed by a depiction of the current and projected (1976-1981) workforce figures for the…

National Environmental/Energy Workforce Assessment, National Summary: Nevada-South Carolina. Volume Three.

ERIC Educational Resources Information Center

National Field Research Center Inc., Iowa City, IA.

This report is one in a four-volume National Summary which presents existing workforce levels, training programs and career potentials for each of the states, Washington, D.C., Puerto Rico, and the Virgin Islands. Each individual state program summary is followed by a depiction of the current and projected (1976-1981) workforce figures for the…

Alaska Department of Labor and Workforce Development

Science.gov Websites

; Workforce Development > Alaska Maritime Workforce Development Plan FIND A MARITIME JOB SIGN UP TO RECEIVE MARITIME JOB UPDATES REQUEST A PRESENTATION OF THE PLAN TO YOUR ORGANIZATION CONTACT US Homer Marine Trades Association Resolution in Support of the Alaska Maritime Workforce Development Plan Kenai Peninsula Borough

Marketing Transformation (Fact Sheet)

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

DOE Solar Energy Technologies Program

Through the SunShot Initiative, the U.S. Department of Energy (DOE) works with manufacturers, communities, states, utilities, and other partners to enable the solar market by reducing non-hardware balance-of-system (BOS) costs, developing a skilled workforce, and eliminating market barriers to widespread adoption of solar technologies.

75 FR 80039 - The Manufacturing Council: Meeting of the Manufacturing Council

Federal Register 2010, 2011, 2012, 2013, 2014

2010-12-21

... competitiveness, clean energy, export/import issues and workforce development issues affecting the U.S... Jennifer Pilat, the Manufacturing Council, Room 4043, 1401 Constitution Avenue, NW., Washington, DC, 20230... impossible to fill. FOR FURTHER INFORMATION CONTACT: Jennifer Pilat, the Manufacturing Council, Room 4043...

Wind for Schools: Fostering the Human Talent Supply Chain for a 20% Wind Energy Future (Poster)

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

Baring-Gould, I.

2011-03-01

As the United States dramatically expands wind energy deployment, the industry is challenged with developing a skilled workforce and addressing public resistance. Wind Powering America's Wind for Schools project addresses these issues by: 1) Developing Wind Application Centers (WACs) at universities; WAC students assist in implementing school wind turbines and participate in wind courses. 2) Installing small wind turbines at community "host" schools. 3) Implementing teacher training with interactive curricula at each host school.

N.J.'s Community College Compact: A Strategic Blueprint for Workforce Development Programs

ERIC Educational Resources Information Center

Nespoli, Lawrence A.; Lam, Linda; Farbman, Jacob

2004-01-01

Workforce development is the key to future economic growth. Community colleges stand ready to play the key role in workforce development programs across the country. For community college leaders, the connection between their colleges and workforce development is obvious. Community college leaders understand, for example, that community college…

Increasing Communities Capacity to Effectively Address Climate Change Through Education, Civic Engagement and Workforce Development

NASA Astrophysics Data System (ADS)

Niepold, F., III; Ledley, T. S.; Stanton, C.; Fraser, J.; Scowcroft, G. A.

2017-12-01

Understanding the causes, effects, risks, and developing the social will and skills for responses to global change is a major challenge of the 21st century that requires coordinated contributions from the sciences, social sciences, humanities, arts, and beyond. There have been many effective efforts to implement climate change education, civic engagement and related workforce development programs focused on a multitude of audiences, topics and in multiple regions. This talk will focus on how comprehensive educational efforts across our communities are needed to support cities and their primary industries as they prepare for, and embrace, a low-carbon economy and develop the related workforce.While challenges still exist in identifying and coordinating all stakeholders, managing and leveraging resources, and resourcing and scaling effective programs to increase impact and reach, climate and energy literacy leaders have developed initiatives with broad input to identify the understandings and structures for climate literacy collective impact and to develop regional/metropolitan strategy that focuses its collective impact efforts on local climate issues, impacts and opportunities. This Climate Literacy initiative envisions education as a central strategy for community's civic actions in the coming decades by key leaders who have the potential to foster the effective and innovative strategies that will enable their communities to seize opportunity and prosperity in a post-carbon and resilient future. This talk discusses the advances and collaborations in the Climate Change Education community over the last decade by U.S. federal and non-profit organization that have been made possible through the partnerships of the Climate Literacy & Energy Awareness Network (CLEAN), U.S. National Science Foundation funded Climate Change Education Partnership (CCEP) Alliance, and the Tri-Agency Climate Change Education Collaborative.

Improving skills and care standards in the support workforce for older people: a realist synthesis of workforce development interventions

PubMed Central

Williams, L; Rycroft-Malone, J; Burton, C R; Edwards, S; Fisher, D; Hall, B; McCormack, B; Nutley, S M; Seddon, D; Williams, R

2016-01-01

Objectives This evidence review was conducted to understand how and why workforce development interventions can improve the skills and care standards of support workers in older people's services. Design Following recognised realist synthesis principles, the review was completed by (1) development of an initial programme theory; (2) retrieval, review and synthesis of evidence relating to interventions designed to develop the support workforce; (3) ‘testing out’ the synthesis findings to refine the programme theories, and establish their practical relevance/potential for implementation through stakeholder interviews; and (4) forming actionable recommendations. Participants Stakeholders who represented services, commissioners and older people were involved in workshops in an advisory capacity, and 10 participants were interviewed during the theory refinement process. Results Eight context–mechanism–outcome (CMO) configurations were identified which cumulatively comprise a new programme theory about ‘what works’ to support workforce development in older people's services. The CMOs indicate that the design and delivery of workforce development includes how to make it real to the work of those delivering support to older people; the individual support worker's personal starting points and expectations of the role; how to tap into support workers' motivations; the use of incentivisation; joining things up around workforce development; getting the right mix of people engaged in the design and delivery of workforce development programmes/interventions; taking a planned approach to workforce development, and the ways in which components of interventions reinforce one another, increasing the potential for impacts to embed and spread across organisations. Conclusions It is important to take a tailored approach to the design and delivery of workforce development that is mindful of the needs of older people, support workers, health and social care services and the employing organisations within which workforce development operates. Workforce development interventions need to balance the technical, professional and emotional aspects of care. Trial registration number CRD42013006283. PMID:27566640

Integrated Workforce Modeling System

NASA Technical Reports Server (NTRS)

Moynihan, Gary P.

2000-01-01

There are several computer-based systems, currently in various phases of development at KSC, which encompass some component, aspect, or function of workforce modeling. These systems may offer redundant capabilities and/or incompatible interfaces. A systems approach to workforce modeling is necessary in order to identify and better address user requirements. This research has consisted of two primary tasks. Task 1 provided an assessment of existing and proposed KSC workforce modeling systems for their functionality and applicability to the workforce planning function. Task 2 resulted in the development of a proof-of-concept design for a systems approach to workforce modeling. The model incorporates critical aspects of workforce planning, including hires, attrition, and employee development.

NET-ZERO ENERGY BUILDING OPERATOR TRAINING PROGRAM (NZEBOT)

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

Brizendine, Anthony; Byars, Nan; Sleiti, Ahmad

2012-12-31

The primary objective of the Net-Zero Energy Building Operator Training Program (NZEBOT) was to develop certificate level training programs for commercial building owners, managers and operators, principally in the areas of energy / sustainability management. The expected outcome of the project was a multi-faceted mechanism for developing the skill-based competency of building operators, owners, architects/engineers, construction professionals, tenants, brokers and other interested groups in energy efficient building technologies and best practices. The training program draws heavily on DOE supported and developed materials available in the existing literature, as well as existing, modified, and newly developed curricula from the Department ofmore » Engineering Technology & Construction Management (ETCM) at the University of North Carolina at Charlotte (UNC-Charlotte). The project goal is to develop a certificate level training curriculum for commercial energy and sustainability managers and building operators that: 1) Increases the skill-based competency of building professionals in energy efficient building technologies and best practices, and 2) Increases the workforce pool of expertise in energy management and conservation techniques. The curriculum developed in this project can subsequently be used to establish a sustainable energy training program that can contribute to the creation of new “green” job opportunities in North Carolina and throughout the Southeast region, and workforce training that leads to overall reductions in commercial building energy consumption. Three energy training / education programs were developed to achieve the stated goal, namely: 1. Building Energy/Sustainability Management (BESM) Certificate Program for Building Managers and Operators (40 hours); 2. Energy Efficient Building Technologies (EEBT) Certificate Program (16 hours); and 3. Energy Efficent Buildings (EEB) Seminar (4 hours). Training Program 1 incorporates the following topics in the primary five-day Building Energy/Sustainability Management Certificate program in five training modules, namely: 1) Strategic Planning, 2) Sustainability Audits, 3) Information Analysis, 4) Energy Efficiency, and 5) Communication. Training Program 2 addresses the following technical topics in the two-day Building Technologies workshop: 1) Energy Efficient Building Materials, 2) Green Roofing Systems, 3) Energy Efficient Lighting Systems, 4) Alternative Power Systems for Buildings, 5) Innovative Building Systems, and 6) Application of Building Performance Simulation Software. Program 3 is a seminar which provides an overview of elements of programs 1 and 2 in a seminar style presentation designed for the general public to raise overall public awareness of energy and sustainability topics.« less

Workforce Development Analysis | Energy Analysis | NREL

Science.gov Websites

with customer service, construction, and electrical projects One-half of surveyed firms reported , training, and experience that will enable continued large-scale deployment of wind and solar technologies engineers; and project managers. Standardized education and training at all levels-primary school through

Workforce Development for Manufacturing

ERIC Educational Resources Information Center

Bernard, Rosalie

2007-01-01

In a recent skills gap report, the National Association of Manufacturers (NAM) noted some disturbing trends in the gap between the demand for highly skilled manufacturing workers and the potential supply. The NAM report notes that smaller manufacturers rank finding qualified workers ahead of energy costs, taxes and government regulations on the…

Putting Data to Work: Interim Recommendations from The Benchmarking Project

ERIC Educational Resources Information Center

Miles, Marty; Maguire, Sheila; Woodruff-Bolte, Stacy; Clymer, Carol

2010-01-01

As public and private funders have focused on evaluating the effectiveness of workforce development programs, a myriad of data collection systems and reporting processes have taken shape. Navigating these systems takes significant time and energy and often saps frontline providers' capacity to use data internally for program improvement.…

The DOE fellows program-a workforce development initiative for the US department of energy

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

Lagos, Leonel E.

The US Department of Energy Office of Environmental Management (DOE-EM) oversees one of the largest and most technically challenging cleanup programs in the world. The mission of DOE-EM is to complete the safe cleanup of the environmental legacy from five decades of nuclear weapons development and government-sponsored nuclear energy research. Since 1995, Florida International University's Applied Research Center (FIU-ARC) has supported the DOE-EM mission and provided unique research capabilities to address some of these highly technical and difficult challenges. This partnership has allowed FIU-ARC to create a unique infrastructure that is critical for the training and mentoring of science, technology,more » engineering, and math (STEM) students and has exposed many STEM students to 'hands-on' DOE-EM applied research, supervised by the scientists and engineers at ARC. As a result of this successful partnership between DOE and FIU, DOE requested FIU-ARC to create the DOE-FIU Science and Technology Workforce Development Initiative in 2007. This innovative program was established to create a 'pipeline' of minority STEM students trained and mentored to enter DOE's environmental cleanup workforce. The program was designed to help address DOE's future workforce needs by partnering with academic, government and private companies (DOE contractors) to mentor future minority scientists and engineers in the research, development, and deployment of new technologies and processes addressing DOE's environmental cleanup challenges. Since its inception in 2007, the program has trained and mentored 78 FIU STEM minority students. Although, the program has been in existence for only six years, a total of 75 internships have been conducted at DOE National Laboratories, DOE sites, DOE Headquarters and field offices, and DOE contractors. Over 100 DOE Fellows have participated in the Waste Management (WM) Symposia since 2008 with a total of 84 student posters and 7 oral presentations given at WM. The DOE Fellows participation at WM has resulted in three Best Student Poster Awards (WM09, WM10, and WM11) and one Best Professional Poster Award (WM09). DOE Fellows have also presented their research at ANS DD and R and ANS Robotics Topical meetings and this year two Fellows will present at the International Conference on Environmental Remediation and Radioactive Waste Management (ICEM13) in Brussels, Belgium. Moreover, several of our DOE Fellows have already obtained employment with DOE-EM, other federal agencies, DOE contractors, commercial nuclear power companies, and other STEM industry (GE, Boeing, Lockheed Martin, Johnson and Johnson, Beckman-Coulter, and other top companies). This paper will discuss how DOE Fellows program is training and mentoring FIU STEM students in Department of Energy's Office of Environmental Management technical challenges and research. This training and mentoring has resulted in the development of well-trained and polished young scientists and engineers that will become the future workforce in charge of carrying on DOE-EM's environmental cleanup mission. The paper will showcase FIU's DOE Fellows model and highlight some of the applied research the DOE Fellows have conducted at FIU's Applied Research Center and across the DOE Complex by participating in summer internship assignments. (authors)« less

Public health workforce: challenges and policy issues

PubMed Central

Beaglehole, Robert; Dal Poz, Mario R

2003-01-01

This paper reviews the challenges facing the public health workforce in developing countries and the main policy issues that must be addressed in order to strengthen the public health workforce. The public health workforce is diverse and includes all those whose prime responsibility is the provision of core public health activities, irrespective of their organizational base. Although the public health workforce is central to the performance of health systems, very little is known about its composition, training or performance. The key policy question is: Should governments invest more in building and supporting the public health workforce and infrastructure to ensure the more effective functioning of health systems? Other questions concern: the nature of the public health workforce, including its size, composition, skills, training needs, current functions and performance; the appropriate roles of the workforce; and how the workforce can be strengthened to support new approaches to priority health problems. The available evidence to shed light on these policy issues is limited. The World Health Organization is supporting the development of evidence to inform discussion on the best approaches to strengthening public health capacity in developing countries. WHO's priorities are to build an evidence base on the size and structure of the public health workforce, beginning with ongoing data collection activities, and to map the current public health training programmes in developing countries and in Central and Eastern Europe. Other steps will include developing a consensus on the desired functions and activities of the public health workforce and developing a framework and methods for assisting countries to assess and enhance the performance of public health training institutions and of the public health workforce. PMID:12904251

Final Technical Report - DE-EE0003542

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

Haley, James D

Wind has provided energy for thousands of years: some of the earliest windmill engineering designs date back to ancient Babylonia and India where wind would be used as a source of irrigation. Today, wind is the quickest growing resource in Americas expanding energy infrastructure. However, to continue to positively diversify Americas energy portfolio and further reduce the countrys reliance of foreign oil, the industry must grow substantially over the next two decades in both turbine installations and skilled industrial manpower to support. The wind sector is still an emergent industry requiring maturation and development of its labor force: dedicated trainingmore » is needed to provide the hard and soft skills to support the increasingly complex wind turbine generators as the technology evolves. Furthermore, the American workforce is facing a steep decline in available labor resources as the baby boomer generation enters retirement age. It is therefore vital that a process is quickly created for supporting the next generation of wind technicians. However, the manpower growth must incorporate three key components. First, the safety and technical training curriculum must be standardized across the industry - current wind educational programs are disparate and dedicated standardization programs must be further refined and implemented. Second, it is essential that the wind sector avoid disrupting other energy production industries by cannibalizing workers, which would indirectly affect the rest of Americas energy portfolio. The future wind workforce must be created organically utilizing either young people entering the workforce or train personnel emerging from careers outside of energy production. Third, the training must be quick and efficient as large amounts of wind turbines are being erected each year and this growth is expected to continue until at least 2035. One source that matches these three requirements is personnel transitioning from military service to the civilian sector. Utilizing the labor pool of transitioning military personnel and a dedicated training program specifically tailored to military hard and soft skills, the wind workforce can rapidly expand with highly skilled personnel. A tailored training program also provides career opportunities to an underutilized labor force as the personnel return from active military duty. This projects goal was to create a Wind Workforce Development Program that streamlines the wind technician training process using industry-leading safety programs and building on existing military experience. The approach used was to gather data from the wind industry, develop the curriculum and test the process to ensure it provides adequate training to equip the technicians as they transition from the military into wind. The platform for the curriculum development is called Personal Qualification Standards (PQS), which is based on the program of the same name from the United States Navy. Not only would the program provide multiple delivery methods of training (including classroom, computer-based training and on-the-job training), but it also is a familiar style of training to many military men and women. By incorporating a familiar method of training, it encourages active participation in the training and reduces the time for personnel to grasp the concept and flow of the training requirements. The program was tested for thoroughness, schedule and efficacy using a 5-person pilot phase during the last two years. The results of the training were a reduction in time to complete training and increased customer satisfaction on client project sites. However, there were obstacles that surfaced and required adaptation throughout the project including method of delivery, curriculum development and project schedules and are discussed in detail throughout the report. There are several key recommendations in the report that discuss additional training infrastructure, scalability within additional alternative energy markets and organizational certification through standardization committees.« less

Developing Secure Power Systems Professional Competence: Alignment and Gaps in Workforce Development Programs—Summary Report

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

O'Neil, Lori Ross; Assante, Michael; Tobey, D. H.

2013-07-01

This document is a summarization of the report, Developing Secure Power Systems Professional Competence: Alignment and Gaps in Workforce Development Programs, the final report for phase 2 of the SPSP (DOE workforce study) project.

Recovery Act: Training Program Development for Commercial Building Equipment Technicians

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

Leah Glameyer

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

Building the Workforce of the Future

ERIC Educational Resources Information Center

González-Rivera, Christian

2016-01-01

"Building the Workforce of the Future" is an in-depth, independent report on the first eighteen months of Career Pathways, New York City's sweeping new strategy for workforce development. In November 2014, Mayor de Blasio launched a sweeping new approach to workforce development in New York City. Unlike the previous model, which…

How the EWD Program Aims to Meet Workforce Needs. Policy Brief

ERIC Educational Resources Information Center

Jez, Su Jin; Nodine, Thad

2016-01-01

The Economic and Workforce Development Program (EWD) aims to support California's economy by aligning community college educational programs with workforce development needs. The program connects employers and community college educators through a network of workforce training resources and partnerships called "Doing What Matters for Jobs and…

Primary and community care workforce planning and development.

PubMed

Hurst, Keith

2006-09-01

This article reports a study that provided primary and community care managers with information, allowing them to: (a) evaluate the size and mix of their workforce; and (b) develop knowledgeable and skilled teams to meet the demands of growing and changing services. Primary and community care services are growing in the United Kingdom, but workforce planning and development, despite their wide-ranging cost and quality implications, have not received the same attention. Indeed, most primary and community care workforce planning and development issues are universal. Demand 1-1 side workforce planning is concerned not only with the number, but also with staff mix; but how these autonomous and isolated practitioners spend their time is unique. The other side of the equation, workforce supply, raises many recruitment and retention challenges for managers in many countries. Any country's main workforce planning methods apply equally well to primary care, but each is flawed. A second, main problem is that the methods lead to fragmented services, whereas modern workforce planning methods should be multidisciplinary. Consequently, it has never been more important for managers to have data and algorithms to develop appropriate care teams. A large and versatile workforce database, profiling 304 English primary care trusts using demographic, socio-economic, mortality, morbidity, staffing and performance workforce-related variables, compiled in 2002 and updated yearly, is described. Data were supplemented with a systematic literature review leading to a 340-item annotated bibliography; and qualitative interviews with managers. Workforce size and mix are historical and irrational at best. Moreover, the number of variables that influence staffing is growing, thereby complicating workforce planning. Evaluating and adjusting the size and mix of teams using empirically determined community demand and performance variables based on the area's socio-economic characteristics is feasible.

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

PubMed

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

2017-08-01

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

Changing the Image of CTE

ERIC Educational Resources Information Center

Kidwai, Sabrina

2011-01-01

Times have changed. Global economic competition is increasing and the need to develop a workforce with advanced skills is critical. The push to find sources of sustainable energy, the growing demands of the health care field and that of science, technology, engineering, and math (STEM)-related sectors are all driving the high-demand jobs in…

Student Engagements Help Educate and Boost Workforce Development -

Science.gov Websites

Continuum Magazine | NREL Two young men assemble the model of a house. Two students assemble the future by having students learn about building renewable energy technologies, as well as offering estimated $65 billion in damages. The disaster also inspired students from New Jersey's Stevens Institute of

Creating and Sustaining an Interdisciplinary Infant Mental Health Workforce

ERIC Educational Resources Information Center

Hogan, Anne E.; Dillon, Colleen O.; Fernandes, Sherira; Spieker, Susan; ZeanahTulane, Paula D.

2012-01-01

Developing a sustainable, competent workforce is an urgent and challenging task for the Infant Mental Health (IMH) field. In this article, the authors share their experiences and perspectives on the importance of and challenges in the development of the IMH workforce. The broad view of both workforce members and professional development…

Workforce Development Policy: Unrealized Potential for Americans with Disabilities

ERIC Educational Resources Information Center

Golden, Thomas P.; Bruyere, Susanne M.; Karpur, Arun; Nazarov, Zafar; VanLooy, Sara; Reiter, Beth

2012-01-01

Individuals with disabilities have lower rates of workforce participation and lower earnings than their nondisabled peers. This article traces the history of the U.S. workforce development policy framework, including the Workforce Investment Act of 1998; the Rehabilitation Act of 1973, as amended; and the impact of the Ticket to Work and Work…

76 FR 63913 - Commercial Building Workforce Job/Task Analyses

Federal Register 2010, 2011, 2012, 2013, 2014

2011-10-14

..., Commercial Building Energy Modeler, Commissioning/Retro-Commissioning Authority, Energy/Sustainability..., Commercial Building Energy Modeler, Commissioning/Retro-Commissioning Authority, Energy/Sustainability...-commissioning authority, energy/sustainability manager, facility manager, and/or operating engineer/building...

Implementing large-scale workforce change: learning from 55 pilot sites of allied health workforce redesign in Queensland, Australia

PubMed Central

2013-01-01

Background Increasingly, health workforces are undergoing high-level ‘re-engineering’ to help them better meet the needs of the population, workforce and service delivery. Queensland Health implemented a large scale 5-year workforce redesign program across more than 13 health-care disciplines. This study synthesized the findings from this program to identify and codify mechanisms associated with successful workforce redesign to help inform other large workforce projects. Methods This study used Inductive Logic Reasoning (ILR), a process that uses logic models as the primary functional tool to develop theories of change, which are subsequently validated through proposition testing. Initial theories of change were developed from a systematic review of the literature and synthesized using a logic model. These theories of change were then developed into propositions and subsequently tested empirically against documentary, interview, and survey data from 55 projects in the workforce redesign program. Results Three overarching principles were identified that optimized successful workforce redesign: (1) drivers for change need to be close to practice; (2) contexts need to be supportive both at the local levels and legislatively; and (3) mechanisms should include appropriate engagement, resources to facilitate change management, governance, and support structures. Attendance to these factors was uniformly associated with success of individual projects. Conclusions ILR is a transparent and reproducible method for developing and testing theories of workforce change. Despite the heterogeneity of projects, professions, and approaches used, a consistent set of overarching principles underpinned success of workforce change interventions. These concepts have been operationalized into a workforce change checklist. PMID:24330616

Blades of Glory: An Energy.gov Mini-Doc – The 2016 Collegiate Wind Competition

ScienceCinema

Zayas, Jose; Newcomb, Charles

2018-01-16

In this short documentary, we follow three collegiate teams who are participating in this year’s U.S. Department of Energy Collegiate Wind Competition in New Orleans. Learn about their experiences and why the competition is important for America’s clean energy future. The competition provides undergraduates with real-world skills they need to enter tomorrow’s clean energy workforce by challenging them to develop and deliver a business plan, establish a deployment strategy, and build and test a wind turbine.

ENERGY-NET (Energy, Environment and Society Learning Network): Enhancing opportunities for learning using an Earth systems science framework

NASA Astrophysics Data System (ADS)

Elliott, E. M.; Bain, D. J.; Divers, M. T.; Crowley, K. J.; Povis, K.; Scardina, A.; Steiner, M.

2012-12-01

We describe a newly funded collaborative NSF initiative, ENERGY-NET (Energy, Environment and Society Learning Network), that brings together the Carnegie Museum of Natural History (CMNH) with the Learning Science and Geoscience research strengths at the University of Pittsburgh. ENERGY-NET aims to create rich opportunities for participatory learning and public education in the arena of energy, the environment, and society using an Earth systems science framework. We build upon a long-established teen docent program at CMNH and to form Geoscience Squads comprised of underserved teens. Together, the ENERGY-NET team, including museum staff, experts in informal learning sciences, and geoscientists spanning career stage (undergraduates, graduate students, faculty) provides inquiry-based learning experiences guided by Earth systems science principles. Together, the team works with Geoscience Squads to design "Exploration Stations" for use with CMNH visitors that employ an Earth systems science framework to explore the intersecting lenses of energy, the environment, and society. The goals of ENERGY-NET are to: 1) Develop a rich set of experiential learning activities to enhance public knowledge about the complex dynamics between Energy, Environment, and Society for demonstration at CMNH; 2) Expand diversity in the geosciences workforce by mentoring underrepresented teens, providing authentic learning experiences in earth systems science and life skills, and providing networking opportunities with geoscientists; and 3) Institutionalize ENERGY-NET collaborations among geosciences expert, learning researchers, and museum staff to yield long-term improvements in public geoscience education and geoscience workforce recruiting.

Final report : UF workforce development efforts.

DOT National Transportation Integrated Search

2014-06-01

Workforce development activities aim to attract new entrants into the transportation field : and improve the skills of the existing workforce to effectively address todays transportation : system challenges. The University of Florida Transportatio...

Using competences and competence tools in workforce development.

PubMed

Green, Tess; Dickerson, Claire; Blass, Eddie

The NHS Knowledge and Skills Framework (KSF) has been a driving force in the move to competence-based workforce development in the NHS. Skills for Health has developed national workforce competences that aim to improve behavioural performance, and in turn increase productivity. This article describes five projects established to test Skills for Health national workforce competences, electronic tools and products in different settings in the NHS. Competences and competence tools were used to redesign services, develop job roles, identify skills gaps and develop learning programmes. Reported benefits of the projects included increased clarity and a structured, consistent and standardized approach to workforce development. Findings from the evaluation of the tools were positive in terms of their overall usefulness and provision of related training/support. Reported constraints of using the competences and tools included issues relating to their availability, content and organization. It is recognized that a highly skilled and flexible workforce is important to the delivery of high-quality health care. These projects suggest that Skills for Health competences can be used as a 'common currency' in workforce development in the UK health sector. This would support the need to adapt rapidly to changing service needs.

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

PubMed

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

2012-03-01

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

A strategic approach to workforce development for local public health.

PubMed

Bryant, Beverley; Ward, Megan

2017-11-09

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

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

NASA Astrophysics Data System (ADS)

Wilson, C. E.; Keane, C.

2017-12-01

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

2017 State of Wind Development in the United States by Region

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

Oteri, Frank A; Baranowski, Ruth E; Baring-Gould, Edward I

This document summarizes the status and drivers for U.S. wind energy development during 2017. Regional Resource Center (RRC) leaders provided a report of wind energy development in their regions, which was combined with findings from National Renewable Energy Laboratory (NREL) researchers to provide an account of the state of the regions, as well as updates on developments in individual states. NREL researchers and state partners added updates for all states that are not directly supported by an RRC. Accounts for each region include updates on renewable portfolio standards, workforce development, manufacturing and economic development, and individual state updates for installedmore » wind capacity, ongoing policy developments, planned projects and their status, transmission progress reports, etc. This report also highlights the efforts of the RRCs to engage stakeholders in their individual regions.« less

National Environmental/Energy Workforce Assessment for Region IX.

ERIC Educational Resources Information Center

National Field Research Center Inc., Iowa City, IA.

This report represents a detailed summation of existing workforce levels, training programs, career potential, and staffing level projections through 1981 for EPA Region IX. This region serves the states of Arizona, California, Hawaii, and Nevada. The specific pollution programs considered include air, noise, pesticides, potable water, radiation…

Implementation of the Workforce Investment Act: Promising Practices in Workforce Development. Hearing before the Subcommittee on 21st Century Competitiveness of the Committee on Education and the Workforce. House of Representatives, One Hundred Seventh Congress, Second Session (September 12, 2002).

ERIC Educational Resources Information Center

Congress of the U.S., Washington, DC. House Committee on Education and the Workforce.

This report presents the testimony and submissions presented at the first of a series of Congressional hearings on workforce development and reauthorization of the Workforce Investment Act. Statements were given by the following individuals: (1) Buck McKeon, U.S. (United States) Congressman from California; (2) John Tierney, U.S. Congressman from…

Development and Implementation of Training Curriculum/Program in Solar Heating and Cooling at the Technician Level, December 1, 1976 - November 30, 1977. Final Report.

ERIC Educational Resources Information Center

Kuhnle, Carl J., Jr.

The program proposal is designed to address the increasing demand for trained personnel to support the installation and maintenance of solar energy systems at residential and commercial sites. The three main objectives of the proposed program are: (1) to develop a flexible curricula to train a solar heating and cooling workforce; (2) to identify…

The Nexus between Postsecondary Education and Workforce Development: Status Report for Second Policy Brief. Working Paper WP/06-04

ERIC Educational Resources Information Center

California Postsecondary Education Commission, 2006

2006-01-01

This working paper serves as a preview of the second in a series of four policy briefs that will explore the nexus between postsecondary education and workforce development. The completed policy brief will focus on a number of questions about California's workforce and examine economic and workforce trends in California, including projected…

University of Houston: Engagement, Workforce, and Economic Development

ERIC Educational Resources Information Center

Schott, Marshall E.

2012-01-01

At the University of Houston (UH), the arrival of a new chancellor/president in 2007 resulted in a strategic environmental scan to determine areas where the university's efforts should be focused over the next ten years. Several major initiatives were launched, including one that sought to make UH a major energy university. The decision to embrace…

Forging the Solution to the Energy Challenge: The Role of Materials Science and Materials Scientists

NASA Astrophysics Data System (ADS)

Wadsworth, Jeffrey

2010-04-01

The energy challenge is central to the most important strategic problems facing the United States and the world. It is increasingly clear that even large-scale deployments of the best technologies available today cannot meet the rising energy demands of a growing world population. Achieving a secure and sustainable energy future will require full utilization of, and substantial improvements in, a comprehensive portfolio of energy systems and technologies. This goal is complicated by several factors. First, energy strategies are inextricably linked to national security and health issues. Second, in developing and deploying energy technologies, it is vital to consider not only environmental issues, such as global climate change, but also economic considerations, which strongly influence both public and political views on energy policy. Third, a significant and sustained effort in basic and applied research and development (R&D) will be required to deliver the innovations needed to ensure a desirable energy future. Innovations in materials science and engineering are especially needed to overcome the limits of essentially all energy technologies. A wealth of historical evidence demonstrates that such innovations are also the key to economic prosperity. From the development of the earliest cities around flint-trading centers, to the Industrial Revolution, to today’s silicon-based global economy, the advantage goes to those who lead in exploiting materials. I view our challenge by considering the rate of innovation and the transition of discovery to the marketplace as the relationship among R&D investment, a skilled and talented workforce, business innovations, and the activities of competitors. Most disturbing in analyzing this relationship is the need for trained workers in science, technology, engineering, and mathematics (STEM). To develop the STEM workforce needed for innovation, we need sustainable, positive change in STEM education at all levels from preschool through postgraduate. Materials sciences can be a significant magnet in attracting students to STEM areas, and a focused effort is needed to ensure that it is included in STEM programs. From this effort will come the next generation of materials scientists and the innovations that will enable us to overcome the energy challenge.

Forging the Solution to the Energy Challenge: The Role of Materials Science and Materials Scientists

NASA Astrophysics Data System (ADS)

Wadsworth, Jeffrey

2010-05-01

The energy challenge is central to the most important strategic problems facing the United States and the world. It is increasingly clear that even large-scale deployments of the best technologies available today cannot meet the rising energy demands of a growing world population. Achieving a secure and sustainable energy future will require full utilization of, and substantial improvements in, a comprehensive portfolio of energy systems and technologies. This goal is complicated by several factors. First, energy strategies are inextricably linked to national security and health issues. Second, in developing and deploying energy technologies, it is vital to consider not only environmental issues, such as global climate change, but also economic considerations, which strongly influence both public and political views on energy policy. Third, a significant and sustained effort in basic and applied research and development (R&D) will be required to deliver the innovations needed to ensure a desirable energy future. Innovations in materials science and engineering are especially needed to overcome the limits of essentially all energy technologies. A wealth of historical evidence demonstrates that such innovations are also the key to economic prosperity. From the development of the earliest cities around flint-trading centers, to the Industrial Revolution, to today’s silicon-based global economy, the advantage goes to those who lead in exploiting materials. I view our challenge by considering the rate of innovation and the transition of discovery to the marketplace as the relationship among R&D investment, a skilled and talented workforce, business innovations, and the activities of competitors. Most disturbing in analyzing this relationship is the need for trained workers in science, technology, engineering, and mathematics (STEM). To develop the STEM workforce needed for innovation, we need sustainable, positive change in STEM education at all levels from preschool through postgraduate. Materials sciences can be a significant magnet in attracting students to STEM areas, and a focused effort is needed to ensure that it is included in STEM programs. From this effort will come the next generation of materials scientists and the innovations that will enable us to overcome the energy challenge.

The promise of complementarity: Using the methods of foresight for health workforce planning.

PubMed

Rees, Gareth H; Crampton, Peter; Gauld, Robin; MacDonell, Stephen

2018-05-01

Health workforce planning aims to meet a health system's needs with a sustainable and fit-for-purpose workforce, although its efficacy is reduced in conditions of uncertainty. This PhD breakthrough article offers foresight as a means of addressing this uncertainty and models its complementarity in the context of the health workforce planning problem. The article summarises the findings of a two-case multi-phase mixed method study that incorporates actor analysis, scenario development and policy Delphi. This reveals a few dominant actors of considerable influence who are in conflict over a few critical workforce issues. Using these to augment normative scenarios, developed from existing clinically developed model of care visions, a number of exploratory alternative descriptions of future workforce situations are produced for each case. Their analysis reveals that these scenarios are a reasonable facsimile of plausible futures, though some are favoured over others. Policy directions to support these favoured aspects can also be identified. This novel approach offers workforce planners and policy makers some guidance on the use of complimentary data, methods to overcome the limitations of conventional workforce forecasting and a framework for exploring the complexities and ambiguities of a health workforce's evolution.

The Second Workforce--Female Employees

ERIC Educational Resources Information Center

Wilson, B.; Shorter, Barbara

1975-01-01

The British Oxygen Company Limited's Gases Division Study on the female workforce concluded: not enough use is made of female employee's skill and knowledge, the company shouldn't assume all women want careers but should help them realize the demands a career makes on their time, energy, and commitment. (Author/BP)

Wind Energy Technology: Training a Sustainable Workforce

ERIC Educational Resources Information Center

Krull, Kimberly W.; Graham, Bruce; Underbakke, Richard

2009-01-01

Through innovative teaching and technology, industry and educational institution partnerships, Cloud County Community College is preparing a qualified workforce for the emerging wind industry estimated to create 80,000 jobs by 2020. The curriculum blends on-campus, on-line and distance learning, land-lab, and field training opportunities for…

National Environmental/Energy Workforce Assessment for Region VI.

ERIC Educational Resources Information Center

National Field Research Center Inc., Iowa City, IA.

This report represents a detailed summation of existing workforce levels, training programs, career potential, and staffing level projections through 1981 for EPA Region VI. This region serves the Gulf fringe states of Texas, Arkansas, New Mexico, Oklahoma, and Louisiana. The specific pollution programs considered include air, noise, pesticides,…

Career Development and Universal Prekindergarten: What Now? What Next? Working Paper Series.

ERIC Educational Resources Information Center

Vecchiotti, Sara

Noting that concerns about the qualifications, turnover, diversity, and compensation of the early childhood workforce are growing as more children attend private and public preschool programs, the Foundation for Child Development convened a meeting to explore early childhood workforce issues surrounding career development of the workforce serving…

Building Workforce Strength: Creating Value through Workforce and Career Development

ERIC Educational Resources Information Center

Elsdon, Ron

2010-01-01

This book explores the perspectives of experienced practitioners, sharing ideas about building and sustaining organizational strength through workforce development practices and systems. As the saying goes, a company's greatest resource is its people. When managers really believe that and work to develop organizational capabilities, productivity,…

75 FR 7651 - Privacy Act of 1974; System of Records

Federal Register 2010, 2011, 2012, 2013, 2014

2010-02-22

... Administration Leadership and Workforce Development--VA'' (161VA10A2). DATES: Comments on this new system of.... Description of Proposed Systems of Records Veterans Health Administration Leadership and Workforce Development... Affairs. 161VA10A2 SYSTEM NAME: Veterans Health Administration Leadership and Workforce Development--VA...

Fundable Outcomes for Workforce Development. Information Capsule.

ERIC Educational Resources Information Center

Miami-Dade Community Coll., FL. Office of Institutional Research.

This research brief from Miami-Dade Community College (Florida) addresses fundable outcomes for workforce development. Workforce development funding depends on the ability to earn 'points' for completions and placements. Miami-Dade Community College produced 7,542 fundable outcomes for 1999-2000, compared with 3,966 for 1998-1999. These included…

An Overview of NASA's Contributions to Energy Technology

NASA Technical Reports Server (NTRS)

Lyons, Valerie J.; Levine, Arlene S.

2009-01-01

The National Aeronautics and Space Administration (NASA) is well known for its many contributions to advancing technology for the aviation and space industries. It may be surprising to some that it has also made a major impact in advancing energy technologies. This paper presents a historic overview of some of the energy programs that NASA was involved in, as well as presenting some current energy-related work that is relevant to both aerospace and non-aerospace needs. In the past, NASA developed prototype electric cars, low-emission gas turbines, wind turbines, and solar-powered villages, to name a few of the major energy projects. The fundamental expertise in fluid mechanics, heat transfer, thermodynamics, mechanical and electrical engineering, and other related fields, found in NASA s workforce, can easily be applied to develop creative solutions to energy problems in space, aviation, or terrestrial systems.

Home Page, Alaska Department of Labor and Workforce Development

Science.gov Websites

Analysis Return on Investment 0.jpg 1 1 1 1 1 Play 0.jpg Alaska Gasline Workforce Plan 1.jpg Alaska Hire 2 Protection Program May 14, 2018 Alaska Workforce Investment Board Endorses Gasline Workforce Plan Subscribe Administrative Services Alaska Workforce Investment Board Workers' Compensation Appeals Commission AVTEC

Sustaining Financial Support through Workforce Development Grants and Contracts

ERIC Educational Resources Information Center

Brumbach, Mary A.

2005-01-01

Workforce development grants and contracts are important methods for sustaining financial support for community colleges. This chapter details decision factors, college issues, possible pitfalls, and methods for procuring and handling government contracts and grants for workforce training.

Center For Advanced Energy Studies Overview

ScienceCinema

Blackman, Harold; Curnutt, Byron; Harker, Caitlin; Hamilton, Melinda; Butt, Darryl; Imel, George; Tokuhiro, Akira; Harris, Jason; Hill, David

2017-12-09

A collaboration between Idaho National Laboratory, Boise State University, Idaho State University and the University of Idaho. Conducts research in nuclear energy, advanced materials, carbon management, bioenergy, energy policy, modeling and simulation, and energy efficiency. Educates next generation of energy workforce.

Catalogue of Workforce Information Sources: Decision Making Assistance for Regional Economic Development. U.S. Department of Labor, Employment and Training Administration

ERIC Educational Resources Information Center

US Department of Labor, 2009

2009-01-01

In early 2006, The U.S. Department of Labor (DOL), Employment and Training Administration (ETA) began an initiative called Workforce Innovation in Regional Economic Development (WIRED) to help regions create competitive conditions, integrate economic and workforce development activities, and demonstrate that talent development can successfully…

Strengthening Māori participation in the New Zealand health and disability workforce.

PubMed

Ratima, Mihi M; Brown, Rachel M; Garrett, Nick K G; Wikaire, Erena I; Ngawati, Renei M; Aspin, Clive S; Potaka, Utiku K

2007-05-21

Substantial progress has been made in Māori health and disability workforce development in the past 15 years. Key factors in successful programs to increase Māori health workforce recruitment and retention include Māori leadership, mentorship and peer support; and comprehensive support within study programs and in the transitions between school, university and work. The interventions to date provide a strong basis for ongoing action to address inequities in Māori health workforce participation, and are likely to be relevant to health workforce development approaches for other indigenous peoples.

Developing a Nursing Database System in Kenya

PubMed Central

Riley, Patricia L; Vindigni, Stephen M; Arudo, John; Waudo, Agnes N; Kamenju, Andrew; Ngoya, Japheth; Oywer, Elizabeth O; Rakuom, Chris P; Salmon, Marla E; Kelley, Maureen; Rogers, Martha; St Louis, Michael E; Marum, Lawrence H

2007-01-01

Objective To describe the development, initial findings, and implications of a national nursing workforce database system in Kenya. Principal Findings Creating a national electronic nursing workforce database provides more reliable information on nurse demographics, migration patterns, and workforce capacity. Data analyses are most useful for human resources for health (HRH) planning when workforce capacity data can be linked to worksite staffing requirements. As a result of establishing this database, the Kenya Ministry of Health has improved capability to assess its nursing workforce and document important workforce trends, such as out-migration. Current data identify the United States as the leading recipient country of Kenyan nurses. The overwhelming majority of Kenyan nurses who elect to out-migrate are among Kenya's most qualified. Conclusions The Kenya nursing database is a first step toward facilitating evidence-based decision making in HRH. This database is unique to developing countries in sub-Saharan Africa. Establishing an electronic workforce database requires long-term investment and sustained support by national and global stakeholders. PMID:17489921

Training and Mentoring the Next Generation of Scientists and Engineers to Secure Continuity and Successes of the US DOE's Environmental Remediation Efforts - 13387

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

Lagos, L.

The DOE Office of Environmental Management (DOE-EM) oversees one of the largest and most technically challenging cleanup programs in the world. The mission of DOE-EM is to complete the safe cleanup of the environmental legacy from five decades of nuclear weapons development and government-sponsored nuclear energy research. Since 1995, Florida International University's Applied Research Center (FIU-ARC) has supported the DOE-EM mission and provided unique research capabilities to address some of these highly technical and difficult challenges. This partnership has allowed FIU-ARC to create a unique infrastructure that is critical for the training and mentoring of science, technology, engineering, and mathmore » (STEM) students and has exposed many STEM students to 'hands-on' DOE-EM applied research, supervised by the scientists and engineers at ARC. As a result of this successful partnership between DOE and FIU, DOE requested FIU-ARC to create the DOE-FIU Science and Technology Workforce Development Initiative in 2007. This innovative program was established to create a 'pipeline' of minority STEM students trained and mentored to enter DOE's environmental cleanup workforce. The program was designed to help address DOE's future workforce needs by partnering with academic, government and private companies (DOE contractors) to mentor future minority scientists and engineers in the research, development, and deployment of new technologies and processes addressing DOE's environmental cleanup challenges. Since its inception in 2007, the program has trained and mentored 78 FIU STEM minority students. Although, the program has been in existence for only five years, a total of 75 internships have been conducted at DOE National Laboratories, DOE sites, DOE Headquarters and field offices, and DOE contractors. Over 85 DOE Fellows have participated in the Waste Management Symposia since 2008 with a total of 68 student posters and 7 oral presentations given at WM. The DOE Fellows participation at WM has resulted in three Best Student Poster Awards (WM09, WM10, and WM11) and one Best Professional Poster Award (WM09). DOE Fellows have also presented their research at ANS DD and R and ANS Robotics Topical meetings. Moreover, several of our DOE Fellows have already obtained employment with DOE-EM, other federal agencies, DOE contractors. This paper will discuss how DOE Fellows program is training and mentoring FIU STEM students in Department of Energy's Office of Environmental Management technical challenges and research. This training and mentoring has resulted in the development of well trained and polished young scientists and engineers that will become the future workforce in charge of carrying on DOE-EM's environmental cleanup mission. The paper will showcase FIU's DOE Fellows model and highlight some of the applied research the DOE Fellows have conducted at FIU's Applied Research Center and across the Complex by participating in summer internship assignments. This paper will also present and highlight other Fellowships and internships programs sponsored by National Nuclear Security Agency (NNSA), DOE-EM, NRC, Energy (NE), and other federal agencies targeting workforce development. (authors)« less

Methodological issues in medical workforce analysis: implications for regional Australia.

PubMed

Hays, R B; Veitch, P C; Franklin, L; Crossland, L

1998-02-01

Medical workforce data have a profound impact on health policy formulation, but derived doctor population ratios (DPR) are often more relevant to plotting national trends than providing a detailed regional or local workforce perspective. Regional workforce data may be more useful if national approaches are augmented by local information. In developing a detailed workforce analysis for one region of Australia, the authors encountered several challenging methodological issues, including the accuracy of medical workforce databases, clarity of definition of community boundaries, interpretation of workforce definitions and the difficulty accounting for local community needs. This paper discusses the implications for regional workforce research.

A Workforce Development Systems Model for Unemployed Job Seekers

ERIC Educational Resources Information Center

Holland, Brian

2015-01-01

Workforce development is a set of processes that govern the identification, recruitment, assessment and training of job seekers into employment as well as the maintenance and advancement of these persons in their careers. Given the complexity of what workforce development entails, a systems approach is illustrated to ensure that the broader goal…

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

ERIC Educational Resources Information Center

Allan, Barbara; Lewis, Dina

2006-01-01

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

Linking Training to Performance: A Guide for Workforce Development Professionals

ERIC Educational Resources Information Center

Rothwell, William J., Ed.; Gerity, Patrick E., Ed.; Gaertner, Elaine S., Ed.

2004-01-01

This book is written for workforce developers in community colleges and branch campus settings. College administrators, public officials, and employers may also find it helpful because it will give them a frame of reference for directing--or judging the quality of--community college workforce developers, the functions they oversee, the results…

Coordinating Postsecondary Education and the Public Workforce System in Workforce Planning. Policy Insights

ERIC Educational Resources Information Center

Bransberger, Peace

2015-01-01

In July 2014, President Obama signed into law the Workforce Innovation and Opportunity Act (WIOA), a major restructuring and modernization of U.S. workforce development programs originally created through the Workforce Investment Act of 1998 (WIA), which had been awaiting reauthorization for more than a decade. This brief provides an overview of…

Workforce Development and Succession Planning to Prepare the Rural Transit Industry for the Future.

DOT National Transportation Integrated Search

2016-07-01

As Americas transportation workforce continues to age, there is an increased need to invest in workforce development to combat the impending retirement tsunami. This is especially true within the small urban and rural transit industry. A literatur...

A typology of primary care workforce innovations in the United States since 2000.

PubMed

Friedman, Asia; Hahn, Karissa A; Etz, Rebecca; Rehwinkel-Morfe, Anna M; Miller, William L; Nutting, Paul A; Jaén, Carlos R; Shaw, Eric K; Crabtree, Benjamin F

2014-02-01

Innovative workforce models are being developed and implemented to meet the changing demands of primary care. A literature review was conducted to construct a typology of workforce models used by primary care practices. Ovid Medline, CINAHL, and PsycInfo were used to identify published descriptions of the primary care workforce that deviated from what would be expected in the typical practice in the year 2000. Expert consultants identified additional articles that would not show up in a regular computerized search. Full texts of relevant articles were read and matrices for sorting articles were developed. Each article was reviewed and assigned to one of 18 cells in the matrices. Articles within each cell were then read again to identify patterns and develop an understanding of the full spectrum of workforce innovation within each category. This synthesis led to the development of a typology of workforce innovations represented in the literature. Many workforce innovations added personnel to existing practices, whereas others sought to retrain existing personnel or even develop roles outside the traditional practice. Most of these sought to minimize the impact on the existing practice roles and functions, particularly that of physicians. The synthesis also identified recent innovations which attempted to fundamentally transform the existing practice, with transformation being defined as a change in practice members' governing variables or values in regard to their workforce role. Most conceptualizations of the primary care workforce described in the literature do not reflect the level of innovation needed to meet the needs of the burgeoning numbers of patients with complex health issues, the necessity for roles and identities of physicians to change, and the call for fundamentally redesigned practices. However, we identified 5 key workforce innovation concepts that emerged from the literature: team care, population focus, additional resource support, creating workforce connections, and role change.

Estimating the Size and Components of the U.S. Child Care Workforce and Caregiving Population. Key Findings from the Child Care Workforce Estimate. Preliminary Report.

ERIC Educational Resources Information Center

Burton, Alice; Whitebook, Marcy; Young, Marci; Bellm, Dan; Wayne, Claudia; Brandon, Richard N.; Maher, Erin

In response to rising demand for information on the child care workforce, the Center for the Child Care Workforce (CCW) and the Human Services Policy Center (HSPC) have initiated a 2-year project to develop a framework and methodology for quantifying the size and characteristics of the U.S. child care workforce, focusing on the workforce serving…

Enabling a Mobile Workforce: How to Implement Effective Teleworking at U.S. Department of Energy National Laboratories - A Guidebook and Toolkit

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

Myers, Lissa; Hall, Cheri; Rambo, Christian

Teleworking, also known as telecommuting, has grown in popularity in today’s workforce, evolving from an employment perk to a business imperative. Facilitated by improved mobile connectivity and ease of remote access, employees and organizations are increasingly embracing teleworking.

Wind for Schools: A National Data and Curricula Development Activity for Schools (Poster)

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

Baring-Gould, I.

As the United States dramatically expands wind energy deployment, the industry is challenged with developing a skilled workforce and addressing public resistance. Wind Powering America?s Wind for Schools project addresses these issues by: 1) Developing Wind Application Centers (WACs) at universities; WAC students assist in implementing school wind turbines and participate in wind courses. 2) Installing small wind turbines at community 'host' schools. 3) Implementing teacher training with interactive curricula at each host school.

75 FR 68784 - Healthy Indoor Environment Protocols for Home Energy Upgrades

Federal Register 2010, 2011, 2012, 2013, 2014

2010-11-09

... Home Energy Upgrades, in conjunction with the availability of the Department of Energy (DOE) Workforce... also provide the specific responses necessary to maintain or improve indoor air quality in conjunction...

Evaluating Multi-Institutional Partnership Sustainability: A Case Study of Collaborative Workforce Development in Renewable Energy Assessment

ERIC Educational Resources Information Center

Diaz, John M.; Stallings, Kevin D.; KC, Birendra; Seekamp, Erin

2015-01-01

Partnership evaluation typically occurs during the final stages either to assess why a collaborative effort did not work or to identify the indicators of success. Partnerships are rarely evaluated at their incipient stage, which is a critical time to assess their potential for long-term sustainability. In this paper, we present an early-stage…

It Isn't Easy Being Green: Overcoming the Challenges of Building a Green Workforce

ERIC Educational Resources Information Center

Hemmelman, Chris

2011-01-01

As community and technical colleges work to train workers for green-energy jobs, they face myriad challenges. Among them are the recession and the financial strain it places on institutions' ability to develop programs, trying to meet the demand for trained workers that is a projection and not a certainty, and training low-skilled individuals for…

Workforce Development Institute: 1995 Summary Report.

ERIC Educational Resources Information Center

Jones, Ansleigh, Ed.

This report provides a summary of the American Association of Community Colleges' (AACC's) second Workforce Development Institute (WDI), held January 18 to 21, 1995 to provide community college workforce service providers with resources and training. Introductory materials describe the WDI, its regional forums, the AACC's related National…

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

PubMed

North, Nicola

2011-01-01

This paper reviews impacts on the nursing workforce of health policy and reforms of the past two decades and suggests reasons for both current difficulties in retaining nurses in the workforce and measures to achieve short-term improvements. Difficulties in retaining nurses in the New Zealand workforce have contributed to nursing shortages, leading to a dependence on overseas recruitment. In a context of global shortages and having to compete in a global nursing labour market, an alternative to dependence on overseas nurses is self-sufficiency. Discursive paper. Analysis of nursing workforce data highlighted threats to self-sufficiency, including age structure, high rates of emigration of New Zealand nurses with reliance on overseas nurses and an annual output of nurses that is insufficient to replace both expected retiring nurses and emigrating nurses. A review of recent policy and other documents indicates that two decades of health reform and lack of a strategic focus on nursing has contributed to shortages. Recent strategic approaches to the nursing workforce have included workforce stocktakes, integrated health workforce development and nursing workforce projections, with a single authority now responsible for planning, education, training and development for all health professions and sectors. Current health and nursing workforce development strategies offer wide-ranging and ambitious approaches. An alternative approach is advocated: based on workforce data analysis, pressing threats to self-sufficiency and measures available are identified to achieve, in the short term, the maximum impact on retaining nurses. A human resources in health approach is recommended that focuses on employment conditions and professional nursing as well as recruitment and retention strategies. Nursing is identified as 'crucial' to meeting demands for health care. A shortage of nurses threatens delivery of health services and supports the case for self-sufficiency in the nursing workforce. © 2010 Blackwell Publishing Ltd.

Using policy and workforce development to address Aboriginal mental health and wellbeing.

PubMed

Jones, Carmel; Brideson, Tom

2009-08-01

The aim of this paper is to discuss the New South Wales (NSW) Aboriginal Mental Health and Well Being Policy and its key workforce initiative, the NSW Aboriginal Mental Health Workforce Training Program. The Policy provides a strong framework guiding the development of Aboriginal mental health and wellbeing programs throughout NSW Mental Health Services. However, the effectiveness of the Policy will be determined by the success of its implementation. The NSW Aboriginal Mental Health Workforce Training Program will support implementation of the Policy by growing an Aboriginal mental health workforce in NSW.

Illinois Community College System. Workforce Development Grant Report Business and Industry Services, Fiscal Year 2009

ERIC Educational Resources Information Center

Illinois Community College Board, 2009

2009-01-01

The Illinois Community College Board provided more than $3.3 million to community colleges during fiscal year 2009 to support local workforce and economic development services through their Business and Industry Centers. The workforce development activities conducted under this grant include customized job training on campus or on-site at a…

Illinois Community College System Workforce Development Grant Report Business and Industry Services, Fiscal Year 2008

ERIC Educational Resources Information Center

Illinois Community College Board, 2008

2008-01-01

The Illinois Community College Board provided more than $3.3 million to community colleges during fiscal year 2008 to provide workforce and economic development services through their Business and Industry Centers. The workforce development activities conducted under this grant include customized job training on campus or on-site at a business;…

Illinois Community College System Workforce Development Grant Report Business and Industry Services, Fiscal Year 2007

ERIC Educational Resources Information Center

Illinois Community College Board, 2007

2007-01-01

The Illinois Community College Board provided more than $3.3 million to community colleges during fiscal year 2007 to provide workforce and economic development services through their Business and Industry Centers. The workforce development activities conducted under this grant include customized job training on campus or on-site at a business;…

The Role of VET in Alcohol and Other Drugs Workforce Development. Support Document

ERIC Educational Resources Information Center

Pidd, Ken; Carne, Amanda; Roche, Ann

2010-01-01

This document was produced by the authors, based on their research for the report "The Role of VET in Alcohol and Other Drugs Workforce Development", and is an added resource for further information. "The Role of VET in Alcohol and Other Drugs Workforce Development" uncovers concerns managers have around the training content,…

Health Workforce Planning

PubMed Central

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

2015-01-01

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

A national action plan for workforce development in behavioral health.

PubMed

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

2009-07-01

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

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

ERIC Educational Resources Information Center

Warford, Larry J.; Flynn, William J.

2000-01-01

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

20 CFR 661.305 - What is the role of the Local Workforce Investment Board?

Code of Federal Regulations, 2010 CFR

2010-04-01

...) Coordinating workforce investment activities with economic development strategies and developing employer... Investment Board? 661.305 Section 661.305 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR STATEWIDE AND LOCAL GOVERNANCE OF THE WORKFORCE INVESTMENT SYSTEM UNDER TITLE I OF THE...

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

PubMed Central

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

2018-01-01

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

A statewide strategy for nursing workforce development through partnerships in Texas.

PubMed

Kishi, Aileen; Green, Alexia

2008-08-01

Statewide efforts and partnerships were used for nursing workforce development to address the nursing shortage in Texas. A statewide strategic action plan was developed where partnerships and collaboration were the key components. One of the most important outcomes of these statewide partnerships was the passage of the Nursing Shortage Reduction Act 2001. Through this legislation, the Texas Center for Nursing Workforce Studies and its advisory committee were established. This article describes how a statewide infrastructure for nursing workforce policy and legislative and regulatory processes were further developed. An overview is provided on the contributions made by the organizations involved with these strategic partnerships. The ingredients for establishing successful, strategic partnerships are also identified. It is hoped that nursing and health care leaders striving to address the nursing shortage could consider statewide efforts such as those used in Texas to develop nursing workforce policy and legislation.

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

PubMed

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

2018-01-01

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

Wind for Schools: Developing Educational Programs to Train the Next Generation of Wind Energy Experts (Poster)

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

Baring-Gould, I.; Flowers, L.; Kelly, M.

2009-05-01

As the world moves toward a vision of expanded wind energy, the industry is faced with the challenges of obtaining a skilled workforce and addressing local wind development concerns. Wind Powering America's Wind for Schools Program works to address these issues. The program installs small wind turbines at community "host" schools while developing wind application centers at higher education institutions. Teacher training with interactive and interschool curricula is implemented at each host school, while students at the universities assist in implementing the host school systems while participating in other wind course work. This poster provides an overview of the program'smore » objectives, goals, approach, and results.« less

Health workforce metrics pre- and post-2015: a stimulus to public policy and planning.

PubMed

Pozo-Martin, Francisco; Nove, Andrea; Lopes, Sofia Castro; Campbell, James; Buchan, James; Dussault, Gilles; Kunjumen, Teena; Cometto, Giorgio; Siyam, Amani

2017-02-15

Evidence-based health workforce policies are essential to ensure the provision of high-quality health services and to support the attainment of universal health coverage (UHC). This paper describes the main characteristics of available health workforce data for 74 of the 75 countries identified under the 'Countdown to 2015' initiative as accounting for more than 95% of the world's maternal, newborn and child deaths. It also discusses best practices in the development of health workforce metrics post-2015. Using available health workforce data from the Global Health Workforce Statistics database from the Global Health Observatory, we generated descriptive statistics to explore the current status, recent trends in the number of skilled health professionals (SHPs: physicians, nurses, midwives) per 10 000 population, and future requirements to achieve adequate levels of health care in the 74 countries. A rapid literature review was conducted to obtain an overview of the types of methods and the types of data sources used in human resources for health (HRH) studies. There are large intercountry and interregional differences in the density of SHPs to progress towards UHC in Countdown countries: a median of 10.2 per 10 000 population with range 1.6 to 142 per 10 000. Substantial efforts have been made in some countries to increase the availability of SHPs as shown by a positive average exponential growth rate (AEGR) in SHPs in 51% of Countdown countries for which there are data. Many of these countries will require large investments to achieve levels of workforce availability commensurate with UHC and the health-related sustainable development goals (SDGs). The availability, quality and comparability of global health workforce metrics remain limited. Most published workforce studies are descriptive, but more sophisticated needs-based workforce planning methods are being developed. There is a need for high-quality, comprehensive, interoperable sources of HRH data to support all policies towards UHC and the health-related SDGs. The recent WHO-led initiative of supporting countries in the development of National Health Workforce Accounts is a very promising move towards purposive health workforce metrics post-2015. Such data will allow more countries to apply the latest methods for health workforce planning.

A Sustainable Energy Laboratory Course for Non-Science Majors

NASA Astrophysics Data System (ADS)

Nathan, Stephen A.; Loxsom, Fred

2016-10-01

Sustainable energy is growing in importance as the public becomes more aware of climate change and the need to satisfy our society's energy demands while minimizing environmental impacts. To further this awareness and to better prepare a workforce for "green careers," we developed a sustainable energy laboratory course that is suitable for high school and undergraduate students, especially non-science majors. Thirteen hands-on exercises provide an overview of sustainable energy by demonstrating the basic principles of wind power, photovoltaics, electric cars, lighting, heating/cooling, insulation, electric circuits, and solar collectors. The order of content presentation and instructional level (secondary education or college) can easily be modified to suit instructor needs and/or academic programs (e.g., engineering, physics, renewable and/or sustainable energy).

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

PubMed

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

2011-08-01

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

Development and validation of a child health workforce competence framework.

PubMed

Smith, Lynda; Hawkins, Jean; McCrum, Anita

2011-05-01

Providing high quality, effective services is fundamental to the delivery of key health outcomes for children and young people. This requires a competent workforce. This paper reports on the development of a validated competence framework tool for the children and young people's health workforce. The framework brings together policy, strategic agendas and existing workforce competences. The framework will contribute to the improvement of children's physical and mental wellbeing by identifying competences required to provide proactive services that respond to children and young people with acute, continuing and complex needs. It details five core competences for the workforce, the functions that underpin them and levels of competence required to deliver a particular service. The framework will be of value to commissioners to inform contracting, to providers to ensure services are delivered by a workforce with relevant competences to meet identified needs, and to the workforce to assess existing capabilities and identify gaps in competence.

The Right Connections: Navigating the Workforce Development System. InfoBrief. Issue 13

ERIC Educational Resources Information Center

Brantley, Mac; Kaufmann, Barbara

2005-01-01

The National Collaborative on Workforce and Disability for Youth (NCWD/Youth) has defined the workforce development system as organizations at the national, state, and local levels that have direct responsibility for planning and allocating resources (both public and private), providing administrative oversight, and operating programs to assist…

Six Workforce Development Initiatives That Are Laying the Pathway to Success

ERIC Educational Resources Information Center

Fox, Heather L.

2015-01-01

Workforce development interventions have historically been heavily driven by federal funding, much of which was designated towards short-term training programs (less than six months) and rarely involved interaction or collaboration among colleges. The resulting efforts by the colleges to improve, update, or expand their workforce development…

Equipment Only - Solar Resources Measurements at the University of Texas at Austin, TX: Cooperative Research and Development Final Report, CRADA Number CRD-07-222

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

Stoffel, T.

Faculty and staff at the University of Texas at Austin collected solar resource measurements at their campus using equipment on loan from the National Renewable Energy Laboratory. The equipment was used to train students on the operation and maintenance of solar radiometers and was returned to NREL's Solar Radiation Research Laboratory upon completion of the CRADA. The resulting data augment the solar resource climatology information required for solar resource characterizations in the U.S. The cooperative agreement was also consistent with NREL's goal of developing an educated workforce to advance renewable energy technologies.

Cross-Sectoral Partnerships: A Case Study of the Best Practices Used by CVS/Pharmacy in Developing Partnerships with the Public Workforce Development System in Minnesota

ERIC Educational Resources Information Center

Jacobsen, Nancy M.

2009-01-01

This dissertation explores the private-public sector partnership between CVS/pharmacy and the federal/state workforce development system in Minnesota. The study describes how CVS creates partnerships with the federal/state system of one-stop career centers and other partners in the workforce development arena such as community or faith-based…

The nuclear energy outlook--a new book from the OECD nuclear energy agency.

PubMed

Yoshimura, Uichiro

2011-01-01

This paper summarizes the key points of a report titled Nuclear Energy Outlook, published in 2008 by the Nuclear Energy Agency of the Organization for Economic Cooperation and Development, which has 30 member nations. The report discusses the commitment of many nations to increase nuclear power generating capacity and the potential rate of building new electricity-generating nuclear plants by 2030 to 2050. The resulting decrease in carbon dioxide emissions from fossil fuel combustion resulting from an increase in nuclear power sources is described. Other topics that are discussed include the need to develop non-proliferative nuclear fuels, the importance of developing geological disposal facilities or reprocessing capabilities for spent nuclear fuel and high-level radioactive waste materials, and the requirements for a larger nuclear workforce and greater cost competitiveness for nuclear power generation. Copyright © 2010 Health Physics Society

In Our Hands: How Hospital Leaders Can Build a Thriving Workforce.

ERIC Educational Resources Information Center

2002

The American Hospital Association's Commission on Workforce for Hospitals and Health Systems identified the workforce development related challenges facing health care institutions and issued a series of recommendations regarding how hospital leaders can build a thriving workforce. The change strategies identified by the commission were as…

Health workforce development: a needs assessment study in French speaking African countries.

PubMed

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

2013-05-01

In 2006, WHO alerted the world to a global health workforce crisis, demonstrated through critical shortages of health workers, primarily in Sub-Saharan Africa (WHO in World Health Report, 2006). The objective of our study was to assess, in a participative way, the educational needs for public health and health workforce development among potential trainees and training institutions in nine French-speaking African countries. A needs assessment was conducted in the target countries according to four approaches: (1) Review at national level of health challenges. (2) Semi-directed interviews with heads of relevant training institutions. (3) Focus group discussions with key-informants. (4) A questionnaire-based study targeting health professionals identified as potential trainees. A needs assessment showed important public health challenges in the field of health workforce development among the target countries (e.g. unequal HRH distribution in the country, ageing of HRH, lack of adequate training). It also showed a demand for education and training institutions that are able to offer a training programme in health workforce development, and identified training objectives and core competencies useful to potential employers and future trainees (e.g. leadership, planning/evaluation, management, research skill). In combining various approaches our study was able to show a general demand for health managers who are able to plan, develop and manage a nation's health workforce. It also identified specific competencies that should be developed through an education and training program in public health with a focus on health workforce development.

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

PubMed

Hilliard, Tracy M; Boulton, Matthew L

2012-05-01

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

NATIONAL ENVIRONMENTAL/ENERGY WORKFORCE ASSESSMENT. ENERGY PROGRAMS

EPA Science Inventory

The programs included in this volume are evidence that people are doing more than just talking about our energy future. In addition to well-established programs in nuclear engineering, mining, petroleum and natural gas technology and engineering, there are programs in energy conv...

Defense Acquisition Workforce: DOD Has Opportunities to Further Enhance Use and Management of Development Fund

DTIC Science & Technology

2017-03-01

DEFENSE ACQUISITION WORKFORCE DOD Has Opportunities to Further Enhance Use and Management of Development Fund...House of Representatives March 2017 DEFENSE ACQUISITION WORKFORCE DOD Has Opportunities to Further Enhance Use and Management of Development Fund...Year Is Expected to Decrease Significantly by Fiscal Year 2018 In the past year, DOD has taken several actions to improve its management and

What We Know about Workforce Development for Low-Income Workers: Evidence, Background and Ideas for the Future. National Poverty Center Working Paper Series #13-09

ERIC Educational Resources Information Center

Francis, Caroline M.

2013-01-01

This bibliography summarizes recent research on the structure and effectiveness of workforce development programs. While the term "workforce development" can mean many things, this document focuses on programs to help low-skill, low-wage and displaced workers increase their employment and earnings, as well as labor market trends that…

Finding Resources to Support Workforce Development Services for Youth

ERIC Educational Resources Information Center

Relave, Nanette

2006-01-01

Funding for youth employment and training has been scaled back during the past few decades. In addition, funding for workforce development services is spread among multiple programs and agencies, resulting in a fragmented funding environment. To address this issue, the youth provisions of the Workforce Investment Act (WIA) aimed to move this…

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

ERIC Educational Resources Information Center

Simkins, Tim; Maxwell, Bronwen; Aspinwall, Kath

2009-01-01

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

Emerging Workforce Trends and Issues Impacting the Virginia Community College System

ERIC Educational Resources Information Center

Landon, Mary Greer

2009-01-01

The mission of the Virginia Community College workforce development leaders is to expand their training and development services to new and emerging high growth occupational areas in support of Virginia's economic growth and changing workforce needs in each of their regions. This research was designed to identify: high demand occupational skill…

A Statewide Train-the-Trainer Model for Effective Entrepreneurship and Workforce Readiness Programming

ERIC Educational Resources Information Center

Fields, Nia Imani; Brown, Mananmi; Piechocinski, Alganesh; Wells, Kendra

2012-01-01

A statewide youth and adult train-the-trainer model that integrates workforce readiness and entrepreneurship can have a profound effect on young people's academic performance, interest in college, and overall youth development. Participants in workforce and entrepreneurship programs develop personal resources that have value in school, in the…

Improving the Fit: How To Use Assessment Data To Connect University Curricula to Workforce Needs.

ERIC Educational Resources Information Center

Jones, Edward; Harrington, Charles F.

Broad-based assessment and evaluation must form the foundation of planning for economic and workforce development engagement opportunities by a college or university. This involves assessing workforce development needs and evaluating how well current curricular offerings respond to those needs. Higher education institutions can successfully…

EnergyWorks Final Report: A Better Buildings Neighborhood Program in the Five-County Greater Philadelphia Region

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

Gajewski, Katherine

2014-03-05

This report covers the grant performance period of July 1, 2010-September 30, 2013 and discusses of the program design, outcomes and best practices as they relate to the following six areas: 1. Institutional Design and Business Model; 2. Program Design and Customer Experience; 3. Driving Demand; 4. Workforce Development; 5. Financing and Incentives; 6. Data and Evaluation.

Imbalance in the health workforce

PubMed Central

Zurn, Pascal; Dal Poz, Mario R; Stilwell, Barbara; Adams, Orvill

2004-01-01

Imbalance in the health workforce is a major concern in both developed and developing countries. It is a complex issue that encompasses a wide range of possible situations. This paper aims to contribute not only to a better understanding of the issues related to imbalance through a critical review of its definition and nature, but also to the development of an analytical framework. The framework emphasizes the number and types of factors affecting health workforce imbalances, and facilitates the development of policy tools and their assessment. Moreover, to facilitate comparisons between health workforce imbalances, a typology of imbalances is proposed that differentiates between profession/specialty imbalances, geographical imbalances, institutional and services imbalances and gender imbalances. PMID:15377382

Differences in Public Understanding of and Reactions to GSPED Based on Awareness of the Initiative. Arizona Workforce Development Briefing Paper #1. [and] Differences in Public Understanding of and Reactions to GSPED Based on Urban-Rural Residency. Arizona Workforce Development Briefing Paper #2.

ERIC Educational Resources Information Center

Vandegrift, Judith A.

In spring 1998, the Arizona Department of Commerce's Office of Workforce Development Policy commissioned a statewide opinion poll to assess public attitudes toward the state's plan for economic development, as it is being implemented through the Governor's Strategic Partnership for Economic Development (GSPED). More than 2,000 Arizonans…

Thinking Beyond the Silos: Emerging Priorities in Workforce Development for State and Local Government Public Health Agencies

PubMed Central

Kaufman, Nancy J.; Castrucci, Brian C.; Pearsol, Jim; Leider, Jonathon P.; Sellers, Katie; Kaufman, Ira R.; Fehrenbach, Lacy M.; Liss-Levinson, Rivka; Lewis, Melissa; Jarris, Paul E.; Sprague, James B.

2014-01-01

Context: Discipline-specific workforce development initiatives have been a focus in recent years. This is due, in part, to competency-based training standards and funding sources that reinforce programmatic silos within state and local health departments. Objective: National leadership groups representing the specific disciplines within public health were asked to look beyond their discipline-specific priorities and collectively assess the priorities, needs, and characteristics of the governmental public health workforce. Design: The challenges and opportunities facing the public health workforce and crosscutting priority training needs of the public health workforce as a whole were evaluated. Key informant interviews were conducted with 31 representatives from public health member organizations and federal agencies. Interviews were coded and analyzed for major themes. Next, 10 content briefs were created on the basis of priority areas within workforce development. Finally, an in-person priority setting meeting was held to identify top workforce development needs and priorities across all disciplines within public health. Participants: Representatives from 31 of 37 invited public health organizations participated, including representatives from discipline-specific member organizations, from national organizations and from federal agencies. Results: Systems thinking, communicating persuasively, change management, information and analytics, problem solving, and working with diverse populations were the major crosscutting areas prioritized. Conclusions: Decades of categorical funding created a highly specialized and knowledgeable workforce that lacks many of the foundational skills now most in demand. The balance between core and specialty training should be reconsidered. PMID:24667228

Thinking beyond the silos: emerging priorities in workforce development for state and local government public health agencies.

PubMed

Kaufman, Nancy J; Castrucci, Brian C; Pearsol, Jim; Leider, Jonathon P; Sellers, Katie; Kaufman, Ira R; Fehrenbach, Lacy M; Liss-Levinson, Rivka; Lewis, Melissa; Jarris, Paul E; Sprague, James B

2014-01-01

Discipline-specific workforce development initiatives have been a focus in recent years. This is due, in part, to competency-based training standards and funding sources that reinforce programmatic silos within state and local health departments. National leadership groups representing the specific disciplines within public health were asked to look beyond their discipline-specific priorities and collectively assess the priorities, needs, and characteristics of the governmental public health workforce. The challenges and opportunities facing the public health workforce and crosscutting priority training needs of the public health workforce as a whole were evaluated. Key informant interviews were conducted with 31 representatives from public health member organizations and federal agencies. Interviews were coded and analyzed for major themes. Next, 10 content briefs were created on the basis of priority areas within workforce development. Finally, an in-person priority setting meeting was held to identify top workforce development needs and priorities across all disciplines within public health. Representatives from 31 of 37 invited public health organizations participated, including representatives from discipline-specific member organizations, from national organizations and from federal agencies. Systems thinking, communicating persuasively, change management, information and analytics, problem solving, and working with diverse populations were the major crosscutting areas prioritized. Decades of categorical funding created a highly specialized and knowledgeable workforce that lacks many of the foundational skills now most in demand. The balance between core and specialty training should be reconsidered.

Developing Professionalism within a Regulatory Framework in England: Challenges and Possibilities

ERIC Educational Resources Information Center

Miller, Linda

2008-01-01

Early Childhood Education and Care (ECEC) is now firmly on government agendas in many countries, including England, and the need to develop a professional workforce is generally agreed. The reform of the children's workforce in England acknowledges that increasing the skills and competence of this workforce is critical to its success. Two new…

Identification and Development of Critical Workforce Skills in the Chattanooga Region

ERIC Educational Resources Information Center

Dorris, John Peter

2012-01-01

The purpose of this quantitative study was to identify the workforce skills perceived to be critical in the Chattanooga region, and to explore how colleges and businesses can partner to effectively develop those skills. Data from a June 2011 survey of workforce stakeholders in the Chattanooga region were analyzed. The 78 survey respondents…

Business-Led Coalitions: Aligning Supply and Demand in Workforce Development. Workforce Brief #9.

ERIC Educational Resources Information Center

Mitchell, Stephen M.; Jimenez, Manuel

The test for today's economy is to create a workforce development system that capitalizes on current opportunities across states, regions, and local communities. The economic environment is positive, with tight, dynamic, and global labor markets. The business need for job-ready, entry-level workers; high-skilled workers; and workers who can…

Building Blocks for Building Skills: An Inventory of Adult Learning Models and Innovations

ERIC Educational Resources Information Center

Klein-Collins, Rebecca

2006-01-01

The skills of the workforce are an important contributor to the economic vitality of any region, leading economic developers to consider how to connect their efforts to workforce development and help to build the skills of adults generally. This report, produced for the U.S. Department of Labor's Workforce Innovation in Regional Economic…

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

ERIC Educational Resources Information Center

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

2013-01-01

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

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

PubMed

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

2014-11-01

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

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

ERIC Educational Resources Information Center

Jez, Su Jin; Adan, Sara

2016-01-01

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

Preparing Students for Jobs: Ensuring Student Success in the Workforce. Data for Action

ERIC Educational Resources Information Center

Data Quality Campaign, 2015

2015-01-01

Why do workforce data matter? A strong education prepares students to succeed in their chosen careers, but education, training, and employment pathways are changing. Individuals take multiple paths into the workforce. Some get jobs after completing high school, some after earning a college degree. To develop and support a strong workforce,…

Alternative Fuels Data Center

Science.gov Websites

-dominated economy; demonstrating and fostering innovation in the use of clean energy, including alternative a workforce with cross-cutting skills to support a clean energy economy in the state. For more

Preparing tomorrow's transportation workforce : a Midwest summit.

DOT National Transportation Integrated Search

2010-08-01

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

21st century workforce development summit.

DOT National Transportation Integrated Search

2009-09-01

The transportation workforce will be facing severe strains over the next decade as the baby boom generation begins to retire. : These strains will be made worse by the relatively small numbers of workers entering the transportation workforce and the ...

Interdisciplinary transportation education and workforce development modules (ITEWDM).

DOT National Transportation Integrated Search

2014-01-01

The transportation industry will face a shortage of skilled workforce to manage future advanced transportation systems as the current workforce begins to retire. Education and training of future transportation professionals is critical in view of the...

Setting priorities for EU healthcare workforce IT skills competence improvement.

PubMed

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

2017-04-01

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

The CUNY Young Adult Program--Utilizing Social Networking to Foster Interdisciplinary and Cross-Cohort Student Communication during Workforce Training

ERIC Educational Resources Information Center

Levine, Alissa; Winkler, Christoph; Petersen, Saul

2010-01-01

The Center for Economic and Workforce Development (CEWD) at Kingsborough Community College (KCC) is currently working on a workforce development project that contains innovative teaching tools that proved successful in overcoming issues of academic isolation facing the student body. The CUNY Young Adult Program (CYAP) is a partnership of three…

Carolinas Energy Career Center

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

Classens, Anver; Hooper, Dick; Johnson, Bruce

2013-03-31

Central Piedmont Community College (CPCC), located in Charlotte, North Carolina, established the Carolinas Energy Career Center (Center) - a comprehensive training entity to meet the dynamic needs of the Charlotte region's energy workforce. The Center provides training for high-demand careers in both conventional energy (fossil) and renewable energy (nuclear and solar technologies/energy efficiency). CPCC completed four tasks that will position the Center as a leading resource for energy career training in the Southeast: • Development and Pilot of a New Advanced Welding Curriculum, • Program Enhancement of Non-Destructive Examination (NDE) Technology, • Student Support through implementation of a model targetedmore » toward Energy and STEM Careers to support student learning, • Project Management and Reporting. As a result of DOE funding support, CPCC achieved the following outcomes: • Increased capacity to serve and train students in emerging energy industry careers; • Developed new courses and curricula to support emerging energy industry careers; • Established new training/laboratory resources; • Generated a pool of highly qualified, technically skilled workers to support the growing energy industry sector.« less

Identification of Strategies to Leverage Public and Private Resources for National Security Workforce Development

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

None

2009-02-01

This report documents the identification of strategies to leverage public and private resources for the development of an adequate national security workforce as part of the National Security Preparedness Project (NSPP).There are numerous efforts across the United States to develop a properly skilled and trained national security workforce. Some of these efforts are the result of the leveraging of public and private dollars. As budget dollars decrease and the demand for a properly skilled and trained national security workforce increases, it will become even more important to leverage every education and training dollar. The leveraging of dollars serves many purposes.more » These include increasing the amount of training that can be delivered and therefore increasing the number of people reached, increasing the number and quality of public/private partnerships, and increasing the number of businesses that are involved in the training of their future workforce.« less

Maximizing potential: innovative collaborative strategies between one-stops and mental health systems of care.

PubMed

Boeltzig, Heike; Timmons, Jaimie Ciulla; Marrone, Joe

2008-01-01

Barriers to seamless service delivery between workforce development and mental health systems of care have kept both entities from maximizing their potential in regards to employment for job seekers with mental illness who are capable of work and seeking employment. Using a multiple case study design, this study examined the nature of collaboration between workforce development and mental health systems to understand the policies and practices in place to assist individuals with mental illness to find and keep work. The paper presents innovative strategies that involved staff from both workforce development and mental health agencies. Findings from this research identified the following collaborative strategies: (a) the creation of liaison positions and collaborative teams; (b) staff training on mental health and workforce issues; and (c) multi-level involvement of individuals with mental illness. Implications for workforce professionals are offered as a way to stimulate implementation of such strategies.

A transition program to primary health care for new graduate nurses: a strategy towards building a sustainable primary health care nurse workforce?

PubMed

Gordon, Christopher J; Aggar, Christina; Williams, Anna M; Walker, Lynne; Willcock, Simon M; Bloomfield, Jacqueline

2014-01-01

This debate discusses the potential merits of a New Graduate Nurse Transition to Primary Health Care Program as an untested but potential nursing workforce development and sustainability strategy. Increasingly in Australia, health policy is focusing on the role of general practice and multidisciplinary teams in meeting the service needs of ageing populations in the community. Primary health care nurses who work in general practice are integral members of the multidisciplinary team - but this workforce is ageing and predicted to face increasing shortages in the future. At the same time, Australia is currently experiencing a surplus of and a corresponding lack of employment opportunities for new graduate nurses. This situation is likely to compound workforce shortages in the future. A national nursing workforce plan that addresses supply and demand issues of primary health care nurses is required. Innovative solutions are required to support and retain the current primary health care nursing workforce, whilst building a skilled and sustainable workforce for the future. This debate article discusses the primary health care nursing workforce dilemma currently facing policy makers in Australia and presents an argument for the potential value of a New Graduate Transition to Primary Health Care Program as a workforce development and sustainability strategy. An exploration of factors that may contribute or hinder transition program for new graduates in primary health care implementation is considered. A graduate transition program to primary health care may play an important role in addressing primary health care workforce shortages in the future. There are, however, a number of factors that need to be simultaneously addressed if a skilled and sustainable workforce for the future is to be realised. The development of a transition program to primary health care should be based on a number of core principles and be subjected to both a summative and cost-effectiveness evaluation involving all key stakeholders.

Regional health workforce planning through action research: lessons for commissioning health services from a case study in Far North Queensland.

PubMed

Panzera, Annette June; Murray, Richard; Stewart, Ruth; Mills, Jane; Beaton, Neil; Larkins, Sarah

2016-01-01

Creating a stable and sustainable health workforce in regional, rural and remote Australia has long been a challenge to health workforce planners, policy makers and researchers alike. Traditional health workforce planning is often reactive and assumes continuation of current patterns of healthcare utilisation. This demonstration project in Far North Queensland exemplifies how participatory regional health workforce planning processes can accurately model current and projected local workforce requirements. The recent establishment of Primary Health Networks (PHNs) with the intent to commission health services tailored to individual healthcare needs underlines the relevance of such an approach. This study used action research methodology informed by World Health Organization (WHO) systems thinking. Four cyclical stages of health workforce planning were followed: needs assessment; health service model redesign; skills-set assessment and workforce redesign; and development of a workforce and training plan. This study demonstrated that needs-based loco-regional health workforce planning can be achieved successfully through participatory processes with stakeholders. Stronger health systems and workforce training solutions were delivered by facilitating linkages and planning processes based on community need involving healthcare professionals across all disciplines and sectors. By focusing upon extending competencies and skills sets, local health professionals form a stable and sustainable local workforce. Concrete examples of initiatives generated from this process include developing a chronic disease inter-professional teaching clinic in a rural town and renal dialysis being delivered locally to an Aboriginal community. The growing trend of policy makers decentralising health funding, planning and accountability and rising health system costs increase the future utility of this approach. This type of planning can also assist the new PHNs to commission health services that meet the needs of the population and contribute to service and system improvement and innovation.

FY17 Environmental Workforce Development and Job Training (EWDJT) Grants

EPA Pesticide Factsheets

This notice announces the availability of funds and solicits proposals from eligible entities, including nonprofit organizations, to deliver Environmental Workforce Development and Job Training programs.

Shaping NASA's Earth Science Enterprise Workforce Development Initiative to Address Industry Needs

NASA Technical Reports Server (NTRS)

Rosage, David; Meeson, Blanche W. (Technical Monitor)

2001-01-01

It has been well recognized that the commercial remote sensing industry will expand in new directions, resulting in new applications, thus requiring a larger, more skilled workforce to fill the new positions. In preparation for this change, NASA has initiated a Remote Sensing Professional Development Program to address the workforce needs of this emerging industry by partnering with the private sector, academia, relevant professional societies, and other R&D organizations. Workforce needs will in part include understanding current industry concerns, personnel competencies, current and future skills, growth rates, geographical distributions, certifications, and sources of pre-service and in-service personnel. Dave Rosage of the NASA Goddard Space Flight Center and a panel of MAPPS members will lead a discussion to help NASA specifically address private firms' near and long-term personnel needs to be included in NASA's Remote Sensing Professional Development Program. In addition, Dave Rosage will present perspectives on how remote sensing technologies are evolving, new NASA instruments being developed, and what future workforce skills are expected to support these new developments.

The Right Jobs: Identifying Career Advancement Opportunities for Low-Skilled Workers. A Guide for Public and Private Sector Workforce Development Practitioners. Advancement for Low-Wage Workers

ERIC Educational Resources Information Center

Goldberger, Susan; Lessell, Newell; Biswas, Radha Roy

2005-01-01

The Right Jobs provides workforce policymakers and directors of workforce development programs with a structured approach to: (1) Identifying the most promising employment opportunities within reach of low-skill workers; (2) Determining the postsecondary training and career preparation routes that will yield results for their clients; and (3)…

The Professional Development Plan of a Health Care Workforce as a Qualitative Indicator of the Health Care System's Well-Being

ERIC Educational Resources Information Center

Saiti, Anna; Mylona, Vasiliki

2015-01-01

The quality of a health care system is heavily dependent on a capable and skillful health care workforce so as to guarantee the delivery of quality health care services to its user groups. Hence, only through continuous training and development can the health care workforce follow rapid scientific progress while equitably balancing investment…

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

PubMed Central

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

2017-01-01

Enhancing citizens’ and communities’ resilience is critical to adapt successfully to ongoing challenges faced by communities, as well as acute shocks resulting from disasters. While significant progress has been made in this area, several research and practice gaps remain. A crucial next step to advance resilience is the development of a resilience-oriented workforce. This narrative review examines existing literature to determine key components of a resilience-oriented workforce, with a focus on organizational structures, training and education, and leadership models. Reviewed articles spanned a variety of study types, including needs assessments of existing workforce, program evaluations, and reviews/commentaries. A resilience-oriented workforce spans many disciplines and training programs will need to reflect that. It requires a collaborative organizational model that promotes information sharing structures. Leadership models should foster a balance between workforce autonomy and operation as a collective entity. Optimal strategies to develop a resilience-oriented workforce have yet to be realized and future research will need to collect and synthesize data to promote and evaluate the growth of this field. PMID:29236028

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

PubMed

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

2017-12-13

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

Estimating workforce development needs for high-speed rail in California : [research brief].

DOT National Transportation Integrated Search

2012-03-01

It is critical to understand the emergent workforce characteristics for the California High-Speed Rail (HSR) network. Knowledge about the size and characteristics of this workforce, including its training and education needs, is required to guide the...

Industrial Technologies Program - Manufacturing Workforce for a Clean Energy Economy (Green Jobs)

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

None

2010-05-01

Making the transition to a clean energy economy will strengthen our energy security, improve the environment, and create jobs. In 2009, Congress passed a stimulus package to help jump-start all sectors of the U.S. economy and accelerate this transition.

Who does workforce planning well? Workforce review team rapid review summary.

PubMed

Curson, J A; Dell, M E; Wilson, R A; Bosworth, D L; Baldauf, B

2010-01-01

This paper sets out to disseminate new knowledge about workforce planning, a crucial health sector issue. The Health Select Committee criticised NHS England's failure to develop and apply effective workforce planning. The Workforce Review Team (WRT) commissioned the Institute for Employment Research, Warwick University, to undertake a "rapid review" of global literature to identify good practice. A workforce planning overview, its theoretical principles, good practice exemplars are provided before discussing their application to healthcare. The literature review, undertaken September-November 2007, determined the current workforce planning evidence within and outside health service provision and any consensus on successful workforce planning. Much of the literature was descriptive and there was a lack of comparative or evaluative research-based evidence to inform U.K. healthcare workforce planning. Workforce planning practices were similar in other countries. There was no evidence to challenge current WRT approaches to NHS England workforce planning. There are a number of indications about how this might be extended and improved, given additional resources. The evidence-base for workforce planning would be strengthened by robust and authoritative studies. Systematic workforce planning is a key healthcare quality management element. This review highlights useful information that can be turned into knowledge by informed application to the NHS. Best practice in other sectors and other countries appears to warrant exploration.

Implementing a Workforce Development Pipeline

NASA Technical Reports Server (NTRS)

Hix, Billy

2002-01-01

Research shows that the number of highly trained scientists and engineers has continued a steady decline during the 1990's. Furthermore, at the high school level, almost 40% of the total high school graduates are seeking technical skills in preparation of entering the workforce directly. The decrease of students in technology and science programs, along with the lack of viable vocational programs, haunts educators and businesses alike. However, MSFC (Marshall Space Flight Center) has the opportunity to become a leading edge model of workforce development by offering a unified program of apprenticeships, workshops, and educational initiatives. These programs will be designed to encourage young people of all backgrounds to pursue the fields of technology and science, to assist research opportunities, and to support teachers in the systemic changes that they are facing. The emphasis of our program based on grade levels will be: Elementary Level: Exposure to the workforce. Middle School: Examine the workforce. High School and beyond: Instruct the workforce. It is proposed that MSFC create a well-integrated Workforce Development Pipeline Program. The program will act to integrate the many and varied programs offered across MSFC directorates and offices. It will offer a clear path of programs for students throughout middle school, high school, technical training, and college and universities. The end result would consist of technicians, bachelors degrees, masters degrees, and PhDs in science and engineering fields entering the nation's workforce, with a focus on NASA's future personnel needs.

From the NIH: A Systems Approach to Increasing the Diversity of the Biomedical Research Workforce

PubMed Central

Valantine, Hannah A.; Lund, P. Kay; Gammie, Alison E.

2016-01-01

The National Institutes of Health (NIH) is committed to attracting, developing, and supporting the best scientists from all groups as an integral part of excellence in training. Biomedical research workforce diversity, capitalizing on the full spectrum of skills, talents, and viewpoints, is essential for solving complex human health challenges. Over the past few decades, the biomedical research workforce has benefited from NIH programs aimed at enhancing diversity. However, there is considerable room for improvement, particularly at the level of independent scientists and within scientific leadership. We provide a rationale and specific opportunities to develop and sustain a diverse biomedical research workforce through interventions that promote the successful transitions to different stages on the path toward completion of training and entry into the biomedical workforce. PMID:27587850

Training for Tomorrow: Developing a Native Workforce

ERIC Educational Resources Information Center

Al-Asfour, Ahmed

2014-01-01

Although demographics are shifting, American Indians continue to suffer from a grossly disproportionate unemployment rate. By partnering with business and government, tribal colleges can alter such trends through workforce development.

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

PubMed

Drennan, Vari M

2018-01-01

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

Workforce planning and development in times of delivery system transformation.

PubMed

Pittman, Patricia; Scully-Russ, Ellen

2016-09-23

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

Strategies and Tools for Public Health Workforce Training Needs Assessments in Diverse and Changing Population Health Contexts.

PubMed

Aidala, Angela A; Cavaliere, Brittney; Cinnick, Samantha

2018-06-07

A key component of the improvement of public health infrastructure in the United States revolves around public health workforce development and training. Workforce challenges faced by the public health system have long been recognized, but there are additional challenges facing any region-wide or cross-jurisdictional effort to accurately assess priority workforce training needs and develop training resources to address those needs. These challenges include structural variability of public health organizations; diverse population health contexts; capturing both topic-specific skill sets and foundational competencies among public health workers; and reaching/representing the target population despite suspicion, disinterest, and/or assessment "fatigue" among employees asked to participate in workforce development surveys. The purpose of this article is to describe the challenges, strategies to meet those challenges, and lessons learned conducting public health workforce training needs assessments by academic and practice partners of the Region 2 Public Health Training Center (R2/PHTC). The R2/PHTC is hosted by the Mailman School of Public Health at Columbia University and serves New York, New Jersey, Puerto Rico, and the US Virgin Islands within its jurisdiction. Strategies for responding to diverse organizational structures and population health contexts across the region; defining training priorities that address both foundational competencies for public health professionals and content-specific training to address local public health needs; reaching/representing target populations of public health workers; and analysis and report writing to encourage rapid response to identified needs and comprehensive workforce development planning are discussed. Lessons learned are likely instructive to other workforce training needs assessments in complex and ever-changing public health environments.

Building health promotion capacity in a primary health care workforce in the Northern Territory: some lessons from practice.

PubMed

Judd, Jenni; Keleher, Helen

2013-12-01

Reorientation of the workforce in primary health care is a complex process and requires specific strategies and interventions. Primary health care providers are a key health care workforce that is expected to deliver tangible outcomes from disease prevention and health promotion strategies. This paper describes a training intervention that occurred as part of a broader participatory action research process for building health promotion capacity in the primary health care workforce. Participatory action research (PAR) was conducted over six action and reflection cycles in a two-year period (2001-02) in an urban community health setting in the Northern Territory. One of the PAR cycles was a training intervention that was identified as a need from a survey in the first action and reflection cycle. This training was facilitated by a health promotion specialist, face-to-face and comprised five 3.5-h sessions over a 5-month period. A pre-post questionnaire was used to measure the knowledge and skills components of the training intervention. The results reinforced the importance of using a participatory approach that involved the primary health care providers themselves. Multiple strategies such as workforce development within capacity building frameworks assisted in shifting work practice more upstream. Additionally, these strategies encouraged more reflective practice and built social capital within the primary health care workforce. Lessons from practice reinforce that workforce development influenced work practice change and is an important element in building the health promotion capacity of primary health care centres. SO WHAT?: Workforce development is critical for reorienting health services. Health promotion specialists play an important role in reorienting practice, which is only effective when combined with other strategies, and driven and led by the primary health care workforce.

Building workforce capacity in Australia and New Zealand: a profile of psychiatrists with an interest in intellectual and developmental disability mental health.

PubMed

Cvejic, Rachael C; Eagleson, Claire; Weise, Janelle; Davies, Kimberley; Hopwood, Malcolm; Jenkins, Kym; Trollor, Julian N

2018-06-01

To describe the characteristics of psychiatrists working in the area of intellectual and developmental disability mental health (IDDMH) across Australia and New Zealand. A secondary analysis of data collected by the Royal Australian and New Zealand College of Psychiatrists 2014 workforce survey. Characteristics of the IDDMH workforce ( n=146 psychiatrists) were compared with those of the broader psychiatry workforce ( n=1050 psychiatrists). The IDDMH workforce were more likely than the broader psychiatry workforce to be working across both the public and private health sectors, be engaged in outreach work, endorse specialty practice areas pertinent to IDDMH, treat younger patients and work more clinical hours per week. Part-time status and retirement plans of the IDDMH workforce matched those of the broader psychiatry workforce. While some elements of the IDDMH workforce profile suggest this workforce is tailored to the needs of the population, the potential shortage of IDDMH psychiatrists highlights the need for the development of a specific training programme and pathway in this area.

Workforce and Economic Development Annual Report, 2011-2012

ERIC Educational Resources Information Center

California Community Colleges, Chancellor's Office, 2013

2013-01-01

The California Community Colleges Workforce and Economic Development program (WED program) helps students, incumbent workers, business partners and industries develop skilled competencies in critical industry sectors. As a source for developing and implementing training and curriculum, the WED program is instrumental in helping the community…

Creating Opportunities for Training California's Public Health Workforce

ERIC Educational Resources Information Center

Demers, Anne L.; Mamary, Edward; Ebin, Vicki J.

2011-01-01

Introduction: Today there are significant challenges to public health, and effective responses to them will require complex approaches and strategies implemented by a qualified workforce. An adequately prepared workforce requires long-term development; however, local health departments have limited financial and staff resources. Schools and…

The Early Care and Education Workforce

ERIC Educational Resources Information Center

Phillips, Deborah; Austin, Lea J. E.; Whitebook, Marcy

2016-01-01

In this article, Deborah Phillips, Lea Austin, and Marcy Whitebook examine educational preparation, compensation, and professional development among the early childhood workforce. Their central theme is that these features look very different for preschool teachers than they do for the elementary school teaching workforce. Most teachers of…

Developing health care workforces for uncertain futures.

PubMed

Gorman, Des

2015-04-01

Conventional approaches to health care workforce planning are notoriously unreliable. In part, this is due to the uncertainty of the future health milieu. An approach to health care workforce planning that accommodates this uncertainty is not only possible but can also generate intelligence on which planning and consequent development can be reliably based. Drawing on the experience of Health Workforce New Zealand, the author outlines some of the approaches being used in New Zealand. Instead of relying simply on health care data, which provides a picture of current circumstances in health systems, the author argues that workforce planning should rely on health care intelligence--looking beyond the numbers to build understanding of how to achieve desired outcomes. As health care systems throughout the world respond to challenges such as reform efforts, aging populations of patients and providers, and maldistribution of physicians (to name a few), New Zealand's experience may offer a model for rethinking workforce planning to truly meet health care needs.

The future of the New Zealand plastic surgery workforce.

PubMed

Adams, Brandon M; Klaassen, Michael F; Tan, Swee T

2013-04-05

The New Zealand (NZ) plastic and reconstructive surgery (PRS) workforce provides reconstructive plastic surgery (RPS) public services from six centres. There has been little analysis on whether the workforce is adequate to meet the needs of the NZ population currently or in the future. This study analysed the current workforce, its distribution and future requirements. PRS manpower data, workforce activities, population statistics, and population modelling were analysed to determine current needs and predict future needs for the PRS workforce. The NZ PRS workforce is compared with international benchmarks. Regional variation of the workforce was analysed with respect to the population's access to PRS services. Future supply of specialist plastic surgeons is analysed. NZ has a lower number of plastic surgeons per capita than comparable countries. The current NZ PRS workforce is mal-distributed. Areas of current and emerging future need are identified. The current workforce mal-distribution will worsen with future population growth and distribution. Up to 60% of the NZ population will be at risk of inadequate access to PRS services by 2027. Development of PRS services must be coordinated to ensure that equitable and sustainable services are available throughout NZ. Strategies for ensuring satisfactory future workforce are discussed.

Improving Data for Behavioral Health Workforce Planning: Development of a Minimum Data Set.

PubMed

Beck, Angela J; Singer, Phillip M; Buche, Jessica; Manderscheid, Ronald W; Buerhaus, Peter

2018-06-01

The behavioral health workforce, which encompasses a broad range of professions providing prevention, treatment, and rehabilitation services for mental health conditions and substance use disorders, is in the midst of what is considered by many to be a workforce crisis. The workforce shortage can be attributed to both insufficient numbers and maldistribution of workers, leaving some communities with no behavioral health providers. In addition, demand for behavioral health services has increased more rapidly as a result of federal legislation over the past decade supporting mental health and substance use parity and by healthcare reform. In order to address workforce capacity issues that impact access to care, the field must engage in extensive planning; however, these efforts are limited by the lack of timely and useable data on the behavioral health workforce. One method for standardizing data collection efforts is the adoption of a Minimum Data Set. This article describes workforce data limitations, the need for standardizing data collection, and the development of a behavioral health workforce Minimum Data Set intended to address these gaps. The Minimum Data Set includes five categorical data themes to describe worker characteristics: demographics, licensure and certification, education and training, occupation and area of practice, and practice characteristics and settings. Some data sources align with Minimum Data Set themes, although deficiencies in the breadth and quality of data exist. Development of a Minimum Data Set is a foundational step for standardizing the collection of behavioral health workforce data. Key challenges for dissemination and implementation of the Minimum Data Set are also addressed. This article is part of a supplement entitled The Behavioral Health Workforce: Planning, Practice, and Preparation, which is sponsored by the Substance Abuse and Mental Health Services Administration and the Health Resources and Services Administration of the U.S. Department of Health and Human Services. Copyright © 2018 American Journal of Preventive Medicine. Published by Elsevier Inc. All rights reserved.

Integrated Workforce Planning Model: A Proof of Concept

NASA Technical Reports Server (NTRS)

Guruvadoo, Eranna K.

2001-01-01

Recently, the Workforce and Diversity Management Office at KSC have launched a major initiative to develop and implement a competency/skill approach to Human Resource management. As the competency/skill dictionary is being elaborated, the need for a competency-based workforce-planning model is recognized. A proof of concept for such a model is presented using a multidimensional data model that can provide the data infrastructure necessary to drive intelligent decision support systems for workforce planing. The components of competency-driven workforce planning model are explained. The data model is presented and several schemes that would support the workforce-planning model are presented. Some directions and recommendations for future work are given.

National Nuclear Forensics Expertise Development Program

NASA Astrophysics Data System (ADS)

Kentis, Samantha E.; Ulicny, William D.

2009-08-01

Over the course of the 2009 Federal Fiscal Year the United States (U.S.) Department of Homeland Security (DHS), in partnership with the Departments of Defense (DoD) and Energy (DOE), is continuing existing programs and introducing new programs designed to maintain a highly qualified, enduring workforce capable of performing the technical nuclear forensics mission. These student and university programs are designed to recruit the best and brightest students, develop university faculty and research capabilities, and engage the national laboratories in fields of study with application in nuclear forensics. This comprehensive effort constitutes the National Nuclear Forensics Expertise Development Program.

Making the Case: Workforce, Education, Public Outreach and Communications as Mission-Critical Activities

NASA Astrophysics Data System (ADS)

Squires, Gordon K.; Brewer, Janesse; Dawson, Sandra; Program Organizing Committee "Making the Case" workshop 2017

2018-01-01

Increasingly, next-generation science projects will never see first light, or will lose their “right to operate” if they are unable to be responsive to emerging societal values and interests. Science projects with a robust and professional Workforce, Education, Public Outreach and Communications (WEPOC) architecture are able to engage and welcome public discourse about science, trade-offs, and what it means to be a good neighbor in a community. In this talk I will update the latest WEPOC efforts for TMT & NASA projects at Caltech/IPAC, and highlight how WEPOC has entered the critical path for many large, international science projects. I will also present a draft working document being developed by many of the world's largest astronomy and high-energy physics WEPOC leaders as an outcome from a "Making the Case" conference held at Caltech in spring 2017.

Continuing challenges for the mental health consumer workforce: a role for mental health nurses?

PubMed

Cleary, Michelle; Horsfall, Jan; Hunt, Glenn E; Escott, Phil; Happell, Brenda

2011-12-01

The aim of this paper is to discuss issues impacting on consumer workforce participation and challenges that continue to arise for these workers, other service providers, and the mental health system. The literature identifies the following issues as problematic: role confusion and role strain; lack of support, training, and supervision structures; job titles that do not reflect actual work; poor and inconsistent pay; overwork; limited professional development; insufficient organizational adaptation to expedite consumer participation; staff discrimination and stigma; dual relationships; and the need to further evaluate consumer workforce contributions. These factors adversely impact on the emotional well-being of the consumer workforce and might deprive them of the support required for the consumer participation roles to impact on service delivery. The attitudes of mental health professionals have been identified as a significant obstacle to the enhancement of consumer participation and consumer workforce roles, particularly in public mental health services. A more comprehensive understanding of consumer workforce roles, their benefits, and the obstacles to their success should become integral to the education and training provided to the mental health nursing workforce of the future to contribute to the development of a more supportive working environment to facilitate the development of effective consumer roles. © 2011 The Authors. International Journal of Mental Health Nursing © 2011 Australian College of Mental Health Nurses Inc.

Future Workforce Strategy

ERIC Educational Resources Information Center

US Department of Energy, 2007

2007-01-01

The Department of Energy's (DOE) Office of Science is among the world's premier supporters of basic research. The Office of Science enables the U.S. to maintain its competitive edge by funding science that can transform its energy future, supports its national security and seeks to understand the fundamentals of matter and energy itself. To do…

Public health workforce taxonomy.

PubMed

Boulton, Matthew L; Beck, Angela J; Coronado, Fátima; Merrill, Jacqueline A; Friedman, Charles P; Stamas, George D; Tyus, Nadra; Sellers, Katie; Moore, Jean; Tilson, Hugh H; Leep, Carolyn J

2014-11-01

Thoroughly characterizing and continuously monitoring the public health workforce is necessary for ensuring capacity to deliver public health services. A prerequisite for this is to develop a standardized methodology for classifying public health workers, permitting valid comparisons across agencies and over time, which does not exist for the public health workforce. An expert working group, all of whom are authors on this paper, was convened during 2012-2014 to develop a public health workforce taxonomy. The purpose of the taxonomy is to facilitate the systematic characterization of all public health workers while delineating a set of minimum data elements to be used in workforce surveys. The taxonomy will improve the comparability across surveys, assist with estimating duplicate counting of workers, provide a framework for describing the size and composition of the workforce, and address other challenges to workforce enumeration. The taxonomy consists of 12 axes, with each axis describing a key characteristic of public health workers. Within each axis are multiple categories, and sometimes subcategories, that further define that worker characteristic. The workforce taxonomy axes are occupation, workplace setting, employer, education, licensure, certification, job tasks, program area, public health specialization area, funding source, condition of employment, and demographics. The taxonomy is not intended to serve as a replacement for occupational classifications but rather is a tool for systematically categorizing worker characteristics. The taxonomy will continue to evolve as organizations implement it and recommend ways to improve this tool for more accurate workforce data collection. Copyright © 2014 American Journal of Preventive Medicine. Published by Elsevier Inc. All rights reserved.

Public health nutrition workforce development in seven European countries: constraining and enabling factors.

PubMed

Kugelberg, Susanna; Jonsdottir, Svandis; Faxelid, Elisabeth; Jönsson, Kristina; Fox, Ann; Thorsdottir, Inga; Yngve, Agneta

2012-11-01

Little is known about current public health nutrition workforce development in Europe. The present study aimed to understand constraining and enabling factors to workforce development in seven European countries. A qualitative study comprised of semi-structured face-to-face interviews was conducted and content analysis was used to analyse the transcribed interview data. The study was carried out in Finland, Iceland, Ireland, Slovenia, Spain, Sweden and the UK. Sixty key informants participated in the study. There are constraining and enabling factors for public health nutrition workforce development. The main constraining factors relate to the lack of a supportive policy environment, fragmented organizational structures and a workforce that is not cohesive enough to implement public health nutrition strategic initiatives. Enabling factors were identified as the presence of skilled and dedicated individuals who assume roles as leaders and change agents. There is a need to strengthen coordination between policy and implementation of programmes which may operate across the national to local spectrum. Public health organizations are advised to further define aims and objectives relevant to public health nutrition. Leaders and agents of change will play important roles in fostering intersectorial partnerships, advocating for policy change, establishing professional competencies and developing education and training programmes.

Linking Workforce Development to Economic Development: A Casebook for Community Colleges

ERIC Educational Resources Information Center

Rothwell, William J., Ed.; Gerity, Patrick E., Ed.

2008-01-01

"Linking Workforce Development to Economic Development: A Casebook for Community Colleges" is a compilation of best practice examples, which illustrate what it takes for community colleges to achieve their goal of helping people acquire education and skills, helping employers, supporting communities, and building the nation. The book is…

Going Green: Developing the Green-Collar Workforce. Commission Report 08-27

ERIC Educational Resources Information Center

California Postsecondary Education Commission, 2008

2008-01-01

Part of any effort made by the California Postsecondary Education Commission to better understand the nexus between postsecondary education and the workforce is learning more about emerging economic and workforce trends. The emergence of the "green economy"-- economic activity based on environmentally-friendly, sustainable principles and…

Seeking a State Workforce Strategy

ERIC Educational Resources Information Center

Fischer, David Jason; Mack, Melinda

2015-01-01

New York's workforce system is a complicated entity that engages nearly a dozen state agencies and myriad funding streams originating at the federal and state levels, and operates on the ground in ten economic development regions, 33 designated workforce investment areas, community-based organizations, labor unions and 62 counties. This report…

Professional Development Scholarships Increase Qualifications of Diverse Providers

ERIC Educational Resources Information Center

Lipscomb, Shannon T.; Schmitt, Sara A.; Pratt, Megan E.

2015-01-01

Efforts to improve school readiness call for improvements in the professional qualifications of the early childhood workforce. It is critically important that these efforts are inclusive of a diverse workforce. Providers from diverse ethnic and linguistic backgrounds make up a sizable portion of the early childhood workforce, yet diversity…

U.S. Department of Agriculture Need for Improved Workforce Planning

DTIC Science & Technology

1990-03-01

For example, op organized a task force, consisting of mostly agency personnel, on workforce plan- ning as part of a new marketing strategy aimed at...departmental policy on workforce planning. As another part of this marketing strategy , op is developing a UsDA-wide recruitment plan. The purpose of

Developing a diverse and inclusive workforce in astronomy

NASA Astrophysics Data System (ADS)

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

2018-06-01

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

Smart Grid Communications Security Project, U.S. Department of Energy

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

Barnes, Frank

There were four groups that worked on this project in different areas related to Smart Girds and Security. They included faculty and students from electric computer and energy engineering, law, business and sociology. The results of the work are summarized in a verity of reports, papers and thesis. A major report to the Governor of Colorado’s energy office with contributions from all the groups working on this project is given bellow. Smart Grid Deployment in Colorado: Challenges and Opportunities, Report to Colorado Governor’s Energy Office and Colorado Smart Grid Task Force(2010) (Kevin Doran, Frank Barnes, and Puneet Pasrich, eds.) Thismore » report includes information on the state of the grid cyber security, privacy, energy storage and grid stability, workforce development, consumer behavior with respect to the smart grid and safety issues.« less

Rural and remote young people's health career decision making within a health workforce development program: a qualitative exploration.

PubMed

Kumar, Koshila; Jones, Debra; Naden, Kathryn; Roberts, Chris

2015-01-01

One strategy aimed at resolving ongoing health workforce shortages in rural and remote settings has been to implement workforce development initiatives involving the early activation and development of health career aspirations and intentions among young people in these settings. This strategy aligns with the considerable evidence showing that rural background is a strong predictor of rural practice intentions and preferences. The Broken Hill Regional Health Career Academy Program (BHRHCAP) is an initiative aimed at addressing local health workforce challenges by helping young people in the region develop and further their health career aspirations and goals. This article reports the factors impacting on rural and remote youths' health career decision-making within the context of a health workforce development program. Data were collected using interviews and focus groups with a range of stakeholders involved in the BHRHCAP including local secondary school students, secondary school teachers, career advisors, school principals, parents, and pre-graduate health students undertaking a clinical placement in Broken Hill, and local clinicians. Data interpretation was informed by the theoretical constructs articulated within socio cognitive career theory. Young people's career decision-making in the context of a local health workforce development program was influenced by a range of personal, contextual and experiential factors. These included personal factors related to young people's career goals and motivations and their confidence to engage in career decision-making, contextual factors related to BHRHCAP program design and structure as well as the visibility and accessibility of health career pathways in a rural setting, and experiential factors related to the interaction and engagement between young people and role models or influential others in the health and education sectors. This study provided theoretical insight into the broader range of interrelating and complex personal, contextual and experiential factors impacting on rural and remote youths' career decision-making within a health workforce development initiative.

Front-line ordering clinicians: matching workforce to workload.

PubMed

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

2014-07-01

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

Public Higher Education Performance Accountability Framework Report: Goal - Contributions to Economic, Civic, and Social Development; Measure: Workforce Preparation - Degrees Awarded in Selected Areas of Projected Workforce Demand. Commission Report 07-17

ERIC Educational Resources Information Center

California Postsecondary Education Commission, 2007

2007-01-01

This report is the third in a series of measure reports that examine the economic, civic, and social development of the state by its systems of higher education. This report measures degrees awarded in selected areas of employment against workforce demand. The report found: (1) California's postsecondary schools are not producing enough graduates…

Developing an Assessment Framework for U.S. Air Force Building Partnerships Programs

DTIC Science & Technology

2010-01-01

www.rand.org as a public service of the RAND Corporation . 6Jump down to document THE ARTS CHILD POLICY CIVIL JUSTICE EDUCATION ENERGY AND ENVIRONMENT HEALTH...HOMELAND SECURITY TRANSPORTATION AND INFRASTRUCTURE WORKFORCE AND WORKPLACE The RAND Corporation is a nonprofit research organization providing objective...NUMBER 6. AUTHOR(S) 5d. PROJECT NUMBER 5e. TASK NUMBER 5f. WORK UNIT NUMBER 7. PERFORMING ORGANIZATION NAME(S) AND ADDRESS(ES) Rand Corporation

Advanced Learning Technologies and Learning Networks and Their Impact on Future Aerospace Workforce

NASA Technical Reports Server (NTRS)

Noor, Ahmed K. (Compiler)

2003-01-01

This document contains the proceedings of the training workshop on Advanced Learning Technologies and Learning Networks and their impact on Future Aerospace Workforce. The workshop was held at the Peninsula Workforce Development Center, Hampton, Virginia, April 2 3, 2003. The workshop was jointly sponsored by Old Dominion University and NASA. Workshop attendees came from NASA, other government agencies, industry, and universities. The objectives of the workshop were to: 1) provide broad overviews of the diverse activities related to advanced learning technologies and learning environments, and 2) identify future directions for research that have high potential for aerospace workforce development. Eighteen half-hour overviewtype presentations were made at the workshop.

The Development of an Educational Continuum to Meet Agricultural Workforce Needs

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

Burleson, Sarah; Rubenstein, Eric; Thoron, Andrew

2012-02-07

The poster explains the basic issues of a development of an educational continuum to meet agricultural workforce needs of Hendry County. The community needs include primarily jobs within the community, training of local biofuels workforce, education for profession-bound students, services for biofuels entrepreneurs, private farming system alternatives and an improvement of overall education system. These needs are to be met in Hendry County on various levels by its secondary education institutions, Edison State College and University of Florida. Each of these parties has a specific role in the overall education and training process, while the outcome of each is amore » local educated and trained workforce.« less

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

PubMed

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

2014-03-01

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

The Workforce Education and Development in Taiwan

ERIC Educational Resources Information Center

Lee, Lung-Sheng

2012-01-01

Workforce education and development (WED) can be broadly defined as those formal, informal and nonformal activities that prepare people for work. In Taiwan, it includes technological and vocational education (TVE), human resource development (HRD), public vocational training and adult education. In order to promote information exchanges and…

Kentucky Workforce Pathways Development

ERIC Educational Resources Information Center

Coburn, Karen L.

2017-01-01

The purpose of the study was to determine whether the advent of healthcare information technology was a viable career pathway for the people of northeastern Kentucky. The qualitative study used the Delphi Method to conduct and examine interviews with nine experts in Kentucky's workforce development, economic development, education, and healthcare…

Office of the 21st Century Workforce. XXI, Fall 2002.

ERIC Educational Resources Information Center

XXI, 2002

2002-01-01

This document presents information on the U.S. Department of Labor's activities in the following topics areas: developing a skilled workforce; keeping workers safe; building workforce security; and connecting workers with jobs. The following items are included: (1) a discussion by the president and chief executive officer of Cisco Systems, Inc.,…

Employee Engagement: Motivating and Retaining Tomorrow's Workforce

ERIC Educational Resources Information Center

Shuck, Michael Bradley; Wollard, Karen Kelly

2008-01-01

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

Contributions of the Akamai Workforce Initiative

ERIC Educational Resources Information Center

St. John, Mark; Castori, Pam

2014-01-01

This brief presents a third party, external perspective on the Akamai Workforce Initiative (AWI), highlighting some of the contributions of the initiative over the last ten years. AWI is a program that seeks to develop a skilled local STEM workforce to meet the needs of Hawai'i's growing high-tech industry. It began as an internship program…

76 FR 4462 - Privacy Act of 1974; Report of Modified or Altered System of Records

Federal Register 2010, 2011, 2012, 2013, 2014

2011-01-25

... 1974; Report of Modified or Altered System of Records AGENCY: Office of Workforce and Career... that assistance. These records will be maintained by the Office of Workforce and Career Development... Human Services (HHS) Centers for Disease Control and Prevention (CDC) Office of Workforce and Career...

Developing Strategic Collaborative Partnerships within a Workforce Development Program

ERIC Educational Resources Information Center

Hiscano, Lisa Raudelunas

2010-01-01

Workforce development programs provide training and education to welfare recipients to prepare them to obtain and retain employment in their communities. Federal, state, and local investments are made to develop and implement programs. But, do these programs have relationships with local employers to obtain their input to provide the education and…

Skilling for the Workforce: A Tertiary Education Response to Enrich Professional Development

ERIC Educational Resources Information Center

Murphy, Gerald A.; Calway, Bruce A.

2008-01-01

Tertiary educators are being directed by government policy: to develop a learning environment where participants become more than passive receivers of knowledge and to skill the workforce through technical skills and competency-based education. Professional development is needed for compliance, and to develop and maintain generic, productivity,…

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

PubMed

Fritzen, Scott A

2007-02-26

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

Eighth Annual Navy Workforce Research and Analysis Conference: Leading the Change: The Research Community in Navy’s Strategic Vanguard

DTIC Science & Technology

2009-01-01

13 Navy Workforce Development & Shaping Competency Management: Advances in the Collection and Utilization of Total Force...Competencies Navy Workforce Development & Shaping Competency Management: Advances in the Collection and Utilization of Total Force Competency Data A...data ( i. e., meta- data) and desc r ibe how t o use each for m t o assess a dat a set’s util ity for a specif c appl icati on. P15.5 For each type

Programs of Study and Support Services Guide. Workforce Development Education.

ERIC Educational Resources Information Center

North Carolina State Dept. of Public Instruction, Raleigh.

This document was developed to assist local school systems in North Carolina in planning effective and comprehensive workforce development education programs. It contains information about planning, required resources, instructional guidelines, and program area offerings. The guide is organized in three parts. Part I provides a program description…

Working with Value: Industry-Specific Approaches to Workforce Development. A Synthesis of Findings.

ERIC Educational Resources Information Center

Rademacher, Ida, Ed.

Multi-year applied research studied operations and outcomes of six employment initiatives that developed industry-based approaches to workforce development. Findings from the longitudinal survey of 732 individuals indicated participants in sectoral programs improved their position within local labor markets; increased wages, hours worked, and…

Workforce Training and Economic Development Fund: 2015 Annual Progress Report

ERIC Educational Resources Information Center

Iowa Department of Education, 2015

2015-01-01

The Department of Education, Division of Community Colleges, will annually provide the State Board of Education with The Workforce Training and Economic Development (WTED) Fund Annual Progress Report. Administration and oversight responsibility for the fund was transferred from the Iowa Economic Development Authority to the Iowa Department of…

Working towards Skills: Perspectives on Workforce Development in SMEs. Research Report.

ERIC Educational Resources Information Center

Hughes, Maria; Keddie, Vince; Webb, Peter; Corney, Mark

Research into workforce development (WD) considered the relationship between corporate assessments of workers' development needs and WD strategies; how learning at work takes place; and what learning methods are used and their effectiveness. Focus was on practice in small and medium-sized enterprises (SMEs). Methodology included a literature…

Regional Industry Workforce Development: The Gulf Coast Petrochemical Information Network

ERIC Educational Resources Information Center

Hodgin, Johnette; Muha, Susan

2008-01-01

The Gulf Coast Petrochemical Information Network (GC-PIN) is a workforce development partnership among industry businesses and area institutions of higher education in the four-county Gulf Coast region. GC-PIN partners develop new industry-specific curricula, foster industry career awareness, and retrain existing employees in new technologies.

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

PubMed

Brownie, Sharon Mary; Thomas, Janelle

2014-09-01

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

DOLWD Division of Employment and Training Services

Science.gov Websites

State Employees Division of Employment and Training Services Search Labor & Workforce Development ; Department of Labor & Workforce Development > Employment And Training Services > Home Ed Flanagan , Director Mission Statement Provide labor exchange, employment and training services, and unemployment

Building Leadership Skills and Promoting Workforce Development: Evaluation Data Collected from Public Health Professionals in the Field of Maternal and Child Health

PubMed Central

Kasehagen, Laurin; Barradas, Danielle T.; ‘Ali, Zarinah

2015-01-01

Professional development, including training and leadership skill building, is important for maternal and child health (MCH) epidemiologists. Current workforce development and training opportunities vary, but lack an emphasis on linking leadership competencies with MCH epidemiology. This paper describes efforts at the annual MCH Epidemiology Conference (the “Conference”) to promote leadership activities and workforce development, and recommendations to enhance professional development. An evaluation of attendee opinions on Conference workforce development activities was conducted during the 2009 and 2010 Conferences (70 and 66 % response rates, respectively). Frequencies and percentages were calculated overall and by attendee profession. Qualitative responses to questions regarding workforce and professional development were classified by theme in 2009, and a categorical question was developed for the 2010 evaluation. A combined 38 % of Conference attendees in 2009 and 2010 were MCH epidemiologists and 62 % were other MCH professionals. Attendees recommended more support and access to training, mentoring, and resources including job opportunities. Continuing education (41 %), special knowledge and skills-building training (51 %), and development of online resources for training (57 %) were highly recommended by attendees. Career (47 %) and leadership (49 %) mentoring by senior-level professionals in the field were also highly recommended. Promotion of leadership can be achieved by integrating the concept of leadership into the Conference itself; by publishing and disseminating MCH epidemiologic research in scientific, program, and policy settings; and by communicating the importance of epidemiologic findings to stakeholders and other non-scientific audiences. PMID:22923283

Energy, Society, and Education, with Emphasis on Educational Technology Policy for K-12

NASA Astrophysics Data System (ADS)

Chedid, Loutfallah Georges

2005-03-01

This paper begins by examining the profound impact of energy usage on our lives, and on every major sector of the economy. Then, the anticipated US energy needs by the year 2025 are presented based on the Department of Energy's projections. The paper considers the much-touted National Energy Policy Report, and identifies a major flaw where the policy report neglects education as a contributor to solving future energy problems. The inextricable interaction between energy solutions and education is described, with emphasis on education policy as a potential vehicle for developing economically and commercially sustainable energy systems that have a minimal impact on the environment. With that said, an earnest argument is made as to the need to educate science, technology, engineering, and mathematics (STEM) proficient individuals for the energy technology development workforce, starting with the K-12 level. A framework for the aforementioned STEM education policies is presented that includes a sustained national awareness campaign, address the teacher's salary issues, and addresses teacher quality issues. Moreover, the framework suggests a John Dewey-style "learning-by-doing" shift in pedagogy. Finally, the framework presents specific changes to the current national standards that would be valuable to the 21st century student.

A Contextual Examination of Education and Workforce Development in California. Working Paper WP/05-04

ERIC Educational Resources Information Center

California Postsecondary Education Commission, 2005

2005-01-01

The role and responsibility of postsecondary education in preparing California's workforce demand both a research-based examination and a comprehensive discussion that can bring education and workforce interests together at the state level. This policy brief and others to follow examine where and how the state's postsecondary systems fit into a…

A Contextual Examination of Education and Workforce Development in California. Commission Report 05-13

ERIC Educational Resources Information Center

California Postsecondary Education Commission, 2005

2005-01-01

The role and responsibility of postsecondary education in preparing California's workforce demand both a research-based examination and a comprehensive discussion that can bring education and workforce interests together at the state level. This policy brief and others to follow examine where and how the state's postsecondary systems fit into a…

Quality of the ECEC Workforce in Romania: Empirical Evidence from Parents' Experiences

ERIC Educational Resources Information Center

Matei, Aniela; Ghenta, Mihaela

2018-01-01

The quality of the early childhood workforce is central to service provision in this area, being a major factor in determining children's development over the course of their lives. Specific skills and competencies are expected from early childhood education and care (ECEC) workforce. Well-trained staff from ECEC settings are an extremely…

Reach Higher, America: Overcoming Crisis in the U.S. Workforce. Media

ERIC Educational Resources Information Center

National Commission on Adult Literacy (NJ1), 2008

2008-01-01

America's workforce is facing an education and skills crisis. Among the 30 member countries of the Organisation for Economic Cooperation and Development, the United States is the only one in which younger adults are less educated than the previous generation. "Unless we invest now to educate and train our workforce, America risks its economic…

Meeting 2020 Workforce Goals: The Role of Industry-College Collaboration and Goals for Instructional Design

ERIC Educational Resources Information Center

Yarnall, Louise

2014-01-01

Since the 1990s, federal programs for workforce training have aimed to transform the role of community colleges from narrow contract training to a broader role that encompasses strategic instructional program planning and innovation to support lifelong learning for a changing workforce and economic development (Jacobs & Teahen, 1996). Yet, to…

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

ERIC Educational Resources Information Center

Bretherton, Tanya

2010-01-01

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

Partnerships for Workforce Development in Business and Marketing Education. Annual Atlantic Coast Business & Marketing Education Conference Proceedings (14th, Greenville, North Carolina, February 21-22, 1997). Volume 8.

ERIC Educational Resources Information Center

Wallace, Ivan, Ed.

This proceedings includes the following papers: "Multimedia Case Studies--Business Reality for Students" (Agneberg); "Interactive Development and Design--A Business Approach" (Agneberg); "Ethics Instruction for Workforce Development" (Arnold); "Career Development Focus in Lincoln County" (Beam);…

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

NASA Technical Reports Server (NTRS)

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

2003-01-01

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

48 CFR 1823.570-2 - Contract clause.

Code of Federal Regulations, 2010 CFR

2010-10-01

... SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 1823.570-2 Contract clause. The contracting officer shall insert the clause at 1852.223-74, “Drug- and Alcohol-Free Workforce,” in all solicitations and...

48 CFR 1823.570-2 - Contract clause.

Code of Federal Regulations, 2013 CFR

2013-10-01

... ADMINISTRATION SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 1823.570-2 Contract clause. The contracting officer shall insert the clause at 1852.223-74, “Drug- and Alcohol-Free Workforce,” in all solicitations...

48 CFR 1823.570-2 - Contract clause.

Code of Federal Regulations, 2011 CFR

2011-10-01

... ADMINISTRATION SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 1823.570-2 Contract clause. The contracting officer shall insert the clause at 1852.223-74, “Drug- and Alcohol-Free Workforce,” in all solicitations...

Reaffirming Some Basic Principles in Purchasing and Maintenance.

ERIC Educational Resources Information Center

Throop, Harold L., Jr.

1985-01-01

Reaffirms necessary elements for the successful operation of college purchasing and maintenance programs (e.g., purchasing calendar, bidding procedures, vendor selection, contracting services, budgeting for maintenance, and workforce analysis). Discusses ways some colleges are saving on operating costs (e.g., solar energy, energy management,…

Educational Attainment in Southeast Wisconsin

ERIC Educational Resources Information Center

Million, Laura; Henken, Rob; Dickman, Anneliese

2010-01-01

In metro Milwaukee, as a part of the WIRED Initiative, the Regional Workforce Alliance (RWA)--a collaboration of organizations representing workforce development, economic development and education across southeast Wisconsin--has established the framework for pursuing the local talent dividend goal and a regional strategy for increasing…

Preparation, Development, and Transition of Learning-Disabled Students for Workforce Success

ERIC Educational Resources Information Center

Williams, Donna Elizabeth

2012-01-01

Preparation, Development, and Transition of Learning-Disabled Students for Workforce Success. Donna Elizabeth Williams, 2011: Applied Dissertation, Nova Southeastern University, Abraham S. Fischler School of Education. ERIC Descriptors: Learning Disabilities, Community Based Instruction, Academic Advising, Career Counseling, Career Planning. This…

Nurses' perceptions of the challenges related to the Omanization policy.

PubMed

Al-Riyami, M; Fischer, I; Lopez, V

2015-12-01

Human resource development has become a major concern in Oman since the inception of the 'Omanization' policy in 1988. The main goal of this policy was to replace the expatriate nursing workforce with similarly qualified local nurses to develop a sustainable workforce and achieve self-reliance. The aim of this study is to explore the nurses' perceptions of Omanization policy. A qualitative research design was used and 16 Omani registered nurses and 26 student nurses were interviewed in depth. Transcribed data were analysed using content analysis. Two main themes emerged from the data: 'Challenges of sustaining the local nursing workforce' and 'Challenges of educational preparation for local nurses'. The participants agreed that Omanization benefited national development, social stability and ensuring local workforce. The challenges faced were cultural and work life balance, preparation of nurses and pace of replacement. The participants were concerned that the pace of replacement could leave behind a marked experience gap. A slow-phased approach to Omanization of the nursing workforce was recommended by the participants. Results obtained from this study reflect the perceptions and voices of student nurses and registered nurses only from the Institute of Nursing and Oman Ministry of Health. A policy of this magnitude requires gradual establishment. The upgrading of the nursing education to degree level, continuous professional development, mentoring and role modeling of expert nurses should be established to prepare local nurses for the localization of the nursing workforce. © 2015 International Council of Nurses.

Exploring female GPs' perceptions about medical leadership.

PubMed

Price, Karen; Clearihan, Lynette

2015-06-01

Women are increasingly entering the Australian general practice workforce. This study aims to explore female general practitioners' (GPs') perceptions of possible barriers to leadership and professional roles in the workforce. A purposive, convenience sample of 30 female GPs in active practice was approached in February, 2012. An anonymous, pa-per-based, semi-quantitative survey sought to identify participation and leadership confidence within general practice in a number of professional roles. The top two barriers participants identified for after-hours medical meetings were energy to attend and geographical location. For after-hours care, the top two barriers identified were energy and self-motivation. Few participants aspired to 'leadership' activities. 'Medical mentoring' was most likely to attract them into leadership. It is important female GPs' perspectives are explored in general practice. This small survey suggests further studies are needed in the importance of energy limitations and lack of self-confidence in restricting female GPs' capacity to fully engage in professional roles.

Wind for Schools (Poster)

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

Baring-Gould, I.

2010-05-01

As the United States dramatically expands wind energy deployment, the industry is challenged with developing a skilled workforce and addressing public resistance. Wind Powering America's Wind for Schools project addresses these issues by developing Wind Application Centers (WACs) at universities; WAC students assist in implementing school wind turbines and participate in wind courses, by installing small wind turbines at community "host" schools, by implementing teacher training with interactive curricula at each host school. This poster provides an overview of the first two years of the Wind for Schools project, primarily supporting activities in Colorado, Kansas, Nebraska, South Dakota, Montana, andmore » Idaho.« less

Geoscience Workforce Development at UNAVCO: Leveraging the NSF GAGE Facility

NASA Astrophysics Data System (ADS)

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

2013-12-01

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

U.S. Department of Energy Solar Decathlon Visitors Guide 2015

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

2015-09-03

The U.S. Department of Energy 2015 Visitors Guide is a free, hard-copy publication distributed free to those attending the Solar Decathlon event. The publications' objectives are to serve as the primary information resource for those in attendance, and to deliver a compelling message about the Solar Decathlon's success as a proven workforce development program and its role in educating students and the public about clean energy products and design solutions. The U.S. Department of Energy 2015 Visitors Guide SD15 Visitors Guide goals are to guide attendees through the Solar Decathlon village; List and explain the 10 contests; educate attendees aboutmore » the participating teams and their competition houses; provide access to more information on the Solar Decathlon website through the use of QR codes; and acknowledge the support of all event sponsors.« less

Rethinking Teacher Workforce Development: A Strategic Human Resource Management Perspective

ERIC Educational Resources Information Center

Smylie, Mark A.; Miretzky, Debra; Konkol, Pamela

2004-01-01

In this chapter, the authors focus on teacher development as a collective and organizational issue. They begin with a brief review of conventional approaches to teacher workforce development and management, including current critiques of these efforts, their possible consequences, and an overview of the recent calls for more comprehensive,…

Workforce Training and Economic Development Fund: 2014 Annual Progress Report

ERIC Educational Resources Information Center

Iowa Department of Education, 2014

2014-01-01

The Workforce Training and Economic Development (WTED) Fund was established in 2003 as part of the Grow Iowa Values Fund and is currently funded through the Iowa Skilled Worker and Job Creation Fund. This fund has become an important source of financing for community college new program innovation, development, and capacity building, particularly…

Center for Adaptive Optics | ISEE

Science.gov Websites

Workforce Initiative, a partnership between the University of Hawaii Institute for Astronomy, UCSC's CfAO of previous topics: * Internships * Professional Development Program * Akamai Workforce Initiative

Home Energy Professional Certifications (Fact Sheet)

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

Not Available

2012-11-01

As the weatherization and home energy upgrade industries expand and gain recognition, the need for a qualified workforce becomes more apparent. The certification component of the Guidelines project was designed to create meaningful and lasting careers for weatherization workers. Intended for experienced home energy professionals, the four new certifications focus on the most common jobs in the industry: energy auditor, retrofit installer technician, crew leader, and quality control inspector.

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

PubMed

Nove, Andrea; Cometto, Giorgio; Campbell, James

2017-11-09

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

Workforce Development, Higher Education and Productive Systems

ERIC Educational Resources Information Center

Hordern, Jim

2014-01-01

Workforce development partnerships between higher education institutions and employers involve distinctive social and technical dynamics that differ from dominant higher education practices in the UK. The New Labour government encouraged such partnerships in England, including through the use of funding that aimed to stimulate reform to…

The State and Future of the Primary Care Behavioral Health Model of Service Delivery Workforce.

PubMed

Serrano, Neftali; Cordes, Colleen; Cubic, Barbara; Daub, Suzanne

2018-06-01

The growth of the Primary Care Behavioral Health model (PCBH) nationally has highlighted and created a workforce development challenge given that most mental health professionals are not trained for primary care specialization. This work provides a review of the current efforts to retrain mental health professionals to fulfill roles as Behavioral Health Consultants (BHCs) including certificate programs, technical assistance programs, literature and on-the-job training, as well as detail the future needs of the workforce if the model is to sustainably proliferate. Eight recommendations are offered including: (1) the development of an interprofessional certification body for PCBH training criteria, (2) integration of PCBH model specific curricula in graduate studies, (3) integration of program development skill building in curricula, (4) efforts to develop faculty for PCBH model awareness, (5) intentional efforts to draw students to graduate programs for PCBH model training, (6) a national employment clearinghouse, (7) efforts to coalesce current knowledge around the provision of technical assistance to sites, and (8) workforce specific research efforts.

Workforce Investment Act: Coordination between TANF Programs and One-Stop Centers Is Increasing, but Challenges Remain. Statement of Sigurd R. Nilsen, Director, Education, Workforce, and Income Security Issues [to the] Subcommittee on 21st Century Competitiveness, Committee on Education and the Workforce, House of Representatives.

ERIC Educational Resources Information Center

Nilsen, Sigurd R.

The General Accounting Office assessed the extent to which states were coordinating their Temporary Assistance for Needy Families (TANF) services with their one-stop centers. Data were gathered through the following activities: (1) an autumn 2001 survey of workforce development agency officials in all 50 states and a similar survey conducted in…

Industrial Energy Training and Certification

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

Glatt, Sandy; Cox, Daryl; Nimbalkar, Sachin U.

Compressed air systems, ammonia refrigeration systems, chilled water systems, steam systems, process heating systems, combined heat and power systems, pump systems and fan systems are major industrial energy systems commonly found in manufacturing facilities. Efficiency of these systems contributes significantly to whole facilities' energy performance. On the national, even international level, well-structured training and highly recognized certification programs help develop a highly-skilled and qualified workforce to maintain and improve facilities' energy performance, particularly as technologies within these systems become more advanced. The purpose of this paper is to review currently available training and certification programs focusing on these systems andmore » to identify the gap between market's needs and currently available programs. Three major conclusions are: first, most training programs focus on operations, maintenance, safety and design although some briefly touch the energy performance aspect; second, except CRES by RETA and PSA Certificate and PSAP Master Certification by HI, no other certifications had been found emphasizing on knowledge and skills for improving and maintaining these systems' energy performance; third, developing energy efficiency focused training and ANSI accredited certification programs on these energy systems will fill the gap between market's needs and currently available programs.« less

Industrial Energy Training and Certification

DOE PAGES

Glatt, Sandy; Cox, Daryl; Nimbalkar, Sachin U.; ...

2017-11-01

Compressed air systems, ammonia refrigeration systems, chilled water systems, steam systems, process heating systems, combined heat and power systems, pump systems and fan systems are major industrial energy systems commonly found in manufacturing facilities. Efficiency of these systems contributes significantly to whole facilities' energy performance. On the national, even international level, well-structured training and highly recognized certification programs help develop a highly-skilled and qualified workforce to maintain and improve facilities' energy performance, particularly as technologies within these systems become more advanced. The purpose of this paper is to review currently available training and certification programs focusing on these systems andmore » to identify the gap between market's needs and currently available programs. Three major conclusions are: first, most training programs focus on operations, maintenance, safety and design although some briefly touch the energy performance aspect; second, except CRES by RETA and PSA Certificate and PSAP Master Certification by HI, no other certifications had been found emphasizing on knowledge and skills for improving and maintaining these systems' energy performance; third, developing energy efficiency focused training and ANSI accredited certification programs on these energy systems will fill the gap between market's needs and currently available programs.« less

CENTRAL PLATEAU REMEDIATION OPTIMIZATION STUDY

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

BERGMAN, T. B.; STEFANSKI, L. D.; SEELEY, P. N.

2012-09-19

THE CENTRAL PLATEAU REMEDIATION OPTIMIZATION STUDY WAS CONDUCTED TO DEVELOP AN OPTIMAL SEQUENCE OF REMEDIATION ACTIVITIES IMPLEMENTING THE CERCLA DECISION ON THE CENTRAL PLATEAU. THE STUDY DEFINES A SEQUENCE OF ACTIVITIES THAT RESULT IN AN EFFECTIVE USE OF RESOURCES FROM A STRATEGIC PERSPECTIVE WHEN CONSIDERING EQUIPMENT PROCUREMENT AND STAGING, WORKFORCE MOBILIZATION/DEMOBILIZATION, WORKFORCE LEVELING, WORKFORCE SKILL-MIX, AND OTHER REMEDIATION/DISPOSITION PROJECT EXECUTION PARAMETERS.

Professional Development of the Early Childhood Education Teaching Workforce in the United States: An Overview

ERIC Educational Resources Information Center

Gomez, Rebecca E.; Kagan, Sharon Lynn; Fox, Emily A.

2015-01-01

Resulting from a fragmented landscape of policies for and uneven investments in the early childhood education (ECE) field in the United States, the qualifications of the ECE teaching workforce are typically quite low. This article first reviews the history and status of the ECE teaching workforce in the United States, focusing on the evolution of…

Ready or Not? Assessing Change Readiness for Implementation of the Geospatial Technology Competency Model[c

ERIC Educational Resources Information Center

Annulis, Heather M.; Gaudet, Cyndi H.

2007-01-01

A shortage of a qualified and skilled workforce exists to meet the demands of the geospatial industry (NASA, 2002). Solving today's workforce issues requires new and innovative methods and techniques for this high growth, high technology industry. One tool to support workforce development is a competency model which can be used to build a…

Leveraging Community Colleges in the Workforce Innovation and Opportunity Act: A Blueprint for State Policymakers. State-Federal Partnerships in Postsecondary Education

ERIC Educational Resources Information Center

Campbell, Colleen; Love, Ivy

2016-01-01

The Workforce Innovation and Opportunity Act (WIOA) of 2014 offers multiple opportunities to align the workforce development efforts of these stakeholders through structural measures and targeted support. In this paper, the authors examine ways that WIOA can influence a state's job training environment and highlight the crucial role of community…

The Design and Evolution of the Akamai Workforce Initiative: An External Review

ERIC Educational Resources Information Center

St. John, Mark; Castori, Pam

2014-01-01

The Akamai Workforce Initiative (AWI) is a program that seeks to develop a skilled local STEM workforce to meet the needs of Hawai'i's growing high-tech industry. Launched as an internship program in 2002, AWI is the result of a long-term collaboration among the University of California Santa Cruz's Institute for Scientist and Engineer Educators…

U.S. Physician-Scientist Workforce in the 21st Century: Recommendations to Attract and Sustain the Pipeline.

PubMed

Salata, Robert A; Geraci, Mark W; Rockey, Don C; Blanchard, Melvin; Brown, Nancy J; Cardinal, Lucien J; Garcia, Maria; Madaio, Michael P; Marsh, James D; Todd, Robert F

2017-10-03

The U.S. physician-scientist (PS) workforce is invaluable to the nation's biomedical research effort. It is through biomedical research that certain diseases have been eliminated, cures for others have been discovered, and medical procedures and therapies that save lives have been developed. Yet, the U.S. PS workforce has both declined and aged over the last several years. The resulting decreased inflow and outflow to the PS pipeline renders the system vulnerable to collapsing suddenly as the senior workforce retires. In November 2015, the Alliance for Academic Internal Medicine hosted a consensus conference on the PS workforce to address issues impacting academic medical schools, with input from early-career PSs based on their individual experiences and concerns. One of the goals of the conference was to identify current impediments in attracting and supporting PSs and to develop a new set of recommendations for sustaining the PS workforce in 2016 and beyond. This Perspective reports on the opportunities and factors identified at the conference and presents five recommendations designed to increase entry into the PS pipeline and nine recommendations designed to decrease attrition from the PS workflow.

Perspectives on Adult Education, Human Resource Development, and the Emergence of Workforce Development

ERIC Educational Resources Information Center

Jacobs, Ronald L.

2006-01-01

This article presents a perspective on the relationship between adult education and human resource development of the past two decades and the subsequent emergence of workforce development. The lesson taken from the article should be more than simply a recounting of events related to these fields of study. Instead, the more general lesson may be…

Perspectives on Adult Education, Human Resource Development, and the Emergence of Workforce Development

ERIC Educational Resources Information Center

Jacobs, Ronald L.

2014-01-01

This article presents a perspective on the relationship between adult education and human resource development of the past two decades and the subsequent emergence of workforce development. The lesson taken from the article should be more than simply a recounting of events related to these fields of study. Instead, the more general lesson may be…

Making the "Third Stream", Mainstream: Facilitating Effective Higher Education-Employer Engagement in Workforce Development

ERIC Educational Resources Information Center

Petrov, Georgy; Southall, Jane; Bolden, Richard

2016-01-01

In the past decade successive UK governments have placed a strong emphasis on, and renewed interest in, the role of higher education in skills development. In the light of recent skills policy developments in England and drawing upon the findings of an empirical qualitative study of specific workforce development initiatives and previous research,…

A call for action to establish a research agenda for building a future health workforce in Europe.

PubMed

Kuhlmann, Ellen; Batenburg, Ronald; Wismar, Matthias; Dussault, Gilles; Maier, Claudia B; Glinos, Irene A; Azzopardi-Muscat, Natasha; Bond, Christine; Burau, Viola; Correia, Tiago; Groenewegen, Peter P; Hansen, Johan; Hunter, David J; Khan, Usman; Kluge, Hans H; Kroezen, Marieke; Leone, Claudia; Santric-Milicevic, Milena; Sermeus, Walter; Ungureanu, Marius

2018-06-20

The importance of a sustainable health workforce is increasingly recognised. However, the building of a future health workforce that is responsive to diverse population needs and demographic and economic change remains insufficiently understood. There is a compelling argument to be made for a comprehensive research agenda to address the questions. With a focus on Europe and taking a health systems approach, we introduce an agenda linked to the 'Health Workforce Research' section of the European Public Health Association. Six major objectives for health workforce policy were identified: (1) to develop frameworks that align health systems/governance and health workforce policy/planning, (2) to explore the effects of changing skill mixes and competencies across sectors and occupational groups, (3) to map how education and health workforce governance can be better integrated, (4) to analyse the impact of health workforce mobility on health systems, (5) to optimise the use of international/EU, national and regional health workforce data and monitoring and (6) to build capacity for policy implementation. This article highlights critical knowledge gaps that currently hamper the opportunities of effectively responding to these challenges and advising policy-makers in different health systems. Closing these knowledge gaps is therefore an important step towards future health workforce governance and policy implementation. There is an urgent need for building health workforce research as an independent, interdisciplinary and multi-professional field. This requires dedicated research funding, new academic education programmes, comparative methodology and knowledge transfer and leadership that can help countries to build a people-centred health workforce.

Returning nurses to the workforce: developing a fast track back program.

PubMed

Burns, Helen K; Sakraida, Teresa J; Englert, Nadine C; Hoffmann, Rosemary L; Tuite, Patricia; Foley, Susan M

2006-01-01

Fast Track Back: Re-entry into Nursing Practice program. Describes the development, implementation, and evaluation of a state-of-the-art re-entry program facilitating the return of licensed nonpracticing RNs to the workforce through a quality education program that retools them for the workforce in the areas of pharmacology, skill development using the latest technology, practice standards, and nursing issues. The program consists of didactic content taught via classroom, Internet, skills laboratory, and high fidelity human simulated technology and a clinical component. The program is a mechanism that enables re-entry nurses to improve skills and competencies necessary to practice in today's healthcare environment.

Policies to sustain the nursing workforce: an international perspective.

PubMed

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

2015-06-01

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

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

PubMed Central

Brownie, Sharon Mary; Thomas, Janelle

2014-01-01

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

The Health Services Researcher of 2020: A Summit to Assess the Field's Workforce Needs

PubMed Central

Pittman, Patricia; Holve, Erin

2009-01-01

Objective To summarize the current state of the health services research (HSR) workforce and recommend ways to improve the field's ability to respond to future challenges facing the health system. Data Summaries of workgroup discussions and recommendations at a stakeholder meeting. Study Design In late 2007, 50 educators, students, employers, and funders of HSR participated in a meeting to discuss findings of three commissioned papers on the HSR workforce. The group undertook a consultative process to develop recommendations for the field. Principal Findings Stakeholders developed recommendations in five major areas focused on HSR workforce needs: (1) improving the size and composition of the field; (2) understanding the growth of HSR in the private sector; (3) improving the graduate training of health services researchers, especially at the master's level; (4) expanding postgraduate training and continuing education opportunities; and (5) increasing awareness of the value of HSR. Conclusions Specific recommendations in the five major areas emphasized developing partnerships between HSR organizations and other professional societies or health organizations, as well as ways to improve training for the future workforce. The need to develop a “client orientation” toward research by improving communication and dissemination skills was discussed, as was the importance of improving diversity in the field. PMID:20459583

Developing a World-Class Workforce: Transformation, Not Iteration

ERIC Educational Resources Information Center

Mosier, Jerrilee K.; Richey, Michael C.; McPherson, Kenneth B.; Eckhol, John O.; Cox, Frank Z.

2006-01-01

This article features a "Triad" partnership of a group of Snohomish County organizations representing education, government and industry. Recognizing the need for a training and workforce development effort to address the aerospace manufacturing employers' needs, Triad views themselves as the pivotal cornerstone for deployment of complex…

Changing the Economy One Family at a Time: Dual Aims of Workforce Development

ERIC Educational Resources Information Center

Garza Mitchell, Regina L.; Sawyer, James O., IV

2017-01-01

In this chapter, we discuss how the workforce development mission has evolved over the past 10 years, how the mission plays out at community colleges today, what it may look like in the future, and questions that need to be considered.

Building leadership skills and promoting workforce development: evaluation data collected from public health professionals in the field of maternal and child health.

PubMed

Kroelinger, Charlan D; Kasehagen, Laurin; Barradas, Danielle T; 'Ali, Zarinah

2012-12-01

Professional development, including training and leadership skill building, is important for maternal and child health (MCH) epidemiologists. Current workforce development and training opportunities vary, but lack an emphasis on linking leadership competencies with MCH epidemiology. This paper describes efforts at the annual MCH Epidemiology Conference (the "Conference") to promote leadership activities and workforce development, and recommendations to enhance professional development. An evaluation of attendee opinions on Conference workforce development activities was conducted during the 2009 and 2010 Conferences (70 and 66 % response rates, respectively). Frequencies and percentages were calculated overall and by attendee profession. Qualitative responses to questions regarding workforce and professional development were classified by theme in 2009, and a categorical question was developed for the 2010 evaluation. A combined 38 % of Conference attendees in 2009 and 2010 were MCH epidemiologists and 62 % were other MCH professionals. Attendees recommended more support and access to training, mentoring, and resources including job opportunities. Continuing education (41 %), special knowledge and skills-building training (51 %), and development of online resources for training (57 %) were highly recommended by attendees. Career (47 %) and leadership (49 %) mentoring by senior-level professionals in the field were also highly recommended. Promotion of leadership can be achieved by integrating the concept of leadership into the Conference itself; by publishing and disseminating MCH epidemiologic research in scientific, program, and policy settings; and by communicating the importance of epidemiologic findings to stakeholders and other non-scientific audiences.

The Use of Online Surveys to Measure Satisfaction in Job Training and Workforce Development

ERIC Educational Resources Information Center

Schmidt, Steve; Strachota, Elaine; Conceicao, Simone

2006-01-01

This paper examines two empirical studies that used online surveys to collect data to measure satisfaction in job training and workforce development. A description of each study, findings related to response rate, the processes used in online survey development and implementation, as well as recommendations for the future use of online surveys…

Finding Funding: A Guide to Federal Sources for Workforce Development Initiatives. Finding Funding Series

ERIC Educational Resources Information Center

Relave, Nannette

2005-01-01

This guide provides an overview of strategies for gaining access to and using federal funds, as well as a catalog of 87 funding sources that can potentially support workforce development initiatives for adults and youth. It is intended to help program developers, policy makers, and initiative leaders identify federal funding sources to support…

Developing an Early Childhood Teacher Workforce Development Strategy for Rural and Remote Communities

ERIC Educational Resources Information Center

Price, Anne; Jackson-Barrett, Elizabeth

2009-01-01

The North West Early Childhood and Primary Teacher Workforce Development Strategy offers students in the Pilbara and Kimberley the opportunity to enrol in a Western Australian University's fully accredited Bachelor of Education (Early Childhood and Primary) part time and externally--so they can continue to live and work in their communities. The…

Exploratory scoping of the literature on factors that influence oral health workforce planning and management in developing countries.

PubMed

Knevel, Rjm; Gussy, M G; Farmer, J

2017-05-01

The purpose of this study was to scope the literature that exists about factors influencing oral health workforce planning and management in developing countries (DCs). The Arksey and O'Malley method for conducting a scoping review was used. A replicable search strategy was applied, using three databases. Factors influencing oral health workforce planning and management in DCs identified in the eligible articles were charted. Four thousand citations were identified; 41 papers were included for review. Most included papers were situational analyses. Factors identified were as follows: lack of data, focus on the restorative rather than preventive care in practitioner education, recent increase in number of dental schools (mostly private) and dentistry students, privatization of dental care services which has little impact on care maldistribution, and debates about skill mix and scope of practice. Oral health workforce management in the eligible studies has a bias towards dentist-led systems. Due to a lack of country-specific oral health related data in developing or least developed countries (LDCs), oral health workforce planning often relies on data and modelling from other countries. Approaches to oral health workforce management and planning in developing or LDCs are often characterized by approaches to increase numbers of dentists, thus not ameliorating maldistribution of service accessibility. Governments appear to be reducing support for public and preventative oral healthcare, favouring growth in privatized dental services. Changes to professional education are necessary to trigger a paradigm shift to the preventive approach and to improve relationships between different oral healthcare provider roles. This needs to be premised on greater appreciation of preventive care in health systems and funding models. © 2016 The Authors. International Journal of Dental Hygiene Published by John Wiley & Sons Ltd.

Human resource governance: what does governance mean for the health workforce in low- and middle-income countries?

PubMed

Kaplan, Avril D; Dominis, Sarah; Palen, John Gh; Quain, Estelle E

2013-02-15

Research on practical and effective governance of the health workforce is limited. This paper examines health system strengthening as it occurs in the intersection between the health workforce and governance by presenting a framework to examine health workforce issues related to eight governance principles: strategic vision, accountability, transparency, information, efficiency, equity/fairness, responsiveness and citizen voice and participation. This study builds off of a literature review that informed the development of a framework that describes linkages and assigns indicators between governance and the health workforce. A qualitative analysis of Health System Assessment (HSA) data, a rapid indicator-based methodology that determines the key strengths and weaknesses of a health system using a set of internationally recognized indicators, was completed to determine how 20 low- and middle-income countries are operationalizing health governance to improve health workforce performance. The 20 countries assessed showed mixed progress in implementing the eight governance principles. Strengths highlighted include increasing the transparency of financial flows from sources to providers by implementing and institutionalizing the National Health Accounts methodology; increasing responsiveness to population health needs by training new cadres of health workers to address shortages and deliver care to remote and rural populations; having structures in place to register and provide licensure to medical professionals upon entry into the public sector; and implementing pilot programs that apply financial and non-financial incentives as a means to increase efficiency. Common weaknesses emerging in the HSAs include difficulties with developing, implementing and evaluating health workforce policies that outline a strategic vision for the health workforce; implementing continuous licensure and regulation systems to hold health workers accountable after they enter the workforce; and making use of health information systems to acquire data from providers and deliver it to policymakers. The breadth of challenges facing the health workforce requires strengthening health governance as well as human resource systems in order to effect change in the health system. Further research into the effectiveness of specific interventions that enhance the link between the health workforce and governance are warranted to determine approaches to strengthening the health system.

Human resource governance: what does governance mean for the health workforce in low- and middle-income countries?

PubMed Central

2013-01-01

Background Research on practical and effective governance of the health workforce is limited. This paper examines health system strengthening as it occurs in the intersection between the health workforce and governance by presenting a framework to examine health workforce issues related to eight governance principles: strategic vision, accountability, transparency, information, efficiency, equity/fairness, responsiveness and citizen voice and participation. Methods This study builds off of a literature review that informed the development of a framework that describes linkages and assigns indicators between governance and the health workforce. A qualitative analysis of Health System Assessment (HSA) data, a rapid indicator-based methodology that determines the key strengths and weaknesses of a health system using a set of internationally recognized indicators, was completed to determine how 20 low- and middle-income countries are operationalizing health governance to improve health workforce performance. Results/discussion The 20 countries assessed showed mixed progress in implementing the eight governance principles. Strengths highlighted include increasing the transparency of financial flows from sources to providers by implementing and institutionalizing the National Health Accounts methodology; increasing responsiveness to population health needs by training new cadres of health workers to address shortages and deliver care to remote and rural populations; having structures in place to register and provide licensure to medical professionals upon entry into the public sector; and implementing pilot programs that apply financial and non-financial incentives as a means to increase efficiency. Common weaknesses emerging in the HSAs include difficulties with developing, implementing and evaluating health workforce policies that outline a strategic vision for the health workforce; implementing continuous licensure and regulation systems to hold health workers accountable after they enter the workforce; and making use of health information systems to acquire data from providers and deliver it to policymakers. Conclusions The breadth of challenges facing the health workforce requires strengthening health governance as well as human resource systems in order to effect change in the health system. Further research into the effectiveness of specific interventions that enhance the link between the health workforce and governance are warranted to determine approaches to strengthening the health system. PMID:23414237

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

Rosenthal, A

Southwest Technology Development Institute (SWTDI), an independent, university-based research institute, has been the operator of the Southwest Region Photovoltaic Experiment Station (SWRES) for almost 30 years. The overarching mission of SWTDI is to position PV systems and solar technologies to become cost-effective, major sources of energy for the United States. Embedded in SWTDI's general mission has been the more-focused mission of the SWRES: to provide value added technical support to the DOE Solar Energy Technologies Program (SETP) to effectively and efficiently meet the R&D needs and targets specified in the SETP Multi-Year Technical Plan. : The DOE/SETP goals of growingmore » U.S. PV manufacturing into giga-watt capacities and seeing tera-watt-hours of solar energy production in the U.S. require an infrastructure that is under development. The staff of the SWRES has supported DOE/SETP through a coherent, integrated program to address infrastructural needs inhibiting wide-scale PV deployment in three major technical categories: specialized engineering services, workforce development, and deployment facilitation. The SWRES contract underwent three major revisions during its five year period-of- performance, but all tasks and deliverables fell within the following task areas: Task 1: PV Systems Assistance Center 1. Develop a Comprehensive multi-year plan 2. Provide technical workforce development materials and workshops for PV stakeholder groups including university, professional installers, inspectors, state energy offices, Federal agencies 3. Serve on the NABCEP exam committee 4. Provide on-demand technical PV system design reviews for U.S. PV stakeholders 5. Provide PV system field testing and instrumentation, technical outreach (including extensive support for the DOE Market Transformation program) Task 2: Design-for-Manufacture PV Systems 1. Develop and install 18 kW parking carport (cost share) and PV-thermal carport (Albuquerque) deriving and publishing lessons learned Task 3: PV Codes and Standards 1. Serve as the national lead for development and preparation of all proposals (related to PV) to the National Electrical Code 2. Participate in the Standards Technical Panels for modules (UL1703) and inverters (UL1741) Task 4: Assess Inverter Long Term Reliability 1. Install and monitor identical inverters at SWRES and SERES 2. Operate and monitor all inverters for 5 years, characterizing all failures and performance trends Task 5: Test and Evaluation Support for Solar America Initiative 1. Provide test and evaluation services to the National Laboratories for stage gate and progress measurements of SAI TPP winners« less

10 CFR 851.20 - Management responsibilities and worker rights and responsibilities.

Code of Federal Regulations, 2010 CFR

2010-01-01

... responsibilities. 851.20 Section 851.20 Energy DEPARTMENT OF ENERGY WORKER SAFETY AND HEALTH PROGRAM Specific...) Management responsibilities. Contractors are responsible for the safety and health of their workforce and... objectives for the worker safety and health program; (2) Use qualified worker safety and health staff (e.g...

National Environmental/Energy Workforce Assessment: National Legislation.

ERIC Educational Resources Information Center

National Field Research Center Inc., Iowa City, IA.

This report presents abstracts of federal environmental legislation in each of the environmental pollution control areas of air, noise, potable water, pesticides, radiation, solid waste, wastewater, and energy. An additional section of the report outlines related environmental legislation citations from the 1950's to the present. This document is…

Taking Workforce Initiatives to Scale: Workforce Initiatives Discussion Paper #2

ERIC Educational Resources Information Center

Academy for Educational Development, 2011

2011-01-01

The System-wide Collaborative Action for Livelihoods and Environment, or SCALE process, has become one of the Academy for Educational Development's (AED's) and the United States Agency for International Development's (USAID's) most utilized and replicated models, with applications in education, health, natural resources management, tourism,…

75 FR 24781 - Task Force on Space Industry Workforce and Economic Development

Federal Register 2010, 2011, 2012, 2013, 2014

2010-05-06

... of May 3, 2010 Task Force on Space Industry Workforce and Economic Development Memorandum for the... Administrator of the National Aeronautics and Space Administration[,] the Chair of the Council of Economic... Policy[, and] the Director of the National Economic Council My Administration is committed to...

The Center of the Web: Workforce Development Partnerships

ERIC Educational Resources Information Center

Fowler, Donna; Chernus, Kathy

2005-01-01

The dilemma is familiar: too few resources to meet too many demands. Common to many public institutions, this problem poses special challenges to those working in community colleges, adult education and literacy programs, and workforce development organizations. These organizations all serve people who are at an economic and educational…

Educational and Financial Impact of Technology on Workforce Development

ERIC Educational Resources Information Center

Carruth, Paul J.; Carruth, Ann K.

2013-01-01

In the current evolving economic environment, developing and implementing an effective workforce to improve the skills and capability of employees are seen as central to improving individual and organizational performance and competitiveness. The availability of online education in universities as well as the work place has significantly increased…

Resituating the Community College in a Global Context

ERIC Educational Resources Information Center

Treat, Tod; Hagedorn, Linda Serra

2013-01-01

From locally focused institutions intent on access and affordability to higher education, workforce preparation, and community engagement, the contemporary community college is poised as a global partner for the democratization and development of a global workforce. In this chapter, the authors revisit the development of international education in…

Assessment of Institutional Impact and Long-Term Strategies Development.

ERIC Educational Resources Information Center

American Association of Community Colleges, Washington, DC.

If community colleges are to expand their roles in delivering workforce training, they must develop long-term strategies that respond effectively to changes in society and workforce needs. In rendering these change strategies, colleges should define their internal and external environments, as well as their service areas. Internally, instructional…

Making Decisions about Workforce Development in Registered Training Organisations

ERIC Educational Resources Information Center

Hawke, Geof

2008-01-01

The purpose of this research activity is to understand further how large and small registered training organisations (RTOs) make decisions about the allocation of resources for developing their workforces. Six registered training organisations--four technical and further education (TAFE) institutes and two private providers--were selected for…

syNErgy: A Case Study in Workforce Curriculum Development

ERIC Educational Resources Information Center

Killingsworth, John; Grosskopf, Kevin R.

2013-01-01

With high unemployment and structural changes to industry, workforce development in the United States is a growing concern. Many semiskilled workers lack knowledge, skills, and abilities to be competitive for reemployment to green jobs. Nebraska's syNErgy research grant was introduced to address the training needs of unemployed and underemployed…

State Sector Strategies: The New Workforce Development in the USA

ERIC Educational Resources Information Center

Lakes, Richard D.

2012-01-01

Neoliberal governments consider global business competitiveness to be thwarted by costly bureaucratic regulation and programme duplication. In an effort to downsize the costs of operating a state, the governors now streamline job training functions via a coordinated workforce and economic development effort known as sector strategies, with…

Enhancing State Clean Energy Workforce Training to Meet Demand. Issue Brief

ERIC Educational Resources Information Center

Saha, Devashree

2010-01-01

Recent state policy and federal funding initiatives are driving the demand for clean energy in both the short and long term. This increased demand has created the need for many more workers trained or retrained in a variety of clean energy jobs. In response, states are utilizing funding under the American Recovery and Reinvestment Act of 2009…

Rebuilding Job Training from the Ground Up: Workforce System Reform After 9/11.

ERIC Educational Resources Information Center

Fischer, David Jason; Kleiman, Neil Scott

Since September 11, 2001, New York City (NYC) has lost over 130,000 jobs, unemployment in the boroughs is around 9% and unemployment benefits have run out for many. NYC has long neglected workforce development, viewing it as a social service to distribute federal funds and train entry workers for dead-end jobs. To create a workforce system from…

Health workforce development in the European Union: A matrix for comparing trajectories of change in the professions.

PubMed

Pavolini, Emmanuele; Kuhlmann, Ellen

2016-06-01

This article assesses professional development trajectories in top-, middle- and basic-level health workforce groups (doctors, nurses, care assistants) in different European Union countries using available international databases. Three theoretical strands (labour market, welfare state, and professions studies) were connected to explore ideal types and to develop a matrix for comparison. With a focus on larger EU-15 countries and four different types of healthcare systems, Germany, Italy, Sweden and the United Kingdom serve as empirical test cases. The analysis draws on selected indicators from public statistics/OECD data and micro-data from the EU Labour Force Survey. Five ideal typical trajectories of professional development were identified from the literature, which served as a matrix to compare developments in the three health workforce groups. The results reveal country-specific trajectories with uneven professional development and bring opportunities for policy interventions into view. First, there is a need for integrated health labour market monitoring systems to improve data on the skills mix of the health workforce. Second, a relevant number of health workers with fixed contracts and involuntary part-time reveals an important source for better recruitment and retention strategies. Third, a general trend towards increasing numbers while worsening working conditions was identified across our country cases. This trend hits care assistants, partly also nurses, the most. The research illustrates how public data sources may serve to create new knowledge and promote more sustainable health workforce policy. Copyright © 2016 Elsevier Ireland Ltd. All rights reserved.

US DOE EECBG BBNP REPORT

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

Driscoll, Brian; Conkey, Todd; Edgar, George

2013-12-31

The Wisconsin Energy Efficiency (WE2) Program delivered residential and commercial programming for the City of Milwaukee (Me2) and the City of Madison (Green Madison) as well as commercial only programming for the City of Racine (Re2). Direct incentives and loan products for homeowners and business owners were offered, with the goal to achieve at least 15 percent in energy savings. At the time of this report, there were more than 2,000 residential energy efficiency upgrades completed and more than 300 commercial energy efficiency upgrades completed. The average energy savings for the WE2 Program’s portfolio of residential and commercial projects exceedsmore » 15 percent and is closer to 30 percent energy savings. Combined energy savings of both residential and commercial activities were: 20,937,369 kWh; 1,018,907 Therms; and 31,655 gallons of heating oil; or at least 332,788 MMBTUs; or at least $3,444,828 in estimated energy costs saved. Conservative economic impact estimates include the employment of more than 100 residential auditors and contractors, more than 90 commercial contractors, and more than $41 million in total project costs expended in the targeted communities. WECC, along with the Partner Cities, attempted to create energy efficiency programming that helped to increase economic activity, increase workforce opportunities, and save energy in three of the largest communities in Wisconsin. Homeowners were assisted through the residential process by Energy Advocates, consultants, and contractors. Business owners were assisted through the commercial process by Program Advocates, contractors and trade allies. Contractors in both the residential and commercial programs were educated and trained by the many offerings provided by WECC. Together, all parties involved made the WE2 Program successful. The most prominent innovative approaches employed in the Me2 and Green Madison programs for residential retrofits were: use of a loan loss reserve approach to improve access to lower cost financing; a primary focus on “community-based” marketing and outreach through local organizations to attract program participants; use of Energy Advocates to facilitate homeowner understanding during participation of the retrofit process; increase in financial incentives, especially to achieve higher project savings; and additional building science and sales training for participating contractors, as well as the use of a Community Workforce Agreement (CWA). The most prominent innovative approaches used in the commercial building retrofit programs for the Me2, Green Madison and Re2 programs were: development and use of innovative customer financing through loan-loss reserves for small commercial building retrofits; cash collateral advance account for larger projects which mitigated the financial risk of lenders; and the ultimate development of a Commercial Property Assessed Clean Energy (C-PACE) program in the City of Milwaukee. Other approaches included: increased customer financial incentives, especially for small commercial projects, in excess of the incentives available from the Focus on Energy program. Each Partner City’s commercial program was built on existing Focus on Energy programming, which allowed the WE2 Program to leverage experience from Focus on Energy personnel to help promote participation, and encourage more extensive retrofits. Several legacy items will continue into the future, while there will be ongoing attempts to create a sustainable program. In the future, homeowners in Milwaukee and Madison will continue to have opportunities for incentives through the Focus on Energy program, as well as loan products being offered through Me2 and Green Madison. Similarly, business owners will continue to benefit from incentives through the Focus on Energy program, as well as loan products being offered through Me2 and Green Madison. Finally, the most recent development and implementation of C-PACE for large commercial building owners or business owners in Milwaukee may have substantial economic impacts. C-PACE may have similar impacts in Madison should they choose to implement the program in the near future. The WE2 Program’s immediate economic activity, workforce development, and energy savings coupled with long-term opportunities such as C-PACE provide a strong platform for the future, and could have only been created through meaningful collaboration.« less

Common occupational classification system - revision 3

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

Stahlman, E.J.; Lewis, R.E.

1996-05-01

Workforce planning has become an increasing concern within the DOE community as the Office of Environmental Restoration and Waste Management (ER/WM or EM) seeks to consolidate and refocus its activities and the Office of Defense Programs (DP) closes production sites. Attempts to manage the growth and skills mix of the EM workforce while retaining the critical skills of the DP workforce have been difficult due to the lack of a consistent set of occupational titles and definitions across the complex. Two reasons for this difficulty may be cited. First, classification systems commonly used in industry often fail to cover inmore » sufficient depth the unique demands of DOE`s nuclear energy and research community. Second, the government practice of contracting the operation of government facilities to the private sector has introduced numerous contractor-specific classification schemes to the DOE complex. As a result, sites/contractors report their workforce needs using unique classification systems. It becomes difficult, therefore, to roll these data up to the national level necessary to support strategic planning and analysis. The Common Occupational Classification System (COCS) is designed to overcome these workforce planning barriers. The COCS is based on earlier workforce planning activities and the input of technical, workforce planning, and human resource managers from across the DOE complex. It provides a set of mutually-exclusive occupation titles and definitions that cover the broad range of activities present in the DOE complex. The COCS is not a required record-keeping or data management guide. Neither is it intended to replace contractor/DOE-specific classification systems. Instead, the system provides a consistent, high- level, functional structure of occupations to which contractors can crosswalk (map) their job titles.« less

Offshore Wind Energy Systems Engineering Curriculum Development

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

McGowan, Jon G.; Manwell, James F.; Lackner, Matthew A.

2012-12-31

Utility-scale electricity produced from offshore wind farms has the potential to contribute significantly to the energy production of the United States. In order for the U.S. to rapidly develop these abundant resources, knowledgeable scientists and engineers with sound understanding of offshore wind energy systems are critical. This report summarizes the development of an upper-level engineering course in "Offshore Wind Energy Systems Engineering." This course is designed to provide students with a comprehensive knowledge of both the technical challenges of offshore wind energy and the practical regulatory, permitting, and planning aspects of developing offshore wind farms in the U.S. This coursemore » was offered on a pilot basis in 2011 at the University of Massachusetts and the National Renewable Energy Laboratory (NREL), TU Delft, and GL Garrad Hassan have reviewed its content. As summarized in this report, the course consists of 17 separate topic areas emphasizing appropriate engineering fundamentals as well as development, planning, and regulatory issues. In addition to the course summary, the report gives the details of a public Internet site where references and related course material can be obtained. This course will fill a pressing need for the education and training of the U.S. workforce in this critically important area. Fundamentally, this course will be unique due to two attributes: an emphasis on the engineering and technical aspects of offshore wind energy systems, and a focus on offshore wind energy issues specific to the United States.« less

Mind the Gap: Governance Mechanisms and Health Workforce Outcomes

PubMed Central

Hastings, Stephanie E.; Mallinson, Sara; Armitage, Gail D.; Jackson, Karen; Suter, Esther

2014-01-01

Attempts at health system reform have not been as successful as governments and health authorities had hoped. Working from the premise that health system governance and changes to the workforce are at the heart of health system performance, we conducted a systematic review examining how they are linked. Key messages from the report are that: (1) leadership, communication and engagement are crucial to workforce change; (2) workforce outcomes need to be considered in conjunction with patient outcomes; and (3) decision-makers and researchers need to work together to develop an evidence base to inform future reform planning. PMID:25410700

The Applied and Workforce Baccalaureate at South Texas College: Specialized Workforce Development Addressing Economic Development

ERIC Educational Resources Information Center

Mejia, Juan E.

2012-01-01

South Texas College (STC), created in 1993 as South Texas Community College (STCC), has developed from a concept by visionary leaders in the region to currently offering more than one hundred degree and certificate options for students from the counties of Hidalgo and Starr, including two bachelor of applied technology (B.A.T.) degrees. These…

Development of an RDECOM Workforce Motivational Survey Instrument

DTIC Science & Technology

2016-09-01

United States Army Research Development and Engineering Command ( RDECOM ) supervisory engineers, General Schedule (GS) 14 and 15, reviewed the survey...transition to the Human Resources directorate in RDECOM . Subsequently, we developed a plan to provide recommendations within the current government...for broad-level survey dissemination and performance of responses analyses by RDECOM to affect workforce policy change implementation. In conclusion

Community health workers leading the charge on workforce development: lessons from New Orleans.

PubMed

Wennerstrom, Ashley; Johnson, Liljana; Gibson, Kristina; Batta, Sarah E; Springgate, Benjamin F

2014-12-01

Academic institutions and community organizations engaged community health workers (CHWs) in creating a community-appropriate CHW workforce capacity-building program in an area without a previously established CHW professional group. From 2009 to 2010, we solicited New Orleans-based CHWs' opinions about CHW professional development through a survey, a community conference, and workgroup meetings. Throughout 2011 and 2012, we created and implemented a responsive 80-h workforce development program that used popular education techniques. We interviewed CHWs 6 months post-training to assess impressions of the course and application of skills and knowledge to practice. CHWs requested training to develop nationally-recognized core competencies including community advocacy, addresses issues unique to New Orleans, and mitigate common professional challenges. Thirty-five people completed the course. Among 25 interviewees, common themes included positive impressions of the course, application of skills and community-specific information to practice, understanding of CHWs' historical roles as community advocates, and ongoing professional challenges. Engaging CHW participation in workforce development programs is possible in areas lacking organized CHW groups. CHW insight supports development of training that addresses unique local concerns. Trained CHWs require ongoing professional support.

Training the Cancer Research Workforce

Cancer.gov

The National Cancer Institute (NCI) builds up the nation's cancer research workforce through training and career development grants, as well as intramural research experiences at the NIH Clinical Center and NCI offices and laboratories in Maryland.

Principles to guide sustainable implementation of extended-scope-of-practice physiotherapy workforce redesign initiatives in Australia: stakeholder perspectives, barriers, supports, and incentives

PubMed Central

Morris, Joanne; Grimmer, Karen; Gilmore, Lisa; Perera, Chandima; Waddington, Gordon; Kyle, Greg; Ashman, Bryan; Murphy, Karen

2014-01-01

Sustainable implementation of new workforce redesign initiatives requires strategies that minimize barriers and optimize supports. Such strategies could be provided by a set of guiding principles. A broad understanding of the concerns of all the key stakeholder groups is required before effective strategies and initiatives are developed. Many new workforce redesign initiatives are not underpinned by prior planning, and this threatens their uptake and sustainability. This study reports on a cross-sectional qualitative study that sought the perspectives of representatives of key stakeholders in a new workforce redesign initiative (extended-scope-of-practice physiotherapy) in one Australian tertiary hospital. The key stakeholder groups were those that had been involved in some way in the development, management, training, funding, and/or delivery of the initiative. Data were collected using semistructured questions, answered individually by interview or in writing. Responses were themed collaboratively, using descriptive analysis. Key identified themes comprised: the importance of service marketing; proactively addressing barriers; using readily understood nomenclature; demonstrating service quality and safety, monitoring adverse events, measuring health and cost outcomes; legislative issues; registration; promoting viable career pathways; developing, accrediting, and delivering a curriculum supporting physiotherapists to work outside of the usual scope; and progression from “a good idea” to established service. Health care facilities planning to implement new workforce initiatives that extend scope of usual practice should consider these issues before instigating workforce/model of care changes. PMID:25018637

Principles to guide sustainable implementation of extended-scope-of-practice physiotherapy workforce redesign initiatives in Australia: stakeholder perspectives, barriers, supports, and incentives.

PubMed

Morris, Joanne; Grimmer, Karen; Gilmore, Lisa; Perera, Chandima; Waddington, Gordon; Kyle, Greg; Ashman, Bryan; Murphy, Karen

2014-01-01

Sustainable implementation of new workforce redesign initiatives requires strategies that minimize barriers and optimize supports. Such strategies could be provided by a set of guiding principles. A broad understanding of the concerns of all the key stakeholder groups is required before effective strategies and initiatives are developed. Many new workforce redesign initiatives are not underpinned by prior planning, and this threatens their uptake and sustainability. This study reports on a cross-sectional qualitative study that sought the perspectives of representatives of key stakeholders in a new workforce redesign initiative (extended-scope-of-practice physiotherapy) in one Australian tertiary hospital. The key stakeholder groups were those that had been involved in some way in the development, management, training, funding, and/or delivery of the initiative. Data were collected using semistructured questions, answered individually by interview or in writing. Responses were themed collaboratively, using descriptive analysis. Key identified themes comprised: the importance of service marketing; proactively addressing barriers; using readily understood nomenclature; demonstrating service quality and safety, monitoring adverse events, measuring health and cost outcomes; legislative issues; registration; promoting viable career pathways; developing, accrediting, and delivering a curriculum supporting physiotherapists to work outside of the usual scope; and progression from "a good idea" to established service. Health care facilities planning to implement new workforce initiatives that extend scope of usual practice should consider these issues before instigating workforce/model of care changes.

Problem-based learning in public health workforce training: a discussion of educational principles and evidence.

PubMed

Trevena, Lyndal J

2007-01-01

Problem-based learning (PBL) has been implemented within numerous undergraduate health curricula but less so in workforce training. Public health practice requires many of the skills that PBL aims to develop such as teamwork, self-directed learning and the integration of multiple sources of information within problem solving. This paper summarises the historical development of PBL and the educational principles underpinning it. It hypothesises that the public health workforce would benefit from some exposure to this type of learning and highlights some of the practical issues for its implementation.

2016 State of Wind Development in the United States by Region

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

Baranowski, Ruth; Oteri, Frank; Baring-Gould, Ian

Significant expansion of wind energy development will be required to achieve the scenarios outlined in the U.S. Department of Energy's (DOE)'s Wind Vision: 20% wind energy by 2030 and 35% wind energy by 2050. Wind energy currently provides nearly 5% of the nation's electricity but has the potential to provide much more. The wind industry and the DOE's Wind Energy Technologies Office are addressing technical wind energy challenges, such as reducing turbine costs and increasing energy production and reliability. The Office recognizes that public acceptance of wind energy can be challenging, depending on the proximity of proposed wind farms tomore » local populations. Informed decision makers and communities equipped with unbiased information about the benefits and impacts of wind energy development are better prepared to navigate the sometimes contentious development process. In 2014, DOE established six Regional Resource Centers (RRCs) across the United States to communicate unbiased, credible information about wind energy to stakeholders through regional networks. The RRCs provide ready access to this information to familiarize the public with wind energy; raise awareness about potential benefits and issues; and disseminate data on siting considerations such as turbine sound and wildlife habitat protection. This document summarizes the status and drivers for U.S. wind energy development during 2016. RRC leaders provided a report of wind energy development in their regions, which was combined with findings from National Renewable Energy Laboratory (NREL) researchers to provide an account of the state of the regions, as well as updates on developments in individual states. NREL researchers and state partners added updates for all states that are not directly supported by an RRC. Accounts for each region include updates on renewable portfolio standards, the Clean Power Plan, workforce development, manufacturing and economic development, and individual state updates for installed wind capacity, ongoing policy developments, planned projects and their status, transmission progress reports, etc. This report also highlights the efforts of the RRCs to engage stakeholders in their individual regions.« less

Indigenous Health Workforce Development: challenges and successes of the Vision 20:20 programme.

PubMed

Curtis, Elana; Reid, Papaarangi

2013-01-01

There are significant health workforce inequities that exist internationally. The shortage of indigenous health professionals within Australia and New Zealand requires action across multiple sectors, including health and education. This article outlines the successes and challenges of the University of Auckland's Vision 20:20 programme, which aims to improve indigenous Māori and Pacific health workforce development via recruitment, bridging/foundation and tertiary retention support interventions within the Faculty of Medical and Health Sciences (FMHS). Seven years of student data (2005-2011) are presented for undergraduate Student Pass Rate (SPR) by ethnicity and Certificate in Health Sciences (CertHSc) SPR, enrolments and completions by ethnicity. Four key areas of development are described: (i) student selection and pathway planning; (ii) foundation programme refinement; (iii) academic/pastoral support; and (iv) re-development of the indigenous recruitment model. Key programme developments have had a positive impact on basic student data outcomes. The FMHS undergraduate SPR increased from 89% in 2005 to 94% in 2011 for Māori and from 81% in 2005 to 87% in 2011 for Pacific. The CertHSc SPR increased from 52% in 2005 to 92% in 2011 with a greater proportion of Māori and Pacific enrolments achieving completion over time (18-76% for Māori and 29-74% for Pacific). Tertiary institutions have the potential to make an important contribution to indigenous health workforce development. Key challenges remain including secondary school feeder issues, equity funding, programme evaluation, post-tertiary specialist workforce development and retention in Aotearoa, New Zealand. © 2012 The Authors. ANZ Journal of Surgery © 2012 Royal Australasian College of Surgeons.

Identification of curriculum content for a renewable energy graduate degree program

NASA Astrophysics Data System (ADS)

Haughery, John R.

There currently exists a disconnect between renewable energy industry workforce needs and academic program proficiencies. This is evidenced by an absence of clear curriculum content on renewable energy graduate program websites. The purpose of this study was to identify a set of curriculum content for graduate degrees in renewable energy. At the conclusion, a clear list of 42 content items was identified and statistically ranked. The content items identified were based on a review of literature from government initiatives, professional society's body of knowledge, and related research studies. Leaders and experts in the field of renewable energy and sustainability were surveyed, using a five-point Likert-Scale model. This allowed each item's importance level to be analyzed and prioritized based on non-parametric statistical analysis methods. The study found seven competency items to be very important , 30 to be important, and five to be somewhat important. The results were also appropriate for use as a framework in developing or improving renewable energy graduate programs.

Local Workforce Development Boards: Alignment with Operational Indicators and Behavioral Characteristics

ERIC Educational Resources Information Center

Johnson, Sharon Humphreys

2017-01-01

The ability of a region to remain competitively viable is dependent upon attracting new business and retaining existing businesses (Good & Strong, 2015). In many instances, regional growth depends on the workforce and the region's ability to develop a talent pipeline of existing or accessible workers (Blakely & Leigh, 2010). The passage of…

Strategies for Developing a High-Skilled Workforce

ERIC Educational Resources Information Center

Sleezer, Catherine M.; Denny, Dan

2004-01-01

This article focuses on the human performance improvement and human resource development task of providing an organization with a skilled workforce. We begin by describing the U.S. demographic trends and the changing job skill requirements that will lead to a shortage of skilled workers and that highlight the importance of considering the various…

Child Welfare Design Teams: An Intervention to Improve Workforce Retention and Facilitate Organizational Development

ERIC Educational Resources Information Center

Caringi, James C.; Lawson, Hal A.; Strolin-Goltzman, Jessica; McCarthy, Mary; Briar-Lawson, Katharine; Claiborne, Nancy

2008-01-01

Workforce turnover in public child welfare is a national problem. Individual, supervisory, and organizational factors, individually and in combination, account for some of the turnover. Complex, comprehensive interventions are needed to address these several factors and their interactions. A research and development team is field testing one such…

Cityworks: A Strategic Planning Model for Workforce Education and Training.

ERIC Educational Resources Information Center

City Coll. of San Francisco, CA.

In an effort to become more responsive to students' needs regarding the current and future labor market, California's City College of San Francisco (CCSF) developed "CityWorks," a strategic plan for workforce education and training. This report provides background to the development of CityWorks and describes key goals and strategies.…

20 CFR 1010.210 - In which Department job training programs do covered persons receive priority of service?

Code of Federal Regulations, 2011 CFR

2011-04-01

...) Any such program or service that uses technology to assist individuals to access workforce development programs (such as job and training opportunities, labor market information, career assessment tools, and... program; any workforce development program targeted to specific groups; and those programs implemented by...

20 CFR 1010.210 - In which Department job training programs do covered persons receive priority of service?

Code of Federal Regulations, 2012 CFR

2012-04-01

...) Any such program or service that uses technology to assist individuals to access workforce development programs (such as job and training opportunities, labor market information, career assessment tools, and... program; any workforce development program targeted to specific groups; and those programs implemented by...

Economic and Workforce Development Program Annual Report, 2015

ERIC Educational Resources Information Center

California Community Colleges, Chancellor's Office, 2015

2015-01-01

California's community colleges continue to play a crucial role in the state's economy by providing students with the skills and knowledge to succeed and by advancing the economic growth and global competitiveness of California and its regional economies through the Economic and Workforce Development Program (EWD). Under the Doing What Matters for…

Economic and Workforce Development Program Annual Report, 2016

ERIC Educational Resources Information Center

California Community Colleges, Chancellor's Office, 2016

2016-01-01

The California Community Colleges, through the Economic and Workforce Development Program (EWD), continue to propel the California economy forward by providing students with skills to earn well-paying jobs. At the same time, EWD helps provide California companies with the talent they need to compete on a global scale. This annual report for…

Industry Quality Teams--a Collegewide Approach to Economic Development that Impacts Central Florida's Workforce.

ERIC Educational Resources Information Center

Nicholson, Ruth

1995-01-01

Describes the Industry Quality Teams (IQTs) at Florida's Valencia Community College, an institution-wide effort to link the needs of a contemporary workforce to the classroom curriculum. Reviews the structure and functions of the college's six IQTs, indicating that they work to revise curricula, develop partnerships, implement marketing…

Online Workforce Development in Community Colleges: Connection with Community, Institutional, and Governance Factors

ERIC Educational Resources Information Center

Githens, Rod Patrick; Sauer, Timothy M.; Crawford, Fashaad L.; Cumberland, Denise M.; Wilson, Kristin B.

2014-01-01

This study examined community and institutional factors that influence offering online workforce development programs in community colleges. The study included a random sample of 321 community college in the United States. Findings conclude that colleges operating under statewide governance structures and in states with more highly centralized…

Linking Gateway Technical College with Workforce Development: The SC Johnson-A Family Company Story.

ERIC Educational Resources Information Center

Knudson, Edward

2004-01-01

Seven years ago, SC Johnson--A Family Company approached Gateway Technical College with a need to further strengthen their incumbent workforce's technical training and education. Retirements, brain drain, and competition for technical expertise were the forces driving SC Johnson to develop a comprehensive, flexible, and timely workplace education…

International Workforce Development Perspectives: Germany and the United States

ERIC Educational Resources Information Center

Gaal, John

2007-01-01

Across the globe, it is no secret to people involved with career and technical education (CTE) that the German apprenticeship system is looked upon as the "gold standard" of workforce development training. In this article, the author compares the responses of subject matter experts (SMEs) in Germany and the United States, two of the…

Implications for Focusing Research in Career and Technical Education and Workforce Development

ERIC Educational Resources Information Center

Lambeth, Jeanea M.; Joerger, Richard M.; Elliot, Jack

2009-01-01

Education and educational research is shaped by philosophy, psychology, practice, and ever changing educational policies. Previous studies have expressed a need for a relevant and focused research agenda for career and technical education (CTE), workforce development education and career and technical education. A need for a relevant and timely…

Government Workers Adding Societal Value: The Ohio Workforce Development Program

ERIC Educational Resources Information Center

Guerra, Ingrid; Bernardez, Mariano; Jones, Michael; Zidan, Suhail

2005-01-01

This case study illustrates the application of Mega--adding measurable value for all stakeholders including society--as the central and ultimate focus for needs assessment. In this case, two needs assessment studies were conducted within a five-year period (1999-2003) with the State of Ohio's Workforce Development (WD) program. An initial needs…

A Historical and Contextual Look at Education and Workforce Development. Working Paper WP/05-02

ERIC Educational Resources Information Center

California Postsecondary Education Commission, 2005

2005-01-01

The California Postsecondary Education Commission is currently producing a series of policy briefs examining the nexus between workforce development and postsecondary education. The research question "How does California's postsecondary education system contribute to the needs of the state's economy and its future?" will serve as the…

Economic and Workforce Development Program Annual Report, 2014

ERIC Educational Resources Information Center

California Community Colleges, Chancellor's Office, 2014

2014-01-01

California's community colleges continue to play a crucial role in the state's economy by providing students with the skills and knowledge to succeed and by advancing the economic growth and global competitiveness of California and its regional economies through the Economic and Workforce Development Program (EWD). The EWD program invests in the…

Train-the-Trainer: Developing Workplace Curriculum, Part II (TT2). Workforce 2000 Partnership.

ERIC Educational Resources Information Center

Enterprise State Junior Coll., AL.

This curriculum package on developing workplace curriculum is a product of the Workforce 2000 Partnership, which combined the resources of four educational partners and four industrial partners in Alabama, Georgia, and South Carolina to provide education and training in communication, computation, and critical thinking to employees in the apparel,…

Building a Bright Future. The Hydro Research Foundation's Fellowship Program

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

Vaughn, Brenna; Linke, Deborah M.

The Hydro Fellowship Program (program) began as an experiment to discover whether the hydropower industry could find mechanisms to attract new entrants through conducting relevant research to benefit the industry. This nationwide, new-to-the-world program was started through funding from the Wind and Water Power Technologies Office of the Energy Efficiency and Renewable Energy (EERE) Office of the Department of Energy (DOE). Between 2010-2015, the Hydro Research Foundation (HRF) designed and implemented a program to conduct valuable research and attract new entrants to the hydro workforce. This historic grant has empowered and engaged industry members from 25 organizations by working withmore » 91 students and advisors at 24 universities in 19 states. The work funded answered pressing research needs in the fields of civil, mechanical, environmental, and electrical engineering, as well as law, energy engineering and materials innovation. In terms of number of individuals touched through funding, 148 individuals were supported by this work through direct research, mentorship, oversight of the work, partnerships and the day-to-day program administration. Based on the program results, it is clear that the funding achieved the hoped-for outcomes and has the capacity to draw universities into the orbit of hydropower and continue the conversation about industry research and development needs. The Foundation has fostered unique partnerships at the host universities and has continued to thrive with the support of the universities, advisors, industry and the DOE. The Foundation has demonstrated industry support through mentorships, partnerships, underwriting the costs and articulating the universities’ support through in-kind cost sharing. The Foundation recommends that future work be continued to nurture these graduate level programs using the initial work and improvements in the successor program, the Research Awards Program, while stimulating engagement of academia at the community college level for operations and maintenance workforce development.« less

Health Care Evolution Is Driving Staffing Industry Transformation.

PubMed

Faller, Marcia; Gogek, Jim

2016-01-01

The powerful transformation in the health care industry is reshaping not only patient care delivery and the business of health care but also demanding new strategies from vendors who support the health care system. These new strategies may be most evident in workforce solutions and health care staffing services. Consolidation of the health care industry has created increased demand for these types of services. Accommodating a changing workforce and related pressures resulting from health care industry transformation has produced major change within the workforce solutions and staffing services sector. The effect of the growth strategy of mergers, acquisitions, and organic development has revealed organizational opportunities such as expanding capacity for placing physicians, nurses, and allied professionals, among other workforce solutions. This article shares insights into workforce challenges and solutions throughout the health care industry.

A decade of experience evolving visiting dental services in partnership with rural remote Aboriginal communities.

PubMed

Dyson, K; Kruger, E; Tennant, M

2014-06-01

Embedding research capabilities and workforce development activities with clinical service entities promotes the development of sustainable, innovative, quality-focused oral health care services. Clinical and strategic governance is an important area of consideration for rural and remote dental services, posing particular challenges for smaller service structures. Sustaining remote area dental services has some significant complexities beyond those involved in urban service models. This study describes the sustaining structure of a remote area dental service with a decade of history. In the current climate, chief among these challenges may be those associated with dental workforce shortages as these impact most heavily in the public sector, and most particularly, in remote areas. As sustained workforce solutions come from developing a future workforce, an essential element of the workforce governance framework for remote dental service provision should be the inclusion of a student participation programme. Collaborative partnership approaches with Aboriginal health services promote the development and maintenance of effective, culturally sensitive dental services within rural and remote Aboriginal communities. Having sustained care for 10 years, this collaborative model of integrated research, education and service has demonstrated its effectiveness as a service model for Aboriginal communities in Western Australia. This descriptive study finds the core values for this success have been communication, clinical leadership, mentorship within effective governance systems all linked to an integrated education and research agenda. © 2014 Australian Dental Association.

Why we need multi-level health workforce governance: Case studies from nursing and medicine in Germany.

PubMed

Kuhlmann, Ellen; Larsen, Christa

2015-12-01

Health workforce needs have moved up on the reform agendas, but policymaking often remains 'piece-meal work' and does not respond to the complexity of health workforce challenges. This article argues for innovation in healthcare governance as a key to greater sustainability of health human resources. The aim is to develop a multi-level approach that helps to identify gaps in governance and improve policy interventions. Pilot research into nursing and medicine in Germany, carried out between 2013 and 2015 using a qualitative methodology, serves to illustrate systems-based governance weaknesses. Three explorative cases address major responses to health workforce shortages, comprising migration/mobility of nurses, reform of nursing education, and gender-sensitive work management of hospital doctors. The findings illustrate a lack of connections between transnational/EU and organizational governance, between national and local levels, occupational and sector governance, and organizations/hospital management and professional development. Consequently, innovations in the health workforce need a multi-level governance approach to get transformative potential and help closing the existing gaps in governance. Copyright © 2015 Elsevier Ireland Ltd. All rights reserved.

Defining the Geoscience Community through a Quantitative Perspective

NASA Astrophysics Data System (ADS)

Wilson, C. E.; Keane, C. M.

2015-12-01

The American Geosciences Institute's (AGI) Geoscience Workforce Program collects and analyzes data pertaining to the changes in the supply, demand, and training of the geoscience workforce. These data cover the areas of change in the education of future geoscientists from K-12 through graduate school, the transition of geoscience graduates into early-career geoscientists, the dynamics of the current geoscience workforce, and the future predictions of the changes in the availability of geoscience jobs. The Workforce Program also considers economic changes in the United States and globally that can affect the supply and demand of the geoscience workforce. In order to have an informed discussion defining the modern geoscience community, it is essential to understand the current dynamics within the geoscience community and workforce. This presentation will provide a data-driven outlook of the current status of the geosciences in the workforce and within higher education using data collected by AGI, federal agencies and other stakeholder organizations. The data presented will highlight the various industries, including those industries with non-traditional geoscience jobs, the skills development of geoscience majors, and the application of these skills within the various industries in the workforce. This quantitative overview lays the foundation for further discussions related to tracking and understanding the current geoscience community in the United States, as well as establishes a baseline for global geoscience workforce comparisons in the future.

Energy Workforce Trends and Training Needs in Appalachia

ERIC Educational Resources Information Center

Appalachian Regional Commission, 2011

2011-01-01

This study uses the best available national data to project future supply and demand for occupations associated with the energy industry for each Appalachian state, and the number of people enrolled in and graduating from programs in the Region's institutions of higher education that will be available to meet or exceed the demand. The report…

Educating the Next Generation of Energy-Savvy Workforce

ERIC Educational Resources Information Center

Wu, Bin; Abad, Jorge

2014-01-01

This paper reports a problem-based learning model for the training of university students in the area of industrial energy efficiency, and discusses its context, contents, and the results from its implementation. The impact has been significant, with hundreds of university graduates trained and many of them now working in industry, leading their…

Commercial Nuclear Power Industry: Assessing and Meeting the Radiation Protection Workforce Needs.

PubMed

Hiatt, Jerry W

2017-02-01

This paper will provide an overview of the process used by the commercial nuclear power industry in assessing the status of existing industry staffing and projecting future supply demand needs. The most recent Nuclear Energy Institute-developed "Pipeline Survey Results" will be reviewed with specific emphasis on the radiation protection specialty. Both radiation protection technician and health physicist specialties will be discussed. The industry-initiated Nuclear Uniform Curriculum Program will be reviewed as an example of how the industry has addressed the need for developing additional resources. Furthermore, the reality of challenges encountered in maintaining the needed number of health physicists will also be discussed.

Working in disadvantaged communities: What additional competencies do we need?

PubMed Central

Harris, Elizabeth; Harris, Mark F; Madden, Lynne; Wise, Marilyn; Sainsbury, Peter; MacDonald, John; Gill, Betty

2009-01-01

Background Residents of socioeconomically disadvantaged locations are more likely to have poor health than residents of socioeconomically advantaged locations and this has been comprehensively mapped in Australian cities. These inequalities present a challenge for the public health workers based in or responsible for improving the health of people living in disadvantaged localities. The purpose of this study was to develop a generic workforce needs assessment tool and to use it to identify the competencies needed by the public health workforce to work effectively in disadvantaged communities. Methods A two-step mixed method process was used to identify the workforce needs. In step 1 a generic workforce needs assessment tool was developed and applied in three NSW Area Health Services using focus groups, key stakeholder interviews and a staff survey. In step 2 the findings of this needs assessment process were mapped against the existing National Health Training Package (HLT07) competencies, gaps were identified, additional competencies described and modules of training developed to fill identified gaps. Results There was a high level of agreement among the AHS staff on the nature of the problems to be addressed but less confidence indentifying the work to be done. Processes for needs assessments, community consultations and adapting mainstream programs to local needs were frequently mentioned as points of intervention. Recruiting and retaining experienced staff to work in these communities and ensuring their safety were major concerns. Workforce skill development needs were seen in two ways: higher order planning/epidemiological skills and more effective working relationships with communities and other sectors. Organisational barriers to effective practice were high levels of annual compulsory training, balancing state and national priorities with local needs and giving equal attention to the population groups that are easy to reach and to those that are difficult to engage. A number of additional competency areas were identified and three training modules developed. Conclusion The generic workforce needs assessment tool was easy to use and interpret. It appears that the public health workforce involved in this study has a high level of understanding of the relationship between the social determinants and health. However there is a skill gap in identifying and undertaking effective intervention. PMID:19393091

Council of International Neonatal Nurses (COINN) Global Neonatal Provider Database Initiative (CGNPD): Results From an Implementation Focus Group.

PubMed

Eklund, Wakako; Kenner, Carole

2015-12-01

The neonatal nurses are the key component of the essential workforce necessary to address the healthcare needs of the infants globally. The paucity of the data regarding the availability and training of the neonatal workforce challenges the stakeholders at the regional, national, and global levels. The lack of these data makes strategic planning for initiatives especially in low-resourced countries difficult. Up-to-date data are critically needed to describe the role neonatal nurses play in global newborn health outcomes. The purpose of the COINN Global Neonatal Provider Database Initiative (CGNPD) was to develop a workforce database by developing survey questions, conducting a focus group to determine the key reasons such a database was needed and how best to implement it, and incorporating these comments into the workforce survey and launch. Pilot testing of the draft survey instrument was done. This article reports on the findings from the focus group and the development of the survey. A qualitative design using the focus group method was used. The focus group discussions were guided by semi-structured interview questions that had been developed prior to the focus group by neonatal experts. A convenience sample of 14 members from the international delegates and project advisory members who attended the COINN 2013 in Belfast, Northern Ireland, participated. These participants represented 10 countries. Thematic analysis was conducted using verbatim transcripts of the focus group data. Four main themes emerged: (1) the invisibility of neonatal nurses, (2) benchmarking needs for quality and standards, (3) need for partnership to implement the database, and (4) setting priorities for variables needed for the most salient database. The questionnaire examined participants' perceptions of the significance of and the future utilization of the workforce database and elements that should be included in the survey. The global neonatal workforce database is needed to describe who the neonatal nurses are in each country, what they do, how they are trained, and where they work. The data from the focus group aided in the development of the workforce survey that has been pilot tested and provides critical information to guide COINN's global implementation of the database project.

Closing the Gap: How Sectoral Workforce Development Programs Benefit the Working Poor. SEDLP Research Report. The Sectoral Employment Development Learning Project.

ERIC Educational Resources Information Center

Zandniapour, Lily; Conway, Maureen

The benefits of sectoral workforce development programs to the working poor were examined in a 3-year longitudinal study of participants in six sectoral employment training programs across the United States. The programs, which were all designed to serve low-income clients, provided training in a diverse set of industries, including the following:…

Five generations in the nursing workforce: implications for nursing professional development.

PubMed

Bell, Julie A

2013-01-01

Positive patient outcomes require effective teamwork, communication, and technological literacy. These skills vary among the unprecedented five generations in the nursing workforce, spanning the "Silent Generation" nurses deferring retirement to the newest "iGeneration." Nursing professional development educators must understand generational differences; address communication, information technology, and team-building competencies across generations; and promote integration of learner-centered strategies into professional development activities.

Partnering for Quality under the Workforce Investment Act: A Tool Kit for One-Stop System Building. Summary of Tools.

ERIC Educational Resources Information Center

Kogan, Deborah; Koller, Vinz; Kozumplik, Richalene; Lawrence, Mary Ann

This document presents 22 tools that were developed for use in a five-module training package to assist employment and training service providers comply with the Workforce Investment Act of 1998 and develop a one-stop training and employment services system. Each tool addresses a different aspect of the process of developing a one-stop delivery…

Needed: Sy(STEM)ic Response. How California's Public Colleges and Universities Are Key to Strengthening the Science, Technology, Engineering, and Math (STEM) and Health Workforce

ERIC Educational Resources Information Center

Byrd, Daniel; Shorette, Rob

2016-01-01

California is at a crossroads in terms of STEM and health workforce development. On the one hand, California has more available entry-level STEM jobs than any other state in the country and a steadily growing health workforce, giving large segments of its population access to stable careers. On the other hand, California's public colleges and…

Mobile learning: a workforce development strategy for nurse supervisors.

PubMed

Mather, Carey; Cummings, Elizabeth

2014-01-01

Digital technology provides opportunities for using mobile learning strategies in healthcare environments. To realise the vision of the National Workforce Development Strategy there needs to be innovation of health professionals to further develop knowledge and skills of clinical supervisors to access and gain an understanding of the value of mobile learning at the workplace. The use of digital technology by clinical supervisors was explored in 2012 as part of a teaching development grant to evaluate the use of Web 2.0 technology to develop a community of practice about clinical supervision. Prior to developing the virtual network of clinical supervisors, feedback about the use of Web 2.0 technology by clinicians was sought via an online survey. Over 90% of respondents used social media, 85% understood what a blog and wiki were and approximately half of the respondents used smart phones. More than one-third indicated they would participate in a virtual community of practice and would like to receive information about clinical facilitation at least once per week. Findings indicate both inhibitors and opportunities for workforce development within healthcare environments that need to be addressed. Support of graduate-ready nurses can be achieved through an integrated outlook that enables health professionals within organisations to undertake mobile learning in situ. A flexible and collaborative approach to continuing professional development within organisations could enhance practice development and could positively impact on workforce development.

Exploring the links between macro-level contextual factors and their influence on nursing workforce composition.

PubMed

Squires, Allison; Beltrán-Sánchez, Hiram

2011-11-01

Research that links macro-level socioeconomic development variables to health care human resources workforce composition is scarce at best. The purpose of this study was to explore the links between nonnursing factors and nursing workforce composition through a secondary, descriptive analysis of year 2000, publicly available national nursing human resources data from Mexico. Building on previous research, the authors conducted multiple robust regression analysis by federal typing of nursing human resources from 31 Mexican states against macro-level socioeconomic development variables. Average education in a state was significantly associated in predicting all types of formally educated nurses in Mexico. Other results suggest that macro-level indicators have a different association with each type of nurse. Context may play a greater role in determining nursing workforce composition than previously thought. Further studies may help to explain differences both within and between countries.

Exploring the Links Between Macro-Level Contextual Factors and Their Influence on Nursing Workforce Composition

PubMed Central

Squires, Allison; Beltrán-Sánchez, Hiram

2012-01-01

Research that links macro-level socioeconomic development variables to healthcare human resources workforce composition is scarce at best. The purpose of this study was to explore the links between non-nursing factors and nursing workforce composition through a secondary, descriptive analysis of year 2000, publicly available national nursing human resources data from Mexico. Building on previous research, the authors conducted multiple robust regression analysis by federal typing of nursing human resources from 31 Mexican states against macro-level socioeconomic development variables. Average education in a state was significantly associated in predicting all types of formally educated nurses in Mexico. Other results suggest that macro level indicators have a different association with each type of nurse. Context may play a greater role in determining nursing workforce composition than previously thought. Further studies may help to explain differences both within and between countries. PMID:22513839

Lost in Translation? Challenges and Opportunities for Raising Health and Safety Awareness among a Multinational Workforce in the United Arab Emirates

PubMed Central

Cooling, Robert Fletcher; Aw, Tar-Ching

2012-01-01

The United Arab Emirates (UAE) has experienced tremendous economic and industrial growth in the petroleum, airline, maritime and construction sectors, especially since the discovery of oil reserves. Mass recruitment of low skilled or unskilled laborers from less-developed countries has been utilized to satisfy the manpower demands of these fast paced industrial developments. Such workforce recruitment has created an unusual populace demographic, with the total UAE population estimated at 8.3 million, composed of 950,000 Emiratis, with the remainder being multinational expatriate workers, with varying educational qualifications, work experience, religious beliefs, cultural practices, and native languages. These unique characteristics pose a challenge for health and safety professionals tasked with ensuring the UAE workforce adheres to specific occupational health and safety procedures. The paper discusses two case studies that employ a novel multimedia approach to raising health and safety awareness among a multinational workforce. PMID:23251846

Issues facing the future health care workforce: the importance of demand modelling

PubMed Central

Segal, Leonie; Bolton, Tom

2009-01-01

This article examines issues facing the future health care workforce in Australia in light of factors such as population ageing. It has been argued that population ageing in Australia is affecting the supply of health care professionals as the health workforce ages and at the same time increasing the demand for health care services and the health care workforce. However, the picture is not that simple. The health workforce market in Australia is influenced by a wide range of factors; on the demand side by increasing levels of income and wealth, emergence of new technologies, changing disease profiles, changing public health priorities and a focus on the prevention of chronic disease. While a strong correlation is observed between age and use of health care services (and thus health care workforce), this is mediated through illness, as typified by the consistent finding of higher health care costs in the months preceding death. On the supply side, the health workforce is highly influenced by policy drivers; both national policies (eg funded education and training places) and local policies (eg work place-based retention policies). Population ageing and ageing of the health workforce is not a dominant influence. In recent years, the Australian health care workforce has grown in excess of overall workforce growth, despite an ageing health workforce. We also note that current levels of workforce supply compare favourably with many OECD countries. The future of the health workforce will be shaped by a number of complex interacting factors. Market failure, a key feature of the market for health care services which is also observed in the health care labour market – means that imbalances between demand and supply can develop and persist, and suggests a role for health workforce planning to improve efficiency in the health services sector. Current approaches to health workforce planning, especially on the demand side, tend to be highly simplistic. These include historical allocation methods, such as the personnel-to-population ratios which are essentially circular in their rationale rather than evidence-based. This article highlights the importance of evidence-based demand modelling for those seeking to plan for the future Australian health care workforce. A model based on population health status and best practice protocols for health care is briefly outlined. PMID:19422686

Issues facing the future health care workforce: the importance of demand modelling.

PubMed

Segal, Leonie; Bolton, Tom

2009-05-07

This article examines issues facing the future health care workforce in Australia in light of factors such as population ageing. It has been argued that population ageing in Australia is affecting the supply of health care professionals as the health workforce ages and at the same time increasing the demand for health care services and the health care workforce.However, the picture is not that simple. The health workforce market in Australia is influenced by a wide range of factors; on the demand side by increasing levels of income and wealth, emergence of new technologies, changing disease profiles, changing public health priorities and a focus on the prevention of chronic disease. While a strong correlation is observed between age and use of health care services (and thus health care workforce), this is mediated through illness, as typified by the consistent finding of higher health care costs in the months preceding death.On the supply side, the health workforce is highly influenced by policy drivers; both national policies (eg funded education and training places) and local policies (eg work place-based retention policies). Population ageing and ageing of the health workforce is not a dominant influence. In recent years, the Australian health care workforce has grown in excess of overall workforce growth, despite an ageing health workforce. We also note that current levels of workforce supply compare favourably with many OECD countries. The future of the health workforce will be shaped by a number of complex interacting factors.Market failure, a key feature of the market for health care services which is also observed in the health care labour market - means that imbalances between demand and supply can develop and persist, and suggests a role for health workforce planning to improve efficiency in the health services sector. Current approaches to health workforce planning, especially on the demand side, tend to be highly simplistic. These include historical allocation methods, such as the personnel-to-population ratios which are essentially circular in their rationale rather than evidence-based. This article highlights the importance of evidence-based demand modelling for those seeking to plan for the future Australian health care workforce. A model based on population health status and best practice protocols for health care is briefly outlined.

Oral health workforce planning part 2: figures, determinants and trends in a sample of World Dental Federation member countries.

PubMed

Yamalik, Nermin; Ensaldo-Carrasco, Eduardo; Cavalle, Edoardo; Kell, Kathyrn

2014-06-01

A range of factors needs to be taken into account for an ideal oral health workforce plan. The figures related to dentists, specialists, auxiliaries, practice patterns, undergraduate and continuing dental education, laws/regulations, the attitudes of oral health-care providers and the general trends affecting the practice patterns, work conditions and preferences of oral health-care providers are among such determinants. Thus, the aim of the present study was to gather such information from a sample of World Dental Federation (FDI) member countries with different characteristics. A cross-sectional survey study was carried out among a sample of FDI member countries between March 2, 2012 and March 27, 2012. A questionnaire was developed addressing some main determinants of oral health workforce, such as its structure, involvement of the public/private sector to provide oral health-care services, specialty services, dental schools, trends in workforce and compliance with oral health needs, and a descriptive analysis was performed. The countries were classified as developed and developing countries and Mann-Whitney U-tests and chi-square tests were used to identify potential significant differences (P > 0.05) between developed and developing countries. All data were processed in SPSS v.19. In the18 questionnaires processed, the median number of dentists (P = 0.005), dental practices (P = 0.002), hygienists (P = 0.005), technicians (P = 0.013) and graduates per year (P = 0.037) was higher in developed countries. Only 12.5% of developed and 22.2% of developing countries reported having optimal number of graduates per year. It was noted that 66.7% of developing countries had more regions lacking enough dentists to meet the demand (P = 0.050) and 77.8% lacked the necessary specialist care (P = 0.015). Although developing countries reported mostly an oversupply of dentists, regardless of the level of development most countries did not report an oversupply of specialists. Most developed countries did not feel that their regulations (87.5%) complied with the needs and demands of the population and most developing countries did not feel that their undergraduate dental education (62.5%) complied. Migrating to other countries was a trend seen in developing countries, while, despite increased numbers of dentists, underserved areas and communities were reported. The cross-sectional survey study suggests that figures related to optimum or ideal oral health workforce and fair distribution of the available workforce does not seem to be achieved in many parts of the world. Further attention also needs to be dedicated to general trends that have the capacity to affect future oral health workforce. © 2014 FDI World Dental Federation.

Can action research strengthen district health management and improve health workforce performance? A research protocol.

PubMed

Mshelia, C; Huss, R; Mirzoev, T; Elsey, H; Baine, S O; Aikins, M; Kamuzora, P; Bosch-Capblanch, X; Raven, J; Wyss, K; Green, A; Martineau, T

2013-08-30

The single biggest barrier for countries in sub-Saharan Africa (SSA) to scale up the necessary health services for addressing the three health-related Millennium Development Goals and achieving Universal Health Coverage is the lack of an adequate and well-performing health workforce. This deficit needs to be addressed both by training more new health personnel and by improving the performance of the existing and future health workforce. However, efforts have mostly been focused on training new staff and less on improving the performance of the existing health workforce. The purpose of this paper is to disseminate the protocol for the PERFORM project and reflect on the key challenges encountered during the development of this methodology and how they are being overcome. The overall aim of the PERFORM project is to identify ways of strengthening district management in order to address health workforce inadequacies by improving health workforce performance in SSA. The study will take place in three districts each in Ghana, Tanzania and Uganda using an action research approach. With the support of the country research teams, the district health management teams (DHMTs) will lead on planning, implementation, observation, reflection and redefinition of the activities in the study. Taking into account the national and local human resource (HR) and health systems (HS) policies and practices already in place, 'bundles' of HR/HS strategies that are feasible within the context and affordable within the districts' budget will be developed by the DHMTs to strengthen priority areas of health workforce performance. A comparative analysis of the findings from the three districts in each country will add new knowledge on the effects of these HR/HS bundles on DHMT management and workforce performance and the impact of an action research approach on improving the effectiveness of the DHMTs in implementing these interventions. Different challenges were faced during the development of the methodology. These include the changing context in the study districts, competing with other projects and duties for the time of district managers, complexity of the study design, maintaining the anonymity and confidentiality of study participants as well as how to record the processes during the study. We also discuss how these challenges are being addressed. The dissemination of this research protocol is intended to generate interest in the PERFORM project and also stimulate discussion on the use of action research in complex studies such as this on strengthening district health management to improve health workforce performance.

A Qualitative Study of a Rural Community College Workforce Development Customized Training Program

ERIC Educational Resources Information Center

O'Rear, Susan

2011-01-01

Across the United States, partnerships have formed between business and industry and rural community college workforce development customize training programs to meet the demands of the 21st century labor market. For many business and industry managers, a partnership has become a necessary means to train the unskilled as well as update skills…

State Policies on Community College Workforce Development: Findings from a National Survey.

ERIC Educational Resources Information Center

Jenkins, Davis; Boswell, Katherine

The Education Commission of the States conducted a national survey on workforce development in the community college. The research instrument was sent to the state agency responsible for oversight of the community colleges in each of the 50 states. Forty-five states responded. The five states that did not respond are Idaho, Hawaii, Maryland,…

Workforce Development and Renewal in Australian Universities and the Management of Casual Academic Staff

ERIC Educational Resources Information Center

May, Robyn; Strachan, Glenda; Peetz, David

2013-01-01

Most undergraduate teaching in Australia's universities is now performed by hourly paid staff, and these casual academics form the majority of the academic teaching workforce in our universities. This recent development has significant implications for the careers and working lives of those staff, for other academic staff, and for students,…

Developing Appropriate Workforce Skills for Australia's Emerging Digital Economy: Working Paper

ERIC Educational Resources Information Center

Gekara, Victor; Molla, Alemayehu; Snell, Darryn; Karanasios, Stan; Thomas, Amanda

2017-01-01

This working paper is the first publication coming out of a project investigating the role of vocational education and training (VET) in developing digital skills in the Australian workforce, using two sectors as case studies--Transport and Logistics, and Public Safety and Correctional Services. The study employs a mixed method approach, combining…

Focus on Success: An Explanatory Embedded Multiple-Case Study on How Youth Successfully Navigate Workforce Development Programs in Southern Nevada

ERIC Educational Resources Information Center

Villalobos, Ricardo

2017-01-01

This explanatory qualitative study investigated the perspectives of participant's and practitioner's perceived barriers to success and the necessary navigational expertise for overcoming the identified barriers. This multiple-case study research design examined three WIA out-of-school youth workforce development programs in Southern Nevada, with…

Addressing Health Disparities in the Undergraduate Curriculum: An Approach to Develop a Knowledgeable Biomedical Workforce

ERIC Educational Resources Information Center

Benabentos, Rocio; Ray, Payal; Kumar, Deepak

2014-01-01

Disparities in health and healthcare are a major concern in the United States and worldwide. Approaches to alleviate these disparities must be multifaceted and should include initiatives that touch upon the diverse areas that influence the healthcare system. Developing a strong biomedical workforce with an awareness of the issues concerning health…

Overseeing One-Stops: A WIB Member's Guide to Quality Assurance. Workforce Board Development Series.

ERIC Educational Resources Information Center

2000

This guide is intended to give workforce investment boards (WIBs) a practical framework for overseeing the performance of one-stop career centers. The introduction presents background information on a proposed quality assurance framework and the guide's format and development. The first two sections explain the importance of quality assurance to…

Psychosocial Influences upon the Workforce and Professional Development Participation of Family Child Care Providers

ERIC Educational Resources Information Center

Swartz, Rebecca Anne; Wiley, Angela R.; A. Koziol, Natalie; Magerko, Katherine A.

2016-01-01

Background: Family child care is commonly used in the US by families, including by those receiving child care subsidies. Psychosocial influences upon the workforce and professional development participation of family child care providers (FCCPs) have implications for the investment of public dollars that aim to improve quality and stability of…

Health Care Workforce Development in Rural America: When Geriatrics Expertise Is 100 Miles Away

ERIC Educational Resources Information Center

Tumosa, Nina; Horvath, Kathy J.; Huh, Terri; Livote, Elayne E.; Howe, Judith L.; Jones, Lauren Ila; Kramer, B. Josea

2012-01-01

The Geriatric Scholar Program (GSP) is a Department of Veterans Affairs' (VA) workforce development program to infuse geriatrics competencies in primary care. This multimodal educational program is targeted to primary care providers and ancillary staff who work in VA's rural clinics. GSP consists of didactic education and training in geriatrics…

Leading Change: A Case Study of Alamo Academies--An Industry-Driven Workforce Partnership Program

ERIC Educational Resources Information Center

Hu, Xiaodan; Bowman, Gene

2016-01-01

In this study, the authors focus on the initiation and development of the Alamo Academies, aiming to illustrate an exemplary industry-driven model that addresses workforce development in local community. After a brief introduction of the context, the authors summarized major factors that contribute to the success of the collaboration model,…

Workforce Skills Development and Engagement in Training through Skill Sets: Literature Review. Occasional Paper

ERIC Educational Resources Information Center

Mills, John; Bowman, Kaye; Crean, David; Ranshaw, Danielle

2012-01-01

This literature review examines the available research on skill sets. It provides background for a larger research project "Workforce skills development and engagement in training through skill sets," the report of which will be released early next year. This paper outlines the origin of skill sets and explains the difference between…

Conducting a Community Audit: Assessing the Workforce Development Needs and Resources of Your Community.

ERIC Educational Resources Information Center

2000

This document details the purposes and principles of community audits and presents guidelines for designing and conducting a community audit to assess a local community's workforce development needs and resources. Section 1 presents an overview of the U.S. Department of Labor's Community Audit Project and explains the following key steps in…

The Role of VET in Alcohol and Other Drugs Workforce Development: Survey Technical Report

ERIC Educational Resources Information Center

Pidd, Ken; Carne, Amanda; Roche, Ann

2010-01-01

To examine the effectiveness of vocational education and training qualifications as a workforce development strategy in the community services and health industries, a case study was undertaken of the alcohol and other drug sector. The project comprised of two parts: (1) An online survey to gain an understanding of employer's perceptions of and…

North Carolina Community College System Economic & Workforce Development Annual Report, 1999-2000.

ERIC Educational Resources Information Center

Lancaster, H. Martin

During the 1999-2000 program year, the Division of Economic and Workforce Development attempted to further the North Carolina Community College System's (NCCCS) tradition of excellence by modeling key strategies of the business sector. These strategies included: (1) Economies of scale, a term that refers to unit cost decreasing as number of units…

Corporate Universities: An Historical Perspective with an Analysis and Comparison of Development Models in the Literature and Practice

ERIC Educational Resources Information Center

Schmitt, Catherine A.

2012-01-01

This dissertation examines the history of workforce education, corporate university development models in both literature and practice, and the evolution of the next generation of corporate universities. It traces workforce education from indentured servants in Europe during the Middle Ages, to the sophisticated corporate universities that…

The Outlook of Workforce Development in Community Colleges. UCLA Community College Bibliography

ERIC Educational Resources Information Center

Zarkesh, Maryam

2004-01-01

The 2004 State of the Union address included an announcement that $250 million was being allocated to community colleges for workforce development programs. This indication of support was good news in light of the recent trends for level funding or cutting back on educational programs, and demonstrates the perceived benefits of workforce…

Enhancing the diversity of the pediatrician workforce.

PubMed

Friedman, Aaron L

2007-04-01

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

Master of Engineering Energy Systems Engineering Program: Smart Campus Energy Systems Demonstration DE-SC0005523

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

Dodge, Martha; Coulter, John

2014-09-25

Program Purpose and Position: The mission of the Master of Engineering in Energy Systems Engineering program is to invigorate the pipeline of new engineering graduates interested in energy oriented careers and thus produce a new generation of technical leaders for the energy and power industries. Over the next decade, nearly 50% of the skilled workers and technical leaders in the gas and electric utility industries will retire -- a much larger void than the current available and qualified professionals could fill [CEWD, 2012 survey]. The Masters of Engineering in Energy System Engineering program provides an opportunity for cross-discipline education formore » graduates interested in a career in the energy industry. It focuses on electric power and the challenges and opportunities to develop a sustainable, reliable and resilient system that meets human needs in an increasingly sustainable manner through the use of environmentally sound energy resources and delivery. Both graduates and employers benefit from a well-trained professional workforce that is ready to hit the road running and be immediately productive in meeting these challenges, through this innovative and unique program.« less

U.S. shale gas trends - economic and global implications

NASA Astrophysics Data System (ADS)

Murphy, T.

2016-09-01

Natural gas from shale has moved the U.S., and North America more broadly, to become one of the largest producers of the commodity worldwide. Large technological gains have allowed reservoirs of unconventional hydrocarbons to become commercially viable to extract and market. The addition of this growing supply into the global marketplace, has upended longstanding trading patterns, and created new economic outcomes worth noting. This paper will discuss the recent trends of shale energy development in the U.S., the impact it is having on domestic and international markets, and the implications as the world shifts to a new low carbon energy paradigm. It will cover changes in workforce, midstream build out, power generation trends, petrochemicals, and emerging LNG export capacities.

Green Collar Workers: An Emerging Workforce in the Environmental Sector

PubMed Central

McClure, Laura A.; LeBlanc, William G.; Fernandez, Cristina A.; Fleming, Lora E.; Lee, David J.; Moore, Kevin J.; Caban-Martinez, Alberto J.

2017-01-01

Objective We describe the socio-demographic, occupational, and health characteristics of “green collar” workers, a vital and emerging workforce in energy-efficiency and sustainability. Methods We linked data from the 2004–2012 National Health Interview Surveys (NHIS) and US Occupational Information Network (O*NET). Descriptive and logistic regression analyses were conducted using green collar worker status as the outcome (n=143,346). Results Green collar workers are more likely than non-green workers to be male, age 25–64y, obese, and with ≤ high school education. They are less likely to be racial/ethnic minorities and employed in small companies or government jobs. Conclusions Green collar workers have a distinct socio-demographic and occupational profile, and this workforce deserves active surveillance to protect its workers’ safety. The NHIS-O*NET linkage represents a valuable resource to further identify the unique exposures and characteristics of this occupational sector. PMID:28403016

Green Collar Workers: An Emerging Workforce in the Environmental Sector.

PubMed

McClure, Laura A; LeBlanc, William G; Fernandez, Cristina A; Fleming, Lora E; Lee, David J; Moore, Kevin J; Caban-Martinez, Alberto J

2017-05-01

We describe the socio-demographic, occupational, and health characteristics of "green collar" workers, a vital and emerging workforce in energy-efficiency and sustainability. We linked data from the 2004 to 2012 National Health Interview Surveys (NHIS) and US Occupational Information Network (O*NET). Descriptive and logistic regression analyses were conducted using green collar worker status as the outcome (n = 143,346). Green collar workers are more likely than non-green workers to be men, age 25 to 64 years, obese, and with less than or equal to high school (HS) education. They are less likely to be racial/ethnic minorities and employed in small companies or government jobs. Green collar workers have a distinct socio-demographic and occupational profile, and this workforce deserves active surveillance to protect its workers' safety. The NHIS-O*NET linkage represents a valuable resource to further identify the unique exposures and characteristics of this occupational sector.

Health system's response for physician workforce shortages and the upcoming crisis in Ethiopia: a grounded theory research.

PubMed

Assefa, Tsion; Haile Mariam, Damen; Mekonnen, Wubegzier; Derbew, Miliard

2017-12-28

A rapid transition from severe physician workforce shortage to massive production to ensure the physician workforce demand puts the Ethiopian health care system in a variety of challenges. Therefore, this study discovered how the health system response for physician workforce shortage using the so-called flooding strategy was viewed by different stakeholders. The study adopted the grounded theory research approach to explore the causes, contexts, and consequences (at the present, in the short and long term) of massive medical student admission to the medical schools on patient care, medical education workforce, and medical students. Forty-three purposively selected individuals were involved in a semi-structured interview from different settings: academics, government health care system, and non-governmental organizations (NGOs). Data coding, classification, and categorization were assisted using ATLAs.ti qualitative data analysis scientific software. In relation to the health system response, eight main categories were emerged: (1) reasons for rapid medical education expansion; (2) preparation for medical education expansion; (3) the consequences of rapid medical education expansion; (4) massive production/flooding as human resources for health (HRH) development strategy; (5) cooperation on HRH development; (6) HRH strategies and planning; (7) capacity of system for HRH development; and (8) institutional continuity for HRH development. The demand for physician workforce and gaining political acceptance were cited as main reasons which motivated the government to scale up the medical education rapidly. However, the rapid expansion was beyond the capacity of medical schools' human resources, patient flow, and size of teaching hospitals. As a result, there were potential adverse consequences in clinical service delivery, and teaching learning process at the present: "the number should consider the available resources such as number of classrooms, patient flows, medical teachers, library…". In the future, it was anticipated to end in surplus in physician workforce, unemployment, inefficiency, and pressure on the system: "…flooding may seem a good strategy superficially but it is a dangerous strategy. It may put the country into crisis, even if good physicians are being produced; they may not get a place where to go…". Massive physician workforce production which is not closely aligned with the training capacity of the medical schools and the absorption of graduates in to the health system will end up in unanticipated adverse consequences.

Accelerating the deployment of energy efficient and renewable energy technologies in South Africa

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

Shickman, Kurt

Purpose of the project was to accelerate the deployment of energy efficient and renewable energy technologies in South Africa. Activities were undertaken to reduce barriers to deployment by improving product awareness for the South African market; market and policy intelligence for U.S. manufacturers; product/service availability; local technical capacity at the workforce, policymaker and expert levels; and ease of conducting business for these technologies/services in the South African market.

Wind for Schools Project Curriculum Brief (Fact Sheet)

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

Not Available

2010-08-01

The U.S. Department of Energy's (DOE's) 20% Wind Energy by 2030 report recommends expanding education to ensure a trained workforce to meet the projected growth of the wind industry and deployment. Although a few U.S. higher education institutions offer wind technology education programs, most are found in community and technical colleges, resulting in a shortage of programs preparing highly skilled graduates for wind industry careers. Further, the United States lags behind Europe (which has more graduate programs in wind technology design and manufacturing) and is in danger of relinquishing the economic benefits of domestic production of wind turbines and relatedmore » components and services to European countries. DOE's Wind Powering America initiative launched the Wind for Schools project to develop a wind energy knowledge base among future leaders of our communities, states, and nation while raising awareness about wind energy's benefits. This fact sheet provides an overview of wind energy curricula as it relates to the Wind for Schools project.« less

Energy Systems Training Programs and Certifications Survey White Paper

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

Cox, Daryl; Nimbalkar, Sachin U.; Wenning, Thomas J.

2017-02-01

Compressed air system, industrial refrigeration system, chilled water system, pump system, fan system, steam system, process heating system, and combined heat and power system are the major industrial energy systems. By helping enhance knowledge and skills of workforce, training and certification programs on these systems are essential to improve energy efficiency of manufacturing facilities. A literature survey of currently available training and certification programs on these systems was conducted.

The Valued People Project: users' views on learning disability nursing.

PubMed

Gates, Bob

A well-educated and trained workforce is undoubtedly crucial to the development of quality care for people with learning disabilities. Notwithstanding this, and unsure as to the need to continue to commission educational programmes for one part of this workforce-pre-registration learning disability nursing-South Central Strategic Health Authority commissioned the Valued People Project to undertake a detailed strategic review of educational commissioning, along with a review of the specialist learning disability health workforce more generally. This project has recently been completed, and provides a unique evidence-based expert evaluation of the future strategic direction of education commissioning and leadership for workforce issues in specialist learning disability services, as well as the wider NHS workforce. This is the first in a series of articles that reports on one aspect of the project: the focus group work undertaken with parents and relatives of people with learning disabilities, and people with learning disabilities themselves, as to the need and type of health workforce needed to support them in the future. The article concludes by identifying the key messages of importance from parents and people with learning disabilities concerning the future specialist and wider NHS workforce.

Welfare to Work: Ties between TANF and Workforce Development. Hearing before the Subcommittee on 21st Century Competitiveness of the Committee on Education and the Workforce. House of Representatives, One Hundred Seventh Congress, Second Session.

ERIC Educational Resources Information Center

Congress of the U.S., Washington, DC. House Committee on Education and the Workforce.

This Congressional report contains the testimony presented at a hearing to examine the extent to which Temporary Assistance for Needy Families (TANF) work services are being provided through the one-stop career centers established through the Workforce Investment Act and to determine how such linkages are impacting program participants. The oral…

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

PubMed

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

2017-07-25

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

48 CFR 1823.570-3 - Suspension of payments, termination of contract, and debarment and suspension actions.

Code of Federal Regulations, 2013 CFR

2013-10-01

... ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 1823.570-3 Suspension of payments, termination of contract, and debarment and... provide a drug- and alcohol-free workforce. [61 FR 55757, Oct. 29, 1996. Redesignated and amended at 69 FR...

48 CFR 1823.570-3 - Suspension of payments, termination of contract, and debarment and suspension actions.

Code of Federal Regulations, 2010 CFR

2010-10-01

... ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 1823.570-3 Suspension of payments, termination of contract, and debarment and... provide a drug- and alcohol-free workforce. [61 FR 55757, Oct. 29, 1996. Redesignated and amended at 69 FR...

48 CFR 1823.570-3 - Suspension of payments, termination of contract, and debarment and suspension actions.

Code of Federal Regulations, 2011 CFR

2011-10-01

... ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 1823.570-3 Suspension of payments, termination of contract, and debarment and... provide a drug- and alcohol-free workforce. [61 FR 55757, Oct. 29, 1996. Redesignated and amended at 69 FR...

48 CFR 1823.570-3 - Suspension of payments, termination of contract, and debarment and suspension actions.

Code of Federal Regulations, 2012 CFR

2012-10-01

... ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 1823.570-3 Suspension of payments, termination of contract, and debarment and... provide a drug- and alcohol-free workforce. [61 FR 55757, Oct. 29, 1996. Redesignated and amended at 69 FR...

48 CFR 1823.570-3 - Suspension of payments, termination of contract, and debarment and suspension actions.

Code of Federal Regulations, 2014 CFR

2014-10-01

... ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 1823.570-3 Suspension of payments, termination of contract, and debarment and... provide a drug- and alcohol-free workforce. [61 FR 55757, Oct. 29, 1996. Redesignated and amended at 69 FR...

Hunter New England Training (HNET): how to effect culture change in a psychiatry medical workforce.

PubMed

Cohen, Martin; Llewellyn, Anthony; Ditton-Phare, Philippa; Sandhu, Harsimrat; Vamos, Marina

2011-12-01

It is now recognized that education and training are at the core of quality systems in health care. In this paper we discuss the processes and drivers that underpinned the development of high quality education and training programs and placements for all junior doctors. The early identification and development of doctors interested in psychiatry as a career, engagement and co-operation with the broader junior doctor network and the creation of teaching opportunities for trainees that was linked to their stage of development were identified as key to the success of the program. Targeted, high quality education programs and clinical placements coupled with strategic development of workforce has reduced staff turn over, led to the stabilization of the medical workforce and created a culture where learning and supervision are highly valued.

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

PubMed

Palermo, C; Hughes, R; McCall, L

2010-06-01

Workforce development is a key element for building the capacity to effectively address priority population nutrition issues. On-the-job learning and mentoring have been proposed as strategies for practice improvement in public health nutrition; however, there is limited evidence for their effectiveness. An evaluation of a mentoring circle workforce development intervention was undertaken. Thirty-two novice public health nutritionists participated in one of three mentoring circles for 2 h, every 6 weeks, over a 7-month period. Pre- and post-intervention qualitative (questionnaire, interview, mentor diary) and quantitative (competence, time working in public health nutrition) data were collected. The novice public health nutritionists explained the intervention facilitated sharing of ideas and strategies and promoted reflective practice. They articulated the important attributes of the mentor in the intervention as having experience in and a passion for public health, facilitating a trusting relationship and providing effective feedback. Participants reported a gain in competency and had an overall mean increase in self-reported competence of 15% (range 3-48% change; P < 0.05) across a broad range of competency elements. Many participants described re-orienting their practice towards population prevention, with quantifiable increases in work time allocated to preventive work post-intervention. Mentoring supported service re-orientation and competency development in public health nutrition. The nature of the group learning environment and the role and qualities of the mentor were important elements contributing to the interventions effects. Mentoring circles offer a potentially effective strategy for workforce development in nutrition and dietetics.

Recognising Potential: Trade Educators Transforming a Workforce

ERIC Educational Resources Information Center

Maurice-Takerei, Lisa

2017-01-01

The importance of developing a knowledgeable, skilled, adaptable and flexible workforce that engages in continuous learning is outlined in the 2015 United Nations Educational, Scientific and Cultural Organization (UNESCO) document "Unleashing the Potential: Transforming Technical and Vocational Education and Training". While this…

Implementing Policy Options to Strengthen the Nexus between Postsecondary Education and Workforce Development. Commission Report 08-07

ERIC Educational Resources Information Center

California Postsecondary Education Commission, 2008

2008-01-01

In December 2007, the California Postsecondary Education adopted the last in an initial series of reports on the nexus between postsecondary education and workforce development by requesting staff to return with plans and priorities to pursue implementation of ten general policy options, grouped into three categories. One option is already being…

Return on Investment: A Cost-Effectiveness Measure for the Texas' Workforce System.

ERIC Educational Resources Information Center

Norris, Davy N.; King, Christopher T.

Texas is developing a return-on-investment (ROI) measure to assess the cost-effectiveness of work force programs. Emphasis is on issues related to conducting cross-program ROI analysis at the level of the Local Workforce Development Board (LWDB) in career or one-stop centers. To make the most appropriate and effective use of ROI, the following…

Connecting the Dots: The Labor Market Information View of Workforce Development. Essays for the Practitioner.

ERIC Educational Resources Information Center

Froeschle, Richard, Ed.

This monograph is comprised of 12 essays related to the federal Workforce Investment Act of 1998 (WIA), each of which serves as a generic primer on a topic relevant to work force development staff and researchers nationwide. The essays are "Learning the Language of LMI (Labor Market Information): Basic Labor Market Information Terms and…

Workforce Development and West Virginia: The West Virginia University Approach. Presented to the West Virginia Legislature Joint Education Committee, September 14, 1998.

ERIC Educational Resources Information Center

Hardesty, David C., Jr.

This report highlights the services and programs for workforce development that are available through West Virginia University's (WVU) statewide network of schools, colleges, regional campuses, extension offices, and research units, but does not include four-year undergraduate or graduate programs. Specific sections address the following services,…

Delivering Economic Development in the Context of Financial Crisis: A Workforce Gap Analysis of the Sacramento Regional Economy

ERIC Educational Resources Information Center

Taghavian, Alexander H.

2013-01-01

Workforce development represents a central priority in a comprehensive effort to create wealth, industry thickening, and broad-based prosperity. From the onset of the Great Recession in 2007, the Sacramento Region experienced anemic economic growth and remained behind the nation in job creation. Contextualized in the aftermath of the economic…

Filling the Void: The Roles of a Local Applied Research Center and a Statewide Workforce Training Consortium

ERIC Educational Resources Information Center

Perniciaro, Richard C.; Nespoli, Lawrence A.; Anbarasan, Sivaraman

2015-01-01

This chapter describes the development of an applied research center at Atlantic Cape Community College and a statewide workforce training consortium run by the community college sector in New Jersey. Their contributions to the economic development mission of the colleges as well as their impact on the perception of community colleges by…

The Role of Public Universities in Workforce Development: Assessing Public-Private Partnerships in the California State University System

ERIC Educational Resources Information Center

Stevens, Adrian Paul

2010-01-01

Problem Statement. There is a growing need and demand for the "knowledge worker" within the business community. The limited amount of research on the role and impact of public universities suggests the need for addressing the training and workforce development needs of private industry. Purpose. The purpose of this study was fourfold:…

CAD/CAM at a Distance: Assessing the Effectiveness of Web-Based Instruction To Meet Workforce Development Needs. AIR 2000 Annual Forum Paper.

ERIC Educational Resources Information Center

Wilkerson, Joyce A.; Elkins, Susan A.

This qualitative case study assessed web-based instruction in a computer-aided design/computer-assisted manufacturing (CAD/CAM) course designed for workforce development. The study examined students' and instructors' experience in a CAD/CAM course delivered exclusively on the Internet, evaluating course content and delivery, clarity of…

The Economic and Workforce Development Program (ED>Net) Annual Report, 2001-02 [and] Addendum to FY 01-02 Annual Report.

ERIC Educational Resources Information Center

California Community Colleges, Sacramento. Economic Development Coordination Network (EDNet).

This document contains an annual report and its addendum from the Economic and Workforce Development Program of California Community Colleges. The annual report provides an overview of the Program's evaluation processes, regional centers, short-term projects, legislation, strategic plan, etc. It also provides vital facts about the program such as…

Designing a Specialist Post-Graduate Qualification and Continuing Professional Development Structure for the Health Librarian Workforce of the Future

ERIC Educational Resources Information Center

Ritchie, Ann; Hallam, Gillian; Hamill, C.; Lewis, S.; Foti, M.; O'Connor, P.; Clark, C.

2010-01-01

Through a grant received from the Australian Library and Information Association (ALIA), Health Libraries Australia (HLA) is conducting a twelve-month research project with the goal of developing a system-wide approach to education for the future health librarianship workforce. The research has two main aims: to determine the future skills,…

The Role of VET in Workforce Development: A Story of Conflicting Expectations. Research Report

ERIC Educational Resources Information Center

Bretherton, Tanya

2011-01-01

This is the final report from a three-year program of research investigating the role of vocational education and training (VET) in workforce development. The research focuses on meat processing and child care, both of which are characterised by low-skill entry points to the labour market. The author pulls together the key themes emerging from the…

Building America's Job Skills with Effective Workforce Programs: A Training Strategy to Raise Wages and Increase Work Opportunities. Strategy Paper

ERIC Educational Resources Information Center

Greenstone, Michael; Looney, Adam

2011-01-01

This paper discusses the importance of effective training and workforce development programs as part of a broader strategy to increase the competitiveness of American workers. Although rapid technological change and increasing global competition have delivered great economic benefits to the U.S. economy overall, the development of new and more…

Workforce Development for People with Intellectual Disabilities: The Perspective from People with Intellectual Disabilities

ERIC Educational Resources Information Center

Davies, Jill; Burke, Christine

2016-01-01

Health Education England working across Kent, Surrey and Sussex (HEE KSS) have been developing a project over the last few years with the single aim to create a sustainable and secure workforce supply, for people that have intellectual disabilities who require support from and/ or access to services across Kent, Surrey and Sussex. Their report,…

Spaceport Command and Control System Software Development

NASA Technical Reports Server (NTRS)

Mahlin, Jonathan Nicholas

2017-01-01

There is an immense challenge in organizing personnel across a large agency such as NASA, or even over a subset of that, like a center's Engineering directorate. Workforce inefficiencies and challenges are bound to grow over time without oversight and management. It is also not always possible to hire new employees to fill workforce gaps, therefore available resources must be utilized more efficiently. The goal of this internship was to develop software that improves organizational efficiency by aiding managers, making employee information viewable and editable in an intuitive manner. This semester I created an application for managers that aids in optimizing allocation of employee resources for a single division with the possibility of scaling upwards. My duties this semester consisted of developing frontend and backend software to complete this task. The application provides user-friendly information displays and documentation of the workforce to allow NASA to track diligently track the status and skills of its workforce. This tool should be able to prove that current employees are being effectively utilized and if new hires are necessary to fulfill skill gaps.

From the NIH: A Systems Approach to Increasing the Diversity of the Biomedical Research Workforce.

PubMed

Valantine, Hannah A; Lund, P Kay; Gammie, Alison E

The National Institutes of Health (NIH) is committed to attracting, developing, and supporting the best scientists from all groups as an integral part of excellence in training. Biomedical research workforce diversity, capitalizing on the full spectrum of skills, talents, and viewpoints, is essential for solving complex human health challenges. Over the past few decades, the biomedical research workforce has benefited from NIH programs aimed at enhancing diversity. However, there is considerable room for improvement, particularly at the level of independent scientists and within scientific leadership. We provide a rationale and specific opportunities to develop and sustain a diverse biomedical research workforce through interventions that promote the successful transitions to different stages on the path toward completion of training and entry into the biomedical workforce. © 2016 H. A. Valantine et al. CBE—Life Sciences Education © 2016 The American Society for Cell Biology. This article is distributed by The American Society for Cell Biology under license from the author(s). It is available to the public under an Attribution–Noncommercial–Share Alike 3.0 Unported Creative Commons License (http://creativecommons.org/licenses/by-nc-sa/3.0).

Enumeration and Composition of the Public Health Workforce: Challenges and Strategies

PubMed Central

2012-01-01

The field of public health needs a comprehensive classification data system that provides a better assessment of the size and composition of its workforce. Such a data system is necessary for understanding the capacity, trend projections, and policy development critical to the future workforce. Previous enumeration and composition studies on the public health workforce have been helpful, but the methodology used needs further improvements in standardization, specificity, data storage, and data availability. Resolving this issue should follow a consensus-based course of action that includes public and private stakeholders at the national, state, and local level. This prime issue should be addressed now, particularly in the current environment of comprehensive health care reform. PMID:22390509

The accuracy of general practitioner workforce projections

PubMed Central

2013-01-01

Background Health workforce projections are important instruments to prevent imbalances in the health workforce. For both the tenability and further development of these projections, it is important to evaluate the accuracy of workforce projections. In the Netherlands, health workforce projections have been done since 2000 to support health workforce planning. What is the accuracy of the techniques of these Dutch general practitioner workforce projections? Methods We backtested the workforce projection model by comparing the ex-post projected number of general practitioners with the observed number of general practitioners between 1998 and 2011. Averages of historical data were used for all elements except for inflow in training. As the required training inflow is the key result of the workforce planning model, and has actually determined past adjustments of training inflow, the accuracy of the model was backtested using the observed training inflow and not an average of historical data to avoid the interference of past policy decisions. The accuracy of projections with different lengths of projection horizon and base period (on which the projections are based) was tested. Results The workforce projection model underestimated the number of active Dutch general practitioners in most years. The mean absolute percentage errors range from 1.9% to 14.9%, with the projections being more accurate in more recent years. Furthermore, projections with a shorter projection horizon have a higher accuracy than those with a longer horizon. Unexpectedly, projections with a shorter base period have a higher accuracy than those with a longer base period. Conclusions According to the results of the present study, forecasting the size of the future workforce did not become more difficult between 1998 and 2011, as we originally expected. Furthermore, the projections with a short projection horizon and a short base period are more accurate than projections with a longer projection horizon and base period. We can carefully conclude that health workforce projections can be made with data based on relatively short base periods, although detailed data are still required to monitor and evaluate the health workforce. PMID:23866676

Generational differences of the frontline nursing workforce in relation to job satisfaction: what does the literature reveal?

PubMed

Saber, Deborah A

2013-01-01

The job satisfaction of registered nurses has been found to be associated with retention, organizational commitment, workforce safety, and cost savings to health care organizations. Satisfaction of the workforce is vital because nursing turnover can be detrimental for a labor force that is growing older. However, the summation of the most important variables that are linked to job satisfaction has been difficult to discern in part because the workforce includes 3 main generations (ie, Baby Boomers, Gen Xers, and Millennials) with unique work values that drive their job satisfiers. This article provides a review of existing literature to examine the differences in variables that are linked to job satisfaction that exist between the generational cohorts. Differences in stress sources, need for work-life balance, and compensation are discussed. The knowledge about generationally driven variables that influence job satisfaction can help managers develop strategies to maintain a diverse nursing workforce.

Mental health and addiction workforce development: federal leadership is needed to address the growing crisis.

PubMed

Hoge, Michael A; Stuart, Gail W; Morris, John; Flaherty, Michael T; Paris, Manuel; Goplerud, Eric

2013-11-01

The mental health and addiction workforce has long been plagued by shortages, high turnover, a lack of diversity, and concerns about its effectiveness. This article presents a framework to guide workforce policy and practice, emphasizing the need to train other health care providers as well as individuals in recovery to address behavioral health needs; strengthen recruitment, retention, and training of specialist behavioral health providers; and improve the financial and technical assistance infrastructure to better support and sustain the workforce. The pressing challenge is to scale up existing plans and strategies and to implement them in ways that have a meaningful impact on the size and effectiveness of the workforce. The aging and increasing diversity of the US population, combined with the expanded access to services that will be created by health reform, make it imperative to take immediate action.

Emerging allied dental workforce models: considerations for academic dental institutions.

PubMed

McKinnon, Monette; Luke, Gina; Bresch, Jack; Moss, Myla; Valachovic, Richard W

2007-11-01

The U.S. surgeon general defined the national oral health care crisis in 2001 in Oral Health in America: A Report of the Surgeon General. The report concluded that the public infrastructure for oral health is not sufficient to meet the needs of disadvantaged groups and is disproportionately available depending upon certain racial, ethnic, and socioeconomic factors within the U.S. population. Now, several new workforce models are emerging that attempt to address shortcomings in the oral health care workforce. Access to oral health care is the most critical issue driving these new workforce models. Currently, three midlevel dental workforce models dominate the debate. The purpose of this report is to describe these models and their stage of development to assist the dental education community in preparing for the education of these new providers. The models are 1) the advanced dental hygiene practitioner; 2) the community dental health coordinator; and 3) the dental health aide therapist.

Evaluation of a community transition to professional practice program for graduate registered nurses in Australia.

PubMed

Aggar, Christina; Gordon, Christopher J; Thomas, Tamsin H T; Wadsworth, Linda; Bloomfield, Jacqueline

2018-03-26

Australia has an increasing demand for a sustainable primary health care registered nursing workforce. Targeting graduate registered nurses who typically begin their nursing career in acute-care hospital settings is a potential workforce development strategy. We evaluated a graduate registered nurse Community Transition to Professional Practice Program which was designed specifically to develop and foster skills required for primary health care. The aims of this study were to evaluate graduates' intention to remain in the primary health care nursing workforce, and graduate competency, confidence and experiences of program support; these were compared with graduates undertaking the conventional acute-care transition program. Preceptor ratings of graduate competence were also measured. All of the 25 graduates (n = 12 community, n = 13 acute-care) who completed the questionnaire at 6 and 12 months intended to remain in nursing, and 55% (n = 6) of graduates in the Community Transition Program intended to remain in the primary health care nursing workforce. There were no differences in graduate experiences, including level of competence, or preceptors' perceptions of graduate competence, between acute-care and Community Transition Programs. The Community Transition to Professional Practice program represents a substantial step towards developing the primary health care health workforce by facilitating graduate nurse employment in this area. Copyright © 2018 Elsevier Ltd. All rights reserved.

CAM practitioners in the Australian health workforce: an underutilized resource

PubMed Central

2012-01-01

Background CAM practitioners are a valuable but underutilizes resource in Australian health care. Despite increasing public support for complementary and alternative medicine (CAM) little is known about the CAM workforce. Apart from the registered professions of chiropractic, osteopathy and Chinese medicine, accurate information about the number of CAM practitioners in the workforce has been difficult to obtain. It appears that many non-registered CAM practitioners, although highly qualified, are not working to their full capacity. Discussion Increasing public endorsement of CAM stands in contrast to the negative attitude toward the CAM workforce by some members of the medical and other health professions and by government policy makers. The marginalisation of the CAM workforce is evident in prejudicial attitudes held by some members of the medical and other health professions and its exclusion from government policy making. Inconsistent educational standards has meant that non-registered CAM practitioners, including highly qualified and competent ones, are frequently overlooked. Legitimising their contribution to the health workforce could alleviate workforce shortages and provide opportunities for redesigned job roles and new multidisciplinary teams. Priorities for better utilisation of the CAM workforce include establishing a guaranteed minimum education standard for more CAM occupation groups through national registration, providing interprofessional education that includes CAM practitioners, developing courses to upgrade CAM practitioners' professional skills in areas of indentified need, and increasing support for CAM research. Summary Marginalisation of the CAM workforce has disadvantaged those qualified and competent CAM practitioners who practise evidence-informed medicine on the basis of many years of university training. Legitimising and expanding the important contribution of CAM practitioners could alleviate projected health workforce shortages, particularly for the prevention and management of chronic health conditions and for health promotion. PMID:23116374

CAM practitioners in the Australian health workforce: an underutilized resource.

PubMed

Grace, Sandra

2012-11-02

CAM practitioners are a valuable but underutilizes resource in Australian health care. Despite increasing public support for complementary and alternative medicine (CAM) little is known about the CAM workforce. Apart from the registered professions of chiropractic, osteopathy and Chinese medicine, accurate information about the number of CAM practitioners in the workforce has been difficult to obtain. It appears that many non-registered CAM practitioners, although highly qualified, are not working to their full capacity. Increasing public endorsement of CAM stands in contrast to the negative attitude toward the CAM workforce by some members of the medical and other health professions and by government policy makers. The marginalisation of the CAM workforce is evident in prejudicial attitudes held by some members of the medical and other health professions and its exclusion from government policy making. Inconsistent educational standards has meant that non-registered CAM practitioners, including highly qualified and competent ones, are frequently overlooked. Legitimising their contribution to the health workforce could alleviate workforce shortages and provide opportunities for redesigned job roles and new multidisciplinary teams. Priorities for better utilisation of the CAM workforce include establishing a guaranteed minimum education standard for more CAM occupation groups through national registration, providing interprofessional education that includes CAM practitioners, developing courses to upgrade CAM practitioners' professional skills in areas of indentified need, and increasing support for CAM research. Marginalisation of the CAM workforce has disadvantaged those qualified and competent CAM practitioners who practise evidence-informed medicine on the basis of many years of university training. Legitimising and expanding the important contribution of CAM practitioners could alleviate projected health workforce shortages, particularly for the prevention and management of chronic health conditions and for health promotion.

Optimizing nursing human resource planning in British Columbia.

PubMed

Lavieri, Mariel S; Puterman, Martin L

2009-06-01

This paper describes a linear programming hierarchical planning model that determines the optimal number of nurses to train, promote to management and recruit over a 20 year planning horizon to achieve specified workforce levels. Age dynamics and attrition rates of the nursing workforce are key model components. The model was developed to help policy makers plan a sustainable nursing workforce for British Columbia, Canada. An easy to use interface and considerable flexibility makes it ideal for scenario and "What-If?" analyses.

Retaining a Resilient and Enduring Workforce: Examination of Duty/Position Rotational Assignments for Civilian Acquisition Positions

DTIC Science & Technology

2015-04-12

the Defense Acquisition Workforce becomes increasingly volatile due to reduced resources, an aging workforce, limitations imposed by the BCA, and...development frameworks is visualized in Figures 3 through 6. “[S]enior leaders in the military are expected to yield a ‘ rich array of career...selectively at mid-grade ranks, so that a base of deep understanding is built before these leaders become senior in position and are expected to shape and

Utilizing Workforce Investment Act Programs and TANF To Provide Education and Training Opportunities To Reduce Poverty among Low-Income Women. Testimony [before the] House Education and the Workforce Committee, Subcommittee on 21st Century Competitiveness.

ERIC Educational Resources Information Center

Gault, Barbara

Workforce Investment Act (WIA) and the TANF (Temporary Assistance to Needy Families) programs can be coordinated in a number of ways, some of them especially focused on women. For example, research suggests the following: (1) WIA and TANF can be coordinated to improve low-income women's human capital development; (2) many states and localities…

New Innovations and Best Practices under the Workforce Investment Act: Field Hearing before the Subcommittee on Higher Education, Lifelong Learning, and Competitiveness Committee on Education and Labor, U.S. House of Representatives (March 23, 2009)

ERIC Educational Resources Information Center

US House of Representatives, 2009

2009-01-01

The last reauthorization of the Workforce Investment Act was in 1998. To say that times have changed would be an understatement. The testimony of this hearing's witnesses shows that people have ideas and tested practices that work. They just need the resources and the sustained commitment to have a world-class workforce development system that…

Inequities in the Global Health Workforce: The Greatest Impediment to Health in Sub-Saharan Africa

PubMed Central

Anyangwe, Stella C. E.; Mtonga, Chipayeni

2007-01-01

Health systems played a key role in the dramatic rise in global life expectancy that occurred during the 20th century, and have continued to contribute enormously to the improvement of the health of most of the world’s population. The health workforce is the backbone of each health system, the lubricant that facilitates the smooth implementation of health action for sustainable socio-economic development. It has been proved beyond reasonable doubt that the density of the health workforce is directly correlated with positive health outcomes. In other words, health workers save lives and improve health. About 59 million people make up the health workforce of paid full-time health workers world-wide. However, enormous gaps remain between the potential of health systems and their actual performance, and there are far too many inequities in the distribution of health workers between countries and within countries. The Americas (mainly USA and Canada) are home to 14% of the world’s population, bear only 10% of the world’s disease burden, have 37% of the global health workforce and spend about 50% of the world’s financial resources for health. Conversely, sub-Saharan Africa, with about 11% of the world’s population bears over 24% of the global disease burden, is home to only 3% of the global health workforce, and spends less than 1% of the world’s financial resources on health. In most developing countries, the health workforce is concentrated in the major towns and cities, while rural areas can only boast of about 23% and 38% of the country’s doctors and nurses respectively. The imbalances exist not only in the total numbers and geographical distribution of health workers, but also in the skills mix of available health workers. WHO estimates that 57 countries world wide have a critical shortage of health workers, equivalent to a global deficit of about 2.4 million doctors, nurses and midwives. Thirty six of these countries are in sub-Saharan Africa. They would need to increase their health workforce by about 140% to achieve enough coverage for essential health interventions to make a positive difference in the health and life expectancy of their populations. The extent causes and consequences of the health workforce crisis in Sub-Saharan Africa, and the various factors that influence and are related to it are well known and described. Although there is no “magic bullet” solution to the problem, there are several documented, tested and tried best practices from various countries. The global health workforce crisis can be tackled if there is global responsibility, political will, financial commitment and public-private partnership for country-led and country-specific interventions that seek solutions beyond the health sector. Only when enough health workers can be trained, sustained and retained in sub-Saharan African countries will there be meaningful socio-economic development and the faintest hope of attaining the Millennium Development Goals in the sub-continent. PMID:17617671

NOAA Workforce Management Office

Science.gov Websites

Home Careers at NOAA Search Criteria Click to Search WORKFORCE MANAGEMENT OFFICE NATIONAL OCEANIC Executive Service ST and SL Responsibilities Performance Management Performance Management Resources Portal Management Fellows (PMFs) Program Coordination Office - Leadership Development Program (PCO-LDP) Employee

Identifying the Transportation Preferences of a Highly Skilled Workforce : Final Report.

DOT National Transportation Integrated Search

2017-10-01

Economic development professionals cite access to a highly skilled workforce as being one of, if not the most, important factors that businesses cite when choosing where to locate. This is because the United States, including Texas, is experiencing h...

Continuing-education needs of the currently employed public health education workforce.

PubMed

Allegrante, J P; Moon, R W; Auld, M E; Gebbie, K M

2001-08-01

This study examined the continuing-education needs of the currently employed public health education workforce. A national consensus panel of leading health educators from public health agencies, academic institutions, and professional organizations was convened to examine the forces creating the context for the work of public health educators and the competencies they need to practice effectively. Advocacy; business management and finance; communication; community health planning and development, coalition building, and leadership; computing and technology; cultural competency; evaluation; and strategic planning were identified as areas of critical competence. Continuing education must strengthen a broad range of critical competencies and skills if we are to ensure the further development and effectiveness of the public health education workforce.

Developing the rural health workforce to improve Australian Aboriginal and Torres Strait Islander health outcomes: a systematic review.

PubMed

Gwynne, Kylie; Lincoln, Michelle

2017-05-01

Objective The aim of the present study was to identify evidence-based strategies in the literature for developing and maintaining a skilled and qualified rural and remote health workforce in Australia to better meet the health care needs of Australian Aboriginal and/or Torres Strait Islander (hereafter Aboriginal) people. Methods A systematic search strategy was implemented using the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) statement and checklist. Exclusion and inclusion criteria were applied, and 26 papers were included in the study. These 26 papers were critically evaluated and analysed for common findings about the rural health workforce providing services for Aboriginal people. Results There were four key findings of the study: (1) the experience of Aboriginal people in the health workforce affects their engagement with education, training and employment; (2) particular factors affect the effectiveness and longevity of the non-Aboriginal workforce working in Aboriginal health; (3) attitudes and behaviours of the workforce have a direct effect on service delivery design and models in Aboriginal health; and (4) student placements affect the likelihood of applying for rural and remote health jobs in Aboriginal communities after graduation. Each finding has associated evidence-based strategies including those to promote the engagement and retention of Aboriginal staff; training and support for non-Aboriginal health workers; effective service design; and support strategies for effective student placement. Conclusions Strategies are evidenced in the peer-reviewed literature to improve the rural and remote workforce for health delivery for Australian Aboriginal people and should be considered by policy makers, funders and program managers. What is known about the topic? There is a significant amount of peer-reviewed literature about the recruitment and retention of the rural and remote health workforce. What does this paper add? There is a gap in the literature about strategies to improve recruitment and retention of the rural and remote health workforce for health delivery for Australian Aboriginal people. This paper provides evidence-based strategies in four key areas. What are the implications for practitioners? The findings of the present study are relevant for policy makers, funders and program managers in rural and remote Aboriginal health.

The organization and administration of community college non-credit workforce education and training cuts

NASA Astrophysics Data System (ADS)

Kozachyn, Karen P.

Community colleges are struggling financially due to underfunding. Recent state budget cuts coupled with the elimination of federal stimulus money has exacerbated the issue as these funding streams had contributed to operating costs (Moltz, 2011). In response to these budget cuts, community colleges are challenged to improve, increase, and develop revenue producing programs. These factors heighten the need for community colleges to examine their non-credit workforce organizations. The community college units charged with delivering non-credit workforce education and training programs are historically ancillary to the academic divisions that deliver certificate, technical degree, and transfer degree programs. The perceptions of these units are that they are the community college's 'step child' (Grubb, Bradway, and Bell, 2002). This case study examined the organization and administration of community college non-credit workforce education and training units, utilizing observation, interviews, and document analysis. Observational data focused on the physical campus and the unit. Interviews were conducted onsite with decision-making personnel of the division units that deliver non-credit workforce education and training within each community college. Document analysis included college catalogues, program guides, marketing material, and website information. The study was grounded in the review of literature associated with the evolution of the community college, as well as the development of workforce education and training including funding, organizational structure and models, management philosophies, and effectiveness. The findings of the study report that all five units were self-contained and were organized and operated uniquely within the organization. Effectiveness was measured differently by each institution. However, two common benchmarks were revenue and student evaluations. Another outcome of this study is the perceived lack of college-wide alignment between the non-credit workforce education and training unit and the college community. With more than 54 million working adults enrolling in non-credit education through an institution of higher education (American Association of Community Colleges, 2012) the findings of this study could increase the community college's awareness of the potential in non-credit workforce education and training and thus strengthen confidence to invest more college funds and resources to increase non-credit workforce education and training.

Sultanate of Oman: building a dental workforce.

PubMed

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

2015-06-22

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

Western Australia facing critical losses in its midwifery workforce: a survey of midwives' intentions.

PubMed

Pugh, Judith D; Twigg, Diane E; Martin, Tracy L; Rai, Tapan

2013-05-01

the ongoing attrition of the midwifery workforce frustrates future workforce planning and the provision of maternity services in Western Australia. This project determined factors contributing to the intention of the midwives to move jobs and/or leave the profession. a cross-sectional survey approach was taken for this descriptive research utilising a self-administered questionnaire developed by the Nursing and Midwifery Office, Department of Health, Western Australia. public and private health sectors in Western Australia, April-May 2010. 1,600 midwives employed in the public and private health sectors throughout Western Australia were invited to participate: 712 responded (44.5%), one-fifth of the state's registered midwives. most midwives worked part-time in a clinical role in public hospitals. Almost half intended moving jobs within 5 years and/or leaving midwifery. Excluding midwives of retirement age, the most common reasons for intending to move jobs were family commitments, working conditions and role dissatisfaction. Those intending to leave midwifery cited work-life balance, career change and family commitments. Midwives thought addressing the following issues would improve midwifery retention: flexible work arrangements, remuneration, staffing and caseload, workplace culture, professional development and models of care. retaining the midwifery workforce requires attention to workforce practices particularly flexible work arrangements and workloads; models of care to strengthen midwives' relationships with clients and colleagues; and accessible professional development. a review of workplace practices at unit and institution levels is urgently required in Western Australia so that midwives can achieve work-life balance and practice to the full extent of their professional role. These changes are necessary to forestall premature retirement of skilled and experienced midwives from the profession and workforce churn. Crown Copyright © 2012. Published by Elsevier Ltd. All rights reserved.

The Value of Wind Technology Innovation: Implications for the U.S. Power System, Wind Industry, Electricity Consumers, and Environment

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

Mai, Trieu T; Lantz, Eric J; Mowers, Matthew

Improvements to wind technologies have, in part, led to substantial deployment of U.S. wind power in recent years. The degree to which technology innovation will continue is highly uncertain adding to uncertainties in future wind deployment. We apply electric sector modeling to estimate the potential wind deployment opportunities across a range of technology advancement projections. The suite of projections considered span a wide range of possible cost and technology innovation trajectories, including those from a recent expert elicitation of wind energy experts, a projection based on the broader literature, and one reflecting estimates based on a U.S. DOE research initiative.more » In addition, we explore how these deployment pathways may impact the electricity system, electricity consumers, the environment, and the wind-related workforce. Overall, our analysis finds that wind technology innovation can have consequential implications for future wind power development throughout the United States, impact the broader electricity system, lower electric system and consumer costs, provide potential environmental benefits, and grow the U.S. wind workforce.« less

US Department of Energy's Efforts in Intelligent Processing Equipment

NASA Technical Reports Server (NTRS)

Peavy, Richard D.; Mcfarland, Janet C.

1992-01-01

The Department of Energy (DOE) uses intelligent processing equipment (IPE) technologies to conduct research and development and manufacturing for energy and nuclear weapons programs. This paper highlights several significant IPE efforts underway in DOE. IPE technologies are essential to the accomplishment of DOE's missions, because of the need for small lot production, precision, and accuracy in manufacturing, hazardous waste management, and protection of the environment and the safety and health of the workforce and public. Applications of IPE technologies include environmental remediation and waste handling, advanced manufacturing, and automation of tasks carried out in hazardous areas. DOE laboratories have several key programs that integrate robotics, sensor, and control technologies. These programs embody a considerable technical capability that also may be used to enhance U.S. industrial competitiveness. DOE encourages closer cooperation with U.S. industrial partners based on mutual benefits. This paper briefly describes technology transfer mechanisms available for industrial involvement.

A Prospective Analysis of the Costs, Benefits, and Impacts of U.S. Renewable Portfolio Standards

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

Mai, Trieu; Wiser, Ryan; Barbose, Galen

This report evaluates the future costs, benefits, and other impacts of renewable energy used to meet current state renewable portfolio standards (RPSs). It also examines a future scenario where RPSs are expanded. The analysis examines changes in electric system costs and retail electricity prices, which include all fixed and operating costs, including capital costs for all renewable, non-renewable, and supporting (e.g., transmission and storage) electric sector infrastructure; fossil fuel, uranium, and biomass fuel costs; and plant operations and maintenance expenditures. The analysis evaluates three specific benefits: air pollution, greenhouse gas emissions, and water use. It also analyzes two other impacts,more » renewable energy workforce and economic development, and natural gas price suppression. This analysis finds that the benefits or renewable energy used to meet RPS polices exceed the costs, even when considering the highest cost and lowest benefit outcomes.« less

Workforce characteristics and interventions associated with high-quality care and support to older people with cancer: a systematic review

PubMed Central

Lucas, Grace; Wiseman, Theresa; Griffiths, Peter

2017-01-01

Objectives To provide an overview of the evidence base on the effectiveness of workforce interventions for improving the outcomes for older people with cancer, as well as analysing key features of the workforce associated with those improvements. Design Systematic review. Methods Relevant databases were searched for primary research, published in English, reporting on older people and cancer and the outcomes of interventions to improve workforce knowledge, attitudes or skills; involving a change in workforce composition and/or skill mix; and/or requiring significant workforce reconfiguration or new roles. Studies were also sought on associations between the composition and characteristics of the cancer care workforce and older people's outcomes. A narrative synthesis was conducted and supported by tabulation of key study data. Results Studies (n=24) included 4555 patients aged 60+ from targeted cancer screening to end of life care. Interventions were diverse and two-thirds of the studies were assessed as low quality. Only two studies directly targeted workforce knowledge and skills and only two studies addressed the nature of workforce features related to improved outcomes. Interventions focused on discrete groups of older people with specific needs offering guidance or psychological support were more effective than those broadly targeting survival outcomes. Advanced Practice Nursing roles, voluntary support roles and the involvement of geriatric teams provided some evidence of effectiveness. Conclusions An array of workforce interventions focus on improving outcomes for older people with cancer but these are diverse and thinly spread across the cancer journey. Higher quality and larger scale research that focuses on workforce features is now needed to guide developments in this field, and review findings indicate that interventions targeted at specific subgroups of older people with complex needs, and that involve input from advanced practice nurses, geriatric teams and trained volunteers appear most promising. PMID:28760795

Workforce Development Act of 1995. Report together with Additional and Minority Views To Accompany S.143. 104th Congress, 1st Session.

ERIC Educational Resources Information Center

Congress of the U.S., Washington, DC. Senate Committee on Labor and Human Resources.

This congressional report addresses the Workforce Development Act of 1995 that would consolidate federal employment training programs and create a new process and structure for funding the programs. Contents include the following: a summary of the bill; background and need for the legislation; history of the legislation and votes in committee;…

Raising Job Quality and Skills for American Workers: Creating More-Effective Education and Workforce Development Systems in the States. Discussion Paper 2011-10

ERIC Educational Resources Information Center

Holzer, Harry J.

2011-01-01

To improve the employment rates and earnings of Americans workers, we need to create more-coherent and more-effective education and workforce development systems, focusing primarily (though not exclusively) on disadvantaged youth and adults, and with education and training more clearly targeted towards firms and sectors that provide good-paying…

Relationships Come First: How Four Career Development and Workforce Readiness Programs Prepare Young People for Work and Life

ERIC Educational Resources Information Center

Jones, Elizabeth Pufall; Flanagan, Sean; Zaff, Jonathan F.; McClay, Craig; Hynes, Michelle; Cole, Marissa

2016-01-01

The Center for Promise researchers visited four programs across the country to find out what role relationships play in fostering workforce development and career readiness among "risk-immersed" youth: (1) Café Momentum in Dallas; (2) Per Scholas in the Bronx; (3) Urban Alliance in Washington, D.C.; and (4) Year Up in the Bay Area. The…

The Relationship between Subsidized Free Day Secondary Education and Retention in Secondary Schools in Kenya

ERIC Educational Resources Information Center

James, Asena Muganda; Simiyu, Aggrey Mukasa; Riechi, Andrew

2016-01-01

A workforce that can adapt to the fast changing global dynamics is critical for sustainable growth and development. Secondary level segment in the education cycle of a Kenyan plays a key role in the development of this workforce and is important since it de-links one from elementary (primary) learning, provides a chance for one to complete the…

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

PubMed Central

2014-01-01

The focus of any health service, now and into the future, should be people delivering safe, quality care to people; care that covers not just diagnosis and treatment, but the whole experience that patients and their carers have of the service. Workforce development, the process by which the current and future workforce is planned and trained, must be related to current and future patterns of service delivery and take account of financial reality. It cannot exist in isolation. Despite employing 1.3 million people, upon whom up to 70% of its budget is spent, the NHS has been curiously relaxed about the workforce development of both its staff in training and of those trained staff who, with the impact of demographic change and the increasing speed of technological progress, will need to adapt to new ways of working and learn new skills. Given that the NHS has been repeatedly criticised by the Health Select Committee for its failure to link workforce planning and development with service and financial planning, and that inadequate staffing has been a feature of a number of recent organizational failures, how is this to be achieved? Some NHS organisations have been shown to be poor employers with a culture of bullying and fear and the use of suspensions and financial settlements bound to gagging clauses to remove whistleblowers. Gender and ethnic discrimination is an issue not yet fully resolved. Furthermore with the demographic changes around the increasing needs of an elderly population, the introduction of new technology and the increasing interdependency of health and social care, there is a need for a clear vision as to how the future NHS will be structured and developed. Fewer large specialist centres are likely, combined with local, community oriented integrated services with appropriate specialist support. Decisions need to be taken about this in time to give workforce development processes time to plan the best skill mix combinations and to develop clinicians and managers who can orchestrate NHS activities on a whole system basis rather than in the exclusively specialised silos we see today. PMID:25949715

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

PubMed

Easmon, Charles

2014-01-01

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

Railroad industry modal profile: an outline of the railroad industry workforce trends, challenges, and opportunities - update : final report.

DOT National Transportation Integrated Search

2016-04-01

In 2011, the Federal Railroad Administration (FRA) Office of Research, Development, and Technology (RD&T) published the : first edition of the Railroad Industry Modal Profile: An Outline of the Railroad Industry Workforce Trends, Challenges, and :...

Down in the Valley.

ERIC Educational Resources Information Center

Salter, Linda Graef

1999-01-01

Describes the partnerships formed by West Valley Mission Community College District (California) with its surrounding Silicon Valley business community in an effort to benefit workforce development. Asserts that community colleges are uniquely positioned to provide a lifelong education that will yield a skilled workforce to meet the needs of…

20 CFR 669.110 - What definitions apply to this program?

Code of Federal Regulations, 2010 CFR

2010-04-01

... NATIONAL FARMWORKER JOBS PROGRAM UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Purpose and Definitions... National Farmworker Jobs Program. Housing development assistance within the NFJP, is a type of related... Jobs Program (NFJP) is the nationally administered workforce investment program for farmworkers...

Cutting-edge technology for public health workforce training in comparative effectiveness research.

PubMed

Salinas-Miranda, Abraham A; Nash, Michelle C; Salemi, Jason L; Mbah, Alfred K; Salihu, Hamisu M

2013-06-01

A critical mass of public health practitioners with expertise in analytic techniques and best practices in comparative effectiveness research is needed to fuel informed decisions and improve the quality of health care. The purpose of this case study is to describe the development and formative evaluation of a technology-enhanced comparative effectiveness research learning curriculum and to assess its potential utility to improve core comparative effectiveness research competencies among the public health workforce. Selected public health experts formed a multidisciplinary research collaborative and participated in the development and evaluation of a blended 15-week comprehensive e-comparative effectiveness research training program, which incorporated an array of health informatics technologies. Results indicate that research-based organizations can use a systematic, flexible, and rapid means of instructing their workforce using technology-enhanced authoring tools, learning management systems, survey research software, online communities of practice, and mobile communication for effective and creative comparative effectiveness research training of the public health workforce.

Globalisation, localisation and implications of a transforming nursing workforce in New Zealand: opportunities and challenges.

PubMed

Callister, Paul; Badkar, Juthika; Didham, Robert

2011-09-01

Severe staff and skill shortages within the health systems of developed countries have contributed to increased migration by health professionals. New Zealand stands out among countries in the Organisation for Economic Co-operation and Development in terms of the high level of movements in and out of the country of skilled professionals, including nurses. In New Zealand, much attention has been given to increasing the number of Māori and Pacific nurses as one mechanism for improving Māori and Pacific health. Against a backdrop of the changing characteristics of the New Zealand nursing workforce, this study demonstrates that the globalisation of the nursing workforce is increasing at a faster rate than its localisation (as measured by the growth of the Māori and New Zealand-born Pacific workforces in New Zealand). This challenges the implementation of culturally appropriate nursing programmes based on the matching of nurse and client ethnicities. © 2011 Blackwell Publishing Ltd.

Routinely collected data as a strategic resource for research: priorities for methods and workforce.

PubMed

Jorm, Louisa

2015-09-30

In the era of 'big data', research using routinely collected data offers greater potential than ever before to drive health system effectiveness and efficiency, and population health improvement. In Australia, the policy environment, and emerging frameworks and processes for data governance and access, increasingly support the use of routinely collected data for research. Capitalising on this strategic resource requires investment in both research methods and research workforce. Priorities for methods development include validation studies, techniques for analysing complex longitudinal data, exploration of bias introduced through linkage error, and a robust toolkit to evaluate policies and programs using 'natural experiments'. Priorities for workforce development include broadening the skills base of the existing research workforce, and the formation of new, larger, interdisciplinary research teams to incorporate capabilities in computer science, partnership research, research translation and the 'business' aspects of research. Large-scale, long-term partnership approaches involving government, industry and researchers offer the most promising way to maximise returns on investment in research using routinely collected data.

The future of the cancer prevention workforce: why health literacy, advocacy, and stakeholder collaborations matter.

PubMed

Sulik, Gayle A; Cameron, Carrie; Chamberlain, Robert M

2012-05-01

In considering the role of the cancer prevention workforce in meeting the nation's future health care needs, it is vital to address the considerable gaps in information, communication, training, professional development, roles, and levels of collaboration among diverse disciplines, stakeholders, and constituencies. As part of an October 2009 symposium at The University of Texas MD Anderson Cancer Center entitled "Future Directions in Cancer Prevention and Control: Workforce Implications for Training, Practice, and Policy," the Health Policy and Advocacy Working Group was convened to discuss barriers to closing these gaps. Three major themes emerged from the group's deliberations and are discussed here: (1) the role of critical health literacy and evidence-based collaborations in cancer prevention education, research, and practice; (2) the implications of health advocacy for policy development and clinical and public health practice; and (3) culturally and linguistically appropriate cancer prevention programs and information within advocacy/workforce collaborations. Mechanisms for addressing these gaps are presented.

Learning in the zone: toward workforce development of evidence-based public policy communication.

PubMed

Meyerson, Beth E; Haderxhanaj, Laura T; Comer, Karen; Zimet, Gregory D

2018-06-05

Evidence-based policy communication (EBPC) is an important, emerging focus in public health research. However, we have yet to understand public health workforce ability to develop and/or use it. The study objective was to characterize capacity to develop and use EBPC and identify cooperative learning and development opportunities using the case of Human papillomavirus (HPV). Vygotsky's Zone of Proximal Development (ZPD) informed guided interviews with 27 advocates in Indiana from government, industry, research, state associations and individuals. Participants focused on HPV, cancer, women's health, school health and minority health. Capacity to develop and use EBPC was reported to develop through cooperative learning opportunities on the job or in advocacy focused coalitions. Coalition learning appeared to translate across health topics. Notably, policy experience did not assure understanding or use of EBPC. The ZPD framework can inform workforce EBPC interventions by focusing on actual development, potential development and factors for learning and development in the ZPD. Future studies should further clarify and evaluate emerging indicators in additional public health policy areas with a larger sample.

Health workforce competencies needed for a digital world.

PubMed

Hovenga, Evelyn J S

2013-01-01

The health workforce constitutes a very significant health system building block. As such it needs to have the capacity to influence how health data are captured, processed and used at all levels of decision making. This requires a national strategy that ensures all new health professional graduates are adequately prepared and that the existing workforce is developed to make the best possible use of all available digital technologies. This chapter provides an argument for why and how the health workforce should be contributing to health information governance, followed by an historical overview of various initiatives undertaken, the results achieved and issues identified during these processes. It concludes with an exploration of strategies that may be adopted to bring about change and achieve improvements.

The global nephrology workforce: emerging threats and potential solutions!

PubMed

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

2016-02-01

Amidst the rising tide of chronic kidney disease (CKD) burden, the global nephrology workforce has failed to expand in order to meet the growing healthcare needs of this vulnerable patient population. In truth, this shortage of nephrologists is seen in many parts of the world, including North America, Europe, Australia, New Zealand, Asia and the African continent. Moreover, expert groups on workforce planning as well as national and international professional organizations predict further reductions in the nephrology workforce over the next decade, with potentially serious implications. Although the full impact of this has not been clearly articulated, what is clear is that the delivery of care to patients with CKD may be threatened in many parts of the world unless effective country-specific workforce strategies are put in place and implemented. Multiple factors are responsible for this apparent shortage in the nephrology workforce and the underpinning reasons may vary across health systems and countries. Potential contributors include the increasing burden of CKD, aging workforce, declining interest in nephrology among trainees, lack of exposure to nephrology among students and residents, rising cost of medical education and specialist training, increasing cultural and ethnic disparities between patients and care providers, increasing reliance on foreign medical graduates, inflexible work schedules, erosion of nephrology practice scope by other specialists, inadequate training, reduced focus on scholarship and research funds, increased demand to meet quality of care standards and the development of new care delivery models. It is apparent from this list that the solution is not simple and that a comprehensive evaluation is required. Consequently, there is an urgent need for all countries to develop a policy framework for the provision of kidney disease services within their health systems, a framework that is based on accurate projections of disease burden, a full understanding of the internal care delivery systems and a framework that is underpinned by robust health intelligence on current and expected workforce numbers required to support the delivery of kidney disease care. Given the expected increases in global disease burden and the equally important increase in many established kidney disease risk factors such as diabetes and hypertension, the organization of delivery and sustainability of kidney disease care should be enshrined in governmental policy and legislation. Effective nephrology workforce planning should be comprehensive and detailed, taking into consideration the structure and organization of the health system, existing care delivery models, nephrology workforce practices and the size, quality and success of internal nephrology training programmes. Effective training programmes at the undergraduate and postgraduate levels, adoption of novel recruitment strategies, flexible workforce practices, greater ownership of the traditional nephrology landscape and enhanced opportunities for research should be part of the implementation process. Given that many of the factors that impact on workforce capacity are generic across countries, cooperation at an international level would be desirable to strengthen efforts in workforce planning and ensure sustainable models of healthcare delivery.

The global nephrology workforce: emerging threats and potential solutions!

PubMed Central

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

2016-01-01

Amidst the rising tide of chronic kidney disease (CKD) burden, the global nephrology workforce has failed to expand in order to meet the growing healthcare needs of this vulnerable patient population. In truth, this shortage of nephrologists is seen in many parts of the world, including North America, Europe, Australia, New Zealand, Asia and the African continent. Moreover, expert groups on workforce planning as well as national and international professional organizations predict further reductions in the nephrology workforce over the next decade, with potentially serious implications. Although the full impact of this has not been clearly articulated, what is clear is that the delivery of care to patients with CKD may be threatened in many parts of the world unless effective country-specific workforce strategies are put in place and implemented. Multiple factors are responsible for this apparent shortage in the nephrology workforce and the underpinning reasons may vary across health systems and countries. Potential contributors include the increasing burden of CKD, aging workforce, declining interest in nephrology among trainees, lack of exposure to nephrology among students and residents, rising cost of medical education and specialist training, increasing cultural and ethnic disparities between patients and care providers, increasing reliance on foreign medical graduates, inflexible work schedules, erosion of nephrology practice scope by other specialists, inadequate training, reduced focus on scholarship and research funds, increased demand to meet quality of care standards and the development of new care delivery models. It is apparent from this list that the solution is not simple and that a comprehensive evaluation is required. Consequently, there is an urgent need for all countries to develop a policy framework for the provision of kidney disease services within their health systems, a framework that is based on accurate projections of disease burden, a full understanding of the internal care delivery systems and a framework that is underpinned by robust health intelligence on current and expected workforce numbers required to support the delivery of kidney disease care. Given the expected increases in global disease burden and the equally important increase in many established kidney disease risk factors such as diabetes and hypertension, the organization of delivery and sustainability of kidney disease care should be enshrined in governmental policy and legislation. Effective nephrology workforce planning should be comprehensive and detailed, taking into consideration the structure and organization of the health system, existing care delivery models, nephrology workforce practices and the size, quality and success of internal nephrology training programmes. Effective training programmes at the undergraduate and postgraduate levels, adoption of novel recruitment strategies, flexible workforce practices, greater ownership of the traditional nephrology landscape and enhanced opportunities for research should be part of the implementation process. Given that many of the factors that impact on workforce capacity are generic across countries, cooperation at an international level would be desirable to strengthen efforts in workforce planning and ensure sustainable models of healthcare delivery. PMID:26798456

Title V Workforce Development in the Era of Health Transformation.

PubMed

Margolis, Lewis; Mullenix, Amy; Apostolico, Alexsandra A; Fehrenbach, Lacy M; Cilenti, Dorothy

2017-11-01

Purpose The National Maternal and Child Health Workforce Development Center at UNC Chapel Hill (the Center), funded by the Maternal and Child Health Bureau, provides Title V state/jurisdiction leaders and staff and partners from other sectors with opportunities to develop skills in quality improvement, systems mapping and analysis, change management, and strategies to enhance access to care to leverage and implement health transformation opportunities to improve the health of women and children. Description Since 2013, the Center has utilized a variety of learning platforms to reach state and jurisdiction Title V leaders. In the intensive training program, new skills and knowledge are applied to a state-driven health transformation project and include distance-based learning opportunities, multi-day, in-person training and/or onsite consultation, as well as individualized coaching to develop workforce skills. Assessment The first intensive cohort of eight states reported enhanced skills in the core areas of quality improvement, systems mapping and analysis, change management, and strategies to enhance access to care which guided changes at state system and policy levels. In addition, teams reported new and/or enhanced partnerships with many sectors, thereby leveraging Title V resources to increase its impact. Conclusion The Center's provision of core workforce skills and application to state-defined goals has enabled states to undertake projects and challenges that not only have a positive impact on population health, but also encourage collaborative, productive partnerships that were once found to be challenging-creating a workforce capable of advancing the health and wellbeing of women and children.

Establishing Policy Foundations and Regulatory Systems to Enhance Nursing Practice in the United Arab Emirates.

PubMed

Brownie, Sharon M; Hunter, Lyndal H; Aqtash, Salah; Day, Gary E

2015-01-01

In 2009, the United Arab Emirates (UAE) established a Nursing and Midwifery Council with a mandate to develop standards for the registration and regulation of nursing and midwifery and to strengthen the nursing and midwifery workforce. Priorities included workforce Emiratization and the development of regulatory standards to support advanced and speciality nursing practice and new models of care-particularly for the management of noncommunicable diseases. This article provides background, context for, and best practice inputs to the effort to provide one unified framework of nursing regulation and licensure across the whole of the UAE. This article is intended for nurse leaders, policy makers, and regulators who are reviewing or developing nursing regulatory processes and advancing nursing workforce capacity building activities; and nurse educators and nurses wishing to work in the UAE. © The Author(s) 2015.

Establishing Policy Foundations and Regulatory Systems to Enhance Nursing Practice in the United Arab Emirates

PubMed Central

Hunter, Lyndal H.; Aqtash, Salah; Day, Gary E.

2015-01-01

In 2009, the United Arab Emirates (UAE) established a Nursing and Midwifery Council with a mandate to develop standards for the registration and regulation of nursing and midwifery and to strengthen the nursing and midwifery workforce. Priorities included workforce Emiratization and the development of regulatory standards to support advanced and speciality nursing practice and new models of care—particularly for the management of noncommunicable diseases. This article provides background, context for, and best practice inputs to the effort to provide one unified framework of nursing regulation and licensure across the whole of the UAE. This article is intended for nurse leaders, policy makers, and regulators who are reviewing or developing nursing regulatory processes and advancing nursing workforce capacity building activities; and nurse educators and nurses wishing to work in the UAE. PMID:25944674

Career planning for the non-clinical workforce - an opportunity to develop a sustainable workforce in primary care.

PubMed

Tavabie, Jacqueline A; Simms, Jacqueline M

2017-03-01

Many health and social care systems worldwide have been developing a variety of navigator and signposting roles to help patients negotiate care through increasingly complex systems and multiple provider agencies. This UK project aims to explore, through a combination of job description review and workshops of stakeholders, the common competencies and features of non-clinical roles. The information is collated to develop common job descriptions at four key levels. These form the basis for a career pathway supported by portfolio-based educational programmes, embracing Apprenticeship Training Programmes. The programmes have the potential to support recruitment and retention of an increasingly skilled workforce to move between traditional health and social care provider boundaries. This offers the opportunity to release clinicians from significant administrative workload and support patients in an integrated care system.

Lifelong Learning: Workforce Development and Economic Success.

ERIC Educational Resources Information Center

Lee, Alice

Lifelong learning through a strong, policy-supported information technology (IT) infrastructure is critical to the success of Asia Pacific Economic Cooperation (APEC) member economies. There is a great need to upgrade the quality of skills within the workforce, and there have been unprecedented investments in infrastructure and advanced…

Workforce Diversity. Symposium 14. [Concurrent Symposium Session at AHRD Annual Conference, 2000.

ERIC Educational Resources Information Center

2000

Three presentations are provided from Symposium 14, Workforce Diversity, of the Academy of Human Resource Development (HRD) 2000 Conference Proceedings. "Cross-Organizational vs. Localized Participation: A Case Study on Workplace Diversity Dialogues Implementation" (Martin B. Kormanik, Daniel A. Krieger, Timothy E. Tilghman) compares…

Effective Training Skills. Workforce 2000 Partnership.

ERIC Educational Resources Information Center

Enterprise State Junior Coll., AL.

This curriculum package on effective training skills for hourly textile employees has been developed by the Workforce 2000 Partnership, a network of industries and educational institutions that provides training in communication, computation, and creative thinking to employees and supervisors in textile, apparel, and carpet industries at 15 plants…

Addressing Children's Oral Health in the New Millennium: Trends in the Dental Workforce

PubMed Central

Mertz, Elizabeth; Mouradian, Wendy

2009-01-01

The Surgeon General's Report on Oral Health (SGROH) and the Call to Action to Promote Oral Health outlined the need to increase the diversity, capacity and flexibility of the dental workforce to reduce oral health disparities. This paper provides an update on dental workforce trends since the SGROH in the context of children's oral health needs. Major challenges remain to ensure a workforce that is adequate to address the needs of all children. The dentist to population ratio is declining, while mal-distribution of dentists continues for rural and underserved communities. The diversity of the dental workforce has only improved slightly, while the diversity of the pediatric population has increased substantially. More pediatric dentists have been trained, and dental educational programs are preparing students for practice in underserved areas, but the impact of these efforts on underserved children is uncertain. Other workforce developments with the potential to improve children's oral health include: enhanced training in children's oral health for general dentists; expanded scope of practice for allied dental health professionals; new dental practitioners including the dental health aid therapist; and increased engagement of pediatricians and other medical practitioners in children's oral health. The evidence for increasing caries experience in young children points to the need for continued efforts to bolster the oral health workforce. However, workforce strategies alone will not be sufficient to change this situation. Requisite policy changes, educational efforts and strong partnerships with communities will be needed to effect substantive changes in children's oral health. PMID:19854121

Addressing children's oral health in the new millennium: trends in the dental workforce.

PubMed

Mertz, Elizabeth; Mouradian, Wendy E

2009-01-01

Oral Health in America: A Report of the Surgeon General (SGROH) and National Call to Action to Promote Oral Health outlined the need to increase the diversity, capacity, and flexibility of the dental workforce to reduce oral health disparities. This paper provides an update on dental workforce trends since the SGROH in the context of children's oral health needs. Major challenges remain to ensure a workforce that is adequate to address the needs of all children. The dentist-to-population ratio is declining while shortages of dentists continue in rural and underserved communities. The diversity of the dental workforce has only improved slightly, and the the diversity of the pediatric population has increased substantially. More pediatric dentists have been trained, and dental educational programs are preparing students for practice in underserved areas, but the impact of these efforts on underserved children is uncertain. Other workforce developments with the potential to improve children's oral health include enhanced training in children's oral health for general dentists, expanded scope of practice for allied dental health professionals, new dental practitioners including the dental health aid therapist, and increased engagement of pediatricians and other medical practitioners in children's oral health. The evidence for increasing caries experience in young children points to the need for continued efforts to bolster the oral health workforce. However, workforce strategies alone will not be sufficient to change this situation. Requisite policy changes, educational efforts, and strong partnerships with communities will be needed to effect substantive changes in children's oral health.

Developing the public health workforce: training and recognizing specialists in public health from backgrounds other than medicine: experience in the UK.

PubMed

Gray, Selena F; Evans, David

2018-01-01

There is increasing recognition that improving health and tackling inequalities requires a strong public health workforce capable of delivering key public health functions across systems. The World Health Organization in Europe has identified securing the delivery of the Essential Public Health Operations and strengthening public health capacities within this as a priority.It is acknowledged that current public health capacities and arrangements of public health services vary considerably across the World Health Organization in European Region, and investment in multidisciplinary workforce with new skills is essential if public health services are to be delivered. This paper describes the current situation in the UK where there are nationally funded multidisciplinary programmes for training senior public health specialists. Uniquely, the UK provides public health registration for multidisciplinary as well as medical public health specialists. The transition from a predominantly medical to a multidisciplinary public health specialist workforce over a relatively short timescale is unprecedented globally and was the product of a sustained period of grass roots activism aligned with national policy innovation. the UK experience might provide a model for other countries seeking to develop public health specialist workforce capacity in line with the Essential Public Health Operations.

Educating to improve population health outcomes in chronic disease: an innovative workforce initiative across remote, rural and Indigenous communities in northern Australia.

PubMed

Smith, J Dade; O'Dea, K; McDermott, R; Schmidt, B; Connors, C

2006-01-01

Like Indigenous populations in other countries, an epidemic of chronic disease has swept across Australia's Indigenous communities in the past decade. The Northern Territory and Queensland health departments initiated preventable chronic disease strategies in 1999 and 2001, respectively. Yet finding innovative ways to translate this to the health workforce was challenging. Through support from the Australian Government, three universities, two health departments and two Indigenous organisations worked in partnership to improve workforce capacity in remote and rural communities through innovative education. The methods included: (i) a training needs analysis consisting of 76 semi-structured interviews with key informants, and 35 surveys of remote staff; (ii) a literature and resource review; (iii) the development of a curriculum framework using: the existing competencies and standards across the health disciplines; the identified workforce needs; and what the workforce can impact upon; (iv) a multidisciplinary workshop with 35 educators across northern Australia that resulted in the basis for agreement of the final curriculum content and framework; (v) the development of a chronic disease self-assessment tool that was piloted with remote health staff; (vi) an assisted integration process for key stakeholders. An evaluation framework was also developed, as a separate project, in conjunction with the project partners during this time. This project identified that a paradigm shift is required in the way in which we educate the entire health workforce to deal effectively with the impact of chronic disease across remote, rural and Indigenous populations. In particular a need was found to educate the educators in the chronic care model and in using a population health approach. The training needs analysis identified very little difference between the education and training needs across the rural and remote health disciplines; it was perceived that they managed chronic disease fairly well yet found prevention and early detection to be at the 'hard end'. The main barriers identified were the demands of acute care over chronic disease management, compounded by high workforce turnover in remote areas. The curriculum framework, in particular the domains of remote practice, is being used by several Australian universities, health departments and non-government organisations in adapting their existing or new education programs. The self-assessment tool was based on the curriculum outcomes and was piloted in 2005 and found to be very useful for pre- and post-training purposes and as a discussion starter for all disciplines and groups. A practical curriculum framework now exists to integrate a population health approach for the prevention and early detection of chronic disease when educating the primary healthcare workforce. It is relevant to all health disciplines and is flexible in that it can be adapted, or adopted, depending on the educational needs of the disciplinary group. It is being imbedded into numerous undergraduate, postgraduate, and professional development programs in Australia. It includes: the core learning outcomes expected of any workforce, resources, and a self-assessment tool in chronic disease. These tools are assisting educators in the required paradigm shift required of the workforce to alter the single disease based practice model towards a comprehensive and integrated population based approach required for the workforce in the 21st century.

Ready to Implement? How the Out-of-School Time Workforce Can Support Character Development through Social and Emotional Learning: A Review of the Literature and Future Directions

ERIC Educational Resources Information Center

Moroney, Deborah A.; Devaney, Elizabeth

2017-01-01

This paper reviews the evidence on staff practices and quality programs that foster character development through social and emotional learning. The paper describes the state of the OST workforce, and barriers and opportunities to adding social and emotional learning to their job description. Specifically, the paper provides an overview of the…

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

ERIC Educational Resources Information Center

Robinson, Mark; Martin, Kerry

2008-01-01

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

Interaction of Occupational and Personal Risk Factors in Workforce Health and Safety

PubMed Central

Pandalai, Sudha; Wulsin, Victoria; Chun, HeeKyoung

2012-01-01

Most diseases, injuries, and other health conditions experienced by working people are multifactorial, especially as the workforce ages. Evidence supporting the role of work and personal risk factors in the health of working people is frequently underused in developing interventions. Achieving a longer, healthy working life requires a comprehensive preventive approach. To help develop such an approach, we evaluated the influence of both occupational and personal risk factors on workforce health. We present 32 examples illustrating 4 combinatorial models of occupational hazards and personal risk factors (genetics, age, gender, chronic disease, obesity, smoking, alcohol use, prescription drug use). Models that address occupational and personal risk factors and their interactions can improve our understanding of health hazards and guide research and interventions. PMID:22021293

Welfare Reform. States' Implementation and Effects on the Workforce Development System. Statement of Cynthia M. Fagnoni, Director, Education, Workforce, and Income Security Issues, Health, Education, and Human Services Division. Testimony before the Subcommittee on Postsecondary Education, Training, and Life-Long Learning, Committee on Education and the Workforce, House of Representatives.

ERIC Educational Resources Information Center

General Accounting Office, Washington, DC. Health, Education, and Human Services Div.

Research on effectiveness of welfare-to-work approaches shows programs that combine approaches--job search assistance and education and training--have better employment and earnings outcomes than either approach alone. Consistent with findings and the work focus of the Personal Responsibility and Work Opportunity Reconciliation Act, states have…

The Internet as a research site: establishment of a web-based longitudinal study of the nursing and midwifery workforce in three countries.

PubMed

Huntington, Annette; Gilmour, Jean; Schluter, Philip; Tuckett, Anthony; Bogossian, Fiona; Turner, Catherine

2009-06-01

The aim of this paper is to describe the development of a web-based longitudinal research project, The Nurses and Midwives e-cohort Study. The Internet has only recently been used for health research. However, web-based methodologies are increasingly discussed as significant and inevitable developments in research as Internet access and use rapidly increases worldwide. In 2006, a longitudinal web-based study of nurses and midwives workforce participation patterns, health and wellbeing, and lifestyle choices was established. Participating countries are Australia, New Zealand and the United Kingdom. Data collection is handled through a dedicated website using a range of standardized tools combined into one comprehensive questionnaire. Internet-specific data collection and a range of recruitment and retention strategies have been developed for this study. Internet-based technology can support the maintenance of cohorts across multiple countries and jurisdictions to explore factors influencing workforce participation. However, barriers to widespread adoption of web-based approaches include website development costs, the need for fast broadband connection for large data collection instruments, and varying degrees of Internet and computer literacy in the nursing and midwifery workforce. Many of the issues reported in this paper are transitional in nature at a time of rapid technological development. The development of on-line methods and tools is a major and exciting development in the world of research. Research via the world-wide web can support international collaborations across borders and cultures.

The Career Pathways Landscape: Policy, Partnership, and Association Impact in Higher Education

ERIC Educational Resources Information Center

Schulte, Marthann; Custard, Holly; Cunningham, Mark; Major, Debbie; Murray, Ashley P.; Stone, Alexandria

2017-01-01

"Career pathways" is the collective term for a workforce development strategy to support workers as they transition from education into jobs. Adopted at the federal, state, and local levels, the strategy increases education, training, and learning opportunities for America's current and emerging workforce. As workers mature, career…

The Dual System of Vocational Training in Germany.

ERIC Educational Resources Information Center

Kraemer, Dagmar

1993-01-01

Describes the German system of vocational training that bridges the transition from school to work. Explains that the system has developed a highly qualified workforce and minimized youth unemployment. Contends that a commitment to preparing students for the workforce and close cooperation between the private and public sectors are the primary…

Working It Out: Community Colleges and the Workforce Investment Act

ERIC Educational Resources Information Center

Visher, Mary G.; Fowler, Donna

2006-01-01

Not since the Depression, when the unemployed flocked to community colleges for training, have community colleges been more squarely in the workforce development spotlight than now. Long recognized for providing affordable access to students seeking associate's degrees or transfer to four-year postsecondary institutions, community colleges have…

Social Enterprises and Social Sector Workforces: Workforce Initiatives Discussion Paper #3

ERIC Educational Resources Information Center

Academy for Educational Development, 2011

2011-01-01

Increasing evidence shows that investing in social sector supply, service, and value chains has exponentially stronger development impact than investments in other sectors. There are often severely lacking social services such as child care, elder care, health care delivery, prescription drug distribution, home schooling, and private sector…

An Analysis of Graduates from a Non-Traditional Model of Dental Hygiene Education

ERIC Educational Resources Information Center

Benitez, Hubert

2013-01-01

Prior studies document the need to increase the racial and ethnic diversity of the health care workforce. Different approaches to increase the diversity of the healthcare workforce include implementing bridge, transitional and academic enrichment programs; diversifying college admissions criteria; and developing models of education that enhance…

Some Implications of a Diversifying Workforce for Governance and Management

ERIC Educational Resources Information Center

Whitchurch, Celia; Gordon, George

2011-01-01

This paper suggests that as university missions have adapted to accommodate major developments associated with, for instance, mass higher education and internationalisation agendas, university workforces have diversified. They now, for instance, incorporate practitioners in areas such as health and social care, and professional staff who support…

Utilizing Local Partnerships to Enhance Workforce Development

ERIC Educational Resources Information Center

Whikehart, John

2009-01-01

The Indiana Center for the Life Sciences, an award-winning partnership between education, government, and the private sector, houses state-of-the-art science labs, classrooms, and industry training space for community college students and local employers. This innovative partnership prepares both the current and future workforce for careers in the…

Developing a National STEM Workforce Strategy: A Workshop Summary

ERIC Educational Resources Information Center

Alper, Joe

2016-01-01

The future competitiveness of the United States in an increasingly interconnected global economy depends on the nation fostering a workforce with strong capabilities and skills in science, technology, engineering, and mathematics (STEM). STEM knowledge and skills enable both individual opportunity and national competitiveness, and the nation needs…

The Critical Link: Community Colleges and the Workforce.

ERIC Educational Resources Information Center

Falcone, Lisa, Ed.

In 1993, the American Association of Community Colleges (AACC) sponsored five activities designed to build the capacity of community colleges to respond to workforce development needs of employers and employees through contract training services. Three of these activities targeted community college-based business/industry liaisons, who provide a…

Human Resource Development for Modernizing the Agricultural Workforce

ERIC Educational Resources Information Center

Rivera, William M.; Alex, Gary E.

2008-01-01

Greater commercialization of agricultural systems and increasing trade liberalization dictate the need for better capacity on the part of the agriculture workforce in the 21st century. Global changes in the roles of the public and private sectors and the dramatic advancements in technology have also strongly affected agricultural workforce…

The Machinery of Management: Leadership (MM2). Workforce 2000 Partnership.

ERIC Educational Resources Information Center

Enterprise State Junior Coll., AL.

This curriculum package on leadership--the machinery of management for supervisors, auditors, and training instructors has been developed by the Workforce 2000 Partnership, a network of industries and educational institutions that provides training in communication, computation, and creative thinking to employees and supervisors in textile,…

Developing Cultural Intelligence and Empathy through Diversified Mentoring Relationships

ERIC Educational Resources Information Center

Young, Cheri A.; Haffejee, Badiah; Corsun, David L.

2018-01-01

Given increasing globalization and the foreign-born workforce characterizing many organizations around the world, managers are increasingly called on to effectively manage a culturally diverse workforce. One way to increase the cultural intelligence and empathy of managers was proposed by Ragins, who indicated that mentors in diversified mentoring…

Building Public Health Capacity through Online Global Learning

ERIC Educational Resources Information Center

Madhok, Rajan; Frank, Erica; Heller, Richard Frederick

2018-01-01

Rising disease burden and health inequalities remain global concerns, highlighting the need for health systems strengthening with a sufficient and appropriately trained workforce. The current models for developing such a workforce are inadequate and newer approaches are needed. In this paper we describe a model for public health capacity building…

Georgia's Workforce Development Pipeline: One District's Journey

ERIC Educational Resources Information Center

Williams, Melissa H.; Hufstetler, Tammy L.

2011-01-01

Launched in 2006, the Georgia Work Ready initiative seeks to improve the job training and marketability of Georgia's workforce and drive the state's economic growth. Georgia Work Ready is a partnership between the state and the Georgia Chamber of Commerce. Comprised of three components, Georgia's initiative focuses on job profiling, skills…

Nursing and Allied Health Shortages: TBR Responds.

ERIC Educational Resources Information Center

Berryman, Treva

Staff members of the Tennessee Board of Regents (TBR) and the Tennessee Higher Education Commission worked jointly to establish a task force to investigate and develop recommendations for addressing the workforce shortages in nursing and allied health in Tennessee. The investigation established that Tennessee already has a workforce shortage of…