25 CFR 26.15 - What makes an applicant eligible for Job Placement and Training services?

Code of Federal Regulations, 2010 CFR

2010-04-01

... SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.15 What makes an applicant eligible for Job Placement and Training services? You are eligible for services if: (a) You meet the definition... show a need for job training or placement services in order to become gainfully and meaningfully...

Get a job

NASA Astrophysics Data System (ADS)

Carlowicz, Michael

At AGU's 1996 Fall Meeting, a record number of jobs were advertised through the AGU Job Center. Approximately 150 employers advertised 164 jobs at the meeting in San Francisco, while 302 applicants used the center's services and about 50 sat for on-site interviews. At the 1995 Fall Meeting, the Job Center attracted 87 employers and 230 applicants.

Responding to Illegal Inquiries on Job Application Blanks: The Effects of Information Management Strategy, Gender, and Position Type on Applicant Ratings.

ERIC Educational Resources Information Center

Bredeson, P. V.

1992-01-01

Effects of an applicant's information management strategy while responding to a job application item requesting illegal candidate information and moderating effects of applicant sex and position were studied for 12 hypothetical school job applicants with 108 graduate student raters. The interactions of strategy, sex, and position have important…

Determining Positions and Desired Applicant Characteristics in Sports Job Ads

ERIC Educational Resources Information Center

Atali, Levent

2015-01-01

The purpose of this study is to determine the diversity of positions occurring in sports job ads and reveal the characteristics requested from applicants for each position. This study examined 103 sports-related job ads obtained from four human resources websites. Using content analysis, job ads were examined in terms of job titles, and the…

78 FR 39015 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Work...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-06-28

... for OMB Review; Comment Request; Work Application and Job Order Recordkeeping ACTION: Notice. SUMMARY... information collection request (ICR) titled, ``Work Application and Job Order Recordkeeping,'' to the Office...) for States to maintain work applications and job orders for one year. A work application is used in an...

76 FR 17963 - Renewal of Agency Information Collection for Application for Job Placement and Training Services...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-03-31

... training program, which provides vocational/technical training, related counseling, guidance, job placement... the job placement and training program, which provides vocational/technical training, related... Application for Job Placement and Training Services; Request for Comments AGENCY: Bureau of Indian Affairs...

75 FR 23807 - Submission for OMB Review: Comment Request

Federal Register 2010, 2011, 2012, 2013, 2014

2010-05-04

... one-year retention of information on work applications and job orders. For additional information, see... collection. Title of Collection: Work Application/Job Order Recordkeeping. OMB Control Number: 1205-0001..., work experience, and desired pay. They also include services provided to applicants, such as job...

75 FR 43116 - Affirmative Action and Nondiscrimination Obligations of Contractors and Subcontractors...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-07-23

... practices; (2) Provide reasonable accommodations to qualified job applicants and employees with disabilities; (3) After a job offer is extended but before employment begins, invite job applicants to voluntarily..., among other things, to compare the percentage of women and minorities in each job group at an...

Jobs: Finding and Keeping = Empleos: Buscandolos y Manteniendolos

ERIC Educational Resources Information Center

Private Industry Council of Lehigh Valley, Inc., Allentown, PA.

This document consists of the English and Spanish versions of a booklet to aid individuals in finding and keeping jobs for which they are best suited. Topics covered include analyzing personal requirements (abilities, interests), where to look for jobs, letters of application, resumes, application forms, employment interviews, and job keeping…

20 CFR 655.18 - Job order assurances and contents.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false Job order assurances and contents. 655.18... States (H-2B Workers) Application for Temporary Employment Certification Filing Procedures § 655.18 Job order assurances and contents. (a) General. Each job order placed in connection with an Application for...

20 CFR 655.18 - Job order assurances and contents.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 3 2014-04-01 2014-04-01 false Job order assurances and contents. 655.18... States (H-2B Workers) Application for Temporary Employment Certification Filing Procedures § 655.18 Job order assurances and contents. (a) General. Each job order placed in connection with an Application for...

20 CFR 655.18 - Job order assurances and contents.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 3 2013-04-01 2013-04-01 false Job order assurances and contents. 655.18... States (H-2B Workers) Application for Temporary Employment Certification Filing Procedures § 655.18 Job order assurances and contents. (a) General. Each job order placed in connection with an Application for...

The Applicability of Undergraduate Education in Jobs.

ERIC Educational Resources Information Center

Riley, Stephen T.

1982-01-01

A study to determine the applicability of undergraduate education in jobs and to evaluate some of the benefits accruing to a college educated person in the labor force is discussed. The relationship between the usefulness of college training in jobs and levels of job satisfaction and income is examined. (Author/MLW)

A genetic algorithm-based job scheduling model for big data analytics.

PubMed

Lu, Qinghua; Li, Shanshan; Zhang, Weishan; Zhang, Lei

Big data analytics (BDA) applications are a new category of software applications that process large amounts of data using scalable parallel processing infrastructure to obtain hidden value. Hadoop is the most mature open-source big data analytics framework, which implements the MapReduce programming model to process big data with MapReduce jobs. Big data analytics jobs are often continuous and not mutually separated. The existing work mainly focuses on executing jobs in sequence, which are often inefficient and consume high energy. In this paper, we propose a genetic algorithm-based job scheduling model for big data analytics applications to improve the efficiency of big data analytics. To implement the job scheduling model, we leverage an estimation module to predict the performance of clusters when executing analytics jobs. We have evaluated the proposed job scheduling model in terms of feasibility and accuracy.

Effects of Handicap and Job Characteristics on Selection Evaluations.

ERIC Educational Resources Information Center

Rose, Gerald L.; Brief, Arthur P.

1979-01-01

Business administration students evaluated a hypothetical job applicant who was either an amputee, an epileptic, or "normal." The hypothetical job openings varied as to levels of supervisory responsibility and public contact. With some noted exceptions, the handicapped applicants were evaluated no differently than the normal applicants.…

20 CFR 653.105 - Job applications at day-haul facilities.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false Job applications at day-haul facilities. 653.105 Section 653.105 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR... Job applications at day-haul facilities. If the State agency is operating a day-haul facility under...

20 CFR 653.105 - Job applications at day-haul facilities.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false Job applications at day-haul facilities. 653.105 Section 653.105 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR... Job applications at day-haul facilities. If the State agency is operating a day-haul facility under...

20 CFR 653.105 - Job applications at day-haul facilities.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 3 2014-04-01 2014-04-01 false Job applications at day-haul facilities. 653.105 Section 653.105 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR... Job applications at day-haul facilities. If the State agency is operating a day-haul facility under...

20 CFR 653.105 - Job applications at day-haul facilities.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 3 2013-04-01 2013-04-01 false Job applications at day-haul facilities. 653.105 Section 653.105 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR... Job applications at day-haul facilities. If the State agency is operating a day-haul facility under...

29 CFR 548.404 - Kinds of jobs or employees.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 3 2011-07-01 2011-07-01 false Kinds of jobs or employees. 548.404 Section 548.404 Labor... Application § 548.404 Kinds of jobs or employees. The application should describe or otherwise identify the... name but may be described in terms of job classification, department, location or other appropriate...

25 CFR 26.32 - What constitutes a complete Job Training Program application?

Code of Federal Regulations, 2011 CFR

2011-04-01

... 25 Indians 1 2011-04-01 2011-04-01 false What constitutes a complete Job Training Program application? 26.32 Section 26.32 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.32 What constitutes a complete Job Training...

25 CFR 26.32 - What constitutes a complete Job Training Program application?

Code of Federal Regulations, 2013 CFR

2013-04-01

... 25 Indians 1 2013-04-01 2013-04-01 false What constitutes a complete Job Training Program application? 26.32 Section 26.32 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.32 What constitutes a complete Job Training...

29 CFR 548.404 - Kinds of jobs or employees.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Kinds of jobs or employees. 548.404 Section 548.404 Labor... Application § 548.404 Kinds of jobs or employees. The application should describe or otherwise identify the... name but may be described in terms of job classification, department, location or other appropriate...

25 CFR 26.32 - What constitutes a complete Job Training Program application?

Code of Federal Regulations, 2014 CFR

2014-04-01

... 25 Indians 1 2014-04-01 2014-04-01 false What constitutes a complete Job Training Program application? 26.32 Section 26.32 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.32 What constitutes a complete Job Training...

29 CFR 548.404 - Kinds of jobs or employees.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 3 2013-07-01 2013-07-01 false Kinds of jobs or employees. 548.404 Section 548.404 Labor... Application § 548.404 Kinds of jobs or employees. The application should describe or otherwise identify the... name but may be described in terms of job classification, department, location or other appropriate...

29 CFR 548.404 - Kinds of jobs or employees.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 3 2014-07-01 2014-07-01 false Kinds of jobs or employees. 548.404 Section 548.404 Labor... Application § 548.404 Kinds of jobs or employees. The application should describe or otherwise identify the... name but may be described in terms of job classification, department, location or other appropriate...

29 CFR 548.404 - Kinds of jobs or employees.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 29 Labor 3 2012-07-01 2012-07-01 false Kinds of jobs or employees. 548.404 Section 548.404 Labor... Application § 548.404 Kinds of jobs or employees. The application should describe or otherwise identify the... name but may be described in terms of job classification, department, location or other appropriate...

25 CFR 26.32 - What constitutes a complete Job Training Program application?

Code of Federal Regulations, 2012 CFR

2012-04-01

... 25 Indians 1 2012-04-01 2011-04-01 true What constitutes a complete Job Training Program application? 26.32 Section 26.32 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.32 What constitutes a complete Job Training...

Job Enrichment: Possible Criteria for Application in Air Force Organizations.

ERIC Educational Resources Information Center

Clarke, Richard L.; Pesenti, Peter T.

The basic problem addressed by this thesis was the identification of specific criteria for determining the applicability of a job enrichment program in a specific career area. Identifying criteria involved the intrinsic and extrinsic aspects of a job, which act as determiners of job satisfaction or dissatisfaction. Survey data were obtained using…

The Role of Social Networks in the Teacher Job Search Process

ERIC Educational Resources Information Center

Cannata, Marisa

2011-01-01

This article highlights the role of social networks in the elementary teacher job search. Using interviews with 27 teacher applicants, it explores how prospective elementary teachers used their social networks to identify job opportunities, obtain jobs, and gather information about schools. The findings suggest that teacher applicants assumed that…

20 CFR 626.3 - Purpose, scope, and applicability of the Job Training Partnership Act regulations.

Code of Federal Regulations, 2010 CFR

2010-04-01

... ADMINISTRATION, DEPARTMENT OF LABOR INTRODUCTION TO THE REGULATIONS UNDER THE JOB TRAINING PARTNERSHIP ACT § 626.3 Purpose, scope, and applicability of the Job Training Partnership Act regulations. (a) Parts 626..., part C of the Job Training Partnership Act) establish the Federal programmatic and administrative...

Attribution of Responsibility and Hiring Recommendations for Job Applicants with Low Back Pain.

ERIC Educational Resources Information Center

Bordieri, James E.; And Others

1988-01-01

Supervisors and managers (N=108) reviewed cover letter and resume of job applicant with low back pain (source of which was systematically manipulated) and job description for simulated position. Found that, regardless of qualifications and source of injury, participants made more negative hiring recommendations for applicants with pain than for…

Sex Discrimination in Simulated Employment Contexts: A Meta-analytic Investigation.

ERIC Educational Resources Information Center

Davison, Heather K.; Burke, Michael J.

2000-01-01

The hypothesis that applicant and rater sex, job sex-type, and job-relevant information would affect discrimination against applicants was tested in simulations. Both sexes received lower ratings when applying for opposite-sex-typed jobs. Both male and female raters rated male applicants higher. Differences between male and female ratings…

Job Analysis for Human Resource Management: A Review of Selected Research and Development. Manpower Research Monograph No. 36.

ERIC Educational Resources Information Center

Wilson, Michael

The report summarizes the various job analysis techniques that have been developed, discusses their applications to selected human resource management activities, and suggests priorities for further research and developmental work. The introduction defines job analysis and discusses the applications of job analysis data, and the structure of the…

78 FR 8584 - Comment Request for Information Collection for Work Application/Job Order Recordkeeping...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-02-06

... Collection for Work Application/ Job Order Recordkeeping, Extension Without Revisions AGENCY: Employment and... extension without changes of the data retention required by 20 CFR 652.8(d)(5) of the Wagner-Peyser Act, which requires each state to retain applications and job orders for a minimum of one year. The current...

75 FR 450 - Comment Request for Information Collection for Work Application/Job Order Recordkeeping (OMB 1205...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-01-05

... Collection for Work Application/ Job Order Recordkeeping (OMB 1205-0001), Extension Without Revisions AGENCY... collection of data concerning the extension without changes of the data retention required by 20 CFR 652.8(d)(5) of the Wagner-Peyser Act, which requires each state to retain applications and job orders for a...

Recruitment Effects: The Influence of Sex, Job Content, and Information Order on Reactions of Applicants.

ERIC Educational Resources Information Center

Winter, Paul A.

This study was designed to expand extant knowledge about factors that impact the job application decisions of experienced teachers. A total of 136 experienced teachers, enrolled in graduate education courses at a large Midwestern university, role played the part of job applicants for an elementary teacher position. Participants rated four versions…

25 CFR 26.10 - When will I find out if I have been selected for Job Placement and Training assistance?

Code of Federal Regulations, 2010 CFR

2010-04-01

... INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.10 When will I find out if I have been selected for Job Placement and Training assistance? (a) Your servicing office will notify you in writing within 30 calendar days once it receives a completed job training application...

25 CFR 26.3 - What is the purpose of the Job Placement and Training Program?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false What is the purpose of the Job Placement and Training... PLACEMENT AND TRAINING PROGRAM General Applicability § 26.3 What is the purpose of the Job Placement and Training Program? The purpose of the Job Placement and Training Program is to assist eligible applicants to...

Improving Person-Job Congruence during the Classification Process: Item Development and Initial Testing of a Pictorial Interest Instrument

DTIC Science & Technology

2006-09-01

classification by making it applicant- centric while improving job satisfaction and performance , reducing attrition, and increasing continuation...produce greater job satisfaction , increase performance , and lengthen tenure. The difficulty the Navy faces is that enlisted applicants have limited work...P-J) fit. Empirically, job performance , employee satisfaction , and retention are contingent upon appropriately matching personnel with their desired

Starting Out...A Job-Finding Handbook for Teen Parents.

ERIC Educational Resources Information Center

Harden, Neva N.

This practical guide is designed to provide teen parents with skills that will prepare them for the working world. The first section on job skills focuses on the steps in the job-finding and keeping process. It covers job interests, job search, social security, writing a resume, resources, job-finding tools, job interviews, application forms, W-4…

What Do Employers Want from Today's Job Applicants?

ERIC Educational Resources Information Center

Heinemann, Kenneth G.

1996-01-01

Discussion of what employers look for in job applicants focuses on the fields of electronics and computer technology. Highlights include people skills, including teamwork and communication; good grades and attitudes; where jobs may be advertised; curriculum; and examples from career colleges such as Heald College. (LRW)

Economic and Societal Factors Instructional Guide. Student Materials.

ERIC Educational Resources Information Center

Hendrix, Mary W.

These student materials are designed to accompany the Economic and Societal Factors Instructional Guide. Page numbers are consistent with the numbering in that guide. The guide's nine units deal with the following topics: (1) job acquisition (sources of employment, job application, completing the application form, resume, job interview, follow-up…

78 FR 67198 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Job Corps...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-11-08

... for OMB Review; Comment Request; Job Corps Application Data ACTION: Notice. SUMMARY: The Department of Labor (DOL) is submitting the Employment and Training Administration (ETA) sponsored information collection request (ICR) titled, ``Job Corps Application Data,'' to the Office of Management and Budget (OMB...

76 FR 44051 - Submission for Review: Revision of an Existing Information Collection, USAJOBS

Federal Register 2010, 2011, 2012, 2013, 2014

2011-07-22

.... SUPPLEMENTARY INFORMATION: USAJOBS is the official Federal Government source for Federal jobs and employment... applicant's qualifications for Federal jobs under the authority of sections 1104, 1302, 3301, [[Page 44052... facilitate a more seamless employment application process for both Federal agencies and job seekers...

76 FR 52362 - Submission for Review: Revision of an Existing Information Collection, USAJOBS

Federal Register 2010, 2011, 2012, 2013, 2014

2011-08-22

... Federal jobs and employment information. The Applicant Profile and Resume Builder are two components of... Federal Government to assess an applicant's qualifications for Federal jobs under the authority of... and job seekers, consistent with the goals of Federal hiring reform. (B) Revise the collection of...

76 FR 36581 - Submission for Review: Revision of an Existing Information Collection, USAJOBS

Federal Register 2010, 2011, 2012, 2013, 2014

2011-06-22

... jobs and employment information. The Applicant Profile and Resume Builder are two components of the... Government to assess an applicant's qualifications for Federal jobs under the authority of sections 1104... for both Federal agencies and job seekers, consistent with the goals of Federal hiring reform. (B...

The Influence of Sexual Orientation on the Perceived Fit of Male Applicants for Both Male- and Female-Typed Jobs.

PubMed

Clarke, Heather M; Arnold, Kara A

2018-01-01

Research demonstrates the bias faced by individuals engaged in occupations that are perceived as inconsistent with their gender. The lack of fit model and role congruity theory explain how gender stereotypes give rise to the perception that an individual lacks the attributes necessary to be successful in a gender-incongruent job. Men employed in jobs traditionally held by women are perceived as wimpy and undeserving of respect. The majority of studies in this area have, however, failed to account for the sexual orientation of the individual being rated. Therefore, we carried out an experiment where 128 adults with experience in recruitment and selection, recruited through Qualtrics, rated heterosexual and gay male applicants applying for a gender-typed job. The heterosexual male was rated less effectual, less respect-worthy, and less hirable in the female-typed job condition than in the male-typed job condition. The gay male applicant, however, was rated similarly on all criteria across job gender-types, suggesting the gay male applicant was viewed as androgynous rather than high in femininity and low in masculinity as inferred by implicit inversion theory. The implications of these findings are discussed.

The Influence of Sexual Orientation on the Perceived Fit of Male Applicants for Both Male- and Female-Typed Jobs

PubMed Central

Clarke, Heather M.; Arnold, Kara A.

2018-01-01

Research demonstrates the bias faced by individuals engaged in occupations that are perceived as inconsistent with their gender. The lack of fit model and role congruity theory explain how gender stereotypes give rise to the perception that an individual lacks the attributes necessary to be successful in a gender-incongruent job. Men employed in jobs traditionally held by women are perceived as wimpy and undeserving of respect. The majority of studies in this area have, however, failed to account for the sexual orientation of the individual being rated. Therefore, we carried out an experiment where 128 adults with experience in recruitment and selection, recruited through Qualtrics, rated heterosexual and gay male applicants applying for a gender-typed job. The heterosexual male was rated less effectual, less respect-worthy, and less hirable in the female-typed job condition than in the male-typed job condition. The gay male applicant, however, was rated similarly on all criteria across job gender-types, suggesting the gay male applicant was viewed as androgynous rather than high in femininity and low in masculinity as inferred by implicit inversion theory. The implications of these findings are discussed. PMID:29774007

Applicant Evaluations of Formal Position Advertisements: The Influence of Sex, Job Message Content, and Information Order.

ERIC Educational Resources Information Center

Winter, Paul A.

1996-01-01

Applicant evaluations of job messages conveyed through formal position advertisements were studied with 136 role-playing teachers. Findings indicate that administrators can maximize advertisement attractiveness to women by using intrinsic job attributes and placing them first, and maximize attractiveness to men by using extrinsic attributes and…

76 FR 10400 - Notice of Funding Opportunity and Solicitation for Grant Application (SGA) for Green Jobs...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-02-24

... DEPARTMENT OF LABOR Employment and Training Administration Notice of Funding Opportunity and Solicitation for Grant Application (SGA) for Green Jobs Innovation Fund AGENCY: Employment and Training... training that lead to green job opportunities in at least six communities per grant with this SGA. With...

Writing Parallel Parameter Sweep Applications with pMatlab

DTIC Science & Technology

2011-01-01

formulate this type of problem in a leader-worker paradigm. The SETI @Home project is a well- known leader-worker parallel application [1]. The SETI ...their results back to the SETI @Home servers when they are done computing the job. Because each job is independent, it does not matter if the 415th job

The cultural effects of job mobility and the belief in a fixed world: evidence from performance forecast.

PubMed

Chen, Jing; Chiu, Chi-yue; Chan, S Fiona

2009-11-01

Results from 5 studies illustrate how perception of and experiences with low job mobility can shape culture-characteristic pattern of judgments and behaviors. Although both Americans and some Asian groups (e.g., Chinese, Asian Americans) consider having successful practitioners' personality traits (role personalities) to be important to job performance, the Asian groups place heavier emphasis on possessing role personalities when making performance forecast than do Americans (Studies 1-3). Moreover, even among Americans, a brief subjective experience with low job mobility can increase the perceived importance of possessing role personalities in performance forecast (Study 4), and a brief direct experience with low job mobility can increase job applicants' tendency to claim possession of role personality traits in job applications (Study 5). Furthermore, the belief in a fixed world mediates the relationship between perception of low job mobility and perceived importance of possessing role personalities in performance forecast (Study 2).

25 CFR 26.11 - What type of Job Placement and Training assistance may be approved?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false What type of Job Placement and Training assistance may be... JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.11 What type of Job Placement and... supplemental assistance that supports job placement or training activities (see subpart B of this part for Job...

A quantitative model of application slow-down in multi-resource shared systems

DOE PAGES

Lim, Seung-Hwan; Kim, Youngjae

2016-12-26

Scheduling multiple jobs onto a platform enhances system utilization by sharing resources. The benefits from higher resource utilization include reduced cost to construct, operate, and maintain a system, which often include energy consumption. Maximizing these benefits comes at a price-resource contention among jobs increases job completion time. In this study, we analyze slow-downs of jobs due to contention for multiple resources in a system; referred to as dilation factor. We observe that multiple-resource contention creates non-linear dilation factors of jobs. From this observation, we establish a general quantitative model for dilation factors of jobs in multi-resource systems. A job ismore » characterized by a vector-valued loading statistics and dilation factors of a job set are given by a quadratic function of their loading vectors. We demonstrate how to systematically characterize a job, maintain the data structure to calculate the dilation factor (loading matrix), and calculate the dilation factor of each job. We validate the accuracy of the model with multiple processes running on a native Linux server, virtualized servers, and with multiple MapReduce workloads co-scheduled in a cluster. Evaluation with measured data shows that the D-factor model has an error margin of less than 16%. We extended the D-factor model to capture the slow-down of applications when multiple identical resources exist such as multi-core environments and multi-disks environments. Finally, validation results of the extended D-factor model with HPC checkpoint applications on the parallel file systems show that D-factor accurately captures the slow down of concurrent applications in such environments.« less

A quantitative model of application slow-down in multi-resource shared systems

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

Lim, Seung-Hwan; Kim, Youngjae

Scheduling multiple jobs onto a platform enhances system utilization by sharing resources. The benefits from higher resource utilization include reduced cost to construct, operate, and maintain a system, which often include energy consumption. Maximizing these benefits comes at a price-resource contention among jobs increases job completion time. In this study, we analyze slow-downs of jobs due to contention for multiple resources in a system; referred to as dilation factor. We observe that multiple-resource contention creates non-linear dilation factors of jobs. From this observation, we establish a general quantitative model for dilation factors of jobs in multi-resource systems. A job ismore » characterized by a vector-valued loading statistics and dilation factors of a job set are given by a quadratic function of their loading vectors. We demonstrate how to systematically characterize a job, maintain the data structure to calculate the dilation factor (loading matrix), and calculate the dilation factor of each job. We validate the accuracy of the model with multiple processes running on a native Linux server, virtualized servers, and with multiple MapReduce workloads co-scheduled in a cluster. Evaluation with measured data shows that the D-factor model has an error margin of less than 16%. We extended the D-factor model to capture the slow-down of applications when multiple identical resources exist such as multi-core environments and multi-disks environments. Finally, validation results of the extended D-factor model with HPC checkpoint applications on the parallel file systems show that D-factor accurately captures the slow down of concurrent applications in such environments.« less

20 CFR 670.480 - At what point is an applicant considered to be enrolled in Job Corps?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false At what point is an applicant considered to be enrolled in Job Corps? 670.480 Section 670.480 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Recruitment...

The Communication of Opportunities and Barriers to Prospective Applicants: An Analysis of Interscholastic Athletic Administrative Job Announcements

ERIC Educational Resources Information Center

Miller, John J.; Whisenant, Warren A.; Pedersen, Paul M.

2007-01-01

Job announcements often work to either encourage or discourage prospective applicants. The purpose of this investigation was to determine if gender bias existed within the job announcements for interscholastic athletic administrators. The study's results revealed that over a two-year period there were 301 advertisements for positions in the state…

Utility of a Job-Person Match for Personnel Selection.

ERIC Educational Resources Information Center

Camara, Wayne J.

A backlog of applicants for civil service positions and a work overload on selection and classification specialists at one civil service office prompted a study of the usefulness of a job-person match for personnel selection. An instrument measuring applicants' match to a large number of professional and technical jobs within a state civil service…

The Applicability of the ISD 4-Factor Model of Job Analysis in Identifying Task Training Priority in Nine Technical Military Occupational Specialties.

ERIC Educational Resources Information Center

Siebold, Guy L.

Research was conducted to assess the applicability of the Instructional Systems Development (ISD) job analysis procedures to nine technical aviation maintenance military occupational specialties (MOS). Job analysis questionnaires were developed for each of the nine aviation maintenance MOS's. Research teams administered the questionnaires to…

Using the PSI to Screen Job Applicants with a Criminal History.

ERIC Educational Resources Information Center

Terris, William; Jones, John W.

Employee crime in the workplace is a common and rapidly growing problem in the United States. A new deterrent to such crime is the use of psychological tests to screen job applicants. The Personnel Selection Inventory (PSI), a psychological test measuring tendencies toward dishonesty, violence, and drug abuse was administered to job applicants…

Principal Recruitment: Assessing Job Pursuit Intentions among Educators Enrolled in Principal Certification Programs

ERIC Educational Resources Information Center

Winter, Paul A.; Rinehart, James S.; Keedy, John L.; Bjork, Lars G.

2007-01-01

A statewide cadre of principal certification students (N = 516) completed a principal job survey and role-played as applicants for a principal position by completing a principal job evaluation instrument. Significant predictors of principal job rating included the following: self-reported capability to do the job, expected satisfaction with work…

The Application of Structured Job Analysis Information Based on the Position Analysis Questionnaire (PAQ).

DTIC Science & Technology

Position Analysis Questionnaire ( PAQ ). This job analysis instrument consists of 187 job elements organized into six divisions. In the analysis of a job...with the PAQ the relevance of the individual elements to the job are rated using any of several rating scales such as importance, or time.

Application of a hybrid generation/utility assessment heuristic to a class of scheduling problems

NASA Technical Reports Server (NTRS)

Heyward, Ann O.

1989-01-01

A two-stage heuristic solution approach for a class of multiobjective, n-job, 1-machine scheduling problems is described. Minimization of job-to-job interference for n jobs is sought. The first stage generates alternative schedule sequences by interchanging pairs of schedule elements. The set of alternative sequences can represent nodes of a decision tree; each node is reached via decision to interchange job elements. The second stage selects the parent node for the next generation of alternative sequences through automated paired comparison of objective performance for all current nodes. An application of the heuristic approach to communications satellite systems planning is presented.

Desired Student Preparation in the Job Application Process as Perceived by the Business Community.

ERIC Educational Resources Information Center

Allen, Thomas R., Jr., Comp.

The major purpose of this study was to determine from the business community what competencies in the job application process are needed by students preparing to enter the job market for their first full-time position. Data were collected from 100 human resource administrators (out of a sample of 400). The general feeling of the administrators was…

Job Description and Handicapping Condition. An Analysis of Employer Expectations for Training and Success of Handicapped Job Applicants.

ERIC Educational Resources Information Center

Schloss, Patrick J.; Schloss, Cynthia N.

1984-01-01

A study involving 72 managers of restaurants and fast food services indicated that they anticipated significantly more intrusive training for mentally retarded applicants to the position of dishwasher/waiter and significantly more intrusive training for mentally retarded applicants compared to deaf and normal applicants. (CL)

The Effects of Vocal Activity and Race of Applicant on Job Selection Interview Decisions.

ERIC Educational Resources Information Center

Byrd, Marquita L.

1981-01-01

Research on the effect of vocal activity and race of the applicant on evaluations in job interviews indicated that: 1) minimal vocal activity negatively influenced evaluation; 2) Black applicants were evaluated differently from White applicants; and 3) vocal activity was more important in interview evaluations than race. (Author/MJL)

Effects of Applicant Sex, Physical Attractiveness, and Type of Job on Employment Interviewers' Decisions.

ERIC Educational Resources Information Center

Gilmore, David C.; And Others

Past research on the employment interview has suggested that interviewers are influenced by many variables, including physical attractiveness. To investigate the potential interaction of applicant sex and attractiveness on hiring decisions, the type of job, applicant sex, and applicant physical attractiveness were manipulated to determine the…

Evaluation and Analysis of the Cleff Job Matching System. Final Report. Volume 1: Introduction and Summary. Volume 2: Technical Dissertation and Appendices.

ERIC Educational Resources Information Center

Nathanson, Stanley N.

This report presents the results of an evaluation of the Cleff Job Matching System (CJMS). The CJMS provides a means by which jobs and job applicants can be matched at the semi- and low-skilled levels in both white- and blue-collar jobs. The CJMS operates by obtaining numerical profiles of both job seekers and jobs, across 16 Dimensions of Work,…

29 CFR 1620.15 - Jobs requiring equal skill in performance.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 29 Labor 4 2012-07-01 2012-07-01 false Jobs requiring equal skill in performance. 1620.15 Section... EQUAL PAY ACT § 1620.15 Jobs requiring equal skill in performance. (a) In general. The jobs to which the equal pay standard is applicable are jobs requiring equal skill in their performance. Where the amount...

29 CFR 1620.15 - Jobs requiring equal skill in performance.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 4 2013-07-01 2013-07-01 false Jobs requiring equal skill in performance. 1620.15 Section... EQUAL PAY ACT § 1620.15 Jobs requiring equal skill in performance. (a) In general. The jobs to which the equal pay standard is applicable are jobs requiring equal skill in their performance. Where the amount...

29 CFR 1620.15 - Jobs requiring equal skill in performance.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 4 2014-07-01 2014-07-01 false Jobs requiring equal skill in performance. 1620.15 Section... EQUAL PAY ACT § 1620.15 Jobs requiring equal skill in performance. (a) In general. The jobs to which the equal pay standard is applicable are jobs requiring equal skill in their performance. Where the amount...

29 CFR 1620.15 - Jobs requiring equal skill in performance.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Jobs requiring equal skill in performance. 1620.15 Section... EQUAL PAY ACT § 1620.15 Jobs requiring equal skill in performance. (a) In general. The jobs to which the equal pay standard is applicable are jobs requiring equal skill in their performance. Where the amount...

32 CFR 728.60 - Job Corps and Volunteers in Service to America (VISTA) beneficiaries.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 32 National Defense 5 2010-07-01 2010-07-01 false Job Corps and Volunteers in Service to America... FACILITIES Beneficiaries of Other Federal Agencies § 728.60 Job Corps and Volunteers in Service to America... corpsmember's Job Corps center. (2) Job Corps applicants. Presentation of a letter from a screening agency (e...

Race, self-selection, and the job search process.

PubMed

Pager, Devah; Pedulla, David S

2015-01-01

While existing research has documented persistent barriers facing African-American job seekers, far less research has questioned how job seekers respond to this reality. Do minorities self-select into particular segments of the labor market to avoid discrimination? Such questions have remained unanswered due to the lack of data available on the positions to which job seekers apply. Drawing on two original data sets with application-specific information, we find little evidence that blacks target or avoid particular job types. Rather, blacks cast a wider net in their search than similarly situated whites, including a greater range of occupational categories and characteristics in their pool of job applications. Additionally, we show that perceptions of discrimination are associated with increased search breadth, suggesting that broad search among African-Americans represents an adaptation to labor market discrimination. Together these findings provide novel evidence on the role of race and self-selection in the job search process.

Race, Self-Selection, and the Job Search Process1

PubMed Central

Pager, Devah; Pedulla, David S.

2015-01-01

While existing research has documented persistent barriers facing African American job seekers, far less research has questioned how job seekers respond to this reality. Do minorities self-select into particular segments of the labor market to avoid discrimination? Such questions have remained unanswered due to the lack of data available on the positions to which job seekers apply. Drawing on two original datasets with application-specific information, we find little evidence that blacks target or avoid particular job types. Rather, blacks cast a wider net in their search than similarly situated whites, including a greater range of occupational categories and characteristics in their pool of job applications. Finally, we show that perceptions of discrimination are associated with increased search breadth, suggesting that broad search among African Americans represents an adaptation to labor market discrimination. Together these findings provide novel evidence on the role of race and self-selection in the job search process. PMID:26046224

41 CFR 60-300.5 - Equal opportunity clause.

Code of Federal Regulations, 2010 CFR

2010-07-01

... hiring of any particular job applicants or from any particular group of job applicants, and nothing... Puerto Rico, Guam, the Virgin Islands, American Samoa, the Commonwealth of the Northern Mariana Islands...

Social Capital and Turnover. Towards a Theoretically Informed Model for Social Capital in Turnover Research: Applications to the U.S. Military

DTIC Science & Technology

2007-03-01

performance dimension ( Vroom , 1964; Teas, 1981). A more recent discussion of expectancy theory, with application to turnover, was accomplished in the early...Research .............................................................................. 22 Social Capital and Job Satisfaction ...studies centered on job satisfaction . However, questions have arisen about gaps in this research and job satisfaction alone may no longer be the most

Jobs and Employment Sourcebook. Basic Information about Employment Trends, Job Search Preparation, Legal Rights of Employees and Job Applicants, Balancing Work and Household Obligations, Vocational Education and Job Training, and Self-Employment Opportunities. Personal Concerns Series, Volume 1.

ERIC Educational Resources Information Center

Gough, Jeanne A., Ed.

This book, which is designed for the general reader who is planning to enter the job market or contemplating a career change, contains basic information about the jobs and the employment outlook; finding a job; employer and employee rights and obligations; balancing home and work; education and training; and self-employment, small business and…

5 CFR 532.703 - Agency review.

Code of Federal Regulations, 2010 CFR

2010-01-01

... attachment to the decision of the reasons for the decision, including an analysis of the employee's job, i.e... Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PREVAILING RATE SYSTEMS Job...'s job. Note: Application for review will be hereafter referred to as an “application”. (b) In...

78 FR 67222 - Proposed Information Collection Activity; Comment Request: Other On-the-Job Training and...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-11-08

... Activity; Comment Request: Other On-the-Job Training and Apprenticeship Training Agreement and Standards and Employer's Application To Provide Job Training AGENCY: Veterans Benefits Administration... requirements for job training program. DATES: Written comments and recommendations on the proposed collection...

75 FR 62188 - Proposed Information Collection (Other On-The-Job Training and Apprenticeship Training Agreement...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-10-07

... On-The-Job Training and Apprenticeship Training Agreement and Standards and Employer's Application To Provide Job Training) Activity: Comment Request AGENCY: Veterans Benefits Administration, Department of... for job training program. DATES: Written comments and recommendations on the proposed collection of...

77 FR 21992 - Proposed Renewal of Information Collection: Applicant Background Survey

Federal Register 2010, 2011, 2012, 2013, 2014

2012-04-12

... Force representation for many mission critical occupations. The DOI Strategic Plan identifies the job.... Frequency of Response: One per job application. (2) Annual reporting and record keeping burden: Average reporting burden per application: 5 minutes. Total annual reporting: 1,119 hours. (3) Description of the...

Your Official Job-Application Checklist

ERIC Educational Resources Information Center

Perlmutter, David D.

2012-01-01

For the novice, the logistical challenges of an academic job search can be exasperating, especially when dozens of applications are involved. Getting things right (providing the correct materials, from CV to sample syllabi, in the style and form most sought by a particular search committee) and submitting the application on time (via sometimes…

20 CFR 655.19 - Job contractor filing requirements.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 3 2013-04-01 2013-04-01 false Job contractor filing requirements. 655.19... States (H-2B Workers) Application for Temporary Employment Certification Filing Procedures § 655.19 Job contractor filing requirements. (a) Provided that a job contractor and any employer-client are joint...

20 CFR 655.19 - Job contractor filing requirements.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 3 2014-04-01 2014-04-01 false Job contractor filing requirements. 655.19... States (H-2B Workers) Application for Temporary Employment Certification Filing Procedures § 655.19 Job contractor filing requirements. (a) Provided that a job contractor and any employer-client are joint...

20 CFR 655.19 - Job contractor filing requirements.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false Job contractor filing requirements. 655.19... States (H-2B Workers) Application for Temporary Employment Certification Filing Procedures § 655.19 Job contractor filing requirements. (a) Provided that a job contractor and any employer-client are joint...

Analysis of Application Power and Schedule Composition in a High Performance Computing Environment

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

Elmore, Ryan; Gruchalla, Kenny; Phillips, Caleb

As the capacity of high performance computing (HPC) systems continues to grow, small changes in energy management have the potential to produce significant energy savings. In this paper, we employ an extensive informatics system for aggregating and analyzing real-time performance and power use data to evaluate energy footprints of jobs running in an HPC data center. We look at the effects of algorithmic choices for a given job on the resulting energy footprints, and analyze application-specific power consumption, and summarize average power use in the aggregate. All of these views reveal meaningful power variance between classes of applications as wellmore » as chosen methods for a given job. Using these data, we discuss energy-aware cost-saving strategies based on reordering the HPC job schedule. Using historical job and power data, we present a hypothetical job schedule reordering that: (1) reduces the facility's peak power draw and (2) manages power in conjunction with a large-scale photovoltaic array. Lastly, we leverage this data to understand the practical limits on predicting key power use metrics at the time of submission.« less

SALUTE Grid Application using Message-Oriented Middleware

NASA Astrophysics Data System (ADS)

Atanassov, E.; Dimitrov, D. Sl.; Gurov, T.

2009-10-01

Stochastic ALgorithms for Ultra-fast Transport in sEmiconductors (SALUTE) is a grid application developed for solving various computationally intensive problems which describe ultra-fast carrier transport in semiconductors. SALUTE studies memory and quantum effects during the relaxation process due to electronphonon interaction in one-band semiconductors or quantum wires. Formally, SALUTE integrates a set of novel Monte Carlo, quasi-Monte Carlo and hybrid algorithms for solving various computationally intensive problems which describe the femtosecond relaxation process of optically excited carriers in one-band semiconductors or quantum wires. In this paper we present application-specific job submission and reservation management tool named a Job Track Server (JTS). It is developed using Message-Oriented middleware to implement robust, versatile job submission and tracing mechanism, which can be tailored to application specific failover and quality of service requirements. Experience from using the JTS for submission of SALUTE jobs is presented.

Developing job-related preplacement medical examinations.

PubMed

Hogan, J C; Bernacki, E J

1981-07-01

Federal regulations prohibiting discrimination in hiring require that employment selection procedures to evaluate applicants be based on job-related criteria. The preplacement physical examination used in employment, particularly in the placement of handicapped persons, must also be conducted in a job-related manner. This paper discusses the development and use of the physical examination in selecting and placing applicants for jobs in the workplace with special reference to handicapped persons and disabled veterans. It presents and justifies a method of performing these examinations in a manner consistent with humanistic and business goals as well as the goals of federal regulatory agencies prohibiting employment discrimination.

25 CFR 26.4 - Who administers the Job Placement and Training Program?

Code of Federal Regulations, 2014 CFR

2014-04-01

... 25 Indians 1 2014-04-01 2014-04-01 false Who administers the Job Placement and Training Program? 26.4 Section 26.4 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.4 Who administers the Job Placement and Training...

25 CFR 26.12 - Who provides the Job Placement and Training?

Code of Federal Regulations, 2013 CFR

2013-04-01

... 25 Indians 1 2013-04-01 2013-04-01 false Who provides the Job Placement and Training? 26.12 Section 26.12 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.12 Who provides the Job Placement and Training? The...

25 CFR 26.4 - Who administers the Job Placement and Training Program?

Code of Federal Regulations, 2013 CFR

2013-04-01

... 25 Indians 1 2013-04-01 2013-04-01 false Who administers the Job Placement and Training Program? 26.4 Section 26.4 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.4 Who administers the Job Placement and Training...

25 CFR 26.12 - Who provides the Job Placement and Training?

Code of Federal Regulations, 2014 CFR

2014-04-01

... 25 Indians 1 2014-04-01 2014-04-01 false Who provides the Job Placement and Training? 26.12 Section 26.12 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.12 Who provides the Job Placement and Training? The...

25 CFR 26.12 - Who provides the Job Placement and Training?

Code of Federal Regulations, 2011 CFR

2011-04-01

... 25 Indians 1 2011-04-01 2011-04-01 false Who provides the Job Placement and Training? 26.12 Section 26.12 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.12 Who provides the Job Placement and Training? The...

25 CFR 26.4 - Who administers the Job Placement and Training Program?

Code of Federal Regulations, 2012 CFR

2012-04-01

... 25 Indians 1 2012-04-01 2011-04-01 true Who administers the Job Placement and Training Program? 26.4 Section 26.4 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.4 Who administers the Job Placement and Training...

25 CFR 26.4 - Who administers the Job Placement and Training Program?

Code of Federal Regulations, 2011 CFR

2011-04-01

... 25 Indians 1 2011-04-01 2011-04-01 false Who administers the Job Placement and Training Program? 26.4 Section 26.4 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.4 Who administers the Job Placement and Training...

25 CFR 26.4 - Who administers the Job Placement and Training Program?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false Who administers the Job Placement and Training Program... PLACEMENT AND TRAINING PROGRAM General Applicability § 26.4 Who administers the Job Placement and Training Program? The Job Placement and Training Program is administered by the Bureau of Indian Affairs or a...

25 CFR 26.12 - Who provides the Job Placement and Training?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false Who provides the Job Placement and Training? 26.12... AND TRAINING PROGRAM General Applicability § 26.12 Who provides the Job Placement and Training? The... associations or small business establishments with apprenticeship or on-the-job training (OJT) programs leading...

Community College Business Faculty Recruitment: Association between Personal Characteristics and Applicants' Rating of the Job.

ERIC Educational Resources Information Center

Winter, Paul A.; Munoz, Marco A.

2001-01-01

Describes a study that addressed the association between personal characteristics and job ratings of applicants for business faculty positions described in simulated recruitment advertisements. Finds that being single and working a high number of hours per week were associated with applicant attraction to business faculty positions at community…

Job Applicants and Preemployment Agreements: What Employment Counselors Need to Know

ERIC Educational Resources Information Center

Soper, Barlow; Von Bergen, C. W.; Mawer, William T.; Von Bergen, Alison N.; Rosenthal, Gary T.

2004-01-01

U.S. society is becoming increasingly litigious. Nowhere is this more evident than in the employment process, where preemployment agreements for job applicants are becoming more common. Preemployment agreements require applicants to accept certain terms or provisions before they are offered a position. In this article, the authors describe types…

The influence of social networking web sites on the evaluation of job candidates.

PubMed

Bohnert, Daniel; Ross, William H

2010-06-01

This study investigated how the content of social networking Web site (SNW) pages influenced others' evaluation of job candidates. Students (N = 148) evaluated the suitability of hypothetical candidates for an entry-level managerial job. A 2 x 4 design was employed: résumés were either marginally qualified or well qualified for the job. SNW printouts reflected (a) an emphasis on drinking alcohol, (b) a family orientation, or (c) a professional orientation; participants in a control group received no Web page information. In addition to a main effect for résumé quality, applicants with either a family-oriented or a professional-oriented SNW were seen as more suitable for the job and more conscientious than applicants with alcohol-oriented SNW pages. They were more likely to be interviewed. If hired, they were also likely to be offered significantly higher starting salaries. Results are discussed in terms of implications for both managers and applicants.

75 FR 80067 - Renewal of Agency Information Collection for Application for Job Placement and Training Services...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-12-21

... Control Number 1076-0062, which expires on March 31, 2010. DATES: Interested persons are invited to submit... do so. III. Data OMB Control Number: 1076-0062. Title: Application for Job Placement & Training...

25 CFR 26.12 - Who provides the Job Placement and Training?

Code of Federal Regulations, 2012 CFR

2012-04-01

... 25 Indians 1 2012-04-01 2011-04-01 true Who provides the Job Placement and Training? 26.12 Section 26.12 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.12 Who provides the Job Placement and Training? The Bureau or a...

Show Them You Really Want the Job

ERIC Educational Resources Information Center

Perlmutter, David D.

2012-01-01

Showing that one really "wants" the job entails more than just really wanting the job. An interview is part Broadway casting call, part intellectual dating game, part personality test, and part, well, job interview. When there are 300 applicants for a position, many of them will "fit" the required (and even the preferred) skills listed in the job…

Evaluating Teacher-Leaders for Careers as Administrators: Effects of Job Attributes, Teacher Leader Role, and Teaching Assignment Area

ERIC Educational Resources Information Center

Shumate, Brian T.; Munoz, Marco A.; Winter, Paul A.

2005-01-01

Recruitment of public school administrators is an important issue due to the shortage of qualified job applicants nationwide. The shortage of applicants requires school districts to evaluate their internal pools of potential applicants for administrative vacancies. This evaluation research addressed the recruitment of teacher-leaders to serve as…

The Influence of Drug Testing Attributes, Participation, and Personality on Potential Applicant's Attitudes and Job Pursuit Intentions.

ERIC Educational Resources Information Center

Stoffey, Ronald W.

Researchers are increasingly aware of the importance of job applicants' reactions to the personnel selection process. This study examines three variables in connection with drug testing policies: (1) the potential applicant's reactions to two different drug testing policies which varied in terms of drug policy characteristics and their impact on…

Applications of a job classification system in occupational epidemiology.

PubMed Central

Gamble, J F; Spirtas, R; Easter, P

1976-01-01

An occupational preventive medicine program attempts to control exposure so workers experience no detrimental effect on health. In a chemically complex industry, the definition of exposure is difficult because of the many different chemicals used and produced, the many different jobs and processes with qualitatively different exposures, and the movement of workers from job to job. Jobs have therefore been grouped on the basis of process or product into functionally homogeneous categories called occupational titles (OT's). Work experience can now be quantified independent of exposure (or by the dominant toxicants in each OT) and compared to health outcomes. Examples are discussed of the application of OT's to studies of the mortality and morbidity experience in the rubber industry, and the development of dose-response relations. PMID:961945

Resumes, Applications, and Cover Letters

ERIC Educational Resources Information Center

Crosby, Olivia

2009-01-01

Good resumes, applications, and cover letters broadcast one's abilities. They tell employers how one's qualifications match a job's responsibilities. If these critical preliminaries are constructed well, one has a better chance of landing interviews--and, eventually, a job. This article provides some guidelines for creating resumes and cover…

25 CFR 26.5 - Who may be eligible for Job Placement and Training?

Code of Federal Regulations, 2013 CFR

2013-04-01

... 25 Indians 1 2013-04-01 2013-04-01 false Who may be eligible for Job Placement and Training? 26.5 Section 26.5 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.5 Who may be eligible for Job Placement and Training? You may...

25 CFR 26.5 - Who may be eligible for Job Placement and Training?

Code of Federal Regulations, 2012 CFR

2012-04-01

... 25 Indians 1 2012-04-01 2011-04-01 true Who may be eligible for Job Placement and Training? 26.5 Section 26.5 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.5 Who may be eligible for Job Placement and Training? You may...

25 CFR 26.5 - Who may be eligible for Job Placement and Training?

Code of Federal Regulations, 2011 CFR

2011-04-01

... 25 Indians 1 2011-04-01 2011-04-01 false Who may be eligible for Job Placement and Training? 26.5 Section 26.5 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.5 Who may be eligible for Job Placement and Training? You may...

25 CFR 26.5 - Who may be eligible for Job Placement and Training?

Code of Federal Regulations, 2014 CFR

2014-04-01

... 25 Indians 1 2014-04-01 2014-04-01 false Who may be eligible for Job Placement and Training? 26.5 Section 26.5 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.5 Who may be eligible for Job Placement and Training? You may...

29 CFR 785.12 - Work performed away from the premises or job site.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 3 2011-07-01 2011-07-01 false Work performed away from the premises or job site. 785.12 Section 785.12 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR... premises or job site. The rule is also applicable to work performed away from the premises or the job site...

Job Enrichment: Evaluation with Implications for Air Force Job Redesign. Interim Report, 1 January 1975-30 April 1977.

ERIC Educational Resources Information Center

Watson, Thomas W.; Zumbro, Patrick A.

The main text of this report consists of a review and evaluation of job enrichment as an approach to job redesign, with implications for Air Force research and application. In addition, two appendixes are included: the first, a supplemental historical discussion; the second, a ninety-six-item annotated bibliography. Specific objectives are to…

25 CFR 26.8 - Where do I go to apply for Job Placement and Training assistance?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false Where do I go to apply for Job Placement and Training... PLACEMENT AND TRAINING PROGRAM General Applicability § 26.8 Where do I go to apply for Job Placement and Training assistance? You may apply for Job Placement and Training assistance at the servicing office...

25 CFR 26.5 - Who may be eligible for Job Placement and Training?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false Who may be eligible for Job Placement and Training? 26.5 Section 26.5 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.5 Who may be eligible for Job Placement and Training? You may...

Hollowing Out: Job Loss, Job Growth and Skills for the Future. Executive Summary

ERIC Educational Resources Information Center

Halbert, Hannah; Krueger, Tim

2011-01-01

Even as unemployment in Ohio has remained high, headlines regularly feature employers lamenting the lack of qualified job applicants. Some have even suggested that a dearth of skilled workers is driving Ohio's unemployment crisis. In this report, Policy Matters Ohio uses Bureau of Labor Statistics job projections and wage data to look at whether a…

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

Stickler, D.L.; Sebok, A.F.

Because of the physical nature of most jobs in coal mine, many coal companies require applicants to satisfactorily complete preemployment physical examinations. These examinations are generally one part of an application process designed to obtain an employee that is best suited for the job. With the increasing costs associated with workers' compensation and absenteeism, it is understandable that employers are concerned about an individual's physical condition. Moreover, an individual's inability to perform the job due to physical limitations could endanger the safety of other employees in the mine.

NAS Requirements Checklist for Job Queuing/Scheduling Software

NASA Technical Reports Server (NTRS)

Jones, James Patton

1996-01-01

The increasing reliability of parallel systems and clusters of computers has resulted in these systems becoming more attractive for true production workloads. Today, the primary obstacle to production use of clusters of computers is the lack of a functional and robust Job Management System for parallel applications. This document provides a checklist of NAS requirements for job queuing and scheduling in order to make most efficient use of parallel systems and clusters for parallel applications. Future requirements are also identified to assist software vendors with design planning.

Integrating Work Experience and Management for College Bound Students

ERIC Educational Resources Information Center

Ryan, Leo V.; Coover, Thomas A.

1975-01-01

St. Viator High School, through a Business Management Seminar, converted job experiences into learning experiences by acknowledging the real value of the job as a laboratory for the study of principles of management and their application to the job. (Author/BP)

29 CFR 32.15 - Preemployment inquiries.

Code of Federal Regulations, 2010 CFR

2010-07-01

... official should make a functional assessment of the physical or mental demands of the jobs in order to... handicap. A recipient may, however, make preemployment inquiry into an applicant's ability to perform job... sufficient information regarding any functional limitations relevant to proper job placement or referral to...

Aggregating job exit statuses of a plurality of compute nodes executing a parallel application

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

Aho, Michael E.; Attinella, John E.; Gooding, Thomas M.

Aggregating job exit statuses of a plurality of compute nodes executing a parallel application, including: identifying a subset of compute nodes in the parallel computer to execute the parallel application; selecting one compute node in the subset of compute nodes in the parallel computer as a job leader compute node; initiating execution of the parallel application on the subset of compute nodes; receiving an exit status from each compute node in the subset of compute nodes, where the exit status for each compute node includes information describing execution of some portion of the parallel application by the compute node; aggregatingmore » each exit status from each compute node in the subset of compute nodes; and sending an aggregated exit status for the subset of compute nodes in the parallel computer.« less

29 CFR 785.12 - Work performed away from the premises or job site.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Work performed away from the premises or job site. 785.12... of Principles Employees âsuffered Or Permittedâ to Work § 785.12 Work performed away from the premises or job site. The rule is also applicable to work performed away from the premises or the job site...

The Application of Structured Job Analysis Information Based on the Position Analysis Questionnaire (PAQ). Final Report No. 9.

ERIC Educational Resources Information Center

McCormick, Ernest J.

The Position Analysis Questionnaire (PAQ) is a job analysis instrument consisting of 187 job elements organized into six divisions. The PAQ was used in the eight studies summarized in this final report. The studies were: (1) ratings of the attribute requirements of PAQ job elements, (2) a series of principal components analyses of these attribute…

25 CFR 26.22 - May a tribe integrate Job Placement and Training funds into its Public Law 102-477 Plan?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false May a tribe integrate Job Placement and Training funds... THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.22 May a tribe integrate Job Placement and Training funds into its Public Law 102-477 Plan? Yes, Indian tribes...

A YOUNG SCIENTIST'S GUIDE TO GAINFUL EMPLOYMENT: RECENT GRADUATES' EXPERIENCES AND SUCCESSFUL STRATEGIES

EPA Science Inventory

Securing a job after completing a graduate degree is among a graduate student's most rewarding (and most stressful) experiences. The job hunting process, from submitting an application to signing a contract, varies greatly among individuals. It is difficult for any applicant to a...

20 CFR 667.268 - What prohibitions apply to the use of WIA title I funds to encourage business relocation?

Code of Federal Regulations, 2010 CFR

2010-04-01

... her job at the original location; (2) Customized training, skill training, or on-the-job training or company specific assessments of job applicants or employees of a business or a part of a business that has...

Job Skills Workshop: Finding Employment in Environmental Toxicology and Chemistry

EPA Science Inventory

A “practical short course” designed to aid students with the process of career job hunting and will be taught by SETAC members. Applying, interviewing, and approaching a job is challenging and one of most important in career planning. The application, interview and selection proc...

How to handle part-time, flex-time, and job-sharing employees.

PubMed

Sachs, L

2001-01-01

Offering employment structures other than traditional full-time positions in your practice can help you draw excellent job applicants and also can enable you to increase morale, job satisfaction, and productivity. However, there are many decisions you must make when offering a part-time, flex-time, or job-sharing position. This article explores the pros and cons of offering alternative job structures. It suggests ways to make part-time, flex-time, or job-sharing positions work most effectively, both for the employee and for your practice. In addition, this article suggests which positions are best suited to alternative structures.

Charter Schools and the Teacher Job Search

ERIC Educational Resources Information Center

Cannata, Marisa

2011-01-01

This article examines the position of charter schools in prospective elementary teachers' job search decisions. Using a labor market segmentation framework, it explores teacher applicants' decisions to apply to charter schools. The data come from a mixed-methods longitudinal study of prospective teachers looking for their first job. This article…

75 FR 78807 - Agency Information Collection (Other On-The-Job Training and Apprenticeship Training Agreement...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-12-16

... Officer, OMB Human Resources and Housing Branch, New Executive Office Building, Room 10235, Washington, DC...-The-Job Training and Apprenticeship Training Agreement and Standards and Employer's Application To Provide Job Training) Activity Under OMB Review AGENCY: Veterans Benefits Administration, Department of...

PubMed

Emanuel, Federica; Molino, Monica; Ghislieri, Chiara; Ghini, Riccardo; Tortone, Alberto; Cortese, Claudio Giovanni

2016-09-26

Work-related stress evaluation is a legal requirement for companies that, in some cases, might be seen as an opportunity to examine wellbeing at work and the dimensions related to it, through the involvement of employees. To that end, this study considers the job demands-resources model as a theoretical framework. The study has a twofold objective: a) to describe the process of subjective evaluation carried out in the Italian plant of a pharmaceutical company; and b) to show and discuss results of the analyses performed on variables, examining in detail the relationship between two outcomes (job satisfaction and emotional exhaustion) and some job demands (workload and job effort), job resources (safety climate, clarity of roles, clarity and applicability of procedures, supervisor relational justice and colleague support), and personal resources (internal locus of control and job-related self-efficacy). The research was conducted through focus groups and a self-report questionnaire that involved all plant employees. Final respondents were 143 (85.1% of employees). The regression model, with job satisfaction as a dependent variable, showed a positive relationship with some organizational resources: clarity of roles, clarity and applicability of procedures, supervisor relational justice and colleague support. The regression model, with emotional exhaustion as a dependent variable, showed a positive relationship with two job demands, workload and job effort, and a negative relationship with job-related self-efficacy. The study confirmed how important it is to consider wellbeing at work, in its cognitive and emotional dimensions, and its relationship with job demands and resources, within subjective evaluation of work-related stress. Starting from the study results, the research identified a plan of interventions designed for specific areas of improvement.

29 CFR 30.6 - Existing lists of eligibles and public notice.

Code of Federal Regulations, 2010 CFR

2010-07-01

... than would reasonably be expected in view of the analysis described in § 30.4(e) shall discard all... to an apprentice job opportunity given by certified mail, return receipt requested. Applicants who... applicants who have been removed from the list or who have failed to respond to an apprenticeship job...

Careers (A Course of Study). Unit III: Do It Right!

ERIC Educational Resources Information Center

Turley, Kay

Designed to enable the special needs student to comprehend and complete job application forms, this set of activities on job application vocabulary, neatness, and following directions is the third unit in a nine-unit secondary level careers course intended to provide handicapped students with the knowledge and tools necessary to succeed in the…

My Job Application File. Third Edition.

ERIC Educational Resources Information Center

Kahn, Charles; And Others

This guide contains ten exercises designed to aid students in completing job applications. Exercises included are (1) My Personal History, (2) My Educational Record, (3) Printing Neatly Helps, (4) Key Words and Abbreviations, (5) My Health Record, (6) Papers I Will Need, (7) Paid Work Experience, (8) Unpaid Work Experience, (9) My References, and…

77 FR 31042 - Comment Request for Information Collection for Veterans' Retraining Assistance Program, Extension...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-05-24

..., employment status, status in a Federal or state job training program within 180 days of the application, and... Federal or state job training program within 180 days of the application, and has applied for the program... DEPARTMENT OF LABOR Employment and Training Administration Comment Request for Information...

20 CFR 655.48 - Recruitment report.

Code of Federal Regulations, 2012 CFR

2012-04-01

...); (2) The name and contact information of each U.S. worker who applied or was referred to the job... application. The employer must clearly indicate whether the job opportunity was offered to the U.S. worker and...; and (7) If applicable, for each U.S. worker who applied for the position but was not hired, the lawful...

20 CFR 655.48 - Recruitment report.

Code of Federal Regulations, 2013 CFR

2013-04-01

...); (2) The name and contact information of each U.S. worker who applied or was referred to the job... application. The employer must clearly indicate whether the job opportunity was offered to the U.S. worker and...; and (7) If applicable, for each U.S. worker who applied for the position but was not hired, the lawful...

Simplified Distributed Computing

NASA Astrophysics Data System (ADS)

Li, G. G.

2006-05-01

The distributed computing runs from high performance parallel computing, GRID computing, to an environment where idle CPU cycles and storage space of numerous networked systems are harnessed to work together through the Internet. In this work we focus on building an easy and affordable solution for computationally intensive problems in scientific applications based on existing technology and hardware resources. This system consists of a series of controllers. When a job request is detected by a monitor or initialized by an end user, the job manager launches the specific job handler for this job. The job handler pre-processes the job, partitions the job into relative independent tasks, and distributes the tasks into the processing queue. The task handler picks up the related tasks, processes the tasks, and puts the results back into the processing queue. The job handler also monitors and examines the tasks and the results, and assembles the task results into the overall solution for the job request when all tasks are finished for each job. A resource manager configures and monitors all participating notes. A distributed agent is deployed on all participating notes to manage the software download and report the status. The processing queue is the key to the success of this distributed system. We use BEA's Weblogic JMS queue in our implementation. It guarantees the message delivery and has the message priority and re-try features so that the tasks never get lost. The entire system is built on the J2EE technology and it can be deployed on heterogeneous platforms. It can handle algorithms and applications developed in any languages on any platforms. J2EE adaptors are provided to manage and communicate the existing applications to the system so that the applications and algorithms running on Unix, Linux and Windows can all work together. This system is easy and fast to develop based on the industry's well-adopted technology. It is highly scalable and heterogeneous. It is an open system and any number and type of machines can join the system to provide the computational power. This asynchronous message-based system can achieve second of response time. For efficiency, communications between distributed tasks are often done at the start and end of the tasks but intermediate status of the tasks can also be provided.

The Job Accommodation Scale (JAS): psychometric evaluation of a new measure of employer support for temporary job modifications.

PubMed

Shaw, William S; Kristman, Vicki L; Williams-Whitt, Kelly; Soklaridis, Sophie; Huang, Yueng-Hsiang; Côté, Pierre; Loisel, Patrick

2014-12-01

An employer offer of temporary job modification is a key strategy for facilitating return-to-work for musculoskeletal conditions, but there are no validated scales to assess the level of support for temporary job modifications across a range of job types and organizations. To pilot test a new 21-item self-report measure [the Job Accommodation Scale (JAS)] to assess its applicability, internal consistency, factor structure, and relation to physical job demands. Supervisors (N = 804, 72.8 % male, mean age = 46) were recruited from 19 employment settings in the USA and Canada and completed a 30-min online survey regarding job modification practices. As part of the survey, supervisors nominated and described a job position they supervised and completed the JAS for a hypothetical worker (in that position) with an episode of low back pain. Job characteristics were derived from the occupational informational network job classification database. The full response range (1-4) was utilized on all 21 items, with no ceiling or floor effects. Avoiding awkward postures was the most feasible accommodation and moving the employee to a different site or location was the least feasible. An exploratory factor analysis suggested five underlying factors (Modify physical workload; Modify work environment; Modify work schedule; Find alternate work; and Arrange for assistance), and there was an acceptable goodness-of-fit for the five parceled sub-factor scores as a single latent construct in a measurement model (structural equation model). Job accommodations were less feasible for more physical jobs and for heavier industries. The pilot administration of the JAS with respect to a hypothetical worker with low back pain showed initial support for its applicability, reliability, and validity when administered to supervisors. Future studies should assess its validity for use in actual disability cases, for a range of health conditions, and to assess different stakeholder opinions about the feasibility of job accommodation strategies.

The Job Accommodation Scale (JAS): Psychometric evaluation of a new measure of employer support for temporary job modifications

PubMed Central

Shaw, William S.; Kristman, Vicki L.; Williams-Whitt, Kelly; Soklaridis, Sophie; Huang, Yueng-Hsiang; Côté, Pierre; Loisel, Patrick

2015-01-01

INTRODUCTION An employer offer of temporary job modification is a key strategy for facilitating return-to-work (RTW) for musculoskeletal conditions, but there are no validated scales to assess the level of support for temporary job modifications across a range of job types and organizations. OBJECTIVE To pilot test a new 21-item self-report measure (the Job Accommodation Scale [JAS]) to assess its applicability, internal consistency, factor structure, and relation to physical job demands. METHODS Supervisors (N = 804, 72.8% male, mean age = 46) were recruited from 19 employment settings in the USA and Canada and completed a 30-min online survey regarding job modification practices. As part of the survey, supervisors nominated and described a job position they supervised and completed the JAS for a hypothetical worker (in that position) with an episode of low back pain. Job characteristics were derived from the occupational informational network job classification database. RESULTS The full response range (1–4) was utilized on all 21 items, with no ceiling or floor effects. Avoiding awkward postures was the most feasible accommodation and moving the employee to a different site or location was the least feasible. An exploratory factor analysis suggested five underlying factors (Modify physical workload; Modify work environment; Modify work schedule; Find alternate work; and Arrange for assistance), and there was an acceptable goodness-of-fit for the five parceled sub-factor scores as a single latent construct in a measurement model (structural equation model). Job accommodations were less feasible for more physical jobs and for heavier industries. CONCLUSIONS The pilot administration of the JAS with respect to a hypothetical worker with LBP showed initial support for its applicability, reliability, and validity when administered to supervisors. Future studies should assess its validity for use in actual disability cases, for a range of health conditions, and to assess different stakeholder opinions about the feasibility of job accommodation strategies. PMID:24643785

The effects of applicant's health status and qualifications on simulated hiring decisions.

PubMed

Klesges, R C; Klem, M L; Hanson, C L; Eck, L H; Ernst, J; O'Laughlin, D; Garrott, A; Rife, R

1990-06-01

The effects of having diabetes or obesity on simulated job decisions was evaluated in a two (qualifications, high v. marginal) by three (diabetes, mildly obese, or normal) design. Subjects were 295 adults, averaging 5.02 years of full-time employment in white-collar settings, recruited in advanced level graduate or undergraduate business classes. Each subject examined a job description and a resume of the 'applicant' and viewed a 5-minute videotape. The applicant's face was never seen and an off-camera voice, constant across all conditions, was dubbed in for the applicant's responses to the interviewer's questions. Subjects were then asked to rate the applicant's qualification level and demeanor during the interview and to recommend whether or not to hire the individual. Subjects were also asked to make ratings about the applicant's work habits, work reliability and absenteeism, and interpersonal skills (e.g. emotional problems, likeability). Results indicated that level of quantification affected decisions to hire the applicant in the predicted direction. However, the obese applicant was rated as less qualified for the job, and both the diabetic and obese applicant were less likely to be hired, although they were rated similarly on personal appearance, attitude during the interview, and communication skills. Additionally, both the obese and the diabetic applicant were viewed as having poorer work habits. The diabetic was rated as much more likely to have medically-related job absences, whereas the obese applicant was rated as more likely to have other absences (e.g. abusing company privileges by feigning illness) and to have emotional and interpersonal problems.(ABSTRACT TRUNCATED AT 250 WORDS)

20 CFR 656.10 - General instructions.

Code of Federal Regulations, 2010 CFR

2010-04-01

... considering U.S. workers for the job offered the alien. As the beneficiary of a labor certification application, the alien can not represent the best interests of U.S. workers in the job opportunity. The alien... seeking U.S. workers for the job opportunity. Therefore, the alien and/or the alien's agent and/or...

Identifying Skill Requirements for GIS Positions: A Content Analysis of Job Advertisements

ERIC Educational Resources Information Center

Hong, Jung Eun

2016-01-01

This study identifies the skill requirements for geographic information system (GIS) positions, including GIS analysts, programmers/developers/engineers, specialists, and technicians, through a content analysis of 946 GIS job advertisements from 2007-2014. The results indicated that GIS job applicants need to possess high levels of GIS analysis…

Charter Schools and the Teacher Job Search in Michigan

ERIC Educational Resources Information Center

Cannata, Marisa

2010-01-01

This paper examines the position of charter schools in prospective elementary teachers' job search decisions. Using a labor market segmentation framework, it explores teacher applicants' decisions to apply to charter schools. The data come from a mixed-methods longitudinal study of prospective teachers looking for their first job. This paper finds…

Work-Life Benefits and Job Pursuit Intentions: The Role of Anticipated Organizational Support

ERIC Educational Resources Information Center

Casper, Wendy J.; Buffardi, Louis C.

2004-01-01

The current study examined the impact of two work-life benefits, work schedule flexibility, and dependent care assistance, on applicants' intentions to pursue jobs with potential employers. The study also explored whether anticipated organizational support would mediate the relationships between these two work-life benefits and job pursuit…

The Etiquette of Accepting a Job Offer

ERIC Educational Resources Information Center

Perlmutter, David D.

2013-01-01

The academic job market is overcrowded, but departments are hiring, and each year thousands of graduate students and other candidates will get phone calls offering them tenure-track positions. It is typically a moment of mutual giddiness. The department heads are excited at the prospect of a terrific new colleague; the job applicants now know that…

34 CFR 379.21 - What is the content of an application for an award?

Code of Federal Regulations, 2012 CFR

2012-07-01

... grant activities, including how the BAC will— (i) Identify job and career availability within the... 1998; (ii) Identify the skills necessary to perform the jobs and careers identified; and (iii) For individuals with disabilities in fields related to the job and career availability identified under paragraph...

34 CFR 379.21 - What is the content of an application for an award?

Code of Federal Regulations, 2013 CFR

2013-07-01

... grant activities, including how the BAC will— (i) Identify job and career availability within the... 1998; (ii) Identify the skills necessary to perform the jobs and careers identified; and (iii) For individuals with disabilities in fields related to the job and career availability identified under paragraph...

34 CFR 379.21 - What is the content of an application for an award?

Code of Federal Regulations, 2014 CFR

2014-07-01

... grant activities, including how the BAC will— (i) Identify job and career availability within the... 1998; (ii) Identify the skills necessary to perform the jobs and careers identified; and (iii) For individuals with disabilities in fields related to the job and career availability identified under paragraph...

20 CFR 656.17 - Basic labor certification process.

Code of Federal Regulations, 2010 CFR

2010-04-01

... participant in the job fair. (B) Employer's Web site. The use of the employer's Web site as a recruitment... involved in the application. (C) Job search Web site other than the employer's. The use of a job search Web...) The Department of Labor may issue or require the use of certain identifying information, including...

Porting Ordinary Applications to Blue Gene/Q Supercomputers

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

Maheshwari, Ketan C.; Wozniak, Justin M.; Armstrong, Timothy

2015-08-31

Efficiently porting ordinary applications to Blue Gene/Q supercomputers is a significant challenge. Codes are often originally developed without considering advanced architectures and related tool chains. Science needs frequently lead users to want to run large numbers of relatively small jobs (often called many-task computing, an ensemble, or a workflow), which can conflict with supercomputer configurations. In this paper, we discuss techniques developed to execute ordinary applications over leadership class supercomputers. We use the high-performance Swift parallel scripting framework and build two workflow execution techniques-sub-jobs and main-wrap. The sub-jobs technique, built on top of the IBM Blue Gene/Q resource manager Cobalt'smore » sub-block jobs, lets users submit multiple, independent, repeated smaller jobs within a single larger resource block. The main-wrap technique is a scheme that enables C/C++ programs to be defined as functions that are wrapped by a high-performance Swift wrapper and that are invoked as a Swift script. We discuss the needs, benefits, technicalities, and current limitations of these techniques. We further discuss the real-world science enabled by these techniques and the results obtained.« less

Machine learning based job status prediction in scientific clusters

DOE PAGES

Yoo, Wucherl; Sim, Alex; Wu, Kesheng

2016-09-01

Large high-performance computing systems are built with increasing number of components with more CPU cores, more memory, and more storage space. At the same time, scientific applications have been growing in complexity. Together, they are leading to more frequent unsuccessful job statuses on HPC systems. From measured job statuses, 23.4% of CPU time was spent to the unsuccessful jobs. Here, we set out to study whether these unsuccessful job statuses could be anticipated from known job characteristics. To explore this possibility, we have developed a job status prediction method for the execution of jobs on scientific clusters. The Random Forestsmore » algorithm was applied to extract and characterize the patterns of unsuccessful job statuses. Experimental results show that our method can predict the unsuccessful job statuses from the monitored ongoing job executions in 99.8% the cases with 83.6% recall and 94.8% precision. Lastly, this prediction accuracy can be sufficiently high that it can be used to mitigation procedures of predicted failures.« less

Machine learning based job status prediction in scientific clusters

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

Yoo, Wucherl; Sim, Alex; Wu, Kesheng

Large high-performance computing systems are built with increasing number of components with more CPU cores, more memory, and more storage space. At the same time, scientific applications have been growing in complexity. Together, they are leading to more frequent unsuccessful job statuses on HPC systems. From measured job statuses, 23.4% of CPU time was spent to the unsuccessful jobs. Here, we set out to study whether these unsuccessful job statuses could be anticipated from known job characteristics. To explore this possibility, we have developed a job status prediction method for the execution of jobs on scientific clusters. The Random Forestsmore » algorithm was applied to extract and characterize the patterns of unsuccessful job statuses. Experimental results show that our method can predict the unsuccessful job statuses from the monitored ongoing job executions in 99.8% the cases with 83.6% recall and 94.8% precision. Lastly, this prediction accuracy can be sufficiently high that it can be used to mitigation procedures of predicted failures.« less

29 CFR 1917.119 - Portable ladders.

Code of Federal Regulations, 2011 CFR

2011-07-01

... (CONTINUED) MARINE TERMINALS Terminal Facilities § 1917.119 Portable ladders. (a) Scope and applicability... Requirements for Portable Reinforced Plastic Ladders (d) Standards for job-made portable ladders. Job-made...

Community College Faculty Recruitment Practices: The Effects of Applicant Gender, Instructional Programs, and Job Attributes.

ERIC Educational Resources Information Center

Winter, Paul A.

1998-01-01

Describes a study that applied marketing and advertising theory to recruit community-college business faculty. The reactions of male and female target applicants to recruitment advertisements and job descriptions were assessed, with differences found between the two groups. Discusses results, and implications for practice, theory and research. (36…

The Effects of Specifying Job Requirements and Using Explicit Warnings to Decrease Sex Discrimination in Employment Interviews.

ERIC Educational Resources Information Center

Siegfried, William D.

1982-01-01

To determine effectiveness of instructions designed to reduce sex discrimination in employment interviews, students were asked to rate resumes for a male and a female applicant under different instructional conditions. Results suggested that: legal warnings may bias ratings in favor of male applicants; and specifying job requirements reduces…

Mastering the Diversity Challenge: Easy On-the-Job Applications for Measurable Results.

ERIC Educational Resources Information Center

Lebo, Fern

This book provides practical, step-by-step guidelines and gives important reasons why managing diversity is good for overall business. It identifies issues specific to designated groups and provides effective techniques for creating a level playing field, as well as specific on-the-job applications for running meetings, building a team, opening…

Empirical Investigation of Job Applicants' Reactions to Taking a Pre-Employment Honesty Test.

ERIC Educational Resources Information Center

Jones, John W.; Joy, Dennis

Employee theft is widespread and difficult to detect. Many companies have attempted to control the employee theft problem through pre-employment screening. The use of paper-and-pencil honesty tests in this process has become increasingly common. These two studies empirically investigated job applicants' (N=450) reactions to taking a pre-employment…

77 FR 14831 - Agency Information Collection Activities; Submission for OMB Emergency Review: Comment Request...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-03-13

... any Federal or State job training program within the previous 180 days; and, the application must be... not and is not enrolled in a Federal or state job training program within 180 days of the application.... SUMMARY: The Department of Labor (DOL) has submitted the Employment and Training Administration (ETA...

Evaluation of Job Queuing/Scheduling Software: Phase I Report

NASA Technical Reports Server (NTRS)

Jones, James Patton

1996-01-01

The recent proliferation of high performance work stations and the increased reliability of parallel systems have illustrated the need for robust job management systems to support parallel applications. To address this issue, the national Aerodynamic Simulation (NAS) supercomputer facility compiled a requirements checklist for job queuing/scheduling software. Next, NAS began an evaluation of the leading job management system (JMS) software packages against the checklist. This report describes the three-phase evaluation process, and presents the results of Phase 1: Capabilities versus Requirements. We show that JMS support for running parallel applications on clusters of workstations and parallel systems is still insufficient, even in the leading JMS's. However, by ranking each JMS evaluated against the requirements, we provide data that will be useful to other sites in selecting a JMS.

Recruitment recommendation system based on fuzzy measure and indeterminate integral

NASA Astrophysics Data System (ADS)

Yin, Xin; Song, Jinjie

2017-08-01

In this study, we propose a comprehensive evaluation approach based on indeterminate integral. By introducing the related concepts of indeterminate integral and their formulas into the recruitment recommendation system, we can calculate the suitability of each job for different applicants with the defined importance for each criterion listed in the job advertisements, the association between different criteria and subjective assessment as the prerequisite. Thus we can make recommendations to the applicants based on the score of the suitability of each job from high to low. In the end, we will exemplify the usefulness and practicality of this system with samples.

Who Gets the Job? First-Generation College Students' Perceptions of Employer Screening Methods

ERIC Educational Resources Information Center

Parks-Yancy, Rochelle; Cooley, Delonia

2018-01-01

What are first-generation college students' (FGCS) perspectives of employment screening methods? The authors investigate which methods FGCS believe are likely to cause an employer to extend a job offer and which methods yield the best pool of job applicants. Survey data were collected from undergraduate business majors. They were analyzed using…

75 FR 11926 - Workforce Investment Act (WIA)-Indian and Native American Employment and Training Programs...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-03-12

... career advancement, if possible. Retention: The applicant must propose a strategy for promoting job... under Section 401 of the Job Training Partnership Act as of August 6, 1998; Consortia of eligible... requirements of 20 CFR 668.300 and 668.430, respectively. G. Veterans Priority The Jobs for Veterans Act (Pub...

77 FR 34854 - Prevailing Rate Systems; Special Wage Schedules for Nonappropriated Fund Automotive Mechanics

Federal Register 2010, 2011, 2012, 2013, 2014

2012-06-12

..., and job-grading standards for uniform application by all Federal agencies. While most FWS employees... hours required to complete a particular job. Since the change would de-link shop labor rates from... survey of similar jobs in the local area annually. An hourly flat rate would be established for each of...

An Evaluation of Results and Effectiveness of Job Banks: Volume I, Parts I and II.

ERIC Educational Resources Information Center

Ultrasystems, Inc., Irvine, CA.

In order to assist the Manpower Administration of the U. S. Department of Labor in the planning, development, and expansion of over a hundred computerized "job banks," located in nearly every State, field interviews were conducted with job applicants, employers, Employment Service staff, and community agencies to evaluate the current…

Get That Job! A Project on the German Job Application Process

ERIC Educational Resources Information Center

Magedera-Hofhansl, Hanna

2016-01-01

With decreasing numbers of students studying German at Higher Education Institutions in the United Kingdom, there is an increasing demand for graduate Germanists. This project, designed for C1/C2 level students according to the Common European Framework of Reference for languages, prepares finalist students for a job market in which UK and German…

Hierarchical Clustering on the Basis of Inter-Job Similarity as a Tool in Validity Generalization

ERIC Educational Resources Information Center

Mobley, William H.; Ramsay, Robert S.

1973-01-01

The present research was stimulated by three related problems frequently faced in validation research: viable procedures for combining similar jobs in order to assess the validity of various predictors, for assessing groups of jobs represented in previous validity studies, and for assessing the applicability of validity findings between units.…

The Analysis of Rates of Naval Compensation by the Use of a Structured Job Analysis Procedure.

ERIC Educational Resources Information Center

Harris, Alma F.; McCormick, Ernest J.

The study deals with the experimental application of a structured job analysis procedure to enlisted and officer billets in the Navy, with particular reference to its potential use in relating naval compensation for billet incumbents to compensation for civilian jobs with similar characteristics, and in assessing its utility for allocating naval…

A house divided: cooperative and competitive recruitment in vital industries.

PubMed

Willis, William K; Muslin, Ivan; Timko, Karlyn N

2016-03-01

To propose a theoretical based model approach to address the nursing shortage problem of recruiting qualified applicants. Vital industries such as nursing and trucking face a large labour shortage. A literature review focusing on recruitment and realistic job previews examines relevant theories and an indication of the focus of similar research. Game theory illustrates cooperative and competitive recruitment strategies in vital industries. Proposition and model development where cooperative or competitive strategies for recruitment can either increase or decrease the employee applicant pool. Institutional theory states that firms within a population become isomorphic in nature. Firms employing cooperative or competitive strategies for recruitment can change organisational practices through isomorphic processes. Industries facing a labour market shortage using cooperative strategy will use realistic job previews accurately to disseminate information about industry jobs. Realistic job previews will increase the applicant pool through individuals self-selecting into, rather than out of, the applicant pool. Recruitment in the nursing industry has been examined at the individual applicant and organisational level, yet the overall industry has been ignored. As nursing shortages continue, viewing recruitment at the macro level (the overall industry) is appropriate. Game theory as proposed provides opportunities for current research at the industry level. © 2015 John Wiley & Sons Ltd.

Searching for the right fit: development of applicant person-organization fit perceptions during the recruitment process.

PubMed

Swider, Brian W; Zimmerman, Ryan D; Barrick, Murray R

2015-05-01

Numerous studies link applicant fit perceptions measured at a single point in time to recruitment outcomes. Expanding upon this prior research by incorporating decision-making theory, this study examines how applicants develop these fit perceptions over the duration of the recruitment process, showing meaningful changes in fit perceptions across and within organizations overtime. To assess the development of applicant fit perceptions, eight assessments of person-organization (PO) fit with up to four different organizations across 169 applicants for 403 job choice decisions were analyzed. Results showed the presence of initial levels and changes in differentiation of applicant PO fit perceptions across organizations, which significantly predicted future job choice. In addition, changes in within-organizational PO fit perceptions across two stages of recruitment predicted applicant job choices among multiple employers. The implications of these results for accurately understanding the development of fit perceptions, relationships between fit perceptions and key recruiting outcomes, and possible limitations of past meta-analytically derived estimates of these relationships are discussed. (c) 2015 APA, all rights reserved.

The advantage of being oneself: The role of applicant self-verification in organizational hiring decisions.

PubMed

Moore, Celia; Lee, Sun Young; Kim, Kawon; Cable, Daniel M

2017-11-01

In this paper, we explore whether individuals who strive to self-verify flourish or flounder on the job market. Using placement data from 2 very different field samples, we found that individuals rated by the organization as being in the top 10% of candidates were significantly more likely to receive a job offer if they have a stronger drive to self-verify. A third study, using a quasi-experimental design, explored the mechanism behind this effect and tested whether individuals who are high and low on this disposition communicate differently in a structured mock job interview. Text analysis (LIWC) of interview transcripts revealed systematic differences in candidates' language use as a function of their self-verification drives. These differences led an expert rater to perceive candidates with a strong drive to self-verify as less inauthentic and less misrepresentative than their low self-verifying peers, making her more likely to recommend these candidates for a job. Taken together, our results suggest that authentic self-presentation is an unidentified route to success on the job market, amplifying the chances that high-quality candidates can convert organizations' positive evaluations into tangible job offers. We discuss implications for job applicants, organizations, and the labor market. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

[Application of job demands-resources model in research on relationships between job satisfaction, job resources, individual resources and job demands].

PubMed

Potocka, Adrianna; Waszkowska, Małgorzata

2013-01-01

The aim of this study was to explore the relationships between job demands, job resourses, personal resourses and job satisfaction and to assess the usefulness of the Job Demands-Resources (JD-R) model in the explanation of these phenomena. The research was based on a sample of 500 social workers. The "Psychosocial Factors" and "Job satisfaction" questionnaires were used to test the hypothesis. The results showed that job satisfaction increased with increasing job accessibility and personal resources (r = 0.44; r = 0.31; p < 0.05). The analysis of variance (ANOVA) indicated that job resources and job demands [F(1.474) = 4.004; F(1.474) = 4.166; p < 0.05] were statistically significant sources of variation in job satisfaction. Moreover, interactions between job demands and job resources [F(3,474) = 2.748; p <0.05], as well as between job demands and personal resources [F(3.474) = 3.021; p <0.05] had a significant impact on job satisfaction. The post hoc tests showed that 1) in low job demands, but high job resources employees declared higher job satisfaction, than those who perceived them as medium (p = 0.0001) or low (p = 0.0157); 2) when the level of job demands was perceived as medium, employees with high personal resources declared significantly higher job satisfaction than those with low personal resources (p = 0.0001). The JD-R model can be used to investigate job satisfaction. Taking into account fundamental factors of this model, in organizational management there are possibilities of shaping job satisfaction among employees.

Big five personality traits reflected in job applicants' social media postings.

PubMed

Stoughton, J William; Thompson, Lori Foster; Meade, Adam W

2013-11-01

Job applicants and incumbents often use social media for personal communications allowing for direct observation of their social communications "unfiltered" for employer consumption. As such, these data offer a glimpse of employees in settings free from the impression management pressures present during evaluations conducted for applicant screening and research purposes. This study investigated whether job applicants' (N=175) personality characteristics are reflected in the content of their social media postings. Participant self-reported social media content related to (a) photos and text-based references to alcohol and drug use and (b) criticisms of superiors and peers (so-called "badmouthing" behavior) were compared to traditional personality assessments. Results indicated that extraverted candidates were prone to postings related to alcohol and drugs. Those low in agreeableness were particularly likely to engage in online badmouthing behaviors. Evidence concerning the relationships between conscientiousness and the outcomes of interest was mixed.

Interviewing Techniques Used in Selected Organizations Today

ERIC Educational Resources Information Center

Joyce, Marguerite P.

2008-01-01

Businesses continue to use the job interview as a final determinant of the applicant's good fit for the company and its culture. Today, many companies are hiring less and/or are taking longer to find just the right person with the right skills for the right job. If an applicant is asked to come for an interview, the general feeling is that the…

41 CFR 60-2.1 - Scope and application.

Code of Federal Regulations, 2010 CFR

2010-07-01

... employees are located, the organizational profile and job group analysis of the affirmative action program... program, the organizational profile and job group analysis of that program must be annotated to identify...

Method of Continuous Variations: Applications of Job Plots to the Study of Molecular Associations in Organometallic Chemistry[**

PubMed Central

Renny, Joseph S.; Tomasevich, Laura L.; Tallmadge, Evan H.; Collum, David B.

2014-01-01

Applications of the method of continuous variations—MCV or the Method of Job—to problems of interest to organometallic chemists are described. MCV provides qualitative and quantitative insights into the stoichiometries underlying association of m molecules of A and n molecules of B to form AmBn. Applications to complex ensembles probe associations that form metal clusters and aggregates. Job plots in which reaction rates are monitored provide relative stoichiometries in rate-limiting transition structures. In a specialized variant, ligand- or solvent-dependent reaction rates are dissected into contributions in both the ground states and transition states, which affords insights into the full reaction coordinate from a single Job plot. Gaps in the literature are identified and critiqued. PMID:24166797

Color perception and ATC job performance.

DOT National Transportation Integrated Search

1983-07-01

Current OMP policy and guidance requires demonstrated job-relatedness and reasonable accommodation in the application of physical qualifications. The OPM has accomplished an analysis of the Air Traffic Control Specialist (ATCS) series and recommended...

Functional Job Analysis: An Annotated Bibliography. Methods for Manpower Analysis No. 10.

ERIC Educational Resources Information Center

Fine, Sidney A.; And Others

The bibliography provides a chronological survey of the development, growth, and application of the concept of Functional Job Analysis (FJA) which provides for the formulation of qualifications of workers and the requirements of jobs in the same terms so that the one can be equated with measures of the other. An introductory section discusses FJA,…

University Teachers' Job Dissatisfaction: Application of Two-Factor Theory--A Case of Pakistani Education System

ERIC Educational Resources Information Center

Mir, Imran Anwar

2012-01-01

This qualitative case study presents the reasons of teachers' job dissatisfaction in the government educational institutes in Pakistan. This case study is based on the two factor theory of Herzberg. The results of this case study reveal four core factors that cause job dissatisfaction among teachers in the public sector universities in developing…

State Strategies to Scale Quality Work-Based Learning. NGA Paper

ERIC Educational Resources Information Center

Hauge, Kimberly; Parton, Brent

2016-01-01

Industries in every state are struggling to find qualified applicants for jobs, while job seekers too often find they lack the skills needed to enter or move along a career pathway to a good job. Preparing a workforce that is poised to meet the needs of businesses and ultimately to make the state more economically competitive is a top priority for…

Exploring the Effects of Congruence and Holland's Personality Codes on Job Satisfaction: An Application of Hierarchical Linear Modeling Techniques

ERIC Educational Resources Information Center

Ishitani, Terry T.

2010-01-01

This study applied hierarchical linear modeling to investigate the effect of congruence on intrinsic and extrinsic aspects of job satisfaction. Particular focus was given to differences in job satisfaction by gender and by Holland's first-letter codes. The study sample included nationally represented 1462 female and 1280 male college graduates who…

Employer perceptions of the employability of workers in a social business.

PubMed

Krupa, Terry; Howell-Moneta, Angela; Lysaght, Rosemary; Kirsh, Bonnie

2016-06-01

This study examined employer perceptions of employability of job candidates working in a social business for people with mental illnesses. Using an analogue research design, 99 employers participated in a simulated job hiring process, rating 2 applicants on potential to do the job, fit with workplace culture and likelihood of hiring. One job applicant worked in a social business, and the second was either (a) working in a conventional business, (b) with employment lapse attributable to mental health issues, or (c) with an unexplained employment lapse. Paired samples t tests were used to compare ratings. Qualitative data were collected regarding the rationale for rankings and a content analysis was conducted. Employer rankings were significantly higher for the applicant working in a social business compared to either applicant with an employment lapse. Employers rated the candidate working in a conventional business significantly higher compared with the candidate in a social business only on ratings of likelihood to hire. Employers valued the recency of work experience in the social business, citing concerns about risks associated with employment lapses. Their comments suggested a lack of understanding of the nature of social business. Experience in a social business appears to lessen the disadvantage of unemployment in the job hiring process, but does not appear to be ranked on par with experience in the conventional workforce. The social business sector could benefit from considering ways to publically portray these work opportunities to enhance acceptance and inclusion. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Kwf-Grid workflow management system for Earth science applications

NASA Astrophysics Data System (ADS)

Tran, V.; Hluchy, L.

2009-04-01

In this paper, we present workflow management tool for Earth science applications in EGEE. The workflow management tool was originally developed within K-wf Grid project for GT4 middleware and has many advanced features like semi-automatic workflow composition, user-friendly GUI for managing workflows, knowledge management. In EGEE, we are porting the workflow management tool to gLite middleware for Earth science applications K-wf Grid workflow management system was developed within "Knowledge-based Workflow System for Grid Applications" under the 6th Framework Programme. The workflow mangement system intended to - semi-automatically compose a workflow of Grid services, - execute the composed workflow application in a Grid computing environment, - monitor the performance of the Grid infrastructure and the Grid applications, - analyze the resulting monitoring information, - capture the knowledge that is contained in the information by means of intelligent agents, - and finally to reuse the joined knowledge gathered from all participating users in a collaborative way in order to efficiently construct workflows for new Grid applications. Kwf Grid workflow engines can support different types of jobs (e.g. GRAM job, web services) in a workflow. New class of gLite job has been added to the system, allows system to manage and execute gLite jobs in EGEE infrastructure. The GUI has been adapted to the requirements of EGEE users, new credential management servlet is added to portal. Porting K-wf Grid workflow management system to gLite would allow EGEE users to use the system and benefit from its avanced features. The system is primarly tested and evaluated with applications from ES clusters.

Enhancing marketing recruitment strategies: administrator tenure and nursing expenditures.

PubMed

Gunby, Norris White

2005-01-01

When recruiting nurses, long-term care facilities require an ability to identify salient organizational characteristics that are attractive to potential nursing services candidates vis-à-vis their competitors. The findings of this study suggest that information on administrative tenure can be utilized to attract applicants by appealing to criteria within their high-involvement job search activities. High-involvement applicants proactively seek recruitment content that provides essential job attributes that match their needs and skills and are more apt to be a higher quality candidate. Based upon the study's findings, managers are offered marketing strategy recommendations for tailoring recruiting messages that appeal to high-involvement job seekers.

Employee recruitment.

PubMed

Breaugh, James A

2013-01-01

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

Developing physical exposure-based back injury risk models applicable to manual handling jobs in distribution centers.

PubMed

Lavender, Steven A; Marras, William S; Ferguson, Sue A; Splittstoesser, Riley E; Yang, Gang

2012-01-01

Using our ultrasound-based "Moment Monitor," exposures to biomechanical low back disorder risk factors were quantified in 195 volunteers who worked in 50 different distribution center jobs. Low back injury rates, determined from a retrospective examination of each company's Occupational Safety and Health Administration (OSHA) 300 records over the 3-year period immediately prior to data collection, were used to classify each job's back injury risk level. The analyses focused on the factors differentiating the high-risk jobs (those having had 12 or more back injuries/200,000 hr of exposure) from the low-risk jobs (those defined as having no back injuries in the preceding 3 years). Univariate analyses indicated that measures of load moment exposure and force application could distinguish between high (n = 15) and low (n = 15) back injury risk distribution center jobs. A three-factor multiple logistic regression model capable of predicting high-risk jobs with very good sensitivity (87%) and specificity (73%) indicated that risk could be assessed using the mean across the sampled lifts of the peak forward and or lateral bending dynamic load moments that occurred during each lift, the mean of the peak push/pull forces across the sampled lifts, and the mean duration of the non-load exposure periods. A surrogate model, one that does not require the Moment Monitor equipment to assess a job's back injury risk, was identified although with some compromise in model sensitivity relative to the original model.

Scheduling with genetic algorithms

NASA Technical Reports Server (NTRS)

Fennel, Theron R.; Underbrink, A. J., Jr.; Williams, George P. W., Jr.

1994-01-01

In many domains, scheduling a sequence of jobs is an important function contributing to the overall efficiency of the operation. At Boeing, we develop schedules for many different domains, including assembly of military and commercial aircraft, weapons systems, and space vehicles. Boeing is under contract to develop scheduling systems for the Space Station Payload Planning System (PPS) and Payload Operations and Integration Center (POIC). These applications require that we respect certain sequencing restrictions among the jobs to be scheduled while at the same time assigning resources to the jobs. We call this general problem scheduling and resource allocation. Genetic algorithms (GA's) offer a search method that uses a population of solutions and benefits from intrinsic parallelism to search the problem space rapidly, producing near-optimal solutions. Good intermediate solutions are probabalistically recombined to produce better offspring (based upon some application specific measure of solution fitness, e.g., minimum flowtime, or schedule completeness). Also, at any point in the search, any intermediate solution can be accepted as a final solution; allowing the search to proceed longer usually produces a better solution while terminating the search at virtually any time may yield an acceptable solution. Many processes are constrained by restrictions of sequence among the individual jobs. For a specific job, other jobs must be completed beforehand. While there are obviously many other constraints on processes, it is these on which we focussed for this research: how to allocate crews to jobs while satisfying job precedence requirements and personnel, and tooling and fixture (or, more generally, resource) requirements.

An Execution Service for Grid Computing

NASA Technical Reports Server (NTRS)

Smith, Warren; Hu, Chaumin

2004-01-01

This paper describes the design and implementation of the IPG Execution Service that reliably executes complex jobs on a computational grid. Our Execution Service is part of the IPG service architecture whose goal is to support location-independent computing. In such an environment, once n user ports an npplicntion to one or more hardware/software platfrms, the user can describe this environment to the grid the grid can locate instances of this platfrm, configure the platfrm as required for the application, and then execute the application. Our Execution Service runs jobs that set up such environments for applications and executes them. These jobs consist of a set of tasks for executing applications and managing data. The tasks have user-defined starting conditions that allow users to specih complex dependencies including task to execute when tasks fail, afiequent occurrence in a large distributed system, or are cancelled. The execution task provided by our service also configures the application environment exactly as specified by the user and captures the exit code of the application, features that many grid execution services do not support due to dflculties interfacing to local scheduling systems.

Interviewing in Virtual Worlds: A Phenomenological Study Exploring the Success Factors of Job Applicants Utilizing Second Life to Gain Employment

ERIC Educational Resources Information Center

Koufoudakis-Whittington, Stefania

2014-01-01

This study explored the phenomenon of success factors of job applicants utilizing Second Life to gain employment. The study focused on identifying the perception of what qualified as a successful interview through the lived common experiences of 16 employment recruiters. The research problem was that a gap existed in scholarly research on…

Cardiothoracic surgery resident education: update on resident recruitment and job placement.

PubMed

Salazar, Jorge D; Ermis, Peter; Laudito, Antonio; Lee, Richard; Wheatley, Grayson H; Paul, Sean; Calhoon, John

2006-09-01

Applications to cardiothoracic surgery training programs have steadily declined. The application cycle for 2004 marked the first time the number of applicants was lower than the positions offered. This survey reflects on this trend in applications and the perspectives of current and graduating residents. In June 2004, the Thoracic Surgery Residents Association, in conjunction with CTSNet, surveyed residents completing accredited cardiothoracic training or additional subspecialization. Participation was anonymous and voluntary. Of the 140 graduates, 88 responded. Most were male (92%) and married (72%). Their average age was 35.7 years, and 56% had children. The mean educational debt was less than $50,000. Of the 88 respondents, 69 (78%) had plans to seek jobs whereas 15 (17%) sought additional training. Among job-seeking residents, 12% received no offers. Also, 59% of graduates initially sought a position in academics and 41% in private practice. Nearly one quarter (23%) reported that they would not choose a career in cardiothoracic surgery again, and more than half (52%) would not strongly recommend cardiothoracic surgery to potential trainees. Almost all (90%) of the graduates believed that the number of cardiothoracic training spots should be decreased, and 92% believed that a reduction in training positions should be achieved by closing marginal training programs. Additionally, 91% believed reimbursement for cardiothoracic surgery was inadequate, and 88% thought low reimbursement resulted in restricted patient access and decreased quality of care. Cardiothoracic training programs are having difficulty in both applicant recruitment and in suitable job placement. This frustration in the job search coupled with reimbursement and lifestyle issues most likely contributes to the general dissatisfaction conveyed by the graduates. If these trends continue, the field will be faced with a crisis of unfilled residency programs and unemployed graduates.

Development of a Navy Job-Specific Vocational Interest Model

DTIC Science & Technology

2006-12-01

The role of job satisfaction in absence behavior. Organizational Behavior and Human Performance , 19, 148-161. Jackofsky, E. F., & Peters, L. H. (1983...Guidance Quarterly, (December), 160-165. Spencer, D. G., & Steers, R. M. (1981). Performance as a moderator of the job- satisfaction -turnover relationship...Application of Process Model to Measurement of Career Choice Satisfaction .............. 9 Content Model of Vocational Interests: Constructs and Structures

Hostile and benevolent reactions toward pregnant women: complementary interpersonal punishments and rewards that maintain traditional roles.

PubMed

Hebl, Michelle R; King, Eden B; Glick, Peter; Singletary, Sarah L; Kazama, Stephanie

2007-11-01

A naturalistic field study investigated behavior toward pregnant (vs. nonpregnant) women in nontraditional (job applicant) and traditional (store customer) roles. Female confederates, who sometimes wore a pregnancy prosthesis, posed as job applicants or customers at retail stores. Store employees exhibited more hostile behavior (e.g., rudeness) toward pregnant (vs. nonpregnant) applicants and more benevolent behavior (e.g., touching, overfriendliness) toward pregnant (vs. nonpregnant) customers. A second experiment revealed that pregnant women are especially likely to encounter hostility (from both men and women) when applying for masculine as compared with feminine jobs. The combination of benevolence toward pregnant women in traditional roles and hostility toward those who seek nontraditional roles suggests a system of complementary interpersonal rewards and punishments that may discourage pregnant women from pursuing work that violates gender norms. (c) 2007 APA

Human factors in aviation maintenance, phase 1 : progress report.

DOT National Transportation Integrated Search

1991-11-01

This human factors research in aviation maintenance addresses four tasks including studies of organizational behavior, job and task analysis in maintenance and inspection, advanced technology for training, and the application of job aiding to mainten...

Second Evaluation of Job Queuing/Scheduling Software. Phase 1

NASA Technical Reports Server (NTRS)

Jones, James Patton; Brickell, Cristy; Chancellor, Marisa (Technical Monitor)

1997-01-01

The recent proliferation of high performance workstations and the increased reliability of parallel systems have illustrated the need for robust job management systems to support parallel applications. To address this issue, NAS compiled a requirements checklist for job queuing/scheduling software. Next, NAS evaluated the leading job management system (JMS) software packages against the checklist. A year has now elapsed since the first comparison was published, and NAS has repeated the evaluation. This report describes this second evaluation, and presents the results of Phase 1: Capabilities versus Requirements. We show that JMS support for running parallel applications on clusters of workstations and parallel systems is still lacking, however, definite progress has been made by the vendors to correct the deficiencies. This report is supplemented by a WWW interface to the data collected, to aid other sites in extracting the evaluation information on specific requirements of interest.

First results from a combined analysis of CERN computing infrastructure metrics

NASA Astrophysics Data System (ADS)

Duellmann, Dirk; Nieke, Christian

2017-10-01

The IT Analysis Working Group (AWG) has been formed at CERN across individual computing units and the experiments to attempt a cross cutting analysis of computing infrastructure and application metrics. In this presentation we will describe the first results obtained using medium/long term data (1 months — 1 year) correlating box level metrics, job level metrics from LSF and HTCondor, IO metrics from the physics analysis disk pools (EOS) and networking and application level metrics from the experiment dashboards. We will cover in particular the measurement of hardware performance and prediction of job duration, the latency sensitivity of different job types and a search for bottlenecks with the production job mix in the current infrastructure. The presentation will conclude with the proposal of a small set of metrics to simplify drawing conclusions also in the more constrained environment of public cloud deployments.

JobCenter: an open source, cross-platform, and distributed job queue management system optimized for scalability and versatility.

PubMed

Jaschob, Daniel; Riffle, Michael

2012-07-30

Laboratories engaged in computational biology or bioinformatics frequently need to run lengthy, multistep, and user-driven computational jobs. Each job can tie up a computer for a few minutes to several days, and many laboratories lack the expertise or resources to build and maintain a dedicated computer cluster. JobCenter is a client-server application and framework for job management and distributed job execution. The client and server components are both written in Java and are cross-platform and relatively easy to install. All communication with the server is client-driven, which allows worker nodes to run anywhere (even behind external firewalls or "in the cloud") and provides inherent load balancing. Adding a worker node to the worker pool is as simple as dropping the JobCenter client files onto any computer and performing basic configuration, which provides tremendous ease-of-use, flexibility, and limitless horizontal scalability. Each worker installation may be independently configured, including the types of jobs it is able to run. Executed jobs may be written in any language and may include multistep workflows. JobCenter is a versatile and scalable distributed job management system that allows laboratories to very efficiently distribute all computational work among available resources. JobCenter is freely available at http://code.google.com/p/jobcenter/.

Grid Task Execution

NASA Technical Reports Server (NTRS)

Hu, Chaumin

2007-01-01

IPG Execution Service is a framework that reliably executes complex jobs on a computational grid, and is part of the IPG service architecture designed to support location-independent computing. The new grid service enables users to describe the platform on which they need a job to run, which allows the service to locate the desired platform, configure it for the required application, and execute the job. After a job is submitted, users can monitor it through periodic notifications, or through queries. Each job consists of a set of tasks that performs actions such as executing applications and managing data. Each task is executed based on a starting condition that is an expression of the states of other tasks. This formulation allows tasks to be executed in parallel, and also allows a user to specify tasks to execute when other tasks succeed, fail, or are canceled. The two core components of the Execution Service are the Task Database, which stores tasks that have been submitted for execution, and the Task Manager, which executes tasks in the proper order, based on the user-specified starting conditions, and avoids overloading local and remote resources while executing tasks.

Artificial Intelligence: An Analysis of Potential Applications to Training, Performance Measurement, and Job Performance Aiding. Interim Report for Period September 1982-July 1983.

ERIC Educational Resources Information Center

Richardson, J. Jeffrey

This paper is part of an Air Force planning effort to develop a research, development, and applications program for the use of artificial intelligence (AI) technology in three target areas: training, performance measurement, and job performance aiding. The paper is organized in five sections that (1) introduce the reader to AI and those subfields…

ARC SDK: A toolbox for distributed computing and data applications

NASA Astrophysics Data System (ADS)

Skou Andersen, M.; Cameron, D.; Lindemann, J.

2014-06-01

Grid middleware suites provide tools to perform the basic tasks of job submission and retrieval and data access, however these tools tend to be low-level, operating on individual jobs or files and lacking in higher-level concepts. User communities therefore generally develop their own application-layer software catering to their specific communities' needs on top of the Grid middleware. It is thus important for the Grid middleware to provide a friendly, well documented and simple to use interface for the applications to build upon. The Advanced Resource Connector (ARC), developed by NorduGrid, provides a Software Development Kit (SDK) which enables applications to use the middleware for job and data management. This paper presents the architecture and functionality of the ARC SDK along with an example graphical application developed with the SDK. The SDK consists of a set of libraries accessible through Application Programming Interfaces (API) in several languages. It contains extensive documentation and example code and is available on multiple platforms. The libraries provide generic interfaces and rely on plugins to support a given technology or protocol and this modular design makes it easy to add a new plugin if the application requires supporting additional technologies.The ARC Graphical Clients package is a graphical user interface built on top of the ARC SDK and the Qt toolkit and it is presented here as a fully functional example of an application. It provides a graphical interface to enable job submission and management at the click of a button, and allows data on any Grid storage system to be manipulated using a visual file system hierarchy, as if it were a regular file system.

My Favorite Assignment.

ERIC Educational Resources Information Center

Hebert, Margaret; And Others

1991-01-01

Contains seven brief articles which offer assignments designed to help students perform job searches, write job application letters, answer difficult questions, write letters of resignation, alleviate fears of public speaking, use the interview effectively in the business communication, and develop listening skills. (PRA)

Motivated reasoning during recruitment.

PubMed

Kappes, Heather Barry; Balcetis, Emily; De Cremer, David

2018-03-01

This research shows how job postings can lead job candidates to see themselves as particularly deserving of hiring and high salary. We propose that these entitlement beliefs entail both personal motivations to see oneself as deserving and the ability to justify those motivated judgments. Accordingly, we predict that people feel more deserving when qualifications for a job are vague and thus amenable to motivated reasoning, whereby people use information selectively to reach a desired conclusion. We tested this hypothesis with a 2-phase experiment (N = 892) using materials drawn from real online job postings. In the first phase of the experiment, participants believed themselves to be more deserving of hiring and deserving of higher pay after reading postings composed of vaguer types of qualifications. In the second phase, yoked observers believed that participants were less entitled overall, but did not selectively discount endorsement of vaguer qualifications, suggesting they were unaware of this effect. A follow-up preregistered experiment (N = 905) using postings with mixed qualification types replicated the effect of including more vague qualifications on participants' entitlement beliefs. Entitlement beliefs are widely seen as problematic for recruitment and retention, and these results suggest that reducing the inclusion of vague qualifications in job postings would dampen the emergence of these beliefs in applicants, albeit at the cost of decreasing application rates and lowering applicants' confidence. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Assessing the Substitutability of Surrogate Measures of Job Performance of Hands-On Work Sample Tests

DTIC Science & Technology

1992-06-01

surrogate of .90 be a criterion for initially identifying substitutability. Gottfredson (1986) provides additional guidance for making comparison among... intelligence and reading level, for example, may yield a greater understanding of the general conditions that facilitate development and applicability of...noted by Gottfredson (1986), different measures may be required for different classes of jobs due to systematic differences in job demands, and these

Ph.D.'s Spend Big Bucks Hunting for Academic Jobs, with No Guaranteed Results

ERIC Educational Resources Information Center

Patton, Stacey

2013-01-01

Ph.D.'s are used to shelling out tens of thousands of dollars in the name of education. But earning the top graduate degree doesn't mean their spending has come to an end. An industry designed to help aspiring academics manage the job-application process and land tenure-track jobs is growing, and reaping the benefits of a tight market in many…

Effects of Field and Job Oriented Technical Retraining on Manpower Utilization of the Unemployed. Vocational-Industrial Education Research Report. Final Report.

ERIC Educational Resources Information Center

Bjorkquist, David C.

A job-oriented program emphasizing application to the specific occupation of tool design was compared with a field-oriented program intended to give a broad basic preparation for a variety of jobs in the field of mechanical technology. Both programs were conducted under the Manpower Development and Training Act (MDTA) for a period of 52 weeks.…

Factors related to choosing an academic career track among spine fellowship applicants.

PubMed

Park, Daniel K; Rhee, John M; Wu, Baohua; Easley, Kirk

2013-03-01

Retrospective review. To identify factors associated with the likelihood of spine surgery fellowship applicants choosing an academic job upon fellowship completion. Training academic spine surgeons is an important goal of many spine fellowships. However, there are no established criteria associated with academic job choice to guide selection committees. Two hundred three consecutive applications of candidates who were granted an interview to a single spine surgical fellowship from 2005 to 2010 were analyzed. Factors investigated included the following: membership in honor societies; number of publications, presentations, and book chapters; age; completion of an additional degree; completion of a research fellowship; teaching experience; marital status; graduation from a top-20 school; attendance in a residency with a spine fellowship; and comments made in personal statements and letters of recommendation. The job taken upon graduation from fellowship was determined. The χ2 test or Fisher exact test was used to estimate the strength of the association between the covariates and response. Significant variables were selected for further multivariate analysis. The following were significantly associated in a univariable analysis with academia: 5 or more national presentations; completion of a research fellowship; attendance in a top-20 medical school; stated desire in the personal statement to become an academic surgeon; and letters of reference stating likelihood of pursuing academics on hiring the applicant. When significant variables were selected for multivariable analysis, completion of a research fellowship, graduation from a top-20 medical school, and stated desire in the personal statement to become an academic surgeon were most strongly associated with choice of academia. Although job choice is multifactorial, the present study demonstrates that there are objective factors listed on spine fellowship applications associated with a significantly higher likelihood of academic job choice. Analyzing these factors may help selection committees evaluate spine fellowship applicants consistent with the academic missions of their programs.

A Skills Approach to Career Development.

ERIC Educational Resources Information Center

Grites, Thomas J.

1983-01-01

A counseling approach encourages students' development of job-applicable, career-transferable skills to meet the changing demands of specialization, automation, mobility, urban growth, and industrial trends in the job market. These include writing; speaking; research; and analytical, organizational, leadership, interpersonal, and quantitative…

29 CFR 2700.105 - Disclosure of information by the Parties.

Code of Federal Regulations, 2011 CFR

2011-07-01

... the document was created; the name and job title of the author of the document; and if applicable, the name and job title of the recipient(s) of the document. The judge may order an in camera inspection of...

Identification and Accessioning of Individuals for Officer Candidate School: Developing Realistic Job Previews

DTIC Science & Technology

2014-07-01

useful to them before they applied to OCS, and 86% of candidates saying they would refer someone else to the RJP. 15. SUBJECT TERMS Officers...Candidate School,” or AccessOCS, used qualitative methods (Oliver, Ardison, Russell, & Babin, 2010) to (a) identify and describe OCS applicants in terms...job previews (RJPs) that would provide OCS applicants with useful information in a single, but comprehensive document to facilitate the accessioning

JobCenter: an open source, cross-platform, and distributed job queue management system optimized for scalability and versatility

PubMed Central

2012-01-01

Background Laboratories engaged in computational biology or bioinformatics frequently need to run lengthy, multistep, and user-driven computational jobs. Each job can tie up a computer for a few minutes to several days, and many laboratories lack the expertise or resources to build and maintain a dedicated computer cluster. Results JobCenter is a client–server application and framework for job management and distributed job execution. The client and server components are both written in Java and are cross-platform and relatively easy to install. All communication with the server is client-driven, which allows worker nodes to run anywhere (even behind external firewalls or “in the cloud”) and provides inherent load balancing. Adding a worker node to the worker pool is as simple as dropping the JobCenter client files onto any computer and performing basic configuration, which provides tremendous ease-of-use, flexibility, and limitless horizontal scalability. Each worker installation may be independently configured, including the types of jobs it is able to run. Executed jobs may be written in any language and may include multistep workflows. Conclusions JobCenter is a versatile and scalable distributed job management system that allows laboratories to very efficiently distribute all computational work among available resources. JobCenter is freely available at http://code.google.com/p/jobcenter/. PMID:22846423

Interventions that affect gender bias in hiring: a systematic review.

PubMed

Isaac, Carol; Lee, Barbara; Carnes, Molly

2009-10-01

To systematically review experimental evidence for interventions mitigating gender bias in employment. Unconscious endorsement of gender stereotypes can undermine academic medicine's commitment to gender equity. The authors performed electronic and hand searches for randomized controlled studies since 1973 of interventions that affect gender differences in evaluation of job applicants. Twenty-seven studies met all inclusion criteria. Interventions fell into three categories: application information, applicant features, and rating conditions. The studies identified gender bias as the difference in ratings or perceptions of men and women with identical qualifications. Studies reaffirmed negative bias against women being evaluated for positions traditionally or predominantly held by men (male sex-typed jobs). The assessments of male and female raters rarely differed. Interventions that provided raters with clear evidence of job-relevant competencies were effective. However, clearly competent women were rated lower than equivalent men for male sex-typed jobs unless evidence of communal qualities was also provided. A commitment to the value of credentials before review of applicants and women's presence at above 25% of the applicant pool eliminated bias against women. Two studies found unconscious resistance to "antibias" training, which could be overcome with distraction or an intervening task. Explicit employment equity policies and an attractive appearance benefited men more than women, whereas repeated employment gaps were more detrimental to men. Masculine-scented perfume favored the hiring of both sexes. Negative bias occurred against women who expressed anger or who were perceived as self-promoting. High-level evidence exists for strategies to mitigate gender bias in hiring.

Crossword Puzzles and Conversation: An Approach to Teaching Pre-Employment and On-the-Job Communication Skills to Adult (Refugee) ESL Students. Special Experimental Demonstration Project--Adult Education.

ERIC Educational Resources Information Center

Larsen, R. Ann

This curriculum guide is intended to help high school and adult refugees master the preemployment and on-the-job English as a Second Language (ESL) communication skills that are essential to survival in the workplace. The following topics are covered in the individual lessons: job application, occupations and duties, help wanted ads, job…

78 FR 36597 - Comment Request for Information Collection for Job Corps Application Data; Extension With Minor...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-06-18

... largest residential, educational, and career technical training program for young Americans. Job Corps was...), and career technical training credentials, including industry-recognized certifications, state... DEPARTMENT OF LABOR Employment and Training Administration Comment Request for Information...

78 FR 49548 - Comment Request for Information Collection for Job Corps Application Data (Job Corps Enrollee...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-08-14

... the nation's largest residential educational and career technical training program for young Americans... Educational Development (GED), and career technical training credentials, including industry-recognized... DEPARTMENT OF LABOR Employment and Training Administration Comment Request for Information...

10 CFR 4.122 - General prohibitions against employment discrimination.

Code of Federal Regulations, 2012 CFR

2012-01-01

... form of compensation and changes in compensation; (4) Job assignments, job classifications... participate in a contractual or other relationship that has the effect of subjecting qualified handicapped applicants or employees to discrimination prohibited by this subpart. The relationships referred to in this...

10 CFR 4.122 - General prohibitions against employment discrimination.

Code of Federal Regulations, 2011 CFR

2011-01-01

... form of compensation and changes in compensation; (4) Job assignments, job classifications... participate in a contractual or other relationship that has the effect of subjecting qualified handicapped applicants or employees to discrimination prohibited by this subpart. The relationships referred to in this...

Using Job Analysis Techniques to Understand Training Needs for Promotores de Salud.

PubMed

Ospina, Javier H; Langford, Toshiko A; Henry, Kimberly L; Nelson, Tristan Q

2018-04-01

Despite the value of community health worker programs, such as Promotores de Salud, for addressing health disparities in the Latino community, little consensus has been reached to formally define the unique roles and duties associated with the job, thereby creating unique job training challenges. Understanding the job tasks and worker attributes central to this work is a critical first step for developing the training and evaluation systems of promotores programs. Here, we present the process and findings of a job analysis conducted for promotores working for Planned Parenthood. We employed a systematic approach, the combination job analysis method, to define the job in terms of its work and worker requirements, identifying key job tasks, as well as the worker attributes necessary to effectively perform them. Our results suggest that the promotores' job encompasses a broad range of activities and requires an equally broad range of personal characteristics to perform. These results played an important role in the development of our training and evaluation protocols. In this article, we introduce the technique of job analysis, provide an overview of the results from our own application of this technique, and discuss how these findings can be used to inform a training and performance evaluation system. This article provides a template for other organizations implementing similar community health worker programs and illustrates the value of conducting a job analysis for clarifying job roles, developing and evaluating job training materials, and selecting qualified job candidates.

The Grid[Way] Job Template Manager, a tool for parameter sweeping

NASA Astrophysics Data System (ADS)

Lorca, Alejandro; Huedo, Eduardo; Llorente, Ignacio M.

2011-04-01

Parameter sweeping is a widely used algorithmic technique in computational science. It is specially suited for high-throughput computing since the jobs evaluating the parameter space are loosely coupled or independent. A tool that integrates the modeling of a parameter study with the control of jobs in a distributed architecture is presented. The main task is to facilitate the creation and deletion of job templates, which are the elements describing the jobs to be run. Extra functionality relies upon the GridWay Metascheduler, acting as the middleware layer for job submission and control. It supports interesting features like multi-dimensional sweeping space, wildcarding of parameters, functional evaluation of ranges, value-skipping and job template automatic indexation. The use of this tool increases the reliability of the parameter sweep study thanks to the systematic bookkeeping of job templates and respective job statuses. Furthermore, it simplifies the porting of the target application to the grid reducing the required amount of time and effort. Program summaryProgram title: Grid[Way] Job Template Manager (version 1.0) Catalogue identifier: AEIE_v1_0 Program summary URL:http://cpc.cs.qub.ac.uk/summaries/AEIE_v1_0.html Program obtainable from: CPC Program Library, Queen's University, Belfast, N. Ireland Licensing provisions: Apache license 2.0 No. of lines in distributed program, including test data, etc.: 3545 No. of bytes in distributed program, including test data, etc.: 126 879 Distribution format: tar.gz Programming language: Perl 5.8.5 and above Computer: Any (tested on PC x86 and x86_64) Operating system: Unix, GNU/Linux (tested on Ubuntu 9.04, Scientific Linux 4.7, centOS 5.4), Mac OS X (tested on Snow Leopard 10.6) RAM: 10 MB Classification: 6.5 External routines: The GridWay Metascheduler [1]. Nature of problem: To parameterize and manage an application running on a grid or cluster. Solution method: Generation of job templates as a cross product of the input parameter sets. Also management of the job template files including the job submission to the grid, control and information retrieval. Restrictions: The parameter sweep is limited by disk space during generation of the job templates. The wild-carding of parameters cannot be done in decreasing order. Job submission, control and information is delegated to the GridWay Metascheduler. Running time: From half a second in the simplest operation to a few minutes for thousands of exponential sampling parameters.

Impression Management in the Job Interview: An Effective Way of Mitigating Discrimination against Older Applicants?

PubMed

Gioaba, Irina; Krings, Franciska

2017-01-01

The increasingly aging population in most industrialized societies, coupled with the rather age-diverse current workforce makes discrimination against older employees a prevalent issue, especially in employment contexts. This renders research on ways for reducing this type of discrimination a particularly pressing concern. Drawing on theories of social identity and impression management, our research examines the role of impression management, aimed at refuting common older worker stereotypes, in diminishing bias against older job applicants during the job interview. The study consisted in an experimental hiring simulation conducted on a sample of 515 undergraduate students. Results show that older applicants who used impression management to contradict common older worker stereotypes were perceived as more hirable than those who did not. However, despite this positive effect, discrimination persisted: older applicants were consistently rated as less hirable than their younger counterparts when displaying the same IM behavior. Taken together, this research demonstrates that older job seekers can indeed ameliorate biased interview outcomes by engaging in impression management targeting common age stereotypes; however, it also shows that this strategy is insufficient for overcoming age discrimination entirely. The current study has important implications for theory, by expanding research on the use of impression management in mitigating age discrimination, as well as for practice, by offering older employees a hands-on strategy to reduce bias and stereotyping against them.

Impression Management in the Job Interview: An Effective Way of Mitigating Discrimination against Older Applicants?

PubMed Central

Gioaba, Irina; Krings, Franciska

2017-01-01

The increasingly aging population in most industrialized societies, coupled with the rather age-diverse current workforce makes discrimination against older employees a prevalent issue, especially in employment contexts. This renders research on ways for reducing this type of discrimination a particularly pressing concern. Drawing on theories of social identity and impression management, our research examines the role of impression management, aimed at refuting common older worker stereotypes, in diminishing bias against older job applicants during the job interview. The study consisted in an experimental hiring simulation conducted on a sample of 515 undergraduate students. Results show that older applicants who used impression management to contradict common older worker stereotypes were perceived as more hirable than those who did not. However, despite this positive effect, discrimination persisted: older applicants were consistently rated as less hirable than their younger counterparts when displaying the same IM behavior. Taken together, this research demonstrates that older job seekers can indeed ameliorate biased interview outcomes by engaging in impression management targeting common age stereotypes; however, it also shows that this strategy is insufficient for overcoming age discrimination entirely. The current study has important implications for theory, by expanding research on the use of impression management in mitigating age discrimination, as well as for practice, by offering older employees a hands-on strategy to reduce bias and stereotyping against them. PMID:28559869

Application for Graduate Experiential Learning Credit.

ERIC Educational Resources Information Center

Central Michigan Univ., Mount Pleasant. Inst. for Personal and Career Development.

Experiential Learning graduate credits are awarded to students enrolled in the Institute for Personal and Career Development (IPCD) graduate programs for knowledge acquired from on-the-job training, on-the-job experiences, non-university workshops, other vocation-related experiences, or avocational achievemnts. These experiences and achievements…

Job Grading Standard for Electrician (High Voltage) WG-2810.

ERIC Educational Resources Information Center

Civil Service Commission, Washington, DC. Bureau of Policies and Standards.

The standard covers nonsupervisory work involved in installation, test, repair, and maintenance of electric power plant and/or overhead and underground primary electrical distribution systems. These jobs require knowledge and application of electrical principles, procedures, materials, and safety standards governing work on electrical systems…

Job Prospects for Petroleum Engineers.

ERIC Educational Resources Information Center

Basta, Nicholas

1988-01-01

Describes petroleum engineering as one area in industry where job opportunities are few but where the worst of the declines has been seen. Discusses the causes of the decline. Lists several areas where petroleum engineers have found alternatives including environmental projects, water supply projects, and computer applications. (CW)

Recruiter Assessments of Job Applicants' Preferences: How Accurate Are They?

ERIC Educational Resources Information Center

Davis, Kermit R., Jr.; And Others

1985-01-01

Investigated the accuracy with which personnel recruiters perceive specific reward preferences of new college graduates and the effect of recruiter experiences on perceptual accuracy. Results indicated significant differences on 11 job characteristics. Although recruitment specialization did not influence accuracy, experience did, with less…

Job Search Correspondence.

ERIC Educational Resources Information Center

Lorenzen, Elizabeth A.; And Others

This paper describes the various types of correspondence used in the job search process and provides guidelines and samples of each type. Types of letters discussed include cover letters (including letters of application and prospecting letters), networking letters, thank-you letters, acceptance letters, withdrawal letters, and rejection of offer…

Job Prospects for Metallurgical Engineering.

ERIC Educational Resources Information Center

Basta, Nicholas

1985-01-01

Job prospects in mining, metal-extraction, steel, and refining industries are depressed, but technological discoveries are opening up new fields for metallurgical engineers. Enrollment/employment opportunities and salaries in these areas are discussed a well as the roles of foreign competition, plastics applications, and ceramics research and…

How to locate & hire clinical/biomedical engineers, supervisors, managers & biomedical equipment technicians.

PubMed

Pacela, A F; Brush, L C

1993-01-01

This article has described the process and the resources available for locating and hiring clinical/biomedical engineers, supervisors, managers, and biomedical equipment technicians. First, the employer must determine the qualifications for the position, including job titles, descriptions, pay scales, and certification requirements. Next, the employer must find qualified applicants. The most common way to do this is to use "outside" contacts, such as help-wanted advertising, specialized job placement agencies, schools and colleges, military resources, regional biomedical societies, and nationwide societies. An "inside" search involves limited internal advertising of the position and using personal referrals for candidates. Finally, the employer must screen the applicants. The position description is the obvious first step in this process, but there are other pre-screening techniques, such as employment testing. Interviewing is the most common way to hire for job positions, but the interviewer needs to know about the position and ask the right questions. Post-interview screening is a final step to help determine the best job-person match.

Job sharing in clinical nutrition management: a plan for successful implementation.

PubMed

Visocan, B J; Herold, L S; Mulcahy, M J; Schlosser, M F

1993-10-01

While women continue to enter the American work force in record numbers; many experience difficulty in juggling career and family obligations. Flexible scheduling is one option used to ease work and family pressures. Women's changing work roles have potentially noteworthy implications for clinical nutrition management, a traditionally female-dominated profession where the recruitment and retention of valued, experienced registered dietitians can prove to be a human resources challenge. Job sharing, one type of flexible scheduling, is applicable to the nutrition management arena. This article describes and offers a plan for overcoming obstacles to job sharing, including determining feasibility, gaining support of top management, establishing program design, announcing the job share program, and using implementation, monitoring, and fine-tuning strategies. Benefits that can be derived from a successful job share are reduced absenteeism, decreased turnover, enhanced recruitment, improved morale, increased productivity, improved job coverage, and enhanced skills and knowledge base. A case study illustrates one method for achieving job sharing success in clinical nutrition management.

Applicant Personality and Procedural Justice Perceptions of Group Selection Interviews.

PubMed

Bye, Hege H; Sandal, Gro M

2016-01-01

We investigated how job applicants' personalities influence perceptions of the structural and social procedural justice of group selection interviews (i.e., a group of several applicants being evaluated simultaneously). We especially addressed trait interactions between neuroticism and extraversion (the affective plane) and extraversion and agreeableness (the interpersonal plane). Data on personality (pre-interview) and justice perceptions (post-interview) were collected in a field study among job applicants ( N  = 97) attending group selection interviews for positions as teachers in a Norwegian high school. Interaction effects in hierarchical regression analyses showed that perceptions of social and structural justice increased with levels of extraversion among high scorers on neuroticism. Among emotionally stable applicants, however, being introverted or extraverted did not matter to justice perceptions. Extraversion did not impact on the perception of social justice for applicants low in agreeableness. Agreeable applicants, however, experienced the group interview as more socially fair when they were also extraverted. The impact of applicant personality on justice perceptions may be underestimated if traits interactions are not considered. Procedural fairness ratings for the group selection interview were high, contrary to the negative reactions predicted by other researchers. There was no indication that applicants with desirable traits (i.e., traits predictive of job performance) reacted negatively to this selection tool. Despite the widespread use of interviews in selection, previous studies of applicant personality and fairness reactions have not included interviews. The study demonstrates the importance of previously ignored trait interactions in understanding applicant reactions.

How Facebook might reveal users' attitudes toward work and relationships with coworkers.

PubMed

Chou, Hui-Tzu Grace; Hammond, Ron J; Johnson, Roberta

2013-02-01

With the spread of Facebook among people in many countries, some companies have started using applicants' Facebook profiles as a criterion of personnel selection, in an effort to identify good workers among job applicants. However, how using Facebook is connected to individuals' relationships with coworkers and work attitudes is unclear. The purpose of this study was to examine the relationship between using Facebook, relationships with coworkers, and some attitudes toward the current job. Undergraduate students at a state university in Utah were randomly chosen to participate in an online survey between April and May 2012. The results of a multivariate analysis, based on 516 currently employed respondents, revealed several findings. First, those more involved in using Facebook--often assumed as more people-oriented individuals--do not have better relationships with their coworkers than their counterparts. Second, those with more Facebook friends care less about their work performance than those with fewer Facebook friends. Third, those frequently update their Facebook profile like their current job less, and are more likely to think about changing their jobs, compared with those updating their Facebook profile less often. Although Facebook friendship usually begins with offline friendship, this research found that offline interaction with friends has a different impact on work attitudes than online interaction: Those spending more time with friends offline like their jobs more and are less likely to think about changing jobs. Implications are discussed.

Thermal response to firefighting activities in residential structure fires: impact of job assignment and suppression tactic.

PubMed

Horn, Gavin P; Kesler, Richard M; Kerber, Steve; Fent, Kenneth W; Schroeder, Tad J; Scott, William S; Fehling, Patricia C; Fernhall, Bo; Smith, Denise L

2018-03-01

Firefighters' thermal burden is generally attributed to high heat loads from the fire and metabolic heat generation, which may vary between job assignments and suppression tactic employed. Utilising a full-sized residential structure, firefighters were deployed in six job assignments utilising two attack tactics (1. Water applied from the interior, or 2. Exterior water application before transitioning to the interior). Environmental temperatures decreased after water application, but more rapidly with transitional attack. Local ambient temperatures for inside operation firefighters were higher than other positions (average ~10-30 °C). Rapid elevations in skin temperature were found for all job assignments other than outside command. Neck skin temperatures for inside attack firefighters were ~0.5 °C lower when the transitional tactic was employed. Significantly higher core temperatures were measured for the outside ventilation and overhaul positions than the inside positions (~0.6-0.9 °C). Firefighters working at all fireground positions must be monitored and relieved based on intensity and duration. Practitioner Summary: Testing was done to characterise the thermal burden experienced by firefighters in different job assignments who responded to controlled residential fires (with typical furnishings) using two tactics. Ambient, skin and core temperatures varied based on job assignment and tactic employed, with rapid elevations in core temperature in many roles.

Data location-aware job scheduling in the grid. Application to the GridWay metascheduler

NASA Astrophysics Data System (ADS)

Delgado Peris, Antonio; Hernandez, Jose; Huedo, Eduardo; Llorente, Ignacio M.

2010-04-01

Grid infrastructures constitute nowadays the core of the computing facilities of the biggest LHC experiments. These experiments produce and manage petabytes of data per year and run thousands of computing jobs every day to process that data. It is the duty of metaschedulers to allocate the tasks to the most appropriate resources at the proper time. Our work reviews the policies that have been proposed for the scheduling of grid jobs in the context of very data-intensive applications. We indicate some of the practical problems that such models will face and describe what we consider essential characteristics of an optimum scheduling system: aim to minimise not only job turnaround time but also data replication, flexibility to support different virtual organisation requirements and capability to coordinate the tasks of data placement and job allocation while keeping their execution decoupled. These ideas have guided the development of an enhanced prototype for GridWay, a general purpose metascheduler, part of the Globus Toolkit and member of the EGEE's RESPECT program. Current GridWay's scheduling algorithm is unaware of data location. Our prototype makes it possible for job requests to set data needs not only as absolute requirements but also as functions for resource ranking. As our tests show, this makes it more flexible than currently used resource brokers to implement different data-aware scheduling algorithms.

The relationship between job search skills and employability for persons with mild mental retardation.

PubMed

Suzuki, Y

1998-01-01

Persons with mental retardation who possess applicable adaptive skills are usually able to obtain jobs in labor markets. However, some persons who show high scores with social and prevocational skills are unable to obtain jobs and the reasons for their unemployability are unknown. Twelve subjects with mild retardation who failed to obtain jobs were evaluated for their social and prevocational skills at the Tokyo Metropolitan Rehabilitation Center for the Physically and Mentally Handicapped. The evaluation was performed using the Social and Prevocational Information Battery-Revised which was developed by Halpen and Irvin. The results showed 12 subjects presented lower scores either in the Job Search Skills area or in other areas in spite of their high scores on the Total Battery. Moreover, these subjects also showed behavior problems. The study suggests that those with high scores on the Total Battery, but low scores in Job Search Skills, show a tendency to fail to obtain a job in competitive job placement. It seems that these persons have adjustment problems and need special support services to secure their employability.

Isometric strength testing as a means of controlling medical incidents on strenuous jobs.

PubMed

Keyserling, W M; Herrin, G D; Chaffin, D B

1980-05-01

This investigation was performed to determine if isometric strength tests can be used to select workers for strenuous jobs and to reduce occupational injuries which are caused by a mismatch between worker strength and job strength requirements. Twenty jobs in a tire and rubber plant were studied biomechanically to identify critical strength-demanding tasks. Four strength tests were designed to simulate these tasks, and performance criteria were established for passing the tests. New applicants were administered the tests during their preplacement examinations to determine if they possessed sufficient strength to qualify for the jobs. The medical incidence rate of employees who were selected using the strength tests was approximately one-third that of employees selected using traditional medical criteria. It was concluded that isometric strength tests can be used to reduce occupational injuries and should be considered for implementation in industries with strenuous jobs.

Experimental evaluation of job provenance in ATLAS environment

NASA Astrophysics Data System (ADS)

Křenek, A.; Sitera, J.; Chudoba, J.; Dvořák, F.; Filipovič, J.; Kmuníček, J.; Matyska, L.; Mulaš, M.; Ruda, M.; Šustr, Z.; Campana, S.; Molinari, E.; Rebatto, D.

2008-07-01

Grid middleware stacks, including gLite, matured into the state of being able to process up to millions of jobs per day. Logging and Bookkeeping, the gLite job-tracking service, keeps pace with this rate; however, it is not designed to provide a long-term archive of information on executed jobs. ATLAS — representative of a large user community — addresses this issue with its own job catalogue (ProdDB). Development of such a customized service, not easily reusable, took considerable effort which is not affordable by smaller communities. On the contrary, Job Provenance (JP), a generic gLite service designed for long-term archiving of information on executed jobs focusing on scalability, extensibility, uniform data view, and configurability, allows more specialized catalogues to be easily built. We present the first results of an experimental JP deployment for the ATLAS production infrastructure where a JP installation was fed with a part of ATLAS jobs, and also stress tested with real production data. The main outcome of this work is a demonstration that JP can complement large-scale application-specific job catalogue services, while serving a similar purpose where there are none available.

77 FR 74908 - Small Business Investment Companies-Early Stage SBICs

Federal Register 2010, 2011, 2012, 2013, 2014

2012-12-18

... President Obama's ``Start-Up America Initiative'' to promote American innovation and job creation by encouraging private sector investment in job-creating startups and small firms, accelerating research, and...). Applicants that do not address, to SBA's satisfaction, all of the comments contained in SBA's comment letter...

41 CFR 60-2.1 - Scope and application.

Code of Federal Regulations, 2011 CFR

2011-07-01

... action program other than by establishment, the contractor may reach agreement with OFCCP on the... employees are located, the organizational profile and job group analysis of the affirmative action program... program, the organizational profile and job group analysis of that program must be annotated to identify...

The development and validation of a job crafting measure for use with blue-collar workers

PubMed Central

Nielsen, Karina; Abildgaard, Johan Simonsen

2012-01-01

Job crafting describes a set of proactive behaviours in which employees may engage to shape their work in order to minimize hindering job demands and maximize resources and challenging demands. Such behaviours may be particularly important among blue-collar workers whose jobs are characterized by poor working conditions and low well-being. We present the development and adaptation of a job crafting measure that may be used among blue-collar workers, based on an existing scale by Tims, Bakker, and Derks (2012) that was not specifically developed for blue-collar workers. We test the validity and reliability of the measure in a longitudinal study based on multiple source information from mail delivery workers in Denmark (N = 362 at Time 1; N = 408 at Time 2). Results indicate the presence of five job crafting dimensions: increasing challenging demands, decreasing social job demands, increasing social job resources, increasing quantitative demands and decreasing hindering job demands. These can be reliably measured with 15 items. The measure shows acceptable discriminant and criterion validity, and test-retest reliability. The findings extend the application of the original questionnaire. They also add to knowledge of the job crafting behaviours in which blue-collar workers engage and link them to well-being outcomes. PMID:23236220

Behavioral Scientists (AFSC 2675), Scientific Managers (AFSC 26169), and Related Specialties.

DTIC Science & Technology

1984-12-01

mitroliche only h : hard copy only A ,ceoo For DTI5 ?RA1 . ." ),, " k -. A’t ’ . .. " " ." , ’ - % ° ’ -" .. . , .. -. • . . . -. . . . - " . TABLE OF...FUNCTIONS 22 K APPLICATIONS OF RESEARCH L MANAGING RESEARCH OR APPLICATIONS PROGRAMS 14 M ORGANIZATIONAL IMPROVEMENT FUNCTIONS it N ACADEMIC INSTRUCTOR...time ratings for each task. For the purpose of organizing individual jobs into similar types of work, an automated job clustering program was used. This

The effect of globalization on employee psychological health and job satisfaction in Malaysian workplaces.

PubMed

Idris, Mohd Awang; Dollard, Maureen F; Winefield, Anthony H

2011-01-01

To examine the impact of globalization on employee psychological health and job satisfaction via job characteristics (i.e., job demands and job resources) in an emerging economy, that of Malaysia. As external factors are regarded as influences on the working environment, we hypothesized that global forces (increased pressure and competition) would have an impact on burnout and job satisfaction via increased demands (role conflict, emotional demands) and reduced resources (supervisor support, coworkers support). Data were collected using a population based survey among 308 employees in the state of Selangor, Malaysia. Participants were approached at home during the weekend or on days off from work. Only one participant was selected per household. Structural equation modelling was used to analyse the data. Nearly 54% of respondents agreed that they need to work harder, 25% agreed that their job was not secure and 24% thought they had lost power and control on the job due to global trade competition. Consistent with our predictions, demands mediated the globalization to burnout relationship, and resources mediated the globalization to job satisfaction relationship. Together, these results support the idea that external factors influence work conditions and in turn employee health and job satisfaction. We conclude that the jobs demands-resources framework is applicable in an Eastern setting and that globalization is a key antecedent of working environments.

Interventions That Affect Gender Bias in Hiring: A Systematic Review

PubMed Central

Isaac, Carol; Lee, Barbara; Carnes, Molly

2015-01-01

Purpose To systematically review experimental evidence for interventions mitigating gender bias in employment. Unconscious endorsement of gender stereotypes can undermine academic medicine's commitment to gender equity. Method The authors performed electronic and hand searches for randomized controlled studies since 1973 of interventions that affect gender differences in evaluation of job applicants. Twenty-seven studies met all inclusion criteria. Interventions fell into three categories: application information, applicant features, and rating conditions. Results The studies identified gender bias as the difference in ratings or perceptions of men and women with identical qualifications. Studies reaffirmed negative bias against women being evaluated for positions traditionally or predominantly held by men (male sex-typed jobs). The assessments of male and female raters rarely differed. Interventions that provided raters with clear evidence of job-relevant competencies were effective. However, clearly competent women were rated lower than equivalent men for male sex-typed jobs unless evidence of communal qualities was also provided. A commitment to the value of credentials before review of applicants and women's presence at above 25% of the applicant pool eliminated bias against women. Two studies found unconscious resistance to “antibias” training, which could be overcome with distraction or an intervening task. Explicit employment equity policies and an attractive appearance benefited men more than women, whereas repeated employment gaps were more detrimental to men. Masculine-scented perfume favored the hiring of both sexes. Negative bias occurred against women who expressed anger or who were perceived as self-promoting. Conclusions High-level evidence exists for strategies to mitigate gender bias in hiring. PMID:19881440

The relationship between the FFM and personality disorders in a personnel selection sample.

PubMed

Nederström, Mikael; Furnham, Adrian

2012-10-01

The relationships between the Five Factor Model (FFM) personality and personality disorders were investigated. A sample of real-life job applicants completed two personality questionnaires with different theoretical backgrounds in a psychological assessment center. The job applicants provided self-descriptions both on the FFM inventory and on a personality disorder trait inventory. A subsample of these candidates was interviewed by expert psychologists upon entrance to the assessment center. The psychologists assessed the same disorder traits of each target in job interviews. Both self-descriptions were used to predict the expert assessments. The results demonstrated considerable overlap between the FFM measures of normal and measures of abnormal personality in both samples and regardless of assessment method. © 2012 The Authors. Scandinavian Journal of Psychology © 2012 The Scandinavian Psychological Associations.

Economic and Societal Factors Instructional Guide. Spanish Student Materials.

ERIC Educational Resources Information Center

Hendrix, Mary W.; And Others

This document is the Spanish language version of the student materials component designed to accompany the Economic and Societal Factors Instructional Guide. Page numbers are consistent with the numbering in that guide. The guide's nine units deal with the following topics: (1) job acquisition (sources of employment, job application, completing…

Making Entrepreneurship Education Work: The REAL Enterprises Model.

ERIC Educational Resources Information Center

Larson, Rick; King, Lisa; McGee, Mark; Shea, Brendon

This paper discusses the REAL (Rural Entrepreneurship through Action Learning) model as a necessary component of rural school-to-work (STW) programs. In rural areas where opportunities for traditional STW approaches (such as apprenticeships) are limited, entrepreneurial education teaches students to be job creators, not just job applicants. This…

Job Skills Education Program. Final Technical Report.

ERIC Educational Resources Information Center

Florida State Univ., Tallahassee. Center for Educational Technology.

This publication provides materials developed by a project designed to transfer a U.S. Army computer-based basic skills curriculum to applications in the vocational skills development of civilian adults. An executive summary of the final report describes the Job Skills Education Program (JSEP), which teaches academic skills that support vocational…

The United States Air Force Occupational Research Project.

ERIC Educational Resources Information Center

Christal, Raymond E.

This informal presentation describes how and why the Air Force uses the job inventory approach for collecting, analyzing, and reporting information describing the work performed by its personnel. This is followed by a brief description of the Comprehensive Occupational Data Computer Program (CODAP) system, the applications of job survey…

Fairness and Justice from an I/O Perspective.

ERIC Educational Resources Information Center

Thomas, Kecia M.; Landau, Harriet I.

This document is in semi-outline form and served as the basis of a conference presentation on how the discipline of industrial/organizational psychology addresses issues of fairness and justice. The paper begins with a comparison of personnel and organizational psychology (their application to job analysis, job selection systems, and performance…

New CD-ROM Technologies Help the Unemployed Search for Jobs.

ERIC Educational Resources Information Center

Fries, James R.; Dow, Ronald F.

1992-01-01

Describes the use of CD-ROM products containing company and industrial information for job searches and career planning. Examples of potential applications are provided, and search capabilities are examined. Brief descriptions of several products are presented, including a database of Security and Exchange Commission filings, Disclosure, Lotus One…

29 CFR 1630.14 - Medical examinations and inquiries specifically permitted.

Code of Federal Regulations, 2010 CFR

2010-07-01

... condition or history of the applicant shall be collected and maintained on separate forms and in separate... this section do not have to be job-related and consistent with business necessity. However, if certain... examination or inquiry, the exclusionary criteria must be job-related and consistent with business necessity...

MADE 1. Marketing and Distributive Education Competency Based Curriculum Guide.

ERIC Educational Resources Information Center

New Jersey State Dept. of Education, Trenton. Div. of Vocational Education.

This curriculum guide is one in a series of three competency-based instructional materials dealing with marketing and distributive education (MADE). Covered in the individual sections of the guide are the following topics: job orientation (cooperative education work agreements, personal appearance, career opportunities, job applications, job…

JPRS Report, East Europe

DTIC Science & Technology

1991-04-03

deliveries of goods from the indication lists in equal defray the costs related to setting up the new jobs . This annual amounts between 1991 and 1994, with...Development of Nuclear Energy Industry must also contain a commitment by the employer that Described the new jobs will be filled by applicants recommended by

48 CFR 252.217-7005 - Inspection and manner of doing work.

Code of Federal Regulations, 2013 CFR

2013-10-01

... time of Contractor's submission of bid (or acceptance of the job order, if negotiated). (2) When Navy specifications are specified in the job order, the Contractor shall follow Navy standards of material and workmanship. The solicitation shall prescribe the Navy standard whenever applicable. (c) The Government may...

48 CFR 252.217-7005 - Inspection and manner of doing work.

Code of Federal Regulations, 2011 CFR

2011-10-01

... time of Contractor's submission of bid (or acceptance of the job order, if negotiated). (2) When Navy specifications are specified in the job order, the Contractor shall follow Navy standards of material and workmanship. The solicitation shall prescribe the Navy standard whenever applicable. (c) The Government may...

48 CFR 252.217-7005 - Inspection and manner of doing work.

Code of Federal Regulations, 2012 CFR

2012-10-01

... time of Contractor's submission of bid (or acceptance of the job order, if negotiated). (2) When Navy specifications are specified in the job order, the Contractor shall follow Navy standards of material and workmanship. The solicitation shall prescribe the Navy standard whenever applicable. (c) The Government may...

48 CFR 252.217-7005 - Inspection and manner of doing work.

Code of Federal Regulations, 2014 CFR

2014-10-01

... time of Contractor's submission of bid (or acceptance of the job order, if negotiated). (2) When Navy specifications are specified in the job order, the Contractor shall follow Navy standards of material and workmanship. The solicitation shall prescribe the Navy standard whenever applicable. (c) The Government may...

48 CFR 252.217-7005 - Inspection and manner of doing work.

Code of Federal Regulations, 2010 CFR

2010-10-01

... time of Contractor's submission of bid (or acceptance of the job order, if negotiated). (2) When Navy specifications are specified in the job order, the Contractor shall follow Navy standards of material and workmanship. The solicitation shall prescribe the Navy standard whenever applicable. (c) The Government may...

Occupational Exploration at Ontario Junior High School: 8th Grade.

ERIC Educational Resources Information Center

Bates, Gene; And Others

The document contains 47 activities for Grade 8. The contents include the following areas: questionnaires; work vocabularies; employment seeking procedures--employment ads, application forms, resumes, job interviews, and resume preparation advice; a 24-page unit presenting occupational information in relation to career choice and job application…

Using Storytelling as a Job-Search Strategy

ERIC Educational Resources Information Center

Smart, Karl L.; DiMaria, Jerry

2018-01-01

This article demonstrates and reinforces the role that well-told stories play in the success of the job-search process. Building on narrative theory, impression management, and an increased use of behavioral-based questions in interviews, well-crafted stories about work and educational experiences demonstrate skills applicants possess and convey…

Trained for Nothing

ERIC Educational Resources Information Center

Heathcott, Joseph

2005-01-01

Week after week, graduate students, adjunct instructors, and recently hired tenure-track professors recount harrowing stories of applicants who go in search of tenure-track jobs only to find themselves locked into a series of low-wage temporary positions. The tenacity of the job crisis means that it is time to rethink the nature of graduate…

Job Insecurity and Employee Well-Being.

ERIC Educational Resources Information Center

Vance, Robert J.; Kuhnert, Karl W.

This study explored the consequences of perceived job security and insecurity on the psychological and physical health of employees. Data were gathered from employees of a large midwestern manufacturing organization that produced products for material removal applications. Surveys were sent through company mail to a stratified random sample of 442…

Physical Attractiveness, Age, and Sex as Determinants of Reactions to Resumes.

ERIC Educational Resources Information Center

Quereshi, M. Y.; Kay, Janet P.

1986-01-01

Physical attractiveness, age, and sex were manipulated to determine their effect on the evaluation of 54 hypothetical applicants' resumes for three different jobs by 60 Master's in Business Administration students. Physical attractiveness favorably influenced the suitability ratings for all jobs; raters' sex and age were not significant but…

Finding suitable applicants for a staff opening.

PubMed

Sachs Hills, Laura

2004-01-01

Many medical practices run classified ads to seek applicants for job openings and do little else. Several effective recruitment strategies, however, can be used in addition to or instead of classified advertising. In this article, the author suggests working both inside and outside the practice to draw in top-notch job applicants. She describes how local schools, employment agencies, and temporary agencies can help fill positions in medical practices and how such arrangements typically work. The author also suggests ways to bring excellent former employees back to the fold. Finally, she offers practical tips for protecing yourself financially when hiring a new employee through an agency and paying a placement fee.

AVS as a GUI for ADAM

NASA Astrophysics Data System (ADS)

Terrett, D. L.

The basis of this report is 2 days spent with an AVS expert from DEC's CERN project office attempting to convert an ADAM application into an AVS module. The experiment was successful in that we succeeded in running a KAPPA application (ADD) as a module in an AVS network without modifying the applications program code in any way. We took many short cuts and it became clear that doing the job properly would be a major exercise, but we learned enough to know that the job is feasible and gained a clear idea of what the final system would look like and what it would be capable of.

Planning for distributed workflows: constraint-based coscheduling of computational jobs and data placement in distributed environments

NASA Astrophysics Data System (ADS)

Makatun, Dzmitry; Lauret, Jérôme; Rudová, Hana; Šumbera, Michal

2015-05-01

When running data intensive applications on distributed computational resources long I/O overheads may be observed as access to remotely stored data is performed. Latencies and bandwidth can become the major limiting factor for the overall computation performance and can reduce the CPU/WallTime ratio to excessive IO wait. Reusing the knowledge of our previous research, we propose a constraint programming based planner that schedules computational jobs and data placements (transfers) in a distributed environment in order to optimize resource utilization and reduce the overall processing completion time. The optimization is achieved by ensuring that none of the resources (network links, data storages and CPUs) are oversaturated at any moment of time and either (a) that the data is pre-placed at the site where the job runs or (b) that the jobs are scheduled where the data is already present. Such an approach eliminates the idle CPU cycles occurring when the job is waiting for the I/O from a remote site and would have wide application in the community. Our planner was evaluated and simulated based on data extracted from log files of batch and data management systems of the STAR experiment. The results of evaluation and estimation of performance improvements are discussed in this paper.

The impact of psychological capital on job embeddedness and job performance among nurses: a structural equation approach.

PubMed

Sun, Tao; Zhao, Xiao Wen; Yang, Li Bin; Fan, Li Hua

2012-01-01

The objective of this study was to provide empirical evidence on the relationships between psychological capital, job embeddedness and performance. This paper also seeks to present the theoretical development of psychological capital and job embeddedness in nursing research and their application to nursing practices. Psychological capital was recently identified as a core construct in the literature of positive psychology. However, there is considerably less evidence on its positive effects on job embeddedness and performance among nursing personnel. Questionnaires were distributed to approximately 1000 nurses employed in five university hospitals in Heilongjiang province in China. Data were collected in november 2009. the response rate was 73·3%. structural equation modelling was employed to test the proposed relationships. The results support the hypothesized model. This research outlined a strong relationship between the self-reported psychological capital, job embeddedness and performance of the nurses. The study findings suggest that improving the individual-accumulated psychological state of nurses will have a positive impact on their retention intention and job performance. These findings suggest that higher psychological capital increases the self-reported job embeddedness and performance of these nurses. © 2011 Blackwell Publishing Ltd.

Web-based computer adaptive assessment of individual perceptions of job satisfaction for hospital workplace employees

PubMed Central

2011-01-01

Background To develop a web-based computer adaptive testing (CAT) application for efficiently collecting data regarding workers' perceptions of job satisfaction, we examined whether a 37-item Job Content Questionnaire (JCQ-37) could evaluate the job satisfaction of individual employees as a single construct. Methods The JCQ-37 makes data collection via CAT on the internet easy, viable and fast. A Rasch rating scale model was applied to analyze data from 300 randomly selected hospital employees who participated in job-satisfaction surveys in 2008 and 2009 via non-adaptive and computer-adaptive testing, respectively. Results Of the 37 items on the questionnaire, 24 items fit the model fairly well. Person-separation reliability for the 2008 surveys was 0.88. Measures from both years and item-8 job satisfaction for groups were successfully evaluated through item-by-item analyses by using t-test. Workers aged 26 - 35 felt that job satisfaction was significantly worse in 2009 than in 2008. Conclusions A Web-CAT developed in the present paper was shown to be more efficient than traditional computer-based or pen-and-paper assessments at collecting data regarding workers' perceptions of job content. PMID:21496311

Invited commentary: job strain and health behaviors--developing a bigger picture.

PubMed

LaMontagne, Anthony D

2012-12-15

Investigation of the association between job stressors and health behaviors has a long history that has been marked by mixed findings. Fransson et al. (Am J Epidemiol. 2012;176(12):1078-1089) find robust prospective and cross-sectional associations between job strain and leisure-time physical inactivity in combined data from 14 cohort studies. Further research to better understand the observed heterogeneity in the contributing cohorts and other studies will be crucial for application to intervention design and tailoring. The population health significance of these findings requires consideration of other job strain-health behavior (particularly the parallel analyses conducted for body mass index and smoking in the same data set) and job strain-health outcome associations, as well as these same associations for other job stressors. Job strain can be seen as a "fundamental cause" of work-related disease, in that intervention to reduce exposure to job strain could have beneficial impacts on many outcomes, making a compelling case for intervention. The significantly strengthened evidence linking job stressors to health behaviors provided by Fransson et al. may help to further direct workplace health promotion research, policy, and practice towards an approach that better integrates intervention on working conditions and health behaviors. The benefits to population health could be substantial.

Django Remote Submission

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

Doucet, Mathieu; Hobson, Tanner C.; Ferraz Leal, Ricardo Miguel

The Django Remote Submission (DRS) is a Django (Django, n.d.) application to manage long running job submission, including starting the job, saving logs, and storing results. It is an independent project available as a standalone pypi package (PyPi, n.d.). It can be easily integrated in any Django project. The source code is freely available as a GitHub repository (django-remote-submission, n.d.). To run the jobs in background, DRS takes advantage of Celery (Celery, n.d.), a powerful asynchronous job queue used for running tasks in the background, and the Redis Server (Redis, n.d.), an in-memory data structure store. Celery uses brokers tomore » pass messages between a Django Project and the Celery workers. Redis is the message broker of DRS. In addition DRS provides real time monitoring of the progress of Jobs and associated logs. Through the Django Channels project (Channels, n.d.), and the usage of Web Sockets, it is possible to asynchronously display the Job Status and the live Job output (standard output and standard error) on a web page.« less

Django Remote Submission

DOE PAGES

Doucet, Mathieu; Hobson, Tanner C.; Ferraz Leal, Ricardo Miguel

2017-08-01

The Django Remote Submission (DRS) is a Django (Django, n.d.) application to manage long running job submission, including starting the job, saving logs, and storing results. It is an independent project available as a standalone pypi package (PyPi, n.d.). It can be easily integrated in any Django project. The source code is freely available as a GitHub repository (django-remote-submission, n.d.). To run the jobs in background, DRS takes advantage of Celery (Celery, n.d.), a powerful asynchronous job queue used for running tasks in the background, and the Redis Server (Redis, n.d.), an in-memory data structure store. Celery uses brokers tomore » pass messages between a Django Project and the Celery workers. Redis is the message broker of DRS. In addition DRS provides real time monitoring of the progress of Jobs and associated logs. Through the Django Channels project (Channels, n.d.), and the usage of Web Sockets, it is possible to asynchronously display the Job Status and the live Job output (standard output and standard error) on a web page.« less

Life after Shakespeare: Careers for Liberal Arts Majors.

ERIC Educational Resources Information Center

Flores-Esteves, Manuel

Career briefs on 30 fields that liberal arts graduates might pursue are provided, and the value of a liberal arts degree to job applicants is addressed. Included are published reference sources; information on job search skills, writing a resume, and interviewing techniques; and advice on finding a challenging internship. For each field,…

JEDI Publications | Jobs and Economic Development Impact Models | NREL

Science.gov Websites

use of, or sometimes a discussion of, the JEDI models and their application to economic impact model. 2015 JEDI: Jobs and Economic Development Impact Model (Factsheet). 2015. NREL/FS-5000-64129 Economic Development Impact (JEDI) User Reference Guide: Fast Pyrolysis Biorefinery Model. NREL/TP-6A20

20 CFR 654.402 - Variances.

Code of Federal Regulations, 2010 CFR

2010-04-01

... subpart by filing a written application for such a variance with the local Job Service office serving the... which the employer has taken to protect the health and safety of workers and adequately show that such... local Job Service office shall send the request to the State office which, in turn, shall forward it to...

THE CURRENT EMPLOYMENT MARKET FOR ENGINEERS, SCIENTISTS, AND TECHNICIANS, OCTOBER 1965.

ERIC Educational Resources Information Center

AUSMUS, NORMA F.; SAILE, ALVIN W.

DATA ON JOB OPENINGS FOR SELECTED ENGINEERING, SCIENTIFIC, AND TECHNICAL OCCUPATIONS, PROVIDED BY THE BUREAU OF EMPLOYMENT SECURITY AFFILIATES FROM FIELD REPORTS ON JUNE 1965 CONDITIONS IN 30 MAJOR LABOR AREAS, ARE PRESENTED IN THIS SEMIANNUAL REPORT. NATIONWIDE DEMAND IN THESE JOB CATEGORIES INCREASED AND BACKLOGS OF APPLICANTS DECREASED BECAUSE…

A Job Fair Demonstration for Senior Citizens and People with Disabilities.

ERIC Educational Resources Information Center

Brown, Patricia L.; Roessler, Richard T.

1991-01-01

Tested job fair project, Better Days, at two sites. Project targeted people with disabilities and older adults. Sixty-two older adults and 81 people with disabilities who attended rated the fairs as "good to excellent" employment resources. Total of 13 companies reported hiring someone as result of contacts made with applicants or…

Marketing and Distribution: Does D.E. Make a Difference?

ERIC Educational Resources Information Center

Klaurens, Mary K.

1978-01-01

If distributive education graduates are to qualify for better jobs and wages than persons with no training, they must have skills that differentiate them from the average job applicant or employee. The author stresses careful placement for cooperative training, good cooperative training plans, and more attention to selling in the curriculum. (MF)

Collecting Solar Energy. Solar Energy Education Project.

ERIC Educational Resources Information Center

O'Brien, Alexander

This solar energy learning module for use with junior high school students offers a list of activities, a pre-post test, job titles, basic solar energy vocabulary, and diagrams of solar energy collectors and installations. The purpose is to familiarize students with applications of solar energy and titles of jobs where this knowledge could be…

The Value of Career ePortfolios on Job Applicant Performance: Using Data to Determine Effectiveness

ERIC Educational Resources Information Center

Ring, Gail L.; Waugaman, Chelsea; Brackett, Bob

2017-01-01

This research project investigated how the development of an ePortfolio, combined with ePortfolio pedagogies, impacted the interview performance of undergraduate students as they prepared to enter the job market. Participants were students in the Health Sciences and Biosystems Engineering programs at Clemson University, enrolled in…

The Economic Status of Migrant Wives: An Application of Discriminant Analysis.

ERIC Educational Resources Information Center

Rytina, Nancy F.

1981-01-01

Lower work rate of migrant wives after moving is a function of moving for husbands' job opportunities and being in the childrearing stage of life. Discriminant analysis reveals that socioeconomic characteristics are lower for nonworking than migrant wives. Working migrant wives have more education and higher status jobs than nonmigrants.…

"They're All Alike to Me": Student Acceptance of Foreign Students.

ERIC Educational Resources Information Center

Mehta, Sheila; And Others

A study investigated college students' (n=207) attitudes toward foreign students. Subjects read a job summary of a student applicant and evaluated the candidate for job success potential, likability, and likelihood of personal adjustment. They were then given an opportunity to volunteer or decline to offer various degrees of hospitality to the…

Job Performance Aids: Research and Technology State-of-the-Art. Final Report.

ERIC Educational Resources Information Center

Booher, Harold R.

Conducted as part of a major effort to test and evaluate Job Performance Aids (JPA) and their integration with Navy personnel and training systems, this study systematically reviewed and organized existing JPA techniques, related research data, and various applicable principles and concepts. One hundred and one JPA systems and techniques were…

Scheduling periodic jobs that allow imprecise results

NASA Technical Reports Server (NTRS)

Chung, Jen-Yao; Liu, Jane W. S.; Lin, Kwei-Jay

1990-01-01

The problem of scheduling periodic jobs in hard real-time systems that support imprecise computations is discussed. Two workload models of imprecise computations are presented. These models differ from traditional models in that a task may be terminated any time after it has produced an acceptable result. Each task is logically decomposed into a mandatory part followed by an optional part. In a feasible schedule, the mandatory part of every task is completed before the deadline of the task. The optional part refines the result produced by the mandatory part to reduce the error in the result. Applications are classified as type N and type C, according to undesirable effects of errors. The two workload models characterize the two types of applications. The optional parts of the tasks in an N job need not ever be completed. The resulting quality of each type-N job is measured in terms of the average error in the results over several consecutive periods. A class of preemptive, priority-driven algorithms that leads to feasible schedules with small average error is described and evaluated.

Job-sharing: an innovative approach for administration.

PubMed

Foster, D; Wilcox, C; Gibson, H

1992-01-01

A job-sharing arrangement for the Assistant Directors of Physiotherapy at the Royal Jubilee Hospital proved to be an innovative and successful experience demonstrating the feasibility of job-sharing at administrative levels in rehabilitation. Physiotherapy is traditionally a female dominated profession. By the time therapists are most highly skilled and clinically experienced, they have arrived at prime marriage and child-bearing years. Many valuable members are lost to the profession each year as therapists leave the work force to take care of their families, continue their education and participate in recreational activities. Alternative employment opportunities are needed to retain and return therapists to the work force. Convenience of work time is often important. Financial expectations may become a secondary consideration. A search of the literature revealed that while job-sharing has much to recommend it, it is not yet generally accepted in most health professional situations. A few anecdotal references described job-sharing in nursing. An industry-wide literature search revealed few references to the application of job-sharing at administrative levels.

Tapping into the US Cultural Shift: Revising Enlistment Standards Today to Avoid Conscription Tomorrow

DTIC Science & Technology

2009-03-13

any married applicant with two or more dependents under the age of 18 or any unmarried applicant with custody of a child under the age of 18.49...October 4, 2005. http://www.slate.com/id/ 2127487/ (accessed September 25, 2008).   4    able to do their job .”6 Failure to act may have dire...accepted for… enlistment according to gender for skill categories or jobs .” 48 Although not required by law, DoD policy prohibits the enlistment of

Coalescent: an open-source and scalable framework for exact calculations in coalescent theory

PubMed Central

2012-01-01

Background Currently, there is no open-source, cross-platform and scalable framework for coalescent analysis in population genetics. There is no scalable GUI based user application either. Such a framework and application would not only drive the creation of more complex and realistic models but also make them truly accessible. Results As a first attempt, we built a framework and user application for the domain of exact calculations in coalescent analysis. The framework provides an API with the concepts of model, data, statistic, phylogeny, gene tree and recursion. Infinite-alleles and infinite-sites models are considered. It defines pluggable computations such as counting and listing all the ancestral configurations and genealogies and computing the exact probability of data. It can visualize a gene tree, trace and visualize the internals of the recursion algorithm for further improvement and attach dynamically a number of output processors. The user application defines jobs in a plug-in like manner so that they can be activated, deactivated, installed or uninstalled on demand. Multiple jobs can be run and their inputs edited. Job inputs are persisted across restarts and running jobs can be cancelled where applicable. Conclusions Coalescent theory plays an increasingly important role in analysing molecular population genetic data. Models involved are mathematically difficult and computationally challenging. An open-source, scalable framework that lets users immediately take advantage of the progress made by others will enable exploration of yet more difficult and realistic models. As models become more complex and mathematically less tractable, the need for an integrated computational approach is obvious. Object oriented designs, though has upfront costs, are practical now and can provide such an integrated approach. PMID:23033878

Extracurricular activities in young applicants' résumés: what are the motives behind their involvement?

PubMed

Roulin, Nicolas; Bangerter, Adrian

2013-01-01

Applicants use résumés to demonstrate their knowledge, skills, abilities, and other personal characteristics (KSAOs) to recruiters, through education and job-related or non-job-related experiences. But research suggests that the situation for young applicants is especially competitive, since they increasingly enter the labour market with similar educational credentials and limited job-related experience. They may thus use non-job-related experiences, such as participation in extracurricular activities (ECAs) during their studies, to demonstrate KSAOs to recruiters, but also to add distinction and value to their credentials. ECAs may therefore become more important in the selection of young applicants. Yet few studies have undertaken a comprehensive and systematic analysis of the relationships students have with these activities. The purpose of this study was to investigate to what extent students' involvement in ECAs is due to internal (e.g., passion) or external (e.g., résumé-building) motives, and what factors influence these motives. Results from a study with 197 students suggest that students engage in ECAs mainly out of internal motives. But external motives are stronger for activities started closer to entering the labour market, for students active in associative or volunteering activities (as compared to sports or artistic activities), and for students holding leadership positions in their activities. Our results suggest that labour market pressure may be a key component of applicants' involvement in ECAs. Also, organizations and recruiters may want to consider that students tend not to engage in ECAs purely out of internal motives, but also to add value to their credentials and match employers' expectations. The authors thank Anna Ambrosetti for her help with the data collection.

Development of a job rotation scheduling algorithm for minimizing accumulated work load per body parts.

PubMed

Song, JooBong; Lee, Chaiwoo; Lee, WonJung; Bahn, Sangwoo; Jung, ChanJu; Yun, Myung Hwan

2015-01-01

For the successful implementation of job rotation, jobs should be scheduled systematically so that physical workload is evenly distributed with the use of various body parts. However, while the potential benefits are widely recognized by research and industry, there is still a need for a more effective and efficient algorithm that considers multiple work-related factors in job rotation scheduling. This study suggests a type of job rotation algorithm that aims to minimize musculoskeletal disorders with the approach of decreasing the overall workload. Multiple work characteristics are evaluated as inputs to the proposed algorithm. Important factors, such as physical workload on specific body parts, working height, involvement of heavy lifting, and worker characteristics such as physical disorders, are included in the algorithm. For evaluation of the overall workload in a given workplace, an objective function was defined to aggregate the scores from the individual factors. A case study, where the algorithm was applied at a workplace, is presented with an examination on its applicability and effectiveness. With the application of the suggested algorithm in case study, the value of the final objective function, which is the weighted sum of the workload in various body parts, decreased by 71.7% when compared to a typical sequential assignment and by 84.9% when compared to a single job assignment, which is doing one job all day. An algorithm was developed using the data from the ergonomic evaluation tool used in the plant and from the known factors related to workload. The algorithm was developed so that it can be efficiently applied with a small amount of required inputs, while covering a wide range of work-related factors. A case study showed that the algorithm was beneficial in determining a job rotation schedule aimed at minimizing workload across body parts.

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

PubMed

1987-01-01

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

Training quality job interviews with adults with developmental disabilities.

PubMed

Mozingo, D; Ackley, G B; Bailey, J S

1994-01-01

Supported work models of vocational integration have increased the employability of individuals with developmental disabilities. Interview questions most frequently used and corresponding responses considered most beneficial to job applicants were derived from an empirical analysis of the "hiring community" and served as a basis for the development of the verbal job interview skills training package evaluated in this research. Dependent measures were objective, behavioral indices of the quality of job interview responses. One-to-one training by a direct training staff, job coach, and a trained behavior analyst resulted in improved responding by all subjects as indicated in a multiple baseline design across interview questions. Improved quality in responding to questions generalized to variations in interview questions, to a novel interviewer, and in an in vivo interview situation. Finally, global measures of social validity support the value of the quality-of-response training.

Evaluating System Parameters on a Dragonfly using Simulation and Visualization

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

Bhatele, Abhinav; Jain, Nikhil; Livnat, Yarden

The dragon y topology is becoming a popular choice for build- ing high-radix, low-diameter networks with high-bandwidth links. Even with a powerful network, preliminary experi- ments on Edison at NERSC have shown that for communica- tion heavy applications, job interference and thus presumably job placement remains an important factor. In this paper, we explore the e ects of job placement, job sizes, parallel workloads and network con gurations on network through- put to better understand inter-job interference. We use a simulation tool called Damsel y to model the network be- havior of Edison and study the impact of various systemmore » parameters on network throughput. Parallel workloads based on ve representative communication patters are used and the simulation studies on up to 131,072 cores are aided by a new visualization of the dragon y network.« less

Readiness for change and job satisfaction in a case of lean management application - a comparative study.

PubMed

Lipińska-Grobelny, Agnieszka; Papieska, Ewelina

2012-09-01

This current study investigates the effect of lean management system on work attitudes of workers of two manufacturing companies. "Lean management" is a concept of work processes and human relations that determines company's productivity and profitability. Workers of two enterprises, the first one with lean production and the second one with old mass production, were compared for their readiness for change and job satisfaction (both emotional and cognitive aspect). The sample of 102 employees completed a battery of instruments such as: the Job Description Inventory by Neuberger and Allerbeck, the Job Affect Scale by Burke et al. and the Change-Readiness Scale by Kriegel and Brandt. Individuals from the lean manufacturing company were characterized by higher level of readiness for change, positive affect at work, and cognitive job satisfaction. In this approach the introduction of lean production positively affected company's human resource attitudes.

Teaching Case: MiHotel--Applicant Processing System Design Case

ERIC Educational Resources Information Center

Miller, Robert E.; Dunn, Paul

2018-01-01

This teaching case describes the functionality of an applicant processing system designed for a fictitious hotel chain. The system detailed in the case includes a webform where applicants complete and submit job applications. The system also includes a desktop application used by hotel managers and Human Resources to track applications and process…

25 CFR 26.19 - Will I be required to contribute financially to my employment and training goals?

Code of Federal Regulations, 2010 CFR

2010-04-01

... employment and training goals? 26.19 Section 26.19 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.19 Will I be required to contribute financially to my employment and training goals? Yes, the Job Placement and Training...

College-Admissions Experts Differ on Value of Summer Employment

ERIC Educational Resources Information Center

Greifner, Laura

2006-01-01

When it comes to getting into college, admissions experts differ on the value of summer jobs compared with that of academic programs, unpaid internships, foreign travel, or other activities designed to look good on a college application. This article presents some views from these experts regarding the value of students' summer jobs. They believe,…

Who Is Ahead in the Labor Queue? Institutions' and Employers' Perspective on Overeducation, Undereducation, and Horizontal Mismatches

ERIC Educational Resources Information Center

Di Stasio, Valentina

2017-01-01

Using vignettes, this study compares employers' assessments of matched and mismatched job applicants in England and the Netherlands. It contributes to the overeducation literature in several ways. First, matching is measured from the perspective of employers, who are better informed about job requirements than employees. Second, overeducated…

Executive Perceptions of the Top 10 Soft Skills Needed in Today's Workplace

ERIC Educational Resources Information Center

Robles, Marcel M.

2012-01-01

Hard skills are the technical expertise and knowledge needed for a job. Soft skills are interpersonal qualities, also known as people skills, and personal attributes that one possesses. Business executives consider soft skills a very important attribute in job applicants. Employers want new employees to have strong soft skills, as well as hard…

Enhancing Opportunities in Job Markets: Summary of Research and Recommendations for Policy. Final Report.

ERIC Educational Resources Information Center

Pascal, Anthony N.

As a result of research conducted for the Office of Economic Opportunity (OEO) regarding opportunities in the job market, this report includes: (1) a description of the policy and program recommendations suggested by research findings, and (2) a synthesis of research findings applicable to OEO, particularly highlighting their relevance to…

The Job Training Partnership Act and Computer-Assisted Instruction. Research Report 88-13.

ERIC Educational Resources Information Center

Education Turnkey Systems, Inc., Falls Church, VA.

A study sought to (1) determine the current and potential instructional application of computers in Job Training Partnership Act (JTPA) Titles II, III, and IV programs; and (2) present policy options that would increase the effective use of this technology in employment and training programs. Research methodology involved conducting an assessment…

Improving applicant interviewing--using a behavioral-based questioning approach.

PubMed

Strasser, Patricia B

2005-04-01

Selecting the correct person for the job is crucial for occupational health nurse managers. A successful interview takes time to prepare and implement. A structured, well-planned interview using behavioral-based questioning can significantly increase the amount of information a manager has available to determine how a potential candidate may perform in the intended job.

Problems in the Application of Behavior Modification Principles for Teaching Job-Required Behaviors to Disadvantaged Manpower Trainees. Special Report.

ERIC Educational Resources Information Center

Feifer, Irwin; And Others

In its attempts to apply behavior modification principles to teaching job-required behaviors to manpower trainees, the Mobilization for Youth-Experimental Manpower Laboratory (MFY-EML), has mounted a number of reinforcement-based Neighborhood Youth Corps training programs. The nature, magnitude and scheduling of reinforcers, the nature of the…

Title VII and the Masters of Reality: Eliminating Credentialism in the American Labor Market.

ERIC Educational Resources Information Center

White, David M.; Francis, Richard L.

1976-01-01

Examines effects of a Supreme Court decision (Gribbs vs Duke Power Co., 1971) stating that job applicants need neither pass an intelligence test nor possess particular educational credentials unless they are directly related to the requirements of the job. Journal available from Georgetown University Law Center, 600 New Jersey Ave., NW,…

Estimates of Job Performance for Applicants Differing in Gender, Marital and Parental Status.

ERIC Educational Resources Information Center

Borges, Marilyn A.; Clothier, Tamara A.

Women and men tend to be defined by their marital and parental status; thus, these factors may be crucial in understanding societal attitudes toward working men and women. The influence of marital and parental status on perceived job performance was investigated with a college undergraduate sample (N=128). From paragraph descriptions that varied…

Expert Systems in Education and Training: Automated Job Aids or Sophisticated Instructional Media?

ERIC Educational Resources Information Center

Romiszowski, Alexander J.

1987-01-01

Describes the current status and limitations of expert systems, and explores the possible applications of such systems in education and training. The use of expert systems as tutors, as job aids, and as a vehicle for students to develop their own expert systems on specific topics are discussed. (40 references) (CLB)

77 FR 14426 - Notice of Availability of Funds and Solicitation for Grant Applications for Senior Community...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-03-09

... service and other job training (OAA Amendments Sec. 502(b)(1)(J); 20 CFR 641.565(a)). The dual goals of the program are to promote useful opportunities in community service job training and to move SCSEP... DEPARTMENT OF LABOR Employment and Training Administration Notice of Availability of Funds and...

Beyond the job exposure matrix (JEM): the task exposure matrix (TEM).

PubMed

Benke, G; Sim, M; Fritschi, L; Aldred, G

2000-09-01

The job exposure matrix (JEM) has been employed to assign cumulative exposure to workers in many epidemiological studies. In these studies, where quantitative data are available, all workers with the same job title and duration are usually assigned similar cumulative exposures, expressed in mgm(-3)xyears. However, if the job is composed of multiple tasks, each with its own specific exposure profile, then assigning all workers within a job the same mean exposure can lead to misclassification of exposure. This variability of exposure within job titles is one of the major weaknesses of JEMs. A method is presented for reducing the variability in the JEM methodology, which has been called the task exposure matrix (TEM). By summing the cumulative exposures of a worker over all the tasks worked within a job title, it is possible to address the variability of exposure within the job title, and reduce possible exposure misclassification. The construction of a TEM is outlined and its application in the context of a study in the primary aluminium industry is described. The TEM was found to assign significantly different cumulative exposures to the majority of workers in the study, compared with the JEM and the degree of difference in cumulative exposure between the JEM and the TEM varied greatly between contaminants.

Understanding well-being and learning of Nigerian nurses: a job demand control support model approach.

PubMed

van Doorn, Yvonne; van Ruysseveldt, Joris; van Dam, Karen; Mistiaen, Wilhelm; Nikolova, Irina

2016-10-01

This study investigated whether Nigerian nurses' emotional exhaustion and active learning were predicted by job demands, control and social support. Limited research has been conducted concerning nurses' work stress in developing countries, such as Nigeria. Accordingly, it is not clear whether work interventions for improving nurses' well-being in these countries can be based on work stress models that are developed in Western countries, such as the job demand control support model, as well as on empirical findings of job demand control support research. Nurses from Nurses Across the Borders Nigeria were invited to complete an online questionnaire containing validated scales; 210 questionnaires were fully completed and analysed. Multiple regression analysis was used to test the hypotheses. Emotional exhaustion was higher for nurses who experienced high demands and low supervisor support. Active learning occurred when nurses worked under conditions of high control and high supervisor support. The findings suggest that the job demand control support model is applicable in a Nigerian nursing situation; the model indicates which occupational stressors contribute to poor well-being in Nigerian nurses and which work characteristics may boost nurses' active learning. Job (re)design interventions can enhance nurses' well-being and learning by guarding nurses' job demands, and stimulating job control and supervisor support. © 2016 John Wiley & Sons Ltd.

The Recent Pathology Residency Graduate Job Search Experience: A Synthesis of 5 Years of College of American Pathologists Job Market Surveys.

PubMed

Gratzinger, Dita; Johnson, Kristen A; Brissette, Mark D; Cohen, David; Rojiani, Amyn M; Conran, Richard M; Hoffman, Robert D; Post, Miriam D; McCloskey, Cindy B; Roberts, Cory A; Domen, Ronald E; Talbert, Michael L; Powell, Suzanne Z

2018-04-01

- Pathology residents and fellows tailor their training and job search strategies to an actively evolving specialty in the setting of scientific and technical advances and simultaneous changes in health care economics. - To assess the experience and outcome of the job search process of pathologists searching for their first non-fellowship position. - The College of American Pathologists (CAP) Graduate Medical Education Committee has during the past 5 years sent an annual job search survey each June to CAP junior members and fellows in practice 3 years or less who have actively searched for a non-fellowship position. - Job market indicators including job interviews, job offers, positions accepted, and job satisfaction have remained stable during the 5 years of the survey. Most survey respondents who had applied for at least 1 position had accepted a position at the time of the survey, and most applicants who had accepted a position were satisfied or very satisfied. However, most attested that finding a non-fellowship position was difficult. Despite a perceived push toward subspecialization in surgical pathology, the reported number of fellowships completed was stable. Respondent demographics were not associated with job search success with 1 significant exception: international medical school graduate respondents reported greater perceived difficulty in finding a position, and indeed, fewer reported having accepted a position. - Pathology residents and fellows seeking their first position have faced a relatively stable job market during the last 5 years, with most accepting positions with which they were satisfied.

Web-based recruitment: effects of information, organizational brand, and attitudes toward a Web site on applicant attraction.

PubMed

Allen, David G; Mahto, Raj V; Otondo, Robert F

2007-11-01

Recruitment theory and research show that objective characteristics, subjective considerations, and critical contact send signals to prospective applicants about the organization and available opportunities. In the generating applicants phase of recruitment, critical contact may consist largely of interactions with recruitment sources (e.g., newspaper ads, job fairs, organization Web sites); however, research has yet to fully address how all 3 types of signaling mechanisms influence early job pursuit decisions in the context of organizational recruitment Web sites. Results based on data from 814 student participants searching actual organization Web sites support and extend signaling and brand equity theories by showing that job information (directly) and organization information (indirectly) are related to intentions to pursue employment when a priori perceptions of image are controlled. A priori organization image is related to pursuit intentions when subsequent information search is controlled, but organization familiarity is not, and attitudes about a recruitment source also influence attraction and partially mediate the effects of organization information. Theoretical and practical implications for recruitment are discussed. (c) 2007 APA

Applicant expectations and decision factors for jobs and careers in food-supply veterinary medicine.

PubMed

Prince, J Bruce; Gwinner, Kevin; Andrus, David M

2008-01-01

This article examines the job expectations of applicants as reported by recruiters interviewing food-supply veterinary medicine (FSVM) candidates and the career-choice decision factors used by year 3 and 4 veterinary students pursuing careers in FSVM. The responses of 1,047 veterinary recruiters and 270 year 3 and 4 students with a food-supply focus from 32 colleges of veterinary medicine in the United States and Canada were examined. Recruiters were asked to report the two most important job factors applicants took into account when deciding to accept an offer; students were asked the two most important reasons for choosing a career in FSVM and the two most important benefits of working as a food-supply veterinarian. Recruiters reported that high salaries and good benefits are the two most important decision factors. Interest in the food-animal career area and a desire for a rural, outdoor lifestyle were the top reasons students gave for choosing an FSVM career. Students saw the enjoyment of working with and helping producers and food animals as the most important benefits of a career in FSVM.

Berkeley lab checkpoint/restart (BLCR) for Linux clusters

DOE PAGES

Hargrove, Paul H.; Duell, Jason C.

2006-09-01

This article describes the motivation, design and implementation of Berkeley Lab Checkpoint/Restart (BLCR), a system-level checkpoint/restart implementation for Linux clusters that targets the space of typical High Performance Computing applications, including MPI. Application-level solutions, including both checkpointing and fault-tolerant algorithms, are recognized as more time and space efficient than system-level checkpoints, which cannot make use of any application-specific knowledge. However, system-level checkpointing allows for preemption, making it suitable for responding to fault precursors (for instance, elevated error rates from ECC memory or network CRCs, or elevated temperature from sensors). Preemption can also increase the efficiency of batch scheduling; for instancemore » reducing idle cycles (by allowing for shutdown without any queue draining period or reallocation of resources to eliminate idle nodes when better fitting jobs are queued), and reducing the average queued time (by limiting large jobs to running during off-peak hours, without the need to limit the length of such jobs). Each of these potential uses makes BLCR a valuable tool for efficient resource management in Linux clusters. © 2006 IOP Publishing Ltd.« less

Understanding Aprun Use Patterns

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

Lin, Hwa-Chun Wendy

2009-05-06

On the Cray XT, aprun is the command to launch an application to a set of compute nodes reserved through the Application Level Placement Scheduler (ALPS). At the National Energy Research Scientific Computing Center (NERSC), interactive aprun is disabled. That is, invocations of aprun have to go through the batch system. Batch scripts can and often do contain several apruns which either use subsets of the reserved nodes in parallel, or use all reserved nodes in consecutive apruns. In order to better understand how NERSC users run on the XT, it is necessary to associate aprun information with jobs. Itmore » is surprisingly more challenging than it sounds. In this paper, we describe those challenges and how we solved them to produce daily per-job reports for completed apruns. We also describe additional uses of the data, e.g. adjusting charging policy accordingly or associating node failures with jobs/users, and plans for enhancements.« less

The influence of secondary conditions on job acquisition and retention in adults with spinal cord injury.

PubMed

Meade, Michelle A; Forchheimer, Martin B; Krause, James S; Charlifue, Susan

2011-03-01

To examine the associations of job acquisition and job retention to secondary conditions, hospitalizations, and nursing home stays for adults with spinal cord injury (SCI). Retrospective analysis of longitudinal data from multicenter study. Community setting. Two samples of adults participating in the SCI Model Systems; the first sample consisted of persons who reported being unemployed at follow-up (n=9501); the second sample consisted of those who reported working at follow-up (n=5,150). Not applicable. Job acquisition (change from not working at 1 anniversary of injury to working at the following data collection) and job retention (maintenance of work between 2 assessment periods). Discrete time hazard modeling was used to assess how secondary conditions affect job acquisition. After controlling for the effects of demographic and injury characteristics, hospitalizations within the last 12 months were associated with decreased chance of having obtained employment. Hierarchic logistic regression analyses were used to examine job retention. Hospitalizations and the presence of PUs were associated with lower odds of job retention once demographic and injury characteristics were controlled. Secondary conditions from the previous assessment period were not significantly related to either job acquisition or job retention after the variance from demographic and injury characteristics and current secondary conditions were controlled. Hospitalization, as well as a limited number of secondary conditions, were associated with reduced odds of both job acquisition and job retention among adults with SCI. Interventions that can prevent secondary conditions and reduce the need for hospitalizations may be beneficial in improving employment for this population. Copyright © 2011 American Congress of Rehabilitation Medicine. Published by Elsevier Inc. All rights reserved.

Evaluating the relationship between job stress and job satisfaction among female hospital nurses in Babol: An application of structural equation modeling.

PubMed

Bagheri Hosseinabadi, Majid; Etemadinezhad, Siavash; Khanjani, Narges; Ahmadi, Omran; Gholinia, Hemat; Galeshi, Mina; Samaei, Seyed Ehsan

2018-01-01

Background: This study was designed to investigate job satisfaction and its relation to perceived job stress among hospital nurses in Babol County, Iran. Methods: This cross-sectional study was conducted on 406 female nurses in 6 Babol hospitals. Respondents completed the Minnesota Satisfaction Questionnaire (MSQ), the health and safety executive (HSE) indicator tool and a demographic questionnaire. Descriptive, analytical and structural equation modeling (SEM) analyses were carried out applying SPSS v. 22 and AMOS v. 22. Results: The Normed Fit Index (NFI), Non-normed Fit Index (NNFI), Incremental Fit Index (IFI)and Comparative Fit Index (CFI) were greater than 0.9. Also, goodness of fit index (GFI=0.99)and adjusted goodness of fit index (AGFI) were greater than 0.8, and root mean square error of approximation (RMSEA) were 0.04, The model was found to be with an appropriate fit. The R-squared was 0.42 for job satisfaction, and all its dimensions were related to job stress. The dimensions of job stress explained 42% of changes in the variance of job satisfaction. There was a significant relationship between the dimensions of job stress such as demand (β =0.173,CI =0.095 - 0.365, P≤0.001), control (β =0.135, CI =0.062 - 0.404, P =0.008), relationships(β =-0.208, CI =-0.637- -0.209; P≤0.001) and changes (β =0.247, CI =0.360 - 1.026, P≤0.001)with job satisfaction. Conclusion: One of the important interventions to increase job satisfaction among nurses maybe improvement in the workplace. Reducing the level of workload in order to improve job demand and minimizing role conflict through reducing conflicting demands are recommended.

Evaluating the relationship between job stress and job satisfaction among female hospital nurses in Babol: An application of structural equation modeling

PubMed Central

Bagheri Hosseinabadi, Majid; Etemadinezhad, Siavash; khanjani, Narges; Ahmadi, Omran; Gholinia, Hemat; Galeshi, Mina; Samaei, Seyed Ehsan

2018-01-01

Background: This study was designed to investigate job satisfaction and its relation to perceived job stress among hospital nurses in Babol County, Iran. Methods: This cross-sectional study was conducted on 406 female nurses in 6 Babol hospitals. Respondents completed the Minnesota Satisfaction Questionnaire (MSQ), the health and safety executive (HSE) indicator tool and a demographic questionnaire. Descriptive, analytical and structural equation modeling (SEM) analyses were carried out applying SPSS v. 22 and AMOS v. 22. Results: The Normed Fit Index (NFI), Non-normed Fit Index (NNFI), Incremental Fit Index (IFI)and Comparative Fit Index (CFI) were greater than 0.9. Also, goodness of fit index (GFI=0.99)and adjusted goodness of fit index (AGFI) were greater than 0.8, and root mean square error of approximation (RMSEA) were 0.04, The model was found to be with an appropriate fit. The R-squared was 0.42 for job satisfaction, and all its dimensions were related to job stress. The dimensions of job stress explained 42% of changes in the variance of job satisfaction. There was a significant relationship between the dimensions of job stress such as demand (β =0.173,CI =0.095 - 0.365, P≤0.001), control (β =0.135, CI =0.062 - 0.404, P =0.008), relationships(β =-0.208, CI =-0.637– -0.209; P≤0.001) and changes (β =0.247, CI =0.360 - 1.026, P≤0.001)with job satisfaction. Conclusion: One of the important interventions to increase job satisfaction among nurses maybe improvement in the workplace. Reducing the level of workload in order to improve job demand and minimizing role conflict through reducing conflicting demands are recommended. PMID:29744305

A lasting impression.

PubMed

Redfern Jones, Jane

2014-06-17

Job applications do not stop with your CV, cover letter or application form. Social media such as Facebook, Twitter and LinkedIn mean employers have a wealth of extra information about candidates at their fingertips.

Pickstone v. Freemans, 30 June 1988.

PubMed

1988-01-01

The applicants, warehouse operatives of the respondent employers, charged the employers with sex discrimination under Section 1(2)(c) of the Equal Pay Act 1970, because they were paid less than male warehouse checkers who they claimed performed work of "equal value." The respondents, relying on language in Section 1(2)(c), argued that the applicants could not bring the suit because there was a male employee working in the same job as the applicants and earning the same salary as the applicants. The House of Lords of the UK, upheld a lower court decision (see Annual Review of Population Law Vol. 14, 1987, Section 630) and rejected this argument. In reaching this decision, it relied on the legislative history of the Equal Pay Act and concluded that the language of Section 1(2)(c) did not exclude situations where there was a man employed in the same job at the same wages as the applicants. full text

Automated Hazard Analysis

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

Riddle, F. J.

2003-06-26

The Automated Hazard Analysis (AHA) application is a software tool used to conduct job hazard screening and analysis of tasks to be performed in Savannah River Site facilities. The AHA application provides a systematic approach to the assessment of safety and environmental hazards associated with specific tasks, and the identification of controls regulations, and other requirements needed to perform those tasks safely. AHA is to be integrated into existing Savannah River site work control and job hazard analysis processes. Utilization of AHA will improve the consistency and completeness of hazard screening and analysis, and increase the effectiveness of the workmore » planning process.« less

Final Scientific Report: A Scalable Development Environment for Peta-Scale Computing

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

Karbach, Carsten; Frings, Wolfgang

2013-02-22

This document is the final scientific report of the project DE-SC000120 (A scalable Development Environment for Peta-Scale Computing). The objective of this project is the extension of the Parallel Tools Platform (PTP) for applying it to peta-scale systems. PTP is an integrated development environment for parallel applications. It comprises code analysis, performance tuning, parallel debugging and system monitoring. The contribution of the Juelich Supercomputing Centre (JSC) aims to provide a scalable solution for system monitoring of supercomputers. This includes the development of a new communication protocol for exchanging status data between the target remote system and the client running PTP.more » The communication has to work for high latency. PTP needs to be implemented robustly and should hide the complexity of the supercomputer's architecture in order to provide a transparent access to various remote systems via a uniform user interface. This simplifies the porting of applications to different systems, because PTP functions as abstraction layer between parallel application developer and compute resources. The common requirement for all PTP components is that they have to interact with the remote supercomputer. E.g. applications are built remotely and performance tools are attached to job submissions and their output data resides on the remote system. Status data has to be collected by evaluating outputs of the remote job scheduler and the parallel debugger needs to control an application executed on the supercomputer. The challenge is to provide this functionality for peta-scale systems in real-time. The client server architecture of the established monitoring application LLview, developed by the JSC, can be applied to PTP's system monitoring. LLview provides a well-arranged overview of the supercomputer's current status. A set of statistics, a list of running and queued jobs as well as a node display mapping running jobs to their compute resources form the user display of LLview. These monitoring features have to be integrated into the development environment. Besides showing the current status PTP's monitoring also needs to allow for submitting and canceling user jobs. Monitoring peta-scale systems especially deals with presenting the large amount of status data in a useful manner. Users require to select arbitrary levels of detail. The monitoring views have to provide a quick overview of the system state, but also need to allow for zooming into specific parts of the system, into which the user is interested in. At present, the major batch systems running on supercomputers are PBS, TORQUE, ALPS and LoadLeveler, which have to be supported by both the monitoring and the job controlling component. Finally, PTP needs to be designed as generic as possible, so that it can be extended for future batch systems.« less

Heuristic methods for the single machine scheduling problem with different ready times and a common due date

NASA Astrophysics Data System (ADS)

Birgin, Ernesto G.; Ronconi, Débora P.

2012-10-01

The single machine scheduling problem with a common due date and non-identical ready times for the jobs is examined in this work. Performance is measured by the minimization of the weighted sum of earliness and tardiness penalties of the jobs. Since this problem is NP-hard, the application of constructive heuristics that exploit specific characteristics of the problem to improve their performance is investigated. The proposed approaches are examined through a computational comparative study on a set of 280 benchmark test problems with up to 1000 jobs.

Getting a Raise. Cooperative Work Experience Learning Activity Packet: Series on Job Entry and Adjustment; Packet Seven.

ERIC Educational Resources Information Center

Herschbach, Dennis R.; And Others

This student booklet is seventh in an illustrated series of eleven learning activity packets for use in teaching job hunting and application procedures and the management of wages to secondary students. Two units are included in this packet, one explaining the differences between periodic and merit pay increases and between flat amount and…

20 CFR 670.450 - How are applicants who meet eligibility and selection criteria assigned to centers?

Code of Federal Regulations, 2010 CFR

2010-04-01

... ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Recruitment... center. The assignment plan is based on an analysis of: (1) The number of eligible individuals in the...) The demand for enrollment in Job Corps in the State and region where the center is located and in...

The Acceptability of Credentials Earned Online for Obtaining Employment in the Health Care Professions

ERIC Educational Resources Information Center

Adams, Jonathan; DeFleur, Margaret H.; Heald, Gary R.

2007-01-01

A national survey of health care administrators was used to assess the acceptability of a job applicant's qualifications that included a degree earned online, partly online, or in a traditional program. A questionnaire was sent in response to job advertisements that were posted in newspapers from 38 metropolitan areas throughout the United States.…

Careers (A Course of Study). Unit IV: Applying for the Job.

ERIC Educational Resources Information Center

Turley, Kay

Designed to enable special needs students to write resumes and complete application forms with employable accuracy, this set of activities on applying for a job is the fourth unit in a nine-unit secondary level careers course intended to provide handicapped students with the knowledge and tools necessary to succeed in the world of work. Chapter 1…

World of Work--The Interview and Working Relationships. Kit No. WW-706. Instructor's Manual. Revised.

ERIC Educational Resources Information Center

Miles, Mamie Rose; Killingsworth, Linda

This instructor's manual contains activities for teaching students about how to obtain a Social Security card, how to fill out an employment application, how to dress and conduct themselves on job interviews, desirable traits for employees, and getting along with others on the job. It is designed for use during eight periods in classes in…

Your Paycheck. Cooperative Work Experience Learning Activity Packet: Series on Job Entry and Adjustment; Packet Five.

ERIC Educational Resources Information Center

Herschbach, Dennis R.; And Others

This student booklet is fifth in an illustrated series of eleven learning activity packets for use in teaching job hunting and application procedures and the management of wages to secondary students. Two units are included in this packet: the first describing the various ways of being paid: salary (including overtime and compensatory time),…

Interviewing for a Job. The Wisconsin Guide to Local Curriculum Improvement in Industrial Education, K-12.

ERIC Educational Resources Information Center

Ritz, John M.

The intent of this field tested instructional package is to provide the student with an overview of the management element of industry and how it relates to the duties of a shop foreman. Defining behavioral objectives, the course description includes an information section, classroom activities, sample job application forms, and student evaluation…

Using the Internet in Career Education. Practice Application Brief No. 1.

ERIC Educational Resources Information Center

Wagner, Judith O.

The World Wide Web has a wealth of information on career planning, individual jobs, and job search methods that counselors and teachers can use. Search engines such as Yahoo! and Magellan, organized like library tools, and engines such as AltaVista and HotBot search words or phrases. Web indexes offer a variety of features. The criteria for…

Selections from the ABC 2014 Annual Conference, Philadelphia, Pennsylvania: Let Favorite Assignments Ring: Sharpening Communication Tools and Self and Career Development

ERIC Educational Resources Information Center

Whalen, D. Joel; Crenshaw, Cheri; Ortiz, Lorelei A.; Vik, Gretchen N.; Meredith, Michael J.; Deambrosi, Alfredo; Luck, Susan L.; Rausch, Georgi; Canas, Kathryn; Hicks, Nancy; Newman, Amy; Hofacker, Cynthia M.; Webb, Susan Hall; Zizik, Catherine H.

2015-01-01

This article, the first of a two-part series, catalogs teaching innovations from the 2014 Association for Business Communication Annual Conference. These 12 assignments debuted during two "My Favorite Assignment" sessions. Learning experiences included job-seeking skills--résumé writing, writing job applications, sharpening interview…

Job Loss and Unmet Health Care Needs in the Economic Recession: Different Associations by Family Income

PubMed Central

Birkenmaier, Julie; Kim, Youngmi

2014-01-01

Objectives. We examined heterogeneous associations between job loss and unmet health care needs by family income level in the recent economic recession. Methods. We conducted logistic regression analyses with the sample from the 2008 Survey of Income and Program Participation (n = 12 658). Dependent variables were 2 dichotomous measures of unmet health care needs in medical and dental services. The primary independent variables were a dummy indicator of job loss during a 2-year period and the family income-to-needs ratio. We used an interaction term between job loss and the family income-to-needs ratio to test the proposed research question. Results. Job loss was significantly associated with the increased risk of unmet health care needs. The proportion with unmet needs was highest for the lowest-income unemployed, but the association between job loss and health hardship was stronger for the middle- and higher-income unemployed. Conclusions. The unemployed experience health hardship differently by income level. A comprehensive coordination of applications for unemployment and health insurance should be considered to protect the unemployed from health hardship. PMID:25211745

The moderating effect of control over work scheduling and overtime on the relationship between workload demands and perceived job risk.

PubMed

Näswall, Katharina; Burt, Christopher D B; Pearce, Megan

2015-01-01

This study investigated the impact of workload demands on perceived job risk using the Job Demand-Control model as a research framework. The primary objective was to test the hypothesis that employee control over work scheduling and overtime would moderate the relationship between workload demands and perceived job risk. Ninety-six participants working in a variety of industries completed measures of workload demands, and of control over work scheduling and overtime, and a measure of perceived job risk. Workload demands predicted higher perceptions of job risk. However, the results also suggest that control over overtime moderated this relationship, where those with the combination of high workload demands and low control over overtime reported higher levels of perceived risk. The results indicate that the JDC model is applicable to safety research. The results suggest that employee control over workload demands is an important variable to consider in terms of managing workplace safety. The present study also points to important areas for future research to explore in order to further understand the connection between demands and safety.

A model for developing job rotation schedules that eliminate sequential high workloads and minimize between-worker variability in cumulative daily workloads: Application to automotive assembly lines.

PubMed

Yoon, Sang-Young; Ko, Jeonghan; Jung, Myung-Chul

2016-07-01

The aim of study is to suggest a job rotation schedule by developing a mathematical model in order to reduce cumulative workload from the successive use of the same body region. Workload assessment using rapid entire body assessment (REBA) was performed for the model in three automotive assembly lines of chassis, trim, and finishing to identify which body part exposed to relatively high workloads at workstations. The workloads were incorporated to the model to develop a job rotation schedule. The proposed schedules prevent the exposure to high workloads successively on the same body region and minimized between-worker variance in cumulative daily workload. Whereas some of workers were successively assigned to high workload workstation under no job rotation and serial job rotation. This model would help to reduce the potential for work-related musculoskeletal disorders (WMSDs) without additional cost for engineering work, although it may need more computational time and relative complex job rotation sequences. Copyright © 2016 Elsevier Ltd and The Ergonomics Society. All rights reserved.

Job loss and unmet health care needs in the economic recession: different associations by family income.

PubMed

Huang, Jin; Birkenmaier, Julie; Kim, Youngmi

2014-11-01

We examined heterogeneous associations between job loss and unmet health care needs by family income level in the recent economic recession. We conducted logistic regression analyses with the sample from the 2008 Survey of Income and Program Participation (n = 12,658). Dependent variables were 2 dichotomous measures of unmet health care needs in medical and dental services. The primary independent variables were a dummy indicator of job loss during a 2-year period and the family income-to-needs ratio. We used an interaction term between job loss and the family income-to-needs ratio to test the proposed research question. Job loss was significantly associated with the increased risk of unmet health care needs. The proportion with unmet needs was highest for the lowest-income unemployed, but the association between job loss and health hardship was stronger for the middle- and higher-income unemployed. The unemployed experience health hardship differently by income level. A comprehensive coordination of applications for unemployment and health insurance should be considered to protect the unemployed from health hardship.

Technology in International Admissions

ERIC Educational Resources Information Center

White, Elizabeth

2012-01-01

In a relatively short time, technology applications have become an essential feature of the admissions business. They make the jobs of international admissions professionals easier in many ways, allowing for more robust communication with applicants and counselors, a streamlined application process, and quicker access to information about…

14 CFR 65.101 - Eligibility requirements: General.

Code of Federal Regulations, 2013 CFR

2013-01-01

... Administrator and is specifically designed to qualify the applicant for the job on which the applicant is to be...) This section does not apply to the issuance of a repairman certificate (experimental aircraft builder...

14 CFR 65.101 - Eligibility requirements: General.

Code of Federal Regulations, 2011 CFR

2011-01-01

... Administrator and is specifically designed to qualify the applicant for the job on which the applicant is to be...) This section does not apply to the issuance of a repairman certificate (experimental aircraft builder...

14 CFR 65.101 - Eligibility requirements: General.

Code of Federal Regulations, 2014 CFR

2014-01-01

... Administrator and is specifically designed to qualify the applicant for the job on which the applicant is to be...) This section does not apply to the issuance of a repairman certificate (experimental aircraft builder...

The ATLAS PanDA Monitoring System and its Evolution

NASA Astrophysics Data System (ADS)

Klimentov, A.; Nevski, P.; Potekhin, M.; Wenaus, T.

2011-12-01

The PanDA (Production and Distributed Analysis) Workload Management System is used for ATLAS distributed production and analysis worldwide. The needs of ATLAS global computing imposed challenging requirements on the design of PanDA in areas such as scalability, robustness, automation, diagnostics, and usability for both production shifters and analysis users. Through a system-wide job database, the PanDA monitor provides a comprehensive and coherent view of the system and job execution, from high level summaries to detailed drill-down job diagnostics. It is (like the rest of PanDA) an Apache-based Python application backed by Oracle. The presentation layer is HTML code generated on the fly in the Python application which is also responsible for managing database queries. However, this approach is lacking in user interface flexibility, simplicity of communication with external systems, and ease of maintenance. A decision was therefore made to migrate the PanDA monitor server to Django Web Application Framework and apply JSON/AJAX technology in the browser front end. This allows us to greatly reduce the amount of application code, separate data preparation from presentation, leverage open source for tools such as authentication and authorization mechanisms, and provide a richer and more dynamic user experience. We describe our approach, design and initial experience with the migration process.

Evaluation of the validity of job exposure matrix for psychosocial factors at work.

PubMed

Solovieva, Svetlana; Pensola, Tiina; Kausto, Johanna; Shiri, Rahman; Heliövaara, Markku; Burdorf, Alex; Husgafvel-Pursiainen, Kirsti; Viikari-Juntura, Eira

2014-01-01

To study the performance of a developed job exposure matrix (JEM) for the assessment of psychosocial factors at work in terms of accuracy, possible misclassification bias and predictive ability to detect known associations with depression and low back pain (LBP). We utilized two large population surveys (the Health 2000 Study and the Finnish Work and Health Surveys), one to construct the JEM and another to test matrix performance. In the first study, information on job demands, job control, monotonous work and social support at work was collected via face-to-face interviews. Job strain was operationalized based on job demands and job control using quadrant approach. In the second study, the sensitivity and specificity were estimated applying a Bayesian approach. The magnitude of misclassification error was examined by calculating the biased odds ratios as a function of the sensitivity and specificity of the JEM and fixed true prevalence and odds ratios. Finally, we adjusted for misclassification error the observed associations between JEM measures and selected health outcomes. The matrix showed a good accuracy for job control and job strain, while its performance for other exposures was relatively low. Without correction for exposure misclassification, the JEM was able to detect the association between job strain and depression in men and between monotonous work and LBP in both genders. Our results suggest that JEM more accurately identifies occupations with low control and high strain than those with high demands or low social support. Overall, the present JEM is a useful source of job-level psychosocial exposures in epidemiological studies lacking individual-level exposure information. Furthermore, we showed the applicability of a Bayesian approach in the evaluation of the performance of the JEM in a situation where, in practice, no gold standard of exposure assessment exists.

76 FR 14694 - Notice of Funding Opportunity and Solicitation for Grant Applications (SGA) for National...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-03-17

... DEPARTMENT OF LABOR Employment and Training Administration Notice of Funding Opportunity and Solicitation for Grant Applications (SGA) for National Farmworker Jobs Training Program (NFJP) AGENCY: Employment and Training Administration, Labor. ACTION: Notice of Solicitation for Grant Applications (SGA...

The relationship between working conditions and self-rated health among medical doctors: evidence from seven waves of the Medicine In Australia Balancing Employment and Life (Mabel) survey.

PubMed

Milner, Allison; Witt, Katrina; Spittal, Matthew J; Bismark, Marie; Graham, Melissa; LaMontagne, Anthony D

2017-08-29

Psychosocial job stressors, such as low control and high demands, have been found to influence the health and wellbeing of doctors. However, past research in this area has relied on cross-sectional data, which limits causal inferences about the influence of psychosocial job stressors on health. In this study, we examine this relationship longitudinally while also assessing whether the relationship between psychosocial job stressors and health is modified by gender. The data source was seven annual waves of the Medicine in Australia: Balancing Employment and Life (MABEL) survey. The outcome was self-rated health (measured using the SF-12), and key exposures reflected job control, job demands, work-life balance variables, employment arrangements, and aggression experienced at work. We used longitudinal fixed and random effects regression models to assess within and between-person changes in health. Excessive job demands, low job control, feelings of not being rewarded at work, and work-life imbalance were associated with higher within-person odds of poorer self-rated health. Gender differences were apparent. For female doctors, work arrangements and work-life imbalance were associated with poorer self-rated health whilst task-based job stressors were associated with poorer self-rated health in male doctors. These results suggest the importance of addressing adverse working environments among doctors. Not applicable.

Organizational IQ: Characteristics Common to Smart Organizations and Applicability to the U.S. Military

DTIC Science & Technology

2009-12-01

overwhelming ( Gottfredson , 1996). In addition to job performance, higher intelligence improves the odds of success in school, ultimate job level attained...necessary, but not sufficient, to build a smart organization. High organizational intelligence can be realized only when the right people are brought...15. NUMBER OF PAGES 89 14. SUBJECT TERMS Organizational intelligence ; Collective intelligence ; Smart organizations; Culture of

Obtaining Content Weights for Test Specifications from Job Analysis Task Surveys: An Application of the Many-Facets Rasch Model

ERIC Educational Resources Information Center

Wang, Ning; Stahl, John

2012-01-01

This article discusses the use of the Many-Facets Rasch Model, via the FACETS computer program (Linacre, 2006a), to scale job/practice analysis survey data as well as to combine multiple rating scales into single composite weights representing the tasks' relative importance. Results from the Many-Facets Rasch Model are compared with those…

Suggestions for Job and Curriculum Ladders in Health Center Ambulatory Care: A Pilot Test of the Health Services Mobility Study Methodology.

ERIC Educational Resources Information Center

Gilpatrick, Eleanor

This report contains the results of a pilot test which represents the first complete field test of methodological work begun in October 1967 under a Federal grant for the purpose of job analysis in the health services. This 4-year Health Services Mobility Study permitted basic research, field testing, practical application, and policy involvement…

Application of Gamification in a College STEM Introductory Course: A Case Study

ERIC Educational Resources Information Center

Machajewski, Szymon Tomasz

2017-01-01

Between 2000 and 2016, the STEM industry reportedly added jobs at the rate of 28% while all jobs were growing at only 6%. However, 48% of bachelor's degree students and 69% of associate's degree students in STEM majors left their program of study between 2003 and 2009. The high attrition rate is often attributed to low student engagement, boredom,…

The Extent of Principals' Application of the Transformational Leadership and Its Relationship to the Level of Job Satisfaction among Teachers of Galilee Region

ERIC Educational Resources Information Center

Haj, Sohil Jameel; Jubran, Ali Mohammed

2016-01-01

The current study aimed to identify the degree of applying the transformational leadership in school administration (among principals), the level of job satisfaction among teachers, and investigate the relationship to each other. The sample consisted of (182) teachers, who were randomly selected from teachers of Galilee region inside the Green…

Fast and Focused: Accelerated Degree Programs Keep Students Locked in on Learning. Lumina Foundation Focus™. Fall 2013

ERIC Educational Resources Information Center

Giegerich, Steve

2013-01-01

Employers point to a large and growing "skills gap," saying thousands of jobs are already going unfilled because applicants lack the skills and knowledge they need. Forecasters say that, by the end of this decade, two-thirds of all jobs will require some form of high-quality postsecondary credential such as a degree or certificate. The…

A quarter of a century of job transitions in Germany☆

PubMed Central

Kattenbach, Ralph; Schneidhofer, Thomas M.; Lücke, Janine; Latzke, Markus; Loacker, Bernadette; Schramm, Florian; Mayrhofer, Wolfgang

2014-01-01

By examining trends in intra-organizational and inter-organizational job transition probabilities among professional and managerial employees in Germany, we test the applicability of mainstream career theory to a specific context and challenge its implied change assumption. Drawing on data from the German Socio-Economic Panel (GSOEP), we apply linear probability models to show the influence of time, economic cycle and age on the probability of job transitions between 1984 and 2010. Results indicate a slight negative trend in the frequency of job transitions during the analyzed time span, owing to a pronounced decrease in intra-organizational transitions, which is only partly offset by a comparatively weaker positive trend towards increased inter-organizational transitions. The latter is strongly influenced by fluctuations in the economic cycle. Finally, the probability of job transitions keeps declining steadily through the course of one's working life. In contrast to inter-organizational transitions, however, this age effect for intra-organizational transitions has decreased over time. PMID:24493876

[Job performance in work organizations: the effects of management by group goals and job interdependence].

PubMed

Ikeda, Hiroshi; Furukawa, Hisataka

2015-04-01

cThis study examined the interactive effect of management by group goals and job interdependence on employee's activities in terms of task and contextual performance. A survey was conducted among 140 Japanese employees. Results indicated that management by group goals was related only to contextual performance. Job interdependence, however, had a direct effect on both task and contextual performance. Moreover, moderated regression analyses revealed that for work groups requiring higher interdependence among employees, management by group goals had a positive relation to contextual performance but not to task performance. When interdependence was not necessarily required, however, management by group goals had no relation to contextual performance and even negatively impacted task performance, respectively. These results show that management by group goals affects task and contextual performance, and that this effect is moderated by job interdependence. This provides a theoretical extension as well as a practical application to the setting and management of group goals.

Perspectives of employees with intellectual disabilities on themes relevant to their job satisfaction. an explorative study using photovoice.

PubMed

Akkerman, Alma; Janssen, Cees G C; Kef, Sabina; Meininger, Herman P

2014-11-01

This study explored the perspectives of people with intellectual disabilities on themes relevant to their job satisfaction in integrated and sheltered employment. The photovoice method was used. Nine participants with moderate to mild intellectual disabilities, working in integrated and sheltered employment, took pictures of aspects related to their job satisfaction. Each participant was subsequently interviewed about his/her pictures. Interview transcripts were content analysed to distinguish themes. Nine themes were found: the nature of the work itself, working conditions, experienced job demands, social relations at work, received support, perceived autonomy, opportunities for using competencies, opportunities for growth and development and meaningfulness. All themes were applicable in integrated and sheltered employment. From the perspective of people with intellectual disabilities, various themes relate to their job satisfaction, either in positive or negative ways. Photovoice appeared to be a valuable approach, facilitating participants in expressing their views and providing in-depth information. © 2014 John Wiley & Sons Ltd.

A quarter of a century of job transitions in Germany.

PubMed

Kattenbach, Ralph; Schneidhofer, Thomas M; Lücke, Janine; Latzke, Markus; Loacker, Bernadette; Schramm, Florian; Mayrhofer, Wolfgang

2014-02-01

By examining trends in intra-organizational and inter-organizational job transition probabilities among professional and managerial employees in Germany, we test the applicability of mainstream career theory to a specific context and challenge its implied change assumption. Drawing on data from the German Socio-Economic Panel (GSOEP), we apply linear probability models to show the influence of time, economic cycle and age on the probability of job transitions between 1984 and 2010. Results indicate a slight negative trend in the frequency of job transitions during the analyzed time span, owing to a pronounced decrease in intra-organizational transitions, which is only partly offset by a comparatively weaker positive trend towards increased inter-organizational transitions. The latter is strongly influenced by fluctuations in the economic cycle. Finally, the probability of job transitions keeps declining steadily through the course of one's working life. In contrast to inter-organizational transitions, however, this age effect for intra-organizational transitions has decreased over time.

Obesity, Attractiveness, and Differential Treatment in Hiring: A Field Experiment

ERIC Educational Resources Information Center

Rooth, Dan-Olof

2009-01-01

This study presents evidence of differential treatment in the hiring of obese individuals in the Swedish labor market. Fictitious applications were sent to real job openings. The applications were sent in pairs, where one facial photo of an otherwise identical applicant was manipulated to show the individual as obese. Applications sent with the…

I/O-aware bandwidth allocation for petascale computing systems

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

Zhou, Zhou; Yang, Xu; Zhao, Dongfang

In the Big Data era, the gap between the storage performance and an appli- cation's I/O requirement is increasing. I/O congestion caused by concurrent storage accesses from multiple applications is inevitable and severely harms the performance. Conventional approaches either focus on optimizing an ap- plication's access pattern individually or handle I/O requests on a low-level storage layer without any knowledge from the upper-level applications. In this paper, we present a novel I/O-aware bandwidth allocation framework to coordinate ongoing I/O requests on petascale computing systems. The motivation behind this innovation is that the resource management system has a holistic view ofmore » both the system state and jobs' activities and can dy- namically control the jobs' status or allocate resource on the y during their execution. We treat a job's I/O requests as periodical subjobs within its lifecycle and transform the I/O congestion issue into a classical scheduling problem. Based on this model, we propose a bandwidth management mech- anism as an extension to the existing scheduling system. We design several bandwidth allocation policies with different optimization objectives either on user-oriented metrics or system performance. We conduct extensive trace- based simulations using real job traces and I/O traces from a production IBM Blue Gene/Q system at Argonne National Laboratory. Experimental results demonstrate that our new design can improve job performance by more than 30%, as well as increasing system performance.« less

Personality Characteristics, Job Stressors, and Job Satisfaction: Main and Interaction Effects on Psychological and Physical Health Conditions of Italian Schoolteachers.

PubMed

Zurlo, Maria Clelia; Pes, Daniela; Capasso, Roberto

2016-08-01

The study proposed an application of the transactional model of stress in teaching elaborated by Travers and Cooper in 1996, and aimed to investigate the influence of personality characteristics (coping strategies, type A behaviors), situational characteristics (sources of pressure), and perceived job satisfaction in the prediction of teachers' psychophysical health conditions. The Italian version of the Teacher Stress Questionnaire was administered to 621 teachers. Logistic regression was used to evaluate significant main and interaction effects of personality characteristics, situational characteristics, and perceived job satisfaction on teachers' self-reported psychophysical health conditions. The findings highlighted specific coping strategies (focused on the problem, on innovation, and on hobbies and pastimes) and dimensions of job satisfaction (related to intrinsic aspects of job and to employee relations) buffering the negative effects of several job stressors. Type A behaviors and coping strategies focused on mobilized social support, suppression of stress, and not confronting the situation had main and interactions with negative effects on psychophysical health. Findings confirmed the necessity to run multi-factor research to analyze the different combinations of individual and situational variables implicated in negative health outcomes and to highlight the most significant buffering or increasing associations. © The Author(s) 2016.

Effects of Individual Differences and Job Characteristics on the Psychological Health of Italian Nurses

PubMed Central

Zurlo, Maria Clelia; Vallone, Federica; Smith, Andrew P.

2018-01-01

The Demand Resources and Individual Effects Model (DRIVE Model) is a transactional model that integrates Demands- Control-Support and Effort-Reward Imbalance models emphasising the role of individual (Coping Strategies; Overcommitment) and job characteristics (Job Demands, Social Support, Decision Latitude, Skill Discretion, Effort, Rewards) in the work-related stress process. The present study aimed to test the DRIVE Model in a sample of 450 Italian nurses and to compare findings with those of a study conducted in a sample of UK nurses. A questionnaire composed of Ways of Coping Checklist-Revised (WCCL-R); Job Content Questionnaire (JCQ); ERI Test; Hospital Anxiety and Depression Scale (HADS) was used. Data supported the application of the DRIVE Model to the Italian context, showing significant associations of the individual characteristics of Problem-focused, Seek Advice and Wishful Thinking coping strategies and the job characteristics of Job Demands, Skill Discretion, Decision Latitude, and Effort with perceived levels of Anxiety and Depression. Effort represented the best predictor for psychological health conditions among Italian nurses, and Social Support significantly moderated the effects of Job Demands on perceived levels of Anxiety. The comparison study showed significant differences in the risk profiles of Italian and UK nurses. Findings were discussed in order to define focused interventions to promote nurses’ wellbeing.

20 CFR 655.1302 - Required pre-filing activity.

Code of Federal Regulations, 2010 CFR

2010-04-01

... as specified in this section. (c) Retention of documentation. An employer filing an Application for... the certification. There is no record retention requirement for any application (and supporting... steps. An employer filing an application must: (1) Submit a job order to the SWA serving the area of...

Community College Faculty Recruitment: Predictors of Applicant Attraction to Faculty Positions.

ERIC Educational Resources Information Center

Winter, Paul A.; Kjorlien, Chad L.

2000-01-01

Utilizes MBA students' biographical data and reactions to simulated position ads for community college business faculty positions to identify predictors of applicant decisions. Reveals four significant predictors of participants' ratings of simulated positions: applicant's current job satisfaction, spouse's contribution to household income,…

76 FR 11815 - Notice of Funding Opportunity and Solicitation for Grant Applications (SGA) for the Enhanced...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-03-03

... DEPARTMENT OF LABOR Employment and Training Administration Notice of Funding Opportunity and Solicitation for Grant Applications (SGA) for the Enhanced Transitional Jobs Demonstration (ETJD) AGENCY: Employment and Training Administration, Labor. ACTION: Notice of Solicitation for Grant Applications (SGA...

Vision Tests For Medical Surveillance Or To Insure Job Fitness

NASA Astrophysics Data System (ADS)

Wolbarsht, M. L.; Landers, M. B.

1986-05-01

The rationale for designing screening type eye examinations to document visual capabilities for specific jobs or changes in visual function following exposure to specific ocular hazards is discussed. Possible applications to clinical situations are also discussed. Specific tests meeting requirements of definite end point quantification, ease of administration, and reproducibility are given for contrast (glare) sensitivity, distortions in macular imaging (Amsler grid), and color vision. The selection is aetailed for tne individual test combinations of various populations such as automobile uriver license applicants, visual display operators, and persons exposed to lasers, including military as well as non-military installers and repairers of optical fibers for communications.

Are gay men and lesbians discriminated against when applying for jobs? A four-city, Internet-based field experiment.

PubMed

Bailey, John; Wallace, Michael; Wright, Bradley

2013-01-01

An Internet-based field experiment was conducted to examine potential hiring discrimination based on sexual orientation; specifically, the "first contact" between job applicants and employers was looked at. In response to Internet job postings on CareerBuilder.com®, more than 4,600 resumes were sent to employers in 4 U.S. cities: Philadelphia, Chicago, Dallas, and San Francisco. The resumes varied randomly with regard to gender, implied sexual orientation, and other characteristics. Two hypotheses were tested: first, that employers' response rates vary by the applicants' assumed sexuality; and second, that employers' Response Rates by Sexuality vary by city. Effects of city were controlled for to hold constant any variation in labor market conditions in the 4 cities. Based on employer responses to the applications, it was concluded that there is no evidence that gay men or lesbians are discriminated against in their first encounter with employers, and no significant variation across cities in these encounters was found. Implications of these results for the literature on hiring discrimination based on sexual orientation, the strengths and limitations of the research, and the potential for the Internet-based field experiment design in future studies of discrimination are discussed.

Attachment at work and performance.

PubMed

Neustadt, Elizabeth A; Chamorro-Premuzic, Tomas; Furnham, Adrian

2011-09-01

This paper examines the relations between self-reported attachment orientation at work and personality, self-esteem, trait emotional intelligence (aka emotional self-efficacy), and independently assessed career potential and job performance. Self-report data were collected from 211 managers in an international business in the hospitality industry; independent assessments of these managers' job performance and career potential were separately obtained from the organization. A self-report measure of romantic attachment was adapted for application in the work context; a two-factor solution was found for this measure. Secure/autonomous attachment orientation at work was positively related to self-esteem, trait emotional intelligence, extraversion, agreeableness, and conscientiousness, and also to job performance. Not only was secure/autonomous attachment orientation at work statistically predictive of job performance, but the new measure also made a distinct contribution, beyond conscientiousness, to this prediction.

Optimization Models for Scheduling of Jobs

PubMed Central

Indika, S. H. Sathish; Shier, Douglas R.

2006-01-01

This work is motivated by a particular scheduling problem that is faced by logistics centers that perform aircraft maintenance and modification. Here we concentrate on a single facility (hangar) which is equipped with several work stations (bays). Specifically, a number of jobs have already been scheduled for processing at the facility; the starting times, durations, and work station assignments for these jobs are assumed to be known. We are interested in how best to schedule a number of new jobs that the facility will be processing in the near future. We first develop a mixed integer quadratic programming model (MIQP) for this problem. Since the exact solution of this MIQP formulation is time consuming, we develop a heuristic procedure, based on existing bin packing techniques. This heuristic is further enhanced by application of certain local optimality conditions. PMID:27274921

Developing An Internship Program.

ERIC Educational Resources Information Center

Chase, Valerie

1984-01-01

Provided are suggestions for developing museum/aquarium internship programs. These include writing detailed job descriptions, advertising, designing application forms asking all the information needed, supervising the interns, interviewing applicants as they were applying for a paid position, and others. (JN)

The stigma of mental illness in the labor market.

PubMed

Hipes, Crosby; Lucas, Jeffrey; Phelan, Jo C; White, Richard C

2016-03-01

Mental illness labels are accompanied by devaluation and discrimination. We extend research on reactions to mental illness by utilizing a field experiment (N = 635) to test effects of mental illness labels on labor market discrimination. This study involved sending fictitious applications to job listings, some applications indicating a history of mental illness and some indicating a history of physical injury. In line with research indicating that mental illness leads to stigma, we predicted fewer callbacks to candidates with mental illness. We also predicted relatively fewer callbacks for applicants with mental illness when the jobs involved a greater likelihood for interpersonal contact with the employer. Results showed significant discrimination against applicants with mental illness, but did not indicate an effect of potential proximity to the employer. This contributes a valuable finding in a natural setting to research on labor market discrimination towards people with mental illness. Copyright © 2015 Elsevier Inc. All rights reserved.

Occupational self-coding and automatic recording (OSCAR): a novel web-based tool to collect and code lifetime job histories in large population-based studies.

PubMed

De Matteis, Sara; Jarvis, Deborah; Young, Heather; Young, Alan; Allen, Naomi; Potts, James; Darnton, Andrew; Rushton, Lesley; Cullinan, Paul

2017-03-01

Objectives The standard approach to the assessment of occupational exposures is through the manual collection and coding of job histories. This method is time-consuming and costly and makes it potentially unfeasible to perform high quality analyses on occupational exposures in large population-based studies. Our aim was to develop a novel, efficient web-based tool to collect and code lifetime job histories in the UK Biobank, a population-based cohort of over 500 000 participants. Methods We developed OSCAR (occupations self-coding automatic recording) based on the hierarchical structure of the UK Standard Occupational Classification (SOC) 2000, which allows individuals to collect and automatically code their lifetime job histories via a simple decision-tree model. Participants were asked to find each of their jobs by selecting appropriate job categories until they identified their job title, which was linked to a hidden 4-digit SOC code. For each occupation a job title in free text was also collected to estimate Cohen's kappa (κ) inter-rater agreement between SOC codes assigned by OSCAR and an expert manual coder. Results OSCAR was administered to 324 653 UK Biobank participants with an existing email address between June and September 2015. Complete 4-digit SOC-coded lifetime job histories were collected for 108 784 participants (response rate: 34%). Agreement between the 4-digit SOC codes assigned by OSCAR and the manual coder for a random sample of 400 job titles was moderately good [κ=0.45, 95% confidence interval (95% CI) 0.42-0.49], and improved when broader job categories were considered (κ=0.64, 95% CI 0.61-0.69 at a 1-digit SOC-code level). Conclusions OSCAR is a novel, efficient, and reasonably reliable web-based tool for collecting and automatically coding lifetime job histories in large population-based studies. Further application in other research projects for external validation purposes is warranted.

Effect of musculoskeletal pain of care workers on job satisfaction.

PubMed

Kim, DeokJu

2018-01-01

[Purpose] The purpose of this study was to examine the musculoskeletal pain of care workers and investigate its effect on their job satisfaction. [Subjects and Methods] Subjects were 87 care workers working at C elderly care service center in P region. The average age of men was 62.5 ± 3.4 years and that of women was 57.3 ± 2.7 years. The 'Guidelines for Risk Factor Survey on Tasks with Musculoskeletal Burden' of the KOSHA CODE (H-30-2003) of the Korea Occupational Safety and Health Agency (KOSHA) was used for measurement of musculoskeletal pain. This survey tool for job satisfaction consisted of 12 questions including the areas of wage satisfaction, professional satisfaction, job performance satisfaction, and relationship satisfaction. [Results] Study results showed that musculoskeletal pain varied depending on professional satisfaction, job performance satisfaction, and relationship satisfaction. The correlation between the areas of musculoskeletal pain and job satisfaction was examined and the following was revealed. Professional satisfaction was correlated with arm/elbow pain and lower back pain, job performance satisfaction with lower back pain, and relationship satisfaction with shoulder pain and lower back pain. [Conclusion] In this study, subjects were older and could have been easily exposed to diseases because of their age. To improve job efficiency among care workers, continuing education related to the job should take precedence. In addition, social support is required that can alleviate the heavy workload related to physical activity support, which is among the responsibilities of care workers. Moreover, application standards and coverage of industrial insurance for the treatment of musculoskeletal disorders of care workers should be extended further to relieve the burden of medical costs. A series of such measures will have a positive effect on improving the job satisfaction of care workers.

Community College Recruitment: An Analysis of Applicant Reactions.

ERIC Educational Resources Information Center

Winter, Paul A.; Kjorlien, Chad L.

The purpose of this study was to: (1) conduct an empirical examination of applicant reactions to faculty jobs described in recruitment advertisements for business faculty vacancies at community colleges; and (2) assess factors that potentially impact applicant decisions to apply for and pursue position vacancies. The results of this study have…

10 CFR 55.33 - Disposition of an initial application.

Code of Federal Regulations, 2010 CFR

2010-01-01

... performance of assigned operator job duties or cause operational errors endangering public health and safety... and tests determine whether the applicant for an operator's license has learned to operate a facility competently and safely, and additionally, in the case of a senior operator, whether the applicant has learned...

Bidding Behavior in a Multi-attribute First-price Auction

DTIC Science & Technology

2010-01-01

of applying key features of the multi-unit auction to proxy buyer /seller marginal valuations of the attributes of a job. Two experiments were...compensation package show promise in ascertaining buyer /seller marginal valuations of a job. This research effort was supported by a grant from the...auctions observed in the goods market, as measured by maximizing consumer and producer surplus, are likely to have promising applications to labor markets

Summer Institute in Engineering and Computer Applications: Learning Through Experience

NASA Technical Reports Server (NTRS)

Langdon, Joan S.

1995-01-01

The document describing the Summer Institute project is made up of the following information: Administrative procedures; Seminars/Special Courses/Tours/College fair; Facilities/ Transportation; Staff and Administration; Collaboration; Participant/Project monitoring and evaluation; Fiscal and developmental activities; Job readiness/Job internship development and placement; and Student Follow-up/Tracking. Appendices include presentations, self-evaluations; abstracts and papers developed by the students during their participation in the program.

Aspects of job scheduling

NASA Technical Reports Server (NTRS)

Phillips, K.

1976-01-01

A mathematical model for job scheduling in a specified context is presented. The model uses both linear programming and combinatorial methods. While designed with a view toward optimization of scheduling of facility and plant operations at the Deep Space Communications Complex, the context is sufficiently general to be widely applicable. The general scheduling problem including options for scheduling objectives is discussed and fundamental parameters identified. Mathematical algorithms for partitioning problems germane to scheduling are presented.

How to Get the Teaching Job You Want: The Complete Guide for College Graduates, Teachers Changing Schools, Returning Teachers and Career Changers. Second Edition

ERIC Educational Resources Information Center

Feirsen, Robert; Weitzman, Seth

2004-01-01

Competition for the best teaching jobs is becoming more intense. Since publication of the first edition, when it was mainly the most desirable schools that were deluged by applications, the economic climate has made the teacher market more competitive across the board, and is changing hiring practices. Now extensively revised, this book maintains…

Factors Inhibiting Application for Financial Aid by Low-Income Students at the University of Hawaii at Manoa

ERIC Educational Resources Information Center

Lee, Karen C.

2010-01-01

Today's expanding global society has caused changes in the needs of the workforce as well as the level of skills and education required by various jobs across the United States. While the number of jobs demanding a post-secondary degree increase, the U.S. output of college graduates has not kept pace. A previous leader in secondary and tertiary…

Examining Mutual Elements of the Job Strain Model and the Effort--Reward Imbalance Model among Special Education Staff in the USA

ERIC Educational Resources Information Center

Shyman, Eric

2011-01-01

Two theories of occupational stress are often cited as being most supported by research: the job strain model (JSM) and the effort--reward imbalance model (ERIM). In order to investigate the applicability of mutual theoretical elements of both models to special education in the USA, a sample of 100 special education paraeducators in public and…

Job coding (PCS 2003): feedback from a study conducted in an Occupational Health Service

PubMed

Henrotin, Jean-Bernard; Vaissière, Monique; Etaix, Maryline; Malard, Stéphane; Dziurla, Mathieu; Lafon, Dominique

2016-10-19

Aim: To examine the quality of manual job coding carried out by occupational health teams with access to a software application that provides assistance in job and business sector coding (CAPS). Methods: Data from a study conducted in an Occupational Health Service were used to examine the first-level coding of 1,495 jobs by occupational health teams according to the French job classification entitled “PSC- Professions and socio-professional categories” (INSEE, 2003 version). A second level of coding was also performed by an experienced coder and the first and second level codes were compared. Agreement between the two coding systems was studied using the kappa coefficient (κ) and frequencies were compared by Chi2 tests. Results: Missing data or incorrect codes were observed for 14.5% of social groups (1 digit) and 25.7% of job codes (4 digits). While agreement between the first two levels of PCS 2003 appeared to be satisfactory (κ=0.73 and κ=0.75), imbalances in reassignment flows were effectively noted. The divergent job code rate was 48.2%. Variation in the frequency of socio-occupational variables was as high as 8.6% after correcting for missing data and divergent codes. Conclusions: Compared with other studies, the use of the CAPS tool appeared to provide effective coding assistance. However, our results indicate that job coding based on PSC 2003 should be conducted using ancillary data by personnel trained in the use of this tool.

Grid-based HPC astrophysical applications at INAF Catania.

NASA Astrophysics Data System (ADS)

Costa, A.; Calanducci, A.; Becciani, U.; Capuzzo Dolcetta, R.

The research activity on grid area at INAF Catania has been devoted to two main goals: the integration of a multiprocessor supercomputer (IBM SP4) within INFN-GRID middleware and the developing of a web-portal, Astrocomp-G, for the submission of astrophysical jobs into the grid infrastructure. Most of the actual grid implementation infrastructure is based on common hardware, i.e. i386 architecture machines (Intel Celeron, Pentium III, IV, Amd Duron, Athlon) using Linux RedHat OS. We were the first institute to integrate a totally different machine, an IBM SP with RISC architecture and AIX OS, as a powerful Worker Node inside a grid infrastructure. We identified and ported to AIX OS the grid components dealing with job monitoring and execution and properly tuned the Computing Element to delivery jobs into this special Worker Node. For testing purpose we used MARA, an astrophysical application for the analysis of light curve sequences. Astrocomp-G is a user-friendly front end to our grid site. Users who want to submit the astrophysical applications already available in the portal need to own a valid personal X509 certificate in addiction to a username and password released by the grid portal web master. The personal X509 certificate is a prerequisite for the creation of a short or long-term proxy certificate that allows the grid infrastructure services to identify clearly whether the owner of the job has the permissions to use resources and data. X509 and proxy certificates are part of GSI (Grid Security Infrastructure), a standard security tool adopted by all major grid sites around the world.

[Job stress and well-being of care providers: development of a standardized survey instrument].

PubMed

Kivimäki, M; Lindström, K

1992-01-01

The main aim was to develop a standardized survey instrument for measuring job stress and well-being in hospital settings. The actual study group consisted of 349 workers from medical bed wards, first aid unit wards and bed wards for gynecology and obstetrics in a middle-sized hospital in the Helsinki region. Based on the factor analysis of separate questions, the following content areas were chosen for the job stressor scales: haste at work, problems in interpersonal relations at work, problems in occupational collaboration with others, too much responsibility, safety and health risks, lack of appreciation, troublesome patients, and lack of equipment and resources. Content areas for well-being scales and items were general job satisfaction, strain symptoms, perceived mental and physical work load. The reference values of the questionnaire and reliabilities for the scales were calculated. The application and further development of the questionnaire was discussed.

Old and Unemployable? How Age-Based Stereotypes Affect Willingness to Hire Job Candidates.

PubMed

Abrams, Dominic; Swift, Hannah J; Drury, Lisbeth

2016-03-01

Across the world, people are required, or want, to work until an increasingly old age. But how might prospective employers view job applicants who have skills and qualities that they associate with older adults? This article draws on social role theory, age stereotypes and research on hiring biases, and reports three studies using age-diverse North American participants. These studies reveal that: (1) positive older age stereotype characteristics are viewed less favorably as criteria for job hire, (2) even when the job role is low-status, a younger stereotype profile tends to be preferred, and (3) an older stereotype profile is only considered hirable when the role is explicitly cast as subordinate to that of a candidate with a younger age profile. Implications for age-positive selection procedures and ways to reduce the impact of implicit age biases are discussed.

JSD: Parallel Job Accounting on the IBM SP2

NASA Technical Reports Server (NTRS)

Saphir, William; Jones, James Patton; Walter, Howard (Technical Monitor)

1995-01-01

The IBM SP2 is one of the most promising parallel computers for scientific supercomputing - it is fast and usually reliable. One of its biggest problems is a lack of robust and comprehensive system software. Among other things, this software allows a collection of Unix processes to be treated as a single parallel application. It does not, however, provide accounting for parallel jobs other than what is provided by AIX for the individual process components. Without parallel job accounting, it is not possible to monitor system use, measure the effectiveness of system administration strategies, or identify system bottlenecks. To address this problem, we have written jsd, a daemon that collects accounting data for parallel jobs. jsd records information in a format that is easily machine- and human-readable, allowing us to extract the most important accounting information with very little effort. jsd also notifies system administrators in certain cases of system failure.

Old and Unemployable? How Age‐Based Stereotypes Affect Willingness to Hire Job Candidates

PubMed Central

Swift, Hannah J.; Drury, Lisbeth

2016-01-01

Across the world, people are required, or want, to work until an increasingly old age. But how might prospective employers view job applicants who have skills and qualities that they associate with older adults? This article draws on social role theory, age stereotypes and research on hiring biases, and reports three studies using age‐diverse North American participants. These studies reveal that: (1) positive older age stereotype characteristics are viewed less favorably as criteria for job hire, (2) even when the job role is low‐status, a younger stereotype profile tends to be preferred, and (3) an older stereotype profile is only considered hirable when the role is explicitly cast as subordinate to that of a candidate with a younger age profile. Implications for age‐positive selection procedures and ways to reduce the impact of implicit age biases are discussed. PMID:27635102

Inter-rater reliability of PATH observations for assessment of ergonomic risk factors in hospital work.

PubMed

Park, Jung-Keun; Boyer, Jon; Tessler, Jamie; Casey, Jeffrey; Schemm, Linda; Gore, Rebecca; Punnett, Laura

2009-07-01

This study examined the inter-rater reliability of expert observations of ergonomic risk factors by four analysts. Ten jobs were observed at a hospital using a newly expanded version of the PATH method (Buchholz et al. 1996), to which selected upper extremity exposures had been added. Two of the four raters simultaneously observed each worker onsite for a total of 443 observation pairs containing 18 categorical exposure items each. For most exposure items, kappa coefficients were 0.4 or higher. For some items, agreement was higher both for the jobs with less rapid hand activity and for the analysts with a higher level of ergonomic job analysis experience. These upper extremity exposures could be characterised reliably with real-time observation, given adequate experience and training of the observers. The revised version of PATH is applicable to the analysis of jobs where upper extremity musculoskeletal strain is of concern.

A Job Pause Service under LAM/MPI+BLCR for Transparent Fault Tolerance

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

Wang, Chao; Mueller, Frank; Engelmann, Christian

2007-01-01

Checkpoint/restart (C/R) has become a requirement for long-running jobs in large-scale clusters due to a meantime- to-failure (MTTF) in the order of hours. After a failure, C/R mechanisms generally require a complete restart of an MPI job from the last checkpoint. A complete restart, however, is unnecessary since all but one node are typically still alive. Furthermore, a restart may result in lengthy job requeuing even though the original job had not exceeded its time quantum. In this paper, we overcome these shortcomings. Instead of job restart, we have developed a transparent mechanism for job pause within LAM/MPI+BLCR. This mechanismmore » allows live nodes to remain active and roll back to the last checkpoint while failed nodes are dynamically replaced by spares before resuming from the last checkpoint. Our methodology includes LAM/MPI enhancements in support of scalable group communicationwith fluctuating number of nodes, reuse of network connections, transparent coordinated checkpoint scheduling and a BLCR enhancement for job pause. Experiments in a cluster with the NAS Parallel Benchmark suite show that our overhead for job pause is comparable to that of a complete job restart. A minimal overhead of 5.6% is only incurred in case migration takes place while the regular checkpoint overhead remains unchanged. Yet, our approach alleviates the need to reboot the LAM run-time environment, which accounts for considerable overhead resulting in net savings of our scheme in the experiments. Our solution further provides full transparency and automation with the additional benefit of reusing existing resources. Executing continues after failures within the scheduled job, i.e., the application staging overhead is not incurred again in contrast to a restart. Our scheme offers additional potential for savings through incremental checkpointing and proactive diskless live migration, which we are currently working on.« less

Evaluation of the Validity of Job Exposure Matrix for Psychosocial Factors at Work

PubMed Central

Solovieva, Svetlana; Pensola, Tiina; Kausto, Johanna; Shiri, Rahman; Heliövaara, Markku; Burdorf, Alex; Husgafvel-Pursiainen, Kirsti; Viikari-Juntura, Eira

2014-01-01

Objective To study the performance of a developed job exposure matrix (JEM) for the assessment of psychosocial factors at work in terms of accuracy, possible misclassification bias and predictive ability to detect known associations with depression and low back pain (LBP). Materials and Methods We utilized two large population surveys (the Health 2000 Study and the Finnish Work and Health Surveys), one to construct the JEM and another to test matrix performance. In the first study, information on job demands, job control, monotonous work and social support at work was collected via face-to-face interviews. Job strain was operationalized based on job demands and job control using quadrant approach. In the second study, the sensitivity and specificity were estimated applying a Bayesian approach. The magnitude of misclassification error was examined by calculating the biased odds ratios as a function of the sensitivity and specificity of the JEM and fixed true prevalence and odds ratios. Finally, we adjusted for misclassification error the observed associations between JEM measures and selected health outcomes. Results The matrix showed a good accuracy for job control and job strain, while its performance for other exposures was relatively low. Without correction for exposure misclassification, the JEM was able to detect the association between job strain and depression in men and between monotonous work and LBP in both genders. Conclusions Our results suggest that JEM more accurately identifies occupations with low control and high strain than those with high demands or low social support. Overall, the present JEM is a useful source of job-level psychosocial exposures in epidemiological studies lacking individual-level exposure information. Furthermore, we showed the applicability of a Bayesian approach in the evaluation of the performance of the JEM in a situation where, in practice, no gold standard of exposure assessment exists. PMID:25268276

Identifying the "Right Stuff": An Exploration-Focused Astronaut Job Analysis

NASA Technical Reports Server (NTRS)

Barrett, J. D.; Holland, A. W.; Vessey, W. B.

2015-01-01

Industrial and organizational (I/O) psychologists play a key role in NASA astronaut candidate selection through the identification of the competencies necessary to successfully engage in the astronaut job. A set of psychosocial competencies, developed by I/O psychologists during a prior job analysis conducted in 1996 and updated in 2003, were identified as necessary for individuals working and living in the space shuttle and on the International Space Station (ISS). This set of competencies applied to the space shuttle and applies to current ISS missions, but may not apply to longer-duration or long-distance exploration missions. With the 2015 launch of the first 12- month ISS mission and the shift in the 2020s to missions beyond low earth orbit, the type of missions that astronauts will conduct and the environment in which they do their work will change dramatically, leading to new challenges for these crews. To support future astronaut selection, training, and research, I/O psychologists in NASA's Behavioral Health and Performance (BHP) Operations and Research groups engaged in a joint effort to conduct an updated analysis of the astronaut job for current and future operations. This project will result in the identification of behavioral competencies critical to performing the astronaut job, along with relative weights for each of the identified competencies, through the application of job analysis techniques. While this job analysis is being conducted according to job analysis best practices, the project poses a number of novel challenges. These challenges include the need to identify competencies for multiple mission types simultaneously, to evaluate jobs that have no incumbents as they have never before been conducted, and working with a very limited population of subject matter experts. Given these challenges, under the guidance of job analysis experts, we used the following methods to conduct the job analysis and identify the key competencies for current and potential future missions.

28 CFR 42.512 - Employment criteria.

Code of Federal Regulations, 2010 CFR

2010-07-01

... sensory, manual, or speaking skills, the test results must accurately reflect the applicant's or employee's job skills, aptitude, or whatever other factor the test purports to measure, rather than reflecting the applicant's or employee's impaired sensory, manual, or speaking skills (except where those...

24 CFR 8.12 - Employment criteria.

Code of Federal Regulations, 2011 CFR

2011-04-01

... handicap that impairs sensory, manual, or speaking skills, the test results accurately reflect the applicant's or employee's job skills, aptitude, or whatever other factor the test purports to measure, rather than the applicant's or employee's impaired sensory, manual, or speaking skills (except where...

24 CFR 8.12 - Employment criteria.

Code of Federal Regulations, 2010 CFR

2010-04-01

... handicap that impairs sensory, manual, or speaking skills, the test results accurately reflect the applicant's or employee's job skills, aptitude, or whatever other factor the test purports to measure, rather than the applicant's or employee's impaired sensory, manual, or speaking skills (except where...

28 CFR 42.512 - Employment criteria.

Code of Federal Regulations, 2011 CFR

2011-07-01

... sensory, manual, or speaking skills, the test results must accurately reflect the applicant's or employee's job skills, aptitude, or whatever other factor the test purports to measure, rather than reflecting the applicant's or employee's impaired sensory, manual, or speaking skills (except where those...

20 CFR 651.10 - Definitions of terms used in parts 651-658.

Code of Federal Regulations, 2011 CFR

2011-04-01

... characteristic is necessary to the individual's ability to perform the job in question. Since a BFOQ is an... participated in an application interview and which includes the applicant's personal characteristics, work... interview with a public or private employer for a specific applicant for whom the local office has no...

20 CFR 651.10 - Definitions of terms used in parts 651-658.

Code of Federal Regulations, 2010 CFR

2010-04-01

... characteristic is necessary to the individual's ability to perform the job in question. Since a BFOQ is an... participated in an application interview and which includes the applicant's personal characteristics, work... interview with a public or private employer for a specific applicant for whom the local office has no...

Reconciling Scratch Space Consumption, Exposure, and Volatility to Achieve Timely Staging of Job Input Data

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

Monti, Henri; Butt, Ali R; Vazhkudai, Sudharshan S

2010-04-01

Innovative scientific applications and emerging dense data sources are creating a data deluge for high-end computing systems. Processing such large input data typically involves copying (or staging) onto the supercomputer's specialized high-speed storage, scratch space, for sustained high I/O throughput. The current practice of conservatively staging data as early as possible makes the data vulnerable to storage failures, which may entail re-staging and consequently reduced job throughput. To address this, we present a timely staging framework that uses a combination of job startup time predictions, user-specified intermediate nodes, and decentralized data delivery to coincide input data staging with job start-up.more » By delaying staging to when it is necessary, the exposure to failures and its effects can be reduced. Evaluation using both PlanetLab and simulations based on three years of Jaguar (No. 1 in Top500) job logs show as much as 85.9% reduction in staging times compared to direct transfers, 75.2% reduction in wait time on scratch, and 2.4% reduction in usage/hour.« less

Prediction of physical workload in reduced gravity environments

NASA Technical Reports Server (NTRS)

Goldberg, Joseph H.

1987-01-01

The background, development, and application of a methodology to predict human energy expenditure and physical workload in low gravity environments, such as a Lunar or Martian base, is described. Based on a validated model to predict energy expenditures in Earth-based industrial jobs, the model relies on an elemental analysis of the proposed job. Because the job itself need not physically exist, many alternative job designs may be compared in their physical workload. The feasibility of using the model for prediction of low gravity work was evaluated by lowering body and load weights, while maintaining basal energy expenditure. Comparison of model results was made both with simulated low gravity energy expenditure studies and with reported Apollo 14 Lunar EVA expenditure. Prediction accuracy was very good for walking and for cart pulling on slopes less than 15 deg, but the model underpredicted the most difficult work conditions. This model was applied to example core sampling and facility construction jobs, as presently conceptualized for a Lunar or Martian base. Resultant energy expenditures and suggested work-rest cycles were well within the range of moderate work difficulty. Future model development requirements were also discussed.

The job of 'ethics committees'.

PubMed

Moore, Andrew; Donnelly, Andrew

2015-11-13

What should authorities establish as the job of ethics committees and review boards? Two answers are: (1) review of proposals for consistency with the duly established and applicable code and (2) review of proposals for ethical acceptability. The present paper argues that these two jobs come apart in principle and in practice. On grounds of practicality, publicity and separation of powers, it argues that the relevant authorities do better to establish code-consistency review and not ethics-consistency review. It also rebuts bad code and independence arguments for the opposite view. It then argues that authorities at present variously specify both code-consistency and ethics-consistency jobs, but most are also unclear on this issue. The paper then argues that they should reform the job of review boards and ethics committees, by clearly establishing code-consistency review and disestablishing ethics-consistency review, and through related reform of the basic orientation, focus, name, and expertise profile of these bodies and their actions. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/

A job-satisfaction measure for internal medicine residency program directors.

PubMed

Beasley, B W; Kern, D E; Howard, D M; Kolodner, K

1999-03-01

To develop a job-satisfaction measure that encompasses the multifaceted job of internal medicine residency program directors. Questions were devised to measure program directors satisfaction with various facets of their jobs. In 1996, the authors surveyed all non-military internal medicine program directors in the United States. Of the program directors surveyed, 301 (78%) responded. More respondents than non-respondents held the title of department chairperson in addition to the title of program director (22% vs 7%). Factor analysis and correlation analysis yielded a multifaceted measure (termed PD-Sat) composed of 20 questions and six facets (work with residents, colleague relationships, resources, patient care, pay, and promotion) that made sense based on literature review and discussions with program directors (face validity). The PD-Sat had good internal reliability (Cronbach's alpha = .88), as had each of its six facets (Cronbach's alphas = .60-.90). The six facets correlated modestly with one another (Pearson's r2 = .12-.67), suggesting they were measuring different aspects of a common concept. The PD-Sat correlated significantly with an established four-question global job-satisfaction scale used in previous studies (Pearson's r2 = .33) demonstrating concurrent validity. Scores on the PD-Sat predicted whether program directors were considering, seeking, or making a job change (predictive validity). The PD-Sat performed comparably well in subsets of program directors who were and were not department chairs, suggesting that it might be applicable to different populations of program directors. The authors have developed a new facet-specific job-satisfaction measure that is reliable and valid for assessing the job satisfaction of internal medicine program directors. Because job descriptions for program directors in other specialties are similar, it may also be useful in these populations.

49 CFR 40.17 - Is an employer responsible for obtaining information from its service agents?

Code of Federal Regulations, 2010 CFR

2010-10-01

... you. For example, suppose an applicant for a safety-sensitive job takes a pre-employment drug test... assume that “no news is good news” and permit the applicant to perform safety-sensitive duties before...

10 CFR 4.124 - Employment criteria.

Code of Federal Regulations, 2011 CFR

2011-01-01

... sensory, manual, or speaking skills, the test results accurately reflect the applicant's or employee's job skills, aptitude, or whatever other factor the test purports to measure, rather than reflecting the applicant's or employee's impaired sensory, manual, or speaking skills (except where those skills are the...

10 CFR 4.124 - Employment criteria.

Code of Federal Regulations, 2010 CFR

2010-01-01

... sensory, manual, or speaking skills, the test results accurately reflect the applicant's or employee's job skills, aptitude, or whatever other factor the test purports to measure, rather than reflecting the applicant's or employee's impaired sensory, manual, or speaking skills (except where those skills are the...

The application of subjective job task analysis techniques in physically demanding occupations: evidence for the presence of self-serving bias.

PubMed

Lee-Bates, Benjamin; Billing, Daniel C; Caputi, Peter; Carstairs, Greg L; Linnane, Denise; Middleton, Kane

2017-09-01

The aim of this study was to determine if perceptions of physically demanding job tasks are biased by employee demographics and employment profile characteristics including: age, sex, experience, length of tenure, rank and if they completed or supervised a task. Surveys were administered to 427 Royal Australian Navy personnel who characterised 33 tasks in terms of physical effort, importance, frequency, duration and vertical/horizontal distance travelled. Results showed no evidence of bias resulting from participant characteristics, however participants who were actively involved in both task participation and supervision rated these tasks as more important than those involved only in the supervision of that task. This may indicate self-serving bias in which participants that are more actively involved in a task had an inflated perception of that task's importance. These results have important implications for the conduct of job task analyses, especially the use of subjective methodologies in the development of scientifically defensible physical employment standards. Practitioner Summary: To examine the presence of systematic bias in subjective job task analysis methodologies, a survey was conducted on a sample of Royal Australian Navy personnel. The relationship between job task descriptions and participant's demographic and job profile characteristics revealed the presence of self-serving bias affecting perceptions of task importance.

Results of the 2012-2013 Association of Residents in Radiation Oncology (ARRO) Job Search and Career Planning Survey of Graduating Residents in the United States

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

Mattes, Malcolm D., E-mail: mdm9007@nyp.org; Kharofa, Jordan; Zeidan, Youssef H.

Purpose/Objective(s): To determine the timeline used by postgraduate year (PGY)-5 radiation oncology residents during the job application process and the factors most important to them when deciding on a first job. Methods and Materials: In 2012 and 2013, the Association of Residents in Radiation Oncology conducted a nationwide electronic survey of PGY-5 radiation oncology residents in the United States during the final 2 months of their training. Descriptive statistics are reported. In addition, subgroup analysis was performed. Results: Surveys were completed by 180 of 314 residents contacted. The median time to start networking for the purpose of employment was Januarymore » PGY-4; to start contacting practices, complete and upload a curriculum vitae to a job search website, and use the American Society of Radiation Oncology Career Center was June PGY-4; to obtain letters of recommendation was July PGY-5; to start interviewing was August PGY-5; to finish interviewing was December PGY-5; and to accept a contract was January PGY-5. Those applying for a community position began interviewing at an earlier average time than did those applying for an academic position (P=.04). The most important factors to residents when they evaluated job offers included (in order from most to least important) a collegial environment, geographic location, emphasis on best patient care, quality of support staff and facility, and multidisciplinary approach to patient care. Factors that were rated significantly different between subgroups based on the type of position applied for included adequate mentoring, dedicated research time, access to clinical trials, amount of time it takes to become a partner, geographic location, size of group, starting salary, and amount of vacation and days off. Conclusions: The residents' perspective on the job application process over 2 years is documented to provide a resource for current and future residents and employers to use.« less

A path analysis study of retention of healthcare professionals in urban India using health information technology.

PubMed

Bhattacharya, Indrajit; Ramachandran, Anandhi

2015-07-31

Healthcare information technology (HIT) applications are being ubiquitously adopted globally and have been indicated to have effects on certain dimensions of recruitment and retention of healthcare professionals. Retention of healthcare professionals is affected by their job satisfaction (JS), commitment to the organization and intention to stay (ITS) that are interlinked with each other and influenced by many factors related to job, personal, organization, etc. The objectives of the current study were to determine if HIT was one among the factors and, if so, propose a probable retention model that incorporates implementation and use of HIT as a strategy. This was a cross-sectional survey study covering 20 hospitals from urban areas of India. The sample (n = 586) consisted of doctors, nurses, paramedics and hospital administrators. Data was collected through a structured questionnaire. Factors affecting job satisfaction were determined. Technology acceptance by the healthcare professionals was also determined. Interactions between the factors were predicted using a path analysis model. The overall satisfaction rate of the respondents was 51 %. Based on factor analysis method, 10 factors were identified for JS and 9 factors for ITS. Availability and use of information technology was one factor that affected JS. The need for implementing technology influenced ITS through work environment and career growth. Also, the study indicated that nearly 70 % of the respondents had awareness of HIT, but only 40 % used them. The importance of providing training for HIT applications was stressed by many respondents. The results are in agreement with literature studies exploring job satisfaction and retention among healthcare professionals. Our study documented a relatively medium level of job satisfaction among the healthcare professionals in the urban area. Information technology was found to be one among the factors that can plausibly influence their job satisfaction and intention to stay. Based on the results of the study, a retention strategy has been suggested that utilizes implementation of HIT and provision of training to influence the retention of healthcare workers.

Results of the 2012-2013 Association of Residents in Radiation Oncology (ARRO) job search and career planning survey of graduating residents in the United States.

PubMed

Mattes, Malcolm D; Kharofa, Jordan; Zeidan, Youssef H; Tung, Kaity; Gondi, Vinai; Golden, Daniel W

2014-01-01

To determine the timeline used by postgraduate year (PGY)-5 radiation oncology residents during the job application process and the factors most important to them when deciding on a first job. In 2012 and 2013, the Association of Residents in Radiation Oncology conducted a nationwide electronic survey of PGY-5 radiation oncology residents in the United States during the final 2 months of their training. Descriptive statistics are reported. In addition, subgroup analysis was performed. Surveys were completed by 180 of 314 residents contacted. The median time to start networking for the purpose of employment was January PGY-4; to start contacting practices, complete and upload a curriculum vitae to a job search website, and use the American Society of Radiation Oncology Career Center was June PGY-4; to obtain letters of recommendation was July PGY-5; to start interviewing was August PGY-5; to finish interviewing was December PGY-5; and to accept a contract was January PGY-5. Those applying for a community position began interviewing at an earlier average time than did those applying for an academic position (P=.04). The most important factors to residents when they evaluated job offers included (in order from most to least important) a collegial environment, geographic location, emphasis on best patient care, quality of support staff and facility, and multidisciplinary approach to patient care. Factors that were rated significantly different between subgroups based on the type of position applied for included adequate mentoring, dedicated research time, access to clinical trials, amount of time it takes to become a partner, geographic location, size of group, starting salary, and amount of vacation and days off. The residents' perspective on the job application process over 2 years is documented to provide a resource for current and future residents and employers to use. Copyright © 2014 Elsevier Inc. All rights reserved.

Use of Discriminatory Questions in Screening Interviews.

ERIC Educational Resources Information Center

Jablin, Fredric M.

1982-01-01

Fifty-six college placement directors perceived that five percent of the on-campus job recruiters ask illegal questions concerning applicants' sex, age, national origin, race or color, handicaps, or religion. Forty percent of the student applicants are judged to be unaware of illegal questioning. (Author/MLF)

Effective Personnel Management. The 1980 Regional Meeting NACS Traveling Troupe Presentation.

ERIC Educational Resources Information Center

Arnett, Wayne; Williams, James L.

1981-01-01

Specific suggestions are given for more effective personnel management: careful screening of applicants by one person, a well-designed application form (a sample is provided), good interview techniques, job descriptions, promotions from within, employee manuals, employee orientation, and continuing interpersonal communication. (MSE)

The Need for a Contemporary Theory of Job Design.

ERIC Educational Resources Information Center

Martelli, Joseph T.

1982-01-01

Presents a critique of Taylor's scientific management theory and the negative consequences of work simplification. Compares this method with Maslow's, Herzberg's, and Thorsrud's theories of motivation, and contrasts the experiences of General Motors' application of Taylor's model and General Foods' application of Thorsrud's. (SK)

38 CFR 18.413 - Employment criteria.

Code of Federal Regulations, 2011 CFR

2011-07-01

... applicant or employee who has a handicap that impairs sensory, manual, or speaking skills, the test results accurately reflect the applicant's or employee's job skills, aptitude, or whatever other factor the test... speaking skills (except when those skills are the factors that the test purports to measure). ...

38 CFR 18.413 - Employment criteria.

Code of Federal Regulations, 2010 CFR

2010-07-01

... applicant or employee who has a handicap that impairs sensory, manual, or speaking skills, the test results accurately reflect the applicant's or employee's job skills, aptitude, or whatever other factor the test... speaking skills (except when those skills are the factors that the test purports to measure). ...

76 FR 14695 - Notice of Funding Opportunity and Solicitation for Grant Applications (SGA) for National...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-03-17

... DEPARTMENT OF LABOR Employment and Training Administration Notice of Funding Opportunity and Solicitation for Grant Applications (SGA) for National Farmworker Jobs Training Program (NFJP) Housing Assistance AGENCY: Employment and Training Administration, Labor. ACTION: Notice of Solicitation for Grant...

29 CFR 548.4 - Application for authorization of a “basic rate.”

Code of Federal Regulations, 2010 CFR

2010-07-01

... Section 548.4 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR... application. Application must be made to the Administrator of the Wage and Hour Division, U.S. Department of... of jobs or employees covered by the agreement, and (4) The facts and reasons relied upon to show that...

How Does the Use of Concordant Scores Impact Admission Decisions? Research Report 2016-3

ERIC Educational Resources Information Center

Marini, Jessica P.; Shaw, Emily J.; Young, Linda; Walker, Michael

2016-01-01

College admission offices receive many different pieces of information on each applicant to their institution. The job of considering this information becomes further complicated when the information is not consistent across applicants. An example of one such complication is receiving SAT scores for some applicants and receiving ACT scores for…

The Effects of Applicant Attractiveness, Managerial Attributes and Gender on Executive Employment Decisions.

ERIC Educational Resources Information Center

Best, Bethia J.; Spector, Paul E.

Although it has been shown that physical attractiveness is an advantage to male applicants for managerial positions, it is not clear whether attractiveness is an advantage or disadvantage to female applicants for these jobs. Male (N=25) and female (N=22) business administration students were asked to simulate selection decisions for a high level…

Job satisfaction and job values among beginning nurses: a questionnaire survey.

PubMed

Daehlen, Marianne

2008-12-01

Concepts such as the theory-practice gap and reality shock call attention to the challenges nurses experience in their professional lives. These challenges seem to be particularly acute in the transition from nursing school to work. Based on an assumption that the theories and skills taught in school are not directly applicable to nursing practice, beginning nurses may find that they are not prepared to do the work for which they have trained. Consequently, nurses may experience challenges to their work ideals, and their level of job satisfaction may decline. In addition, major life changes, such as buying a house/apartment, becoming a parent or getting married are likely to occur in the first year after graduation. Consequently, the emphasis on economic rewards may increase in the transition from school to work. To examine the relationship between work ideals, experiences of work and job satisfaction through a vital period in nurses' careers. To compare beginning nurses' job satisfaction, perceived job rewards and values with those of beginning doctors and teachers. Survey data were collected from two cohorts of students in several educational programs in Norway. The survey was repeated among the same respondents, as workers, 3 years after graduation. Almost 3000 students were originally invited to participate. The response rate in the surveys varied from 59% to 80%. Tabular analyses and linear regression models. The results indicate similarities in nurses', doctors' and teachers' preferences for work, but differences in what they obtain. In the transition from school to work, nurses increase their emphasis on high income and job security, and 3 years after graduating, nurses' emphasis on these two job values is higher than that of doctors and teachers. Nurses were fairly satisfied with their present job. In terms of level of job satisfaction and their preferences for work, the transition from school to work for nurses seems less dramatic than initially assumed.

Job satisfaction and associated factors among health care providers at public health institutions in Harari region, eastern Ethiopia: a cross-sectional study.

PubMed

Geleto, Ayele; Baraki, Negga; Atomsa, Gudina Egata; Dessie, Yadeta

2015-09-01

Human factor is the primary resource of health care system. For optimal performance of health care system, the workforce needs to be satisfied with the job he/she is doing. This research was aimed to assess the level of job satisfaction and associated factors among health care providers at public health institutions in Harari region, Eastern Ethiopia. Health facility based cross-sectional study was conducted among 405 randomly selected health care providers in Harari regional state, Eastern Ethiopia. Data were collected by self-administered structured questionnaires. Epidata Version 3.1 was used for data entry and analysis was made with SPSS version 17. Level of job satisfaction was measured with a multi item scales derived from Wellness Council of America and Best Companies Group. The average/mean value was used as the cutoff point to determine whether the respondents were satisfied with their job or not. Multivariable logistic regression was used to analyze data and odds ratio with 95% CI at P ≤ 0.05 was used to identify associated factors with level of job satisfaction. Less than half 179 (44.2%) of the respondents were satisfied with their job. Being midwifery in profession [AOR = 1.20; 95% CI (1.11-2.23)], age less than 35 years [AOR = 2.0; 95% CI (1.67-2.88)], having good attitude to stay in the same ward for longer period [AOR = 3.21; 95 % CI (1.33, 5.41)], and safe working environment [AOR = 4.61; 95% CI (3.33, 6.92)] were found were found to be associated with job satisfaction. Less than half (44.2%) of the respondents were satisfied with their current job. Organizational management system, salary and payment and working environment were among factors that affects level of job satisfaction. Thus, regional health bureau and health facility administrators need to pay special attention to improve management system through the application of a health sector reform strategy.

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

Eggers, J.

Persons having handicaps have been more likely to be hired into hourly and weekly job categories than into professional categories. The extent to which this selectivity reflects the qualifications of applicants rather than prejudicial categorization of handicapped persons is unknown. Only 5% of all handicapped high school graduates enter college, as compared with 34.3% of nonhandicapped high school graduates, thus decreasing the availability of handicapped applicants for professional jobs. The data presented here on absenteeism from on-the-job injuries, illness, and personal leave and on frequency of turnover indicate that concern about these matters is no more justified in considering handicappedmore » persons for employment than nonhandicapped persons. An interesting statistic is the increase in absences for both groups in the second year of employment. Turnover data indicate that employees who leave do so in the largest numbers during their first year of employment. These results should not be construed to mean that the supervisor of a handicapped person has never had nor ever will have a problem with safety, attendance, or turnover; the results do suggest that these problems are no greater for handicapped than nonhandicapped employees. 1 ref., 7 tabs.« less

A study of education and KSAOs on career entry for product engineers: What employers really want

NASA Astrophysics Data System (ADS)

Thornburgh, James

The purpose of the study was to investigate the ways that employers of product engineers evaluate potential employees' job readiness, and which theories related to the education-work transaction are supported by practice. This study used a mixed methods approach and consisted of a state-wide survey (N=106) and local interviews (N=8). The results of the research indicate that attributes of both the Theory of Individual Differences and Credentialing Theory are present in the hiring practices of product engineers. Consistent with the Theory of Individual Differences, employers indicate they look for evidence of various job-related Knowledge, Skills, Abilities, and Other attributes (KSAOs) and they indicate they are willing to hire applicants who have less than a bachelor's degree. Consistent with Credentialing Theory, employers advertise a formal education minimum which represents only one way that individuals may learn to be an engineer. This study also confirmed prior research that most employers use primarily non-evidence based predictors to evaluate applicants. The primary initial screening predictors were experience, GPA, and major, while the primary finalist selection predictors were unstructured interviews, and applications, followed by structured interviews, job knowledge tests, and work sample test. Contrary to previous findings, this study did not find any major differences between what HR professionals, engineering managers, or other manager look for in terms of qualifications or what predictors they use when evaluating applicants for product engineer positions.

Electrification Beyond Light Duty: Class 2b-3 Commercial Vehicles

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

Birky, Alicia; Laughlin, Michael; Tartaglia, Katie

The class 2b-3 truck market covers a wide range of commercial truck applications across a half-million vehicle sales annually. This report collected public information and stakeholder input to assess the opportunity for electrification in this market. Although class 2b-3 pickup truck and van bodies are very similar to personal light vehicles, their functional requirements are quite different due to the demands of the commercial market. These demands vary by application and often vary from day to day for a single application. Fleet customers purchase these vehicles to perform a particular job for their business and are concerned about the overallmore » cost of doing that job. Therefore, the vehicles must meet the job requirements cost effectively. Customers also are sensitive to initial cost. Electrification offers the potential to reduce vehicle operating costs and possibly improve vehicle functionality. However, the current market for class 2b-3 electrified trucks is very small, and the trucks are costly. Increased production volumes are key to cost reductions and may be assisted by sharing components with larger or smaller truck classes. Expanding demand is also crucial and stakeholders identified several niche markets with duty cycles that are likely well-suited to electrified class 2b-3 trucks. To expand beyond these niches, class 2b-3 electric solutions must be robust, flexible, and adaptable in order to cover a wide range of vocations, applications, and duty cycles.« less

Workflow management in large distributed systems

NASA Astrophysics Data System (ADS)

Legrand, I.; Newman, H.; Voicu, R.; Dobre, C.; Grigoras, C.

2011-12-01

The MonALISA (Monitoring Agents using a Large Integrated Services Architecture) framework provides a distributed service system capable of controlling and optimizing large-scale, data-intensive applications. An essential part of managing large-scale, distributed data-processing facilities is a monitoring system for computing facilities, storage, networks, and the very large number of applications running on these systems in near realtime. All this monitoring information gathered for all the subsystems is essential for developing the required higher-level services—the components that provide decision support and some degree of automated decisions—and for maintaining and optimizing workflow in large-scale distributed systems. These management and global optimization functions are performed by higher-level agent-based services. We present several applications of MonALISA's higher-level services including optimized dynamic routing, control, data-transfer scheduling, distributed job scheduling, dynamic allocation of storage resource to running jobs and automated management of remote services among a large set of grid facilities.

[Application of an improved model of a job-matching platform for nurses].

PubMed

Huang, Way-Ren; Lin, Chiou-Fen

2015-04-01

The three-month attrition rate for new nurses in Taiwan remains high. Many hospitals rely on traditional recruitment methods to find new nurses, yet it appears that their efficacy is less than ideal. To effectively solve this manpower shortage, a nursing resource platform is a project worth developing in the future. This study aimed to utilize a quality-improvement model to establish communication between hospitals and nursing students and create a customized employee-employer information-matching platform to help nursing students enter the workforce. This study was structured around a quality-improvement model and used current situation analysis, literature review, focus-group discussions, and process re-engineering to formulate necessary content for a job-matching platform for nursing. The concept of an academia-industry strategic alliance helped connect supply and demand within the same supply chain. The nurse job-matching platform created in this study provided job flexibility as well as job suitability assessments and continued follow-up and services for nurses after entering the workforce to provide more accurate matching of employers and employees. The academia-industry strategic alliance, job suitability, and long-term follow-up designed in this study are all new features in Taiwan's human resource service systems. The proposed human resource process re-engineering provides nursing students facing graduation with a professionally managed human resources platform. Allowing students to find an appropriate job prior to graduation will improve willingness to work and employee retention.

Exploring social support and job satisfaction among associate degree program directors in California.

PubMed

Mintz-Binder, Ronda D; Fitzpatrick, Joyce J

2009-01-01

A troubling trend noted in California has been an increase in the number of open positions for program directors of associate degree registered nursing (ADRN) programs. Positions remain open for extended periods of time, and the number of qualified applicants for such positions is insufficient. The loss of and ensuing slow replacement of ADRN program directors can put these programs in jeopardy of student admission suspension, or, worse yet, closure by the state nursing board. In this exploratory study, variables of social support and job satisfaction were studied. Variables were found to be limited opportunities for peer interaction, expressed discontent, and retention concerns. A significant positive relationship between job satisfaction and social support was noted. Recommendations for future research are offered.

A Parallel Biological Optimization Algorithm to Solve the Unbalanced Assignment Problem Based on DNA Molecular Computing.

PubMed

Wang, Zhaocai; Pu, Jun; Cao, Liling; Tan, Jian

2015-10-23

The unbalanced assignment problem (UAP) is to optimally resolve the problem of assigning n jobs to m individuals (m < n), such that minimum cost or maximum profit obtained. It is a vitally important Non-deterministic Polynomial (NP) complete problem in operation management and applied mathematics, having numerous real life applications. In this paper, we present a new parallel DNA algorithm for solving the unbalanced assignment problem using DNA molecular operations. We reasonably design flexible-length DNA strands representing different jobs and individuals, take appropriate steps, and get the solutions of the UAP in the proper length range and O(mn) time. We extend the application of DNA molecular operations and simultaneity to simplify the complexity of the computation.

Self-other agreement of personality judgments in job interviews: exploring the effects of trait, gender, age and social desirability.

PubMed

Nederström, Mikael; Salmela-Aro, Katariina

2014-10-01

The article investigated agreement between self-reports and stranger ratings of personality. A sample of 139 real-life job applicants was interviewed by expert psychologists upon entrance to the assessment center. The applicants provided self-descriptions on 15 personality factors, and the psychologists rated the same traits of each target based on their impressions in the interview. The results demonstrated that professional judges can reach a substantial self-other agreement (SOA) on several traits even when the targets are strangers, and that the trait being judged, the target's gender, age and social desirability have an effect on the level of agreement. © 2014 Scandinavian Psychological Associations and John Wiley & Sons Ltd.

Preemployment physical evaluation.

PubMed

Jackson, A S

1994-01-01

There is a growing trend toward using preemployment tests to select employees for physically demanding jobs. Women are, in increasing numbers, entering physically demanding occupations that were traditionally dominated by men. Under current Federal employment law, it is illegal to disqualify an employee for a job because of race, color, religion, sex, national origin, and with the recent passage of the American Disabilities Act (ADA), handicap. Because of gender differences in strength, body composition, and VO2max, preemployment tests for physically demanding jobs tend to screen out more females than males. Employers are using preemployment tests not only to enhance worker productivity, but also to minimize the threat of litigation for discriminatory hiring practices and to reduce the risk of musculoskeletal injuries. The primary ergonomic methods used in industry to reduce the risk of back injuries are preemployment testing and job redesign. When a test results in adverse impact, the validity of the test must be established. Validity in this context means that the test represents or predicts the applicant's capacity to perform the job. Criterion-related, content, and construct validation studies are the means used to establish validity. The validity of preemployment hiring practices for physically demanding jobs has been decided in the courts. The most common reason for ruling an employment practice invalid is the failure to show that the test measured important job behaviors. Much of this litigation has involved height and weight requirements for public safety jobs. The courts have generally ruled that using height and weight standards as a criteria for employment is illegal because they were not job related. If fitness tests comprise part or all of the preemployment test, it is essential to demonstrate that the fitness component is related to job performance. Although there are many factors to consider when establishing a cut score, there is a growing trend toward establishing the cut score on the basis of the job's physical demands, defined by VO2max and strength. This literature is limited because most validation studies are not published. They more typically take the form of a technical report to the governmental agency or company that funded the project. There are published preemployment validation studies for outdoor telephone craft jobs involving pole-climbing tasks; firefighters; highway patrol officers; steel workers; underground coal miners; chemical plant workers; electrical transmission lineworkers; and various military jobs.

What Recruiters Should Look for in Applicants.

ERIC Educational Resources Information Center

Steele, E.W.

1981-01-01

One method for determining requirements of job applicants is to survey, by function, various segments of the company. A three-part questionnaire was designed to identify the preferences of hiring supervisors, the personal attitudes of management, and feelings related to recruiting women/minorities and obsolete employees. (Author/KMF)

20 CFR 637.210 - Incentive bonus program applications.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Incentive bonus program applications. 637.210 Section 637.210 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR PROGRAMS UNDER TITLE V OF THE JOB TRAINING PARTNERSHIP ACT Program Planning and Operation § 637.210 Incentive...

22 CFR 217.13 - Employment criteria.

Code of Federal Regulations, 2010 CFR

2010-04-01

... administered to an applicant or employee who has a handicap that impairs sensory, manual, or speaking skills, the test results accurately reflect the applicant's or employee's job skills, aptitude, or whatever... sensory, manual or speaking skills (except where those skills are the factors that the test purports to...

7 CFR 15b.14 - Employment criteria.

Code of Federal Regulations, 2011 CFR

2011-01-01

... applicant or employee who has a handicap that impairs sensory, manual, or speaking skills, the test results accurately reflect the applicant's or employee's job skills, aptitude, or whatever other factor the test... speaking skills (except where those skills are the factors that the test purports to measure). ...

22 CFR 217.13 - Employment criteria.

Code of Federal Regulations, 2011 CFR

2011-04-01

... administered to an applicant or employee who has a handicap that impairs sensory, manual, or speaking skills, the test results accurately reflect the applicant's or employee's job skills, aptitude, or whatever... sensory, manual or speaking skills (except where those skills are the factors that the test purports to...

7 CFR 15b.14 - Employment criteria.

Code of Federal Regulations, 2010 CFR

2010-01-01

... applicant or employee who has a handicap that impairs sensory, manual, or speaking skills, the test results accurately reflect the applicant's or employee's job skills, aptitude, or whatever other factor the test... speaking skills (except where those skills are the factors that the test purports to measure). ...

Job demands-resources theory: Taking stock and looking forward.

PubMed

Bakker, Arnold B; Demerouti, Evangelia

2017-07-01

The job demands-resources (JD-R) model was introduced in the international literature 15 years ago (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001). The model has been applied in thousands of organizations and has inspired hundreds of empirical articles, including 1 of the most downloaded articles of the Journal of Occupational Health Psychology (Bakker, Demerouti, & Euwema, 2005). This article provides evidence for the buffering role of various job resources on the impact of various job demands on burnout. In the present article, we look back on the first 10 years of the JD-R model (2001-2010), and discuss how the model matured into JD-R theory (2011-2016). Moreover, we look at the future of the theory and outline which new issues in JD-R theory are worthwhile of investigation. We also discuss practical applications. It is our hope that JD-R theory will continue to inspire researchers and practitioners who want to promote employee well-being and effective organizational functioning. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Statistical Mechanics of Japanese Labor Markets

NASA Astrophysics Data System (ADS)

Chen, He

We introduce a probabilistic model to analyze job-matching processes of recent Japanese labor markets, in particular, for university graduates by means of statistical physics. To make a model of the market efficiently, we take into account several hypotheses. Namely, each company fixes the (business year independent) number of opening positions for newcomers. The ability of gathering newcomers depends on the result of job matching process in past business years. This fact means that the ability of the company is weakening if the company did not make their quota or the company gathered applicants too much over the quota. All university graduates who are looking for their jobs can access the public information about the ranking of companies. By assuming the above essential key points, we construct the local energy function of each company and describe the probability that an arbitrary company gets students at each business year by a Boltzmann-Gibbs distribution. We evaluate the relevant physical quantities such as the employment rate and Gini index. We discuss social inequalities in labor markets, and provide some ways to improve these situations, such as the informal job offer rate, the job-worker mismatch between students and companies. Graduate School of Information Science and Technology.

Application of Karasek's demand/control model a Canadian occupational setting including shift workers during a period of reorganization and downsizing.

PubMed

Schechter, J; Green, L W; Olsen, L; Kruse, K; Cargo, M

1997-01-01

To apply Karasek's Job Content Model to an analysis of the relationships between job type and perceived stress and stress behaviors in a large company during a period of reorganization and downsizing. Cross-sectional mail-out, mail-back survey. A large Canadian telephone/telecommunications company. Stratified random sample (stratified by job category) of 2200 out of 13,000 employees with a response rate of 48.8%. Responses to 25 of Karasek's core questions were utilized to define four job types: low-demand and high control = "relaxed"; high demand and high control = "active"; low demand and low control = "passive", and high demand and low control = "high strain." These job types were compared against self-reported stress levels, perceived general level of health, absenteeism, alcohol use, exercise level, and use of medications and drugs. Similar analyses were performed to assess the influence of shift work. Employees with "passive" or "high strain" job types reported higher levels of stress (trend test p < .0001); poorer health (trend test P = .006); and higher levels of absenteeism (trend test p < .0001). More shift workers reported themselves in poor or fair health (chi-square p = .018) and reported high levels of stress at home (chi-square p = .002) than nonshift workers. The relationships between job type and levels of stress, health and absenteeism, however, held for nonshift workers as well. Job types with high demand and low control were associated with increased stress, increased absenteeism, and poorer self-concept of health. The demand/control model of Karasek and Theorell was validated in this setting with respect to stress and some stress-associated attitudes and behaviors.

"I Wanna Text, Too!" Examining How Low-Literate Adults Use New Communication Technologies and Applications

ERIC Educational Resources Information Center

Hamilton Cobb, Fredessa Denise

2013-01-01

We hear or read the following phrases often: "Everybody spends so much time on their smartphones that they never look up." "Just send me an email and we'll work out the scheduling." "You'll find all the job application materials on our website, where you can submit your application online." However, adults with low…

Civilian Personnel: Career Management

DTIC Science & Technology

2001-12-31

validation of standard candidate evaluation procedures. (b) Avoidance of repeated candidate application and evaluation for similar jobs. (c) Maximum use of...of measurement tools, and the evaluation of applicants for referral. h. Ensure that personal career planning and developmental assistance are available...sexual orientation. b. Applicants in broadband systems will have their eligibility determined IAW Title 5, Code of Federal Regulations, part 300.605 (5 CFR

Person-Job-Match (PJM) Beyond the More is Better Paradigm

DTIC Science & Technology

2008-10-01

6 Attracting the RIGHT Applicants...The SDI+ -- A Strategic Solution Attracting the RIGHT Applicants The SDI+ vision is a multi-phase strategic solution. The proposed SDI...much impact in AFSCs with physically demanding training, the impact on academics for in-service personnel may be significant. Consider a scenario

Illinois Occupational Skill Standards: Information Technology End User Applications Cluster.

ERIC Educational Resources Information Center

Illinois Occupational Skill Standards and Credentialing Council, Carbondale.

These skill standards for the information technology end user applications cluster are intended to be a guide to workforce preparation program providers in defining content for their programs and to employers to establish the skills and standards necessary for job acquisition. An introduction provides the Illinois perspective; Illinois…

48 CFR 852.207-70 - Report of employment under commercial activities.

Code of Federal Regulations, 2010 CFR

2010-10-01

... contracting officer with the following: (i) A list of employment openings including salaries and benefits, and... of employment; (v) The date of rejection of the offer, if applicable, and the salary and benefits... personnel exercising the right of first refusal, along with their completed job application forms. (2...

Leadership in the Organization Context: A Conceptual Approach and Its Applications

DTIC Science & Technology

1986-02-01

Tornow & Pinto, 1976). Leadership Identification One potential application would lie in the identification of indi- viduals who are most likely to...tions, 4, 3-38. Tornow , W. W., & Pinto, P. R. (1976). The development of a managerial job taxonomy: A system for describing, classifying and

Getting Hired: Characteristics Employers Prefer in Unskilled Job Applicants.

ERIC Educational Resources Information Center

Maxfield, Myles

A survey of 40 senior personnel directors of medium-sized and large employers in the Washington, D.C., metropolitan area identified characteristics of unskilled applicants most highly valued by employers. These personnel directors estimated the probability that 16 hypothetical unskilled individuals would be hired at their firm. Each hypothetical…

20 CFR 653.105 - Job applications at day-haul facilities.

Code of Federal Regulations, 2010 CFR

2010-04-01

... SERVICES OF THE EMPLOYMENT SERVICE SYSTEM Services for Migrant and Seasonal Farmworkers (MSFWs) § 653.105... distributed and a full application shall be completed whenever an MSFW requests the opportunity to file a full... earliest practical time. In all other cases, a list of JS services shall be distributed. ...

Establishing an Interview Anxiety Baseline: Assessing Applicants' Readiness

ERIC Educational Resources Information Center

Boyer, Lori; Carden, Lila; Johnson, Lars; Boyd, Raphael

2017-01-01

This research includes survey data about the types of anxiety levels that college students experience while preparing for job interviews. Survey findings included female students reporting higher levels of anxiety than their male counterparts on four of the five scales. Results suggest that additional training for female applicants could reduce…

10 CFR 34.13 - Specific license for industrial radiography.

Code of Federal Regulations, 2010 CFR

2010-01-01

... applicant submits a description of a program for inspections of the job performance of each radiographer and... description of its initial training and examination program for radiographers in the subjects outlined in § 34... submits a description of the applicant's overall organizational structure as it applies to the radiation...

14 CFR 152.409 - Affirmative action plan standards.

Code of Federal Regulations, 2013 CFR

2013-01-01

... number of minority and female applicants, and minorities and females hired, for the past year. Where this... female percentage in any job category in the workforce of the geographical area used, an analysis, based... following exists: (i) Insufficient flow of minority and female applicants. (ii) Disparate rejection of...

14 CFR 152.409 - Affirmative action plan standards.

Code of Federal Regulations, 2014 CFR

2014-01-01

... number of minority and female applicants, and minorities and females hired, for the past year. Where this... female percentage in any job category in the workforce of the geographical area used, an analysis, based... following exists: (i) Insufficient flow of minority and female applicants. (ii) Disparate rejection of...

14 CFR 152.409 - Affirmative action plan standards.

Code of Federal Regulations, 2011 CFR

2011-01-01

... number of minority and female applicants, and minorities and females hired, for the past year. Where this... female percentage in any job category in the workforce of the geographical area used, an analysis, based... following exists: (i) Insufficient flow of minority and female applicants. (ii) Disparate rejection of...

14 CFR 152.409 - Affirmative action plan standards.

Code of Federal Regulations, 2012 CFR

2012-01-01

... number of minority and female applicants, and minorities and females hired, for the past year. Where this... female percentage in any job category in the workforce of the geographical area used, an analysis, based... following exists: (i) Insufficient flow of minority and female applicants. (ii) Disparate rejection of...

41 CFR 60-250.44 - Required contents of affirmative action programs.

Code of Federal Regulations, 2010 CFR

2010-07-01

... veterans. (8) The contractor, in making hiring decisions, should consider applicants who are known special... decisions are based only on valid job requirements. The policy shall state that employees and applicants... career days, youth motivation programs, and related activities in their communities. (6) The contractor...

41 CFR 60-300.44 - Required contents of affirmative action programs.

Code of Federal Regulations, 2010 CFR

2010-07-01

... medal veterans. (8) The contractor, in making hiring decisions, should consider applicants who are known... decisions are based only on valid job requirements. The policy shall state that employees and applicants... participation in career days, youth motivation programs, and related activities in their communities. (6) The...

Server-side Log Data Analytics for I/O Workload Characterization and Coordination on Large Shared Storage Systems

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

Liu, Y.; Gunasekaran, Raghul; Ma, Xiaosong

2016-01-01

Inter-application I/O contention and performance interference have been recognized as severe problems. In this work, we demonstrate, through measurement from Titan (world s No. 3 supercomputer), that high I/O variance co-exists with the fact that individual storage units remain under-utilized for the majority of the time. This motivates us to propose AID, a system that performs automatic application I/O characterization and I/O-aware job scheduling. AID analyzes existing I/O traffic and batch job history logs, without any prior knowledge on applications or user/developer involvement. It identifies the small set of I/O-intensive candidates among all applications running on a supercomputer and subsequentlymore » mines their I/O patterns, using more detailed per-I/O-node traffic logs. Based on such auto- extracted information, AID provides online I/O-aware scheduling recommendations to steer I/O-intensive applications away from heavy ongoing I/O activities. We evaluate AID on Titan, using both real applications (with extracted I/O patterns validated by contacting users) and our own pseudo-applications. Our results confirm that AID is able to (1) identify I/O-intensive applications and their detailed I/O characteristics, and (2) significantly reduce these applications I/O performance degradation/variance by jointly evaluating out- standing applications I/O pattern and real-time system l/O load.« less

Assessing physician job satisfaction and mental workload.

PubMed

Boultinghouse, Oscar W; Hammack, Glenn G; Vo, Alexander H; Dittmar, Mary Lynne

2007-12-01

Physician job satisfaction and mental workload were evaluated in a pilot study of five physicians engaged in a telemedicine practice at The University of Texas Medical Branch at Galveston Electronic Health Network. Several previous studies have examined physician satisfaction with specific telemedicine applications; however, few have attempted to identify the underlying factors that contribute to physician satisfaction or lack thereof. One factor that has been found to affect well-being and functionality in the workplace-particularly with regard to human interaction with complex systems and tasks as seen in telemedicine-is mental workload. Workload is generally defined as the "cost" to a person for performing a complex task or tasks; however, prior to this study, it was unexplored as a variable that influences physician satisfaction. Two measures of job satisfaction were used: The Job Descriptive Index and the Job In General scales. Mental workload was evaluated by means of the National Aeronautics and Space Administration Task Load Index. The measures were administered by means of Web-based surveys and were given twice over a 6-month period. Nonparametric statistical analyses revealed that physician job satisfaction was generally high relative to that of the general population and other professionals. Mental workload scores associated with the practice of telemedicine in this environment are also high, and appeared stable over time. In addition, they are commensurate with scores found in individuals practicing tasks with elevated information-processing demands, such as quality control engineers and air traffic controllers. No relationship was found between the measures of job satisfaction and mental workload.

Competing for jobs: labor queues and gender sorting in the hiring process.

PubMed

Fernandez, Roberto M; Mors, Marie Louise

2008-12-01

While much research has documented the pattern and extent of sex segregation of workers once they are employed, few studies have addressed the pre-hire mechanisms that are posited to produce sex segregation in employment. While the notion of a labor queue-the rank order of the set of people that employers choose among-plays a prominent role in pre-hire accounts of job sex sorting mechanisms, few studies have examined the ways in which job candidates are sorted into labor queues. In this paper, we explore the mechanisms by which labor queues contribute to the gendering of jobs by studying the hiring process for all jobs at a call center. Being placed in a queue has a clear gendering effect on the hiring process: the sex distribution of applicants who are matched to queues and those who are rejected at this phase diverge, and among those assigned to queues, women are prevalent in queues for low pay, low status jobs. The screening process also contributes to the gendering of the population of hires at this firm. Females are more prevalent among hires than they are among candidates at initial queue assignment. Among high status jobs, however, males are more prevalent than females. Moreover, there are important wage implications associated with matching to queues. While there are large between-queue sex differences in the paid wages associated with allocation to queues, once allocated to queues the wage differences between male and female candidates are nil. Consequently, the roots of gender wage inequality in this setting lie in the initial sorting of candidates to labor queues.

Characterizing parallel file-access patterns on a large-scale multiprocessor

NASA Technical Reports Server (NTRS)

Purakayastha, Apratim; Ellis, Carla Schlatter; Kotz, David; Nieuwejaar, Nils; Best, Michael

1994-01-01

Rapid increases in the computational speeds of multiprocessors have not been matched by corresponding performance enhancements in the I/O subsystem. To satisfy the large and growing I/O requirements of some parallel scientific applications, we need parallel file systems that can provide high-bandwidth and high-volume data transfer between the I/O subsystem and thousands of processors. Design of such high-performance parallel file systems depends on a thorough grasp of the expected workload. So far there have been no comprehensive usage studies of multiprocessor file systems. Our CHARISMA project intends to fill this void. The first results from our study involve an iPSC/860 at NASA Ames. This paper presents results from a different platform, the CM-5 at the National Center for Supercomputing Applications. The CHARISMA studies are unique because we collect information about every individual read and write request and about the entire mix of applications running on the machines. The results of our trace analysis lead to recommendations for parallel file system design. First the file system should support efficient concurrent access to many files, and I/O requests from many jobs under varying load conditions. Second, it must efficiently manage large files kept open for long periods. Third, it should expect to see small requests predominantly sequential access patterns, application-wide synchronous access, no concurrent file-sharing between jobs appreciable byte and block sharing between processes within jobs, and strong interprocess locality. Finally, the trace data suggest that node-level write caches and collective I/O request interfaces may be useful in certain environments.

The Bidimensional Impression Management Index (BIMI): measuring agentic and communal forms of impression management.

PubMed

Blasberg, Sabrina A; Rogers, Katherine H; Paulhus, Delroy L

2014-01-01

Measures of impression management have yet to incorporate two-factor models of person perception. The 2 primary factors are often labeled agency and communion. In Study 1, we assembled a new measure of impression management—the Bidimensional Impression Management Index (BIMI): It comprises 2 subscales designed specifically to tap agentic and communal content. Both subscales showed adequate alpha reliabilities under both honest and faking conditions. In Study 2, the BIMI was cross-validated in a new sample: The subscales remained relatively independent, and their reliabilities remained solid. A coherent pattern of personality correlates also supported the validities of both subscales. In Study 3, the differential sensitivity of the 2 subscales was demonstrated by manipulating the job type in simulated job applications. Implications and applications of the BIMI are discussed.

Retesting personality in employee selection: implications of the context, sample, and setting.

PubMed

Holladay, Courtney L; David, Emily; Johnson, Stefanie K

2013-04-01

The present study sought to assess when and how actual job applicants change their responses when filling out an unproctored personality selection assessment for a second time. It was predicted feedback would be a key contextual motivator associated with how much applicants change their answers during the second administration. Mediation results showed that individuals receiving feedback that showed a low score on the personality assessment was the reason they did not get the job were more likely to employ faking response strategies in the second testing session, predicting the highest change in scores between the first and second testing sessions. Individuals receiving no feedback and those not experimentally motivated to fake (i.e., a comparison group of students) showed less change in responses across administrations.

A Parallel Biological Optimization Algorithm to Solve the Unbalanced Assignment Problem Based on DNA Molecular Computing

PubMed Central

Wang, Zhaocai; Pu, Jun; Cao, Liling; Tan, Jian

2015-01-01

The unbalanced assignment problem (UAP) is to optimally resolve the problem of assigning n jobs to m individuals (m < n), such that minimum cost or maximum profit obtained. It is a vitally important Non-deterministic Polynomial (NP) complete problem in operation management and applied mathematics, having numerous real life applications. In this paper, we present a new parallel DNA algorithm for solving the unbalanced assignment problem using DNA molecular operations. We reasonably design flexible-length DNA strands representing different jobs and individuals, take appropriate steps, and get the solutions of the UAP in the proper length range and O(mn) time. We extend the application of DNA molecular operations and simultaneity to simplify the complexity of the computation. PMID:26512650

An Experimental Framework for Executing Applications in Dynamic Grid Environments

NASA Technical Reports Server (NTRS)

Huedo, Eduardo; Montero, Ruben S.; Llorente, Ignacio M.; Bushnell, Dennis M. (Technical Monitor)

2002-01-01

The Grid opens up opportunities for resource-starved scientists and engineers to harness highly distributed computing resources. A number of Grid middleware projects are currently available to support the simultaneous exploitation of heterogeneous resources distributed in different administrative domains. However, efficient job submission and management continue being far from accessible to ordinary scientists and engineers due to the dynamic and complex nature of the Grid. This report describes a new Globus framework that allows an easier and more efficient execution of jobs in a 'submit and forget' fashion. Adaptation to dynamic Grid conditions is achieved by supporting automatic application migration following performance degradation, 'better' resource discovery, requirement change, owner decision or remote resource failure. The report also includes experimental results of the behavior of our framework on the TRGP testbed.

Effects of "Like Type" Sex Pairings between Applicants-Principals and Type of Focal Position Considered at the Screening Stage of the Selection Process

ERIC Educational Resources Information Center

Young, I. Phillip

2005-01-01

This study addresses the screening decisions for a national random sample of high school principals as viewed from the attraction-similarity theory of interpersonal perceptions. Independent variables are the sex of principals, sex of applicants, and the type of focal positions sought by hypothetical job applicants (teacher or counselor). Dependent…

29 CFR Section 1607.16 - Definitions.

Code of Federal Regulations, 2011 CFR

2011-07-01

... description. A general statement of job duties and responsibilities. M. Knowledge. A body of information... proportion of applicants or candidates who are hired, promoted, or otherwise selected. S. Should. The term...

29 CFR Section 1607.16 - Definitions.

Code of Federal Regulations, 2013 CFR

2013-07-01

... description. A general statement of job duties and responsibilities. M. Knowledge. A body of information... proportion of applicants or candidates who are hired, promoted, or otherwise selected. S. Should. The term...

29 CFR Section 1607.16 - Definitions.

Code of Federal Regulations, 2012 CFR

2012-07-01

... description. A general statement of job duties and responsibilities. M. Knowledge. A body of information... proportion of applicants or candidates who are hired, promoted, or otherwise selected. S. Should. The term...

29 CFR Section 1607.16 - Definitions.

Code of Federal Regulations, 2014 CFR

2014-07-01

... description. A general statement of job duties and responsibilities. M. Knowledge. A body of information... proportion of applicants or candidates who are hired, promoted, or otherwise selected. S. Should. The term...

Achieving production-level use of HEP software at the Argonne Leadership Computing Facility

NASA Astrophysics Data System (ADS)

Uram, T. D.; Childers, J. T.; LeCompte, T. J.; Papka, M. E.; Benjamin, D.

2015-12-01

HEP's demand for computing resources has grown beyond the capacity of the Grid, and these demands will accelerate with the higher energy and luminosity planned for Run II. Mira, the ten petaFLOPs supercomputer at the Argonne Leadership Computing Facility, is a potentially significant compute resource for HEP research. Through an award of fifty million hours on Mira, we have delivered millions of events to LHC experiments by establishing the means of marshaling jobs through serial stages on local clusters, and parallel stages on Mira. We are running several HEP applications, including Alpgen, Pythia, Sherpa, and Geant4. Event generators, such as Sherpa, typically have a split workload: a small scale integration phase, and a second, more scalable, event-generation phase. To accommodate this workload on Mira we have developed two Python-based Django applications, Balsam and ARGO. Balsam is a generalized scheduler interface which uses a plugin system for interacting with scheduler software such as HTCondor, Cobalt, and TORQUE. ARGO is a workflow manager that submits jobs to instances of Balsam. Through these mechanisms, the serial and parallel tasks within jobs are executed on the appropriate resources. This approach and its integration with the PanDA production system will be discussed.

The potential for gaming techniques in radiology education and practice.

PubMed

Reiner, Bruce; Siegel, Eliot

2008-02-01

Traditional means of communication, education and training, and research have been dramatically transformed with the advent of computerized medicine, and no other medical specialty has been more greatly affected than radiology. Of the myriad of newer computer applications currently available, computer gaming stands out for its unique potential to enhance end-user performance and job satisfaction. Research in other disciplines has demonstrated computer gaming to offer the potential for enhanced decision making, resource management, visual acuity, memory, and motor skills. Within medical imaging, video gaming provides a novel means to enhance radiologist and technologist performance and visual perception by increasing attentional capacity, visual field of view, and visual-motor coordination. These enhancements take on heightened importance with the increasing size and complexity of three-dimensional imaging datasets. Although these operational gains are important in themselves, psychologic gains intrinsic to video gaming offer the potential to reduce stress and improve job satisfaction by creating a fun and engaging means of spirited competition. By creating customized gaming programs and rewards systems, video game applications can be customized to the skill levels and preferences of individual users, thereby creating a comprehensive means to improve individual and collective job performance.

Modeling job sites in real time to improve safety during equipment operation

NASA Astrophysics Data System (ADS)

Caldas, Carlos H.; Haas, Carl T.; Liapi, Katherine A.; Teizer, Jochen

2006-03-01

Real-time three-dimensional (3D) modeling of work zones has received an increasing interest to perform equipment operation faster, safer and more precisely. In addition, hazardous job site environment like they exist on construction sites ask for new devices which can rapidly and actively model static and dynamic objects. Flash LADAR (Laser Detection and Ranging) cameras are one of the recent technology developments which allow rapid spatial data acquisition of scenes. Algorithms that can process and interpret the output of such enabling technologies into threedimensional models have the potential to significantly improve work processes. One particular important application is modeling the location and path of objects in the trajectory of heavy construction equipment navigation. Detecting and mapping people, materials and equipment into a three-dimensional computer model allows analyzing the location, path, and can limit or restrict access to hazardous areas. This paper presents experiments and results of a real-time three-dimensional modeling technique to detect static and moving objects within the field of view of a high-frame update rate laser range scanning device. Applications related to heavy equipment operations on transportation and construction job sites are specified.

Teaching Certificates Earned Online and Hiring Practices of High School Principals

ERIC Educational Resources Information Center

Adams, Jonathan

2016-01-01

A national survey of United States high school principals (n = 2,187) was used to assess the acceptability of job applicant qualifications that included degrees earned either online, partly online, or in a residential teacher-training program. The applicants with coursework taken in a residential setting were overwhelmingly preferred over…

20 CFR 670.460 - What restrictions are there on the assignment of eligible applicants for nonresidential...

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What restrictions are there on the assignment of eligible applicants for nonresidential enrollment in Job Corps? 670.460 Section 670.460 Employees... WORKFORCE INVESTMENT ACT Recruitment, Eligibility, Screening, Selection and Assignment, and Enrollment § 670...

29 CFR 34.1 - Purpose; application.

Code of Federal Regulations, 2010 CFR

2010-07-01

... Assistance Act of 1974, as amended (38 U.S.C. 4212), the Equal Pay Act of 1963, as amended (29 U.S.C. 206d... Secretary of Labor IMPLEMENTATION OF THE NONDISCRIMINATION AND EQUAL OPPORTUNITY REQUIREMENTS OF THE JOB TRAINING PARTNERSHIP ACT OF 1982, AS AMENDED (JTPA) General Provisions § 34.1 Purpose; application. (a...

Middle School Principals' Perception of the Effect of Technology on Job Effectiveness

ERIC Educational Resources Information Center

Blackwell, James M.

2009-01-01

The use of computers and computer-based applications is prevalent in schools, from the classroom to the principal's office. This study of middle school principals in Virginia and West Virginia addressed the following eight questions: (a) What computer technology applications are available to middle school principals? (b) What are the perceived…

20 CFR 637.215 - Review and approval of applications for incentive bonus payments.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Review and approval of applications for incentive bonus payments. 637.215 Section 637.215 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR PROGRAMS UNDER TITLE V OF THE JOB TRAINING PARTNERSHIP ACT Program Planning and Operation...

7 CFR 1703.311 - Application procedures for deferment of loan payments.

Code of Federal Regulations, 2010 CFR

2010-01-01

... specific project; (iii) Contain information on the type of project and the length of deferment requested as... and disclose all information regarding any potential conflict of interest or appearance of a conflict... applicable, the number and type of jobs to be created; and (9) Submit to the Administrator a letter of...

Computer-Based Aids for Learning, Job Performance, and Decision Making in Military Applications: Emergent Technology and Challenges

DTIC Science & Technology

2003-10-01

paper, which addresses the following questions: Is it worth it? What do we know about the value of technology applications in learning ( education and......fax) fletcher@ida.org SUMMARY Technology -based systems for education , training, and performance aiding (including decision aiding) may pose the

77 FR 58541 - Agency Information Collection Activities: Submission for OMB Review; Comment Request; Applicant...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-09-21

... valid Office of Management and Budget (OMB) control number. The FDIC, as part of its continuing effort... Information and Regulatory Affairs, Office of Management and Budget, New Executive Office Building, Washington.... Frequency of Response: On occasion. Affected Public: FDIC job applicants who are not current FDIC employees...

Science gateways for semantic-web-based life science applications.

PubMed

Ardizzone, Valeria; Bruno, Riccardo; Calanducci, Antonio; Carrubba, Carla; Fargetta, Marco; Ingrà, Elisa; Inserra, Giuseppina; La Rocca, Giuseppe; Monforte, Salvatore; Pistagna, Fabrizio; Ricceri, Rita; Rotondo, Riccardo; Scardaci, Diego; Barbera, Roberto

2012-01-01

In this paper we present the architecture of a framework for building Science Gateways supporting official standards both for user authentication and authorization and for middleware-independent job and data management. Two use cases of the customization of the Science Gateway framework for Semantic-Web-based life science applications are also described.

Computer technology applications in industrial and organizational psychology.

PubMed

Crespin, Timothy R; Austin, James T

2002-08-01

This article reviews computer applications developed and utilized by industrial-organizational (I-O) psychologists, both in practice and in research. A primary emphasis is on applications developed for Internet usage, because this "network of networks" changes the way I-O psychologists work. The review focuses on traditional and emerging topics in I-O psychology. The first topic involves information technology applications in measurement, defined broadly across levels of analysis (persons, groups, organizations) and domains (abilities, personality, attitudes). Discussion then focuses on individual learning at work, both in formal training and in coping with continual automation of work. A section on job analysis follows, illustrating the role of computers and the Internet in studying jobs. Shifting focus to the group level of analysis, we briefly review how information technology is being used to understand and support cooperative work. Finally, special emphasis is given to the emerging "third discipline" in I-O psychology research-computational modeling of behavioral events in organizations. Throughout this review, themes of innovation and dissemination underlie a continuum between research and practice. The review concludes by setting a framework for I-O psychology in a computerized and networked world.

Multitasking in a data acquisition system

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

Larsen, J.E.

1980-01-01

Microprocessors and microcomputers have been employed widely in data acquisition applications due to low cost and the ease of adapting the microcomputer to changing or altered requirements. Multitasking offers ways of getting more performance from a microcomputer and also a means of designing a system which by its nature is easily changed to meet new requirements. The term multitasking is used to include definitions of multitasking and multiprogramming: multitasking-performing various related functions of the same job, e.g. data acquisition and data logging (recording); multiprogramming-performing possibly unrelated jobs concurrently.

41 CFR 60-250.80 - Recordkeeping

Code of Federal Regulations, 2010 CFR

2010-07-01

...,000, the minimum record retention period shall be one year from the date of the making of the record... examination; job advertisements and postings; applications and resumes; tests and test results; interview...

41 CFR 60-300.80 - Recordkeeping.

Code of Federal Regulations, 2010 CFR

2010-07-01

...,000, the minimum record retention period shall be one year from the date of the making of the record... examination; job advertisements and postings; applications and resumes; tests and test results; interview...

A HUMAN RELIABILITY-CENTERED APPROACH TO THE DEVELOPMENT OF JOB AIDS FOR REVIEWERS OF MEDICAL DEVICES THAT USE RADIOLOGICAL BYPRODUCT MATERIALS.

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

COOPER, S.E.; BROWN, W.S.; WREATHALL, J.

2005-02-02

The U.S. Nuclear Regulatory Commission (NRC) is engaged in an initiative to risk-inform the regulation of byproduct materials. Operating experience indicates that human actions play a dominant role in most of the activities involving byproduct materials, which are radioactive materials other than those used in nuclear power plants or in weapons production, primarily for medical or industrial purposes. The overall risk of these activities is strongly influenced by human performance. Hence, an improved understanding of human error, its causes and contexts, and human reliability analysis (HRA) is important in risk-informing the regulation of these activities. The development of the humanmore » performance job aids was undertaken by stages, with frequent interaction with the prospective users. First, potentially risk significant human actions were identified based on reviews of available risk studies for byproduct material applications and of descriptions of events for byproduct materials applications that involved potentially significant human actions. Applications from the medical and the industrial domains were sampled. Next, the specific needs of the expected users of the human performance-related capabilities were determined. To do this, NRC headquarters and region staff were interviewed to identify the types of activities (e.g., license reviews, inspections, event assessments) that need HRA support and the form in which such support might best be offered. Because the range of byproduct uses regulated by NRC is so broad, it was decided that initial development of knowledge and tools would be undertaken in the context of a specific use of byproduct material, which was selected in consultation with NRC staff. Based on needs of NRC staff and the human performance related characteristics of the context chosen, knowledge resources were then compiled to support consideration of human performance issues related to the regulation of byproduct materials. Finally, with information sources and an application context identified, a set of strawman job aids was developed, which was then presented to prospective users for critique and comment. Work is currently under way to develop training materials and refine the job aids in preparation for a pilot evaluation.« less

Stochastic flow shop scheduling of overlapping jobs on tandem machines in application to optimizing the US Army's deliberate nuclear, biological, and chemical decontamination process, (final report). Master's thesis

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

Novikov, V.

1991-05-01

The U.S. Army's detailed equipment decontamination process is a stochastic flow shop which has N independent non-identical jobs (vehicles) which have overlapping processing times. This flow shop consists of up to six non-identical machines (stations). With the exception of one station, the processing times of the jobs are random variables. Based on an analysis of the processing times, the jobs for the 56 Army heavy division companies were scheduled according to the best shortest expected processing time - longest expected processing time (SEPT-LEPT) sequence. To assist in this scheduling the Gap Comparison Heuristic was developed to select the best SEPT-LEPTmore » schedule. This schedule was then used in balancing the detailed equipment decon line in order to find the best possible site configuration subject to several constraints. The detailed troop decon line, in which all jobs are independent and identically distributed, was then balanced. Lastly, an NBC decon optimization computer program was developed using the scheduling and line balancing results. This program serves as a prototype module for the ANBACIS automated NBC decision support system.... Decontamination, Stochastic flow shop, Scheduling, Stochastic scheduling, Minimization of the makespan, SEPT-LEPT Sequences, Flow shop line balancing, ANBACIS.« less

An exploration of the prevalence and predictors of work-related well-being among psychosocial oncology professionals: An application of the job demands-resources model.

PubMed

Turnell, Adrienne; Rasmussen, Victoria; Butow, Phyllis; Juraskova, Ilona; Kirsten, Laura; Wiener, Lori; Patenaude, Andrea; Hoekstra-Weebers, Josette; Grassi, Luigi

2016-02-01

Burnout is reportedly high among oncology healthcare workers. Psychosocial oncologists may be particularly vulnerable to burnout. However, their work engagement may also be high, counteracting stress in the workplace. This study aimed to document the prevalence of both burnout and work engagement, and the predictors of both, utilizing the job demands-resources (JD-R) model, within a sample of psychosocial oncologists. Psychosocial-oncologist (N = 417) clinicians, recruited through 10 international and national psychosocial-oncology societies, completed an online questionnaire. Measures included demographic and work characteristics, burnout (the MBI-HSS Emotional Exhaustion (EE) and Depersonalization (DP) subscales), the Utrecht Work Engagement Scale, and measures of job demands and resources. High EE and DP was reported by 20.2 and 6.6% of participants, respectively, while 95.3% reported average to high work engagement. Lower levels of job resources and higher levels of job demands predicted greater burnout, as predicted by the JD-R model, but the predicted interaction between these characteristics and burnout was not significant. Higher levels of job resources predicted higher levels of work engagement. Burnout was surprisingly low and work engagement high in this sample. Nonetheless, one in five psychosocial oncologists have high EE. Our results suggest that both the positive (resources) and negative (demands) aspects of this work environment have an on impact burnout and engagement, offering opportunities for intervention. Theories such as the JD-R model can be useful in guiding research in this area.

20 CFR 638.502 - Job Corps basic education program.

Code of Federal Regulations, 2010 CFR

2010-04-01

... as a second language (ESL) programs for selected center operators (regional offices shall arrange for the assignment of selected applicants needing ESL programs to the centers where such programs are...

41 CFR 60-741.80 - Recordkeeping.

Code of Federal Regulations, 2010 CFR

2010-07-01

... contract of at least $150,000, the minimum record retention period shall be one year from the date of the... of any physical examination; job advertisements and postings; applications and resumes; tests and...

20 CFR 653.103 - MSFW job applications.

Code of Federal Regulations, 2010 CFR

2010-04-01

..., this explanation shall be made in Spanish, if necessary or requested during any period of substantial... English and Spanish and shall specify those services which are available after completion of a full...