4 CFR 5.3 - Merit pay.

Code of Federal Regulations, 2012 CFR

2012-01-01

... ACCOUNTABILITY OFFICE PERSONNEL SYSTEM COMPENSATION § 5.3 Merit pay. The Comptroller General may promulgate regulations establishing a merit pay system for such employees of the Government Accountability Office as the Comptroller General considers appropriate. The merit pay system shall be designed to carry out purposes...

4 CFR 5.3 - Merit pay.

Code of Federal Regulations, 2013 CFR

2013-01-01

... ACCOUNTABILITY OFFICE PERSONNEL SYSTEM COMPENSATION § 5.3 Merit pay. The Comptroller General may promulgate regulations establishing a merit pay system for such employees of the Government Accountability Office as the Comptroller General considers appropriate. The merit pay system shall be designed to carry out purposes...

4 CFR 5.3 - Merit pay.

Code of Federal Regulations, 2010 CFR

2010-01-01

... ACCOUNTABILITY OFFICE PERSONNEL SYSTEM COMPENSATION § 5.3 Merit pay. The Comptroller General may promulgate regulations establishing a merit pay system for such employees of the Government Accountability Office as the Comptroller General considers appropriate. The merit pay system shall be designed to carry out purposes...

Review of "Cross-Country Evidence on Teacher Performance Pay"

ERIC Educational Resources Information Center

von Davier, Matthias

2011-01-01

The primary claim of this Harvard Program on Education Policy and Governance report and the abridged Education Next version is that nations "that pay teachers on their performance score higher on PISA tests." After statistically controlling for several variables, the author concludes that nations with some form of merit pay system have,…

Merit Pay Plans for Teachers: Status and Descriptions. ERS Report.

ERIC Educational Resources Information Center

Educational Research Service, Arlington, VA.

This report, an update of the 1978 survey of national merit pay plans for teachers, provides descriptive data on currently operating merit pay plans and state level activities. Outlining current research, the report points out that neither a commonly acceptable definition of merit pay nor a generally acceptable method of determining meritorious…

Pros and Cons and Current Status of Merit Pay in the Public Schools.

ERIC Educational Resources Information Center

Adkins, Gary A.

During the 1920's merit pay became the most preferred system of teacher compensation; however, today fewer than 4 percent of the school systems in the United States use merit pay plans. The National Education Association suggests that merit pay is a "bogus issue" obscuring more significant areas of education needing reform, and the…

Why Do so Few Public School Districts Use Merit Pay?

ERIC Educational Resources Information Center

Goldhaber, Dan; DeArmond, Michael; Player, Daniel; Choi, Hyung-Jai

2008-01-01

This article presents a principal-agent model in the context of public schools to help explain the use of merit pay for teachers. The model considers how both the nature of teaching and the political costs of union resistance affect school district merit pay decisions. Our results support the idea that merit pay is more likely in environments…

Value-Added Merit Pay.

ERIC Educational Resources Information Center

Twomey, Daniel F.

The purpose of merit pay is to reward employees for their accomplishments and motivate them to continue improving. Critics of merit pay say the increased extrinsic motivation that it prompts is more than offset by the decrease in intrinsic motivation. Supporters of performance-based pay claim several benefits of the practice. This study addressed…

Problems with the Small Business Administration’s Merit Appraisal and Compensation System.

DTIC Science & Technology

1981-09-21

TAD-AI07 181 GENERAL ACCOUNTING OFFICE WASHINGTON DC FEDERAL PERS-ETC F/6 5/9 PROBLEMS WITH THE SMALL BUSINESS ADMINISTRATION’S MERIT APPRAIS--ETC(U...Adninistrator, Small Business Administration Dear Mr. Car D Subjec::/ Problems with the Small Business Administra- tjon’s Merit Appraisal and Compensation...System, (rLP68 8i 71). We reviewed the Small Business Administration’s (SBA’s) performance appraisal/merit pay program as part of our review of

Teacher Incentive Pay and Educational Outcomes: Evidence from the NYC Bonus Program. Program on Education Policy and Governance Working Papers Series. PEPG 10-07

ERIC Educational Resources Information Center

Goodman, Sarena; Turner, Lesley

2010-01-01

Teacher compensation schemes are often criticized for lacking a performance-based component. Proponents of merit pay argue that linking teacher salaries to student achievement will incentivize teachers to focus on raising student achievement and stimulate innovation across the school system as a whole. In this paper, we utilize a policy experiment…

Merit Pay: Good for Teachers?

ERIC Educational Resources Information Center

Drevitch, Gary

2006-01-01

When asked to share her thoughts about merit-pay for teachers, one second-grade teacher said that it is a touchy subject. Other teachers, however, have a different take on the increasingly talked-about alternative pay systems. Whatever their viewpoint, merit-pay is an issue to watch. More and more districts are considering it and it could mean new…

Credentials versus Performance: Review of the Teacher Performance Pay Research

ERIC Educational Resources Information Center

Podgursky, Michael; Springer, Matthew G.

2007-01-01

In this article we examine the economic case for merit or performance-based pay for K-12 teachers. We review several areas of germane research. The direct evaluation literature on these incentive plans is slender; highly diverse in terms of methodology, targeted populations, and programs evaluated; and primarily focused on short-run motivational…

Using Student Test Scores to Award Merit Pay: A Look at the 2012 Pay-for-Performance Program for Idaho Schools

ERIC Educational Resources Information Center

Storie, Gary; Denner, Peter R.

2015-01-01

In the fall of 2012, Idaho implemented a plan to award bonus pay to schools whose students demonstrated academic growth based on the Betebenner (2008) method. This study examined the relationship of the amount of bonus paid to a school, the percentage of students from low income families associated with a school, and the location of the school…

Merit Pay: A Plan That Works.

ERIC Educational Resources Information Center

McKay, John R.

An overview is provided of Sumter Area Technical College's (SATC's) successful faculty evaluation and merit pay plan. Following introductory material on SATC, a discussion is presented of the reasoning behind resistance to efforts to tie faculty evaluation to merit pay. Next, SATC's evaluation system is set in the context of the college's overall…

Employee Reactions to Merit Pay: Cognitive Approach and Social Approach

ERIC Educational Resources Information Center

Wang, Yingchun

2010-01-01

The dissertation aims to tackle one of the most pressing questions facing the merit pay system researchers and practitioners: Why do merit pay raises have such a small effect on employees' satisfaction, commitment and job performance? My approach to the study of this question is to develop explanatory frameworks from two perspectives: cognitive…

Merit Pay and Music Education: A Motivation Perspective

ERIC Educational Resources Information Center

Vagi, Robert

2014-01-01

Recently, state and federal legislators have emphasized teacher quality in their efforts to improve public education. Many reformers believe that merit pay may prove invaluable in attracting highly qualified educators to the workforce and retaining them, as well as in improving students' test scores. While merit pay's ability to recruit and retain…

An under-met and over-met expectations model of employee reactions to merit raises.

PubMed

Schaubroeck, John; Shaw, Jason D; Duffy, Michelle K; Mitra, Atul

2008-03-01

The authors developed a model of how raise expectations influence the relationship between merit pay raises and employee reactions and tested it using a sample of hospital employees. Pay-for-performance (PFP) perceptions were consistently related to personal reactions (e.g., pay raise happiness, pay-level satisfaction, and turnover intentions). Merit pay raises were strongly related to reactions only among employees with high raise expectations and high PFP perceptions. The interactive effects of under-met/over-met expectations and PFP perceptions were mediated by the extent to which participants saw the raise as generous and they were happy with the raises they received. The authors discuss the implications of these findings for expectation-fulfillment theories, merit pay research, and the administration of incentives. Copyright 2008 APA

The Perceived Association of Merit Pay and Teacher Qualities in Two Middle Schools in a Southeastern State

ERIC Educational Resources Information Center

Balls, John Daniel

2013-01-01

This dissertation determined the perceived association of merit pay and teacher qualities in the sample schools. The research focused on the association of merit pay and levels of teacher qualities and if a relationship exists between teacher performance-based compensation and teacher qualities/performance. The indications and suggestions of this…

In Haiti, a Rare Leg Up

ERIC Educational Resources Information Center

Campbell, Monica

2007-01-01

This article features Haitian Education & Leadership Program, Haiti's largest university-scholarship program, which provides merit scholarships to students in the top 10 percent of their high-school classes in the country's poorest areas. On average, the scholarships pay students $4,100, which covers tuition, textbooks, and school supplies,…

When Changing from Merit Pay to Variable/Bonus Pay: What Do Employees Want?

ERIC Educational Resources Information Center

Fox, Jeremy B.; Donohue, Joan M.

2004-01-01

This study examines potential responses to a change in an employee reward system from permanent merit pay increases to one-time bonus payments. Removing long term risks associated with escalating pay is an increasingly common compensation strategy. Often overlooked, however, are employee perceptions of reward fairness under such conditions of…

Merit Pay and the Music Teacher

ERIC Educational Resources Information Center

Elpus, Kenneth

2011-01-01

Current proponents of education reform are at present seeking to fundamentally change the system of teacher compensation by eliminating the traditional single salary schedule and instituting a merit pay system that directly links teacher pay to student achievement. To date, the scholarly literature in music education has been silent on the subject…

Rewarding Teachers: Issues and Incentives.

ERIC Educational Resources Information Center

Newcombe, Ellen

This paper discusses some of the issues behind the current debate on merit pay for teachers. A brief history is presented of performance-based compensation systems. The difficulties in arriving at a consensus on a valid definition of merit pay are pointed out, and examples are presented of various merit plans, such as master teaching plans, career…

Profiles of Merit Pay Provisions in Ohio School Districts

ERIC Educational Resources Information Center

Willis, Chris; Ingle, W. Kyle

2018-01-01

A small number of districts in Ohio from a variety of locales have adopted merit pay provisions. Using Springer's (2009) taxonomy of teacher compensation, we analyzed compensation provisions of these districts. We asked: What are the characteristics of these districts? What criteria are used to determine merit? Who is determining who receives…

The Pay-for-Performance Dilemma.

ERIC Educational Resources Information Center

Meyer, Herbert H.

1975-01-01

The basis for most problems with merit pay plans is that the great majority of employees believe their own job performance is above average. Even a well-administered merit pay plan cannot give positive feedback to this majority. The likely consequence is that the employee's self-esteem is threatened. Often one copes with such a threat by demeaning…

Congressional Report Waffles on Merit Pay.

ERIC Educational Resources Information Center

American School Board Journal, 1983

1983-01-01

A skeptical review of recent congressional task force recommendations for public school teachers, which include only a limited endorsement of merit pay and strong encouragement for sabbatical leave for teachers to study and travel abroad. (JBM)

Teachers' Perceptions of Merit Pay

ERIC Educational Resources Information Center

Jackson, Vanessa; Langheinrich, Cornelia; Loth, Dan

2012-01-01

The purpose of the study is to show the various perceptions teachers have on merit pay. This research was designed to examine the perceptions and attitudes of teachers towards the idea of performance based pay. This topic has been an ongoing battle within school systems since the 1800s. The participants in this study were teachers from the state…

Federal Employees: Appointees Converted to Career Positions, July through September 1988

DTIC Science & Technology

1989-01-13

Media) GS-1035-13/2 GS- 1082 -12/5 Program Analyst yes Program Analyst Temporary GS-345-12/1 GS-345-12/1 Legislative Affairs yes Congressional Liaison...Officer GS-301-13/1 GM-345-14 GS-14/1 equivalent pay MERIT SYSTEMS PROTECTION BOARD Writer/Editor yes Writer/Editor Temporary GS- 1082 -12/1 GS- 1082 -12/1

Promoting Instructional Excellence through a Teacher Reward System: Herzberg's Theory Applied.

ERIC Educational Resources Information Center

Frase, Larry E.; And Others

1982-01-01

An Arizona school district's program to reward teaching excellence uses as an incentive, instead of merit pay, something that will enhance the teacher's ability to assist children in the classroom. Rewards include attendance at conferences or computers and other classroom instructional materials. (Author/JM)

Our Nationwide Poll: Most Teachers Endorse the Merit Pay Concept.

ERIC Educational Resources Information Center

Rist, Marilee C.

1983-01-01

A national survey of teachers shows that nearly two-thirds of United States teachers endorse merit pay concept. The survey centered on three areas: pegging salary increases to classroom effectiveness, who should evaluate salary increases, and how to determine raises. (MD)

Improving Teaching Effectiveness: Merit Pay vs. Organizational Culture.

ERIC Educational Resources Information Center

Bushardt, Stephen C.; Fowler, Aubrey R.

1987-01-01

Identifies four conditions which cause merit pay systems to fail to increase teacher performance: lack of skills, the poor timing of rewards, an inability to measure performance; and competing reinforcers. Explains why organizational culture is a more effective mediator of rewards. (SD)

Merit Pay International

ERIC Educational Resources Information Center

Woessmann, Ludger

2011-01-01

American 15-year-olds continue to perform no better than at the industrial-world average in reading and science, and below that in mathematics. According to the results of the 2009 Program for International Student Assessment (PISA) tests, released in December 2010 by the Organisation for Economic Co-operation and Development (OECD), the United…

The Efficacy of Institutionally Dispensed Rewards in Elementary School Teaching.

ERIC Educational Resources Information Center

Kasten, Katherine Lewellyn

1984-01-01

Teachers' attitudes towards incentives should be analyzed before programs involving such incentives as merit pay or master teachers are implemented. Elementary school teachers were interviewed to help identify the value and effectiveness of institutional rewards. The interaction between personal life events and career choices was also examined.…

Assessing Meritorious Teacher Performance: A Differential Validity Study.

ERIC Educational Resources Information Center

Ellett, Chad D; Capie, William

The Teacher Assessment and Development System (TADS) - Meritorious Teacher Program (MTP) FORM instrument is used in the Dade County Public Schools, Miami, Florida, to evaluate teachers. Its validity for decisions concerning merit pay for master teachers was examined in this study. Specifically, its ability to discriminate between high performing…

Merit Pay Misfires

ERIC Educational Resources Information Center

Ramirez, Al

2011-01-01

Critics argue that the uniform salary schedule is unfair because it promotes mediocrity by rewarding poor performers while failing to recognize outstanding achievement on the job. Advocates for merit pay systems for preK-12 education also contend that the uniform salary schedule ignores the basic purpose of education--student learning. Although…

The Merit of Merit: Notes on the Arguments for and Against Merit Systems.

ERIC Educational Resources Information Center

Fassiotto, Michael E.

The types of merit pay increments and arguments for and against merit increments are reviewed, along with important variables a college should address when considering merit increments. The least common system at colleges and universities today is that of determining the entire faculty salary on the basis of merit. Most common at the university…

Research on the Effects of Rewards: Implications for Annual Merit Pay.

ERIC Educational Resources Information Center

Burke, Richard R.

Some research suggests reduced cooperation and collaboration among college faculty may result when annual pay increments are based on merit evaluations. Various theories and principles have been put forward to explain these effects. The overjustification theory suggests that extrinsically presented rewards become more salient than one's intrinsic…

NASFAA's Cash for College.

ERIC Educational Resources Information Center

National Association of Student Financial Aid Administrators, Washington, DC.

This guide advises students about college costs and how to pay them. The booklet explains financial aid and how it can help a student reach his or her educational goals. Merit-based and need-based aid programs are described, and the family's expected financial contribution is explained. The process of obtaining and completing the Free Application…

Merit Pay for Teachers. ERS Report.

ERIC Educational Resources Information Center

Educational Research Service, Arlington, VA.

This report is one of three companion reports of the results of a study on merit pay and incentive plans for teachers, and for administrators and support personnel as well. The data in these studies are reported separately by four school system enrollment groups (large, medium, small, and very small) and, in many tables, by eight geographic…

Merit Pay and Job Enlargement as Reforms: Incentives, Implementation, and Teacher Response.

ERIC Educational Resources Information Center

Firestone, William A.

1991-01-01

Based on intensive case studies of two school districts, this study compared two teacher work reforms: merit pay and job enlargement. Interviews with 64 teachers and 53 administrators, supplemented by over 1,300 survey responses, indicate the efficacy of each approach and the potential advantages of job enlargement. (SLD)

Islands Unto Themselves: How Merit Pay Schemes May Undermine Positive Teacher Collaboration

ERIC Educational Resources Information Center

Brewer, T. Jameson; Myers, P. S.; Zhang, Michael

2015-01-01

Educational reforms have become the new policy mainstay in educational discourse and policy. Without doubt, "fixing" teachers and increasing student test scores have both been a large component of much of the reform rhetoric. Moreover, calls for implementing merit pay schemes have uniquely combined reformer's efforts to "fix"…

Faculty and Administrator Perspectives of Merit Pay Compensation Systems in Private Higher Education: A Mixed Methods Analysis

ERIC Educational Resources Information Center

Power, Anne L.

2013-01-01

The purpose of this explanatory sequential mixed methods study is to explore faculty and administrator perspectives of faculty merit pay compensation systems in private, higher education institutions. The study focuses on 10 small, private, four-year institutions which are religiously affiliated. All institutions are located in Nebraska, Iowa, and…

Blocked, Diluted, and Co-Opted: Interest Groups Wage War against Merit Pay

ERIC Educational Resources Information Center

Buck, Stuart; Greene, Jay P.

2011-01-01

According to the latest "Education Next" poll, public support for merit pay gained significant ground over the past year and now outdistances opposition by a 2:1 margin. Replacing the standardized salary schedule, where the only factors that determine teacher salaries are the number of years on the job and academic credentials, seems a…

Legal Considerations Regarding Merit Pay Systems.

ERIC Educational Resources Information Center

Twomey, Rosemarie Feuerbach

This paper examines how a merit-pay award may lead to employer liability under the following types of laws: constitutional (federal and state); federal and state statutory law; and the common or case law handed down by the federal and state court judges. First, several court decisions are presented to indicate the status of the law as it is likely…

The Efforts of Educational Interest Groups To Defeat Merit Pay for Teachers in Pennsylvania: 1983-1986.

ERIC Educational Resources Information Center

Fiore, Alice Marie

Efforts of educational interest groups to defeat merit pay for Pennsylvania teachers during 1983-1986 are explored in this case study. Political systems theory and allocative theory provide the conceptual framework. Deutsch's (1973) outline of variables that affect the course of conflict was used to organize indepth personal interviews and a…

Measuring Student Growth within a Merit-Pay Evaluation System: Perceived Effects on Music Teacher Motivation Career Commitment

ERIC Educational Resources Information Center

Munroe, Angela

2017-01-01

In this experimental study, music teachers from a large school district were randomly assigned to one of two hypothetical conditions reflecting different methods for measuring student growth under a merit pay compensation system. In Scenario A, half of a teacher's effectiveness rating was based on student standardized test scores in reading,…

Pay for Performance.

ERIC Educational Resources Information Center

LaFee, Scott

1999-01-01

Top school administrators and school boards across the country are increasingly employing a private-sector incentive: bonus pay for improved (school) performance. Connecticut, Texas, and North Carolina have merit-pay clauses in superintendents' contracts. This article discusses pay-for-performance criteria, increased job expectations, and ethical…

Obama Finding Teacher Support Secure, If Tepid: Policy Rifts Complicate Obama-Teacher Dance

ERIC Educational Resources Information Center

Klein, Alyson

2012-01-01

Ask Antonio White what he thinks of Race to the Top--President Barack Obama's signature K-12 initiative--and the Florida teacher will tell you the competitive-grant program is a "difficult pill to swallow." Merit pay for teachers based partly on student test scores is "a joke," he says. He's also not a fan of expanding charter…

Compensation Reform in the Schools

ERIC Educational Resources Information Center

Laine, Sabrina; Potemski, Amy; Rowland, Cortney

2010-01-01

One of the most frequently discussed topics in education reform circles is teacher pay--how much money teachers make, for what work and who decides teachers' salaries. Over time, educator pay reform has included many different reward structures and goes by as many different names, such as merit pay, performance pay and differentiated pay. The…

The Effectiveness of State Certified, Graduate Degreed, and National Board Certified Teachers as Determined by Student Growth in Reading

ERIC Educational Resources Information Center

Gardner, David Jonathan

2010-01-01

Federal, state, and local government agencies are promoting merit pay systems that are tied to student achievement. The main problem facing governments, school districts, and educators is that money is hard to come by in the current market and choosing where to spend merit pay monies to receive a maximum rate of return on the investment realized…

Knowledge Workers' Perceptions of Performance Ratings

ERIC Educational Resources Information Center

Smith, Alan D.; Rupp, William T.

2004-01-01

One major purpose of performance appraisals is to determine individual merit, especially where pay for performance systems are employed. Based upon expectancy theory, high performance ratings should entail high merit increases while low performance ratings result in low merit increases. However, it appears that decoupling performance ratings and…

Using Outperformance Pay to Motivate Academics: Insiders' Accounts of Promises and Problems

ERIC Educational Resources Information Center

Field, Laurie

2015-01-01

Many researchers have investigated the appropriateness of pay for outperformance, (also called "merit-based pay" and "performance-based pay") for academics, but a review of this body of work shows that the voice of academics themselves is largely absent. This article is a contribution to addressing this gap, summarising the…

A Better Way to Pay: Five Rules for Reforming Teacher Compensation. Backgrounder. No, 2681

ERIC Educational Resources Information Center

Richwine, Jason

2012-01-01

Despite ongoing debates over the adequacy of teacher compensation, the design of merit pay systems, and the structure of pension benefits, there is broad agreement that teacher pay should be designed to recruit--and retain--the highest-quality teachers in a cost-effective manner. Policymakers should avoid across-the-board pay increases, and focus…

Expecting Too Much of Performance Pay?

ERIC Educational Resources Information Center

Johnson, Susan Moore; Papay, John P.

2010-01-01

Pay for performance is not a new idea, and reformers should not ignore the dismal record of merit pay over the past century. Initially adopted with a flourish of expectations during several waves of popularity in the past, every plan eventually fell into disuse. These plans proved to be unexpectedly costly and cumbersome to run. They often…

Reward Merit with Praise.

ERIC Educational Resources Information Center

Andrews, Hans A.

1987-01-01

Describes the efforts of two educational institutions to reward teaching excellence using positive feedback rather than merit pay incentives. An Arizona district, drawing on Herzberg's motivation theories, offers highly individualized rewards ranging from computers to conference money, while an Illinois community college bestows engraved plaques…

Employee Compensation.

ERIC Educational Resources Information Center

Osif, Bonnie A.; Harwood, Richard L.

1995-01-01

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

Toward Objectivity in Faculty Evaluation

ERIC Educational Resources Information Center

Elmore, H. W.

2008-01-01

The productivity of faculty members often figures prominently in annual evaluations, post-tenure reviews, and decisions about tenure, promotion, merit pay, release time, awards, and other kinds of recognition. Yet the procedures and instruments that institutions use to assess productivity and merit vary, leaving little that unifies the evaluation…

The Trouble with Pay for Performance.

ERIC Educational Resources Information Center

Young, I. Phillip

2003-01-01

Structured interviews with 575 administrators and supervisors in 6 school districts finds 8 impediments to school board implementation of an effective merit pay system for these employees: Lack of knowledge, teacher heritage, supervisor's ability, supervisor's motivation, managerial prerogatives, amount of rewards, and type of rewards. Offers…

More on Pay-for-Performance: New Developments in the Field Provide Insights for Policymaking. The Progress of Education Reform. Volume 12, Number 5

ERIC Educational Resources Information Center

Thompson, Barbara; Baumann, Paul

2011-01-01

Whether referred to as "pay-for-performance" (PFP) or "merit pay," attempting to tie educators' compensation to their performance in the classroom and students' performance on high-stakes tests has been a key component of many educator compensation reform efforts in the last five years. This issue looks at PFP systems broadly…

78 FR 60331 - Privacy Act of 1974: System of Records

Federal Register 2010, 2011, 2012, 2013, 2014

2013-10-01

... on Position Classification Appeals, Job Grading Appeals, Retained Grade or Pay Appeals, Fair Labor..., Job Grading Appeals, Retained Grade or Pay Appeals, Fair Labor Standard Act (FLSA) Claims and... appeal or a job grading appeal with the U.S. Office of Personnel Management, Merit System Accountability...

Productivity Pay: A Goal for the '80's.

ERIC Educational Resources Information Center

Stewart, John A.

The enactment of a compensation model that rewards educators' efficiency and creativity is a goal for the current decade. Both inflationary trends and the accountability movement act as motivators for the introduction of a merit pay scale. Current compensation models guarantee income regardless of effort. Through this failure to reward…

The Equal Pay Boondoggle

ERIC Educational Resources Information Center

Lester, Richard A.

1975-01-01

Problems of extending the Equal Pay Act to university faculty are examined in light of the complicated market forces and merit systems affecting faculty appointments and salaries. Solutions to the problem are suggested including guidelines for the Wage and Hour Division of the Department of Labor to use in identifying sex discrimination. (JT)

Is Your Salary Schedule up to Speed?

ERIC Educational Resources Information Center

Neugebauer, Roger

1994-01-01

Presents four key questions for day-care center administrators to consider when evaluating their salary schedules: (1) what are we paying for?; (2) is our pay equitable?; (3) should we offer annual increases?; and (4) should we offer merit raises? Considers various issues raised by these questions, based upon an analysis of over 100 salary…

Rewarding Educators. Info Brief. Number 53

ERIC Educational Resources Information Center

Fuller, Dan; Fitzgerald, Kevin; Allen, Rick

2008-01-01

The issue of merit and incentive pay for educators has champions and critics among educators and policymakers. Proponents cite the need to increase pay for effective teachers who improve student achievement and the need to get the best, most effective educators into high-need districts. Critics cite concerns such as a breakdown in cooperation at…

Improving Education in the Developing World: What Have We Learned from Randomized Evaluations?

PubMed Central

Kremer, Michael; Holla, Alaka

2013-01-01

Across a range of contexts, reductions in education costs and provision of subsidies can boost school participation, often dramatically. Decisions to attend school seem subject to peer effects and time-inconsistent preferences. Merit scholarships, school health programs, and information about returns to education can all cost-effectively spur school participation. However, distortions in education systems, such as weak teacher incentives and elite-oriented curricula, undermine learning in school and much of the impact of increasing existing educational spending. Pedagogical innovations designed to address these distortions (such as technology-assisted instruction, remedial education, and tracking by achievement) can raise test scores at a low cost. Merely informing parents about school conditions seems insufficient to improve teacher incentives, and evidence on merit pay is mixed, but hiring teachers locally on short-term contracts can save money and improve educational outcomes. School vouchers can cost-effectively increase both school participation and learning. PMID:23946865

Model Plan of Merit Pay in Ferment

ERIC Educational Resources Information Center

Honawar, Vaishali

2008-01-01

Denver's performance-pay system for teachers has long been hailed as a model, in good part because it was jointly conceived and implemented by the school district and the local teachers' union. However, that collaborative spirit is now in jeopardy, with union and district leaders engaged in a protracted battle over proposed changes to the system.…

Weighing the Merits. Several States Are implementing Pay-for-Performance Plans

ERIC Educational Resources Information Center

McCabe, Melissa

2005-01-01

Some 37.1 percent of education spending was earmarked for teachers in 2001-02, according to the American Federation of Teachers, and most of that money was paid out using traditional compensation systems. But as expectations for accountability increase, a handful of states are looking to pay-for-performance systems to attract quality…

The Development of an Incentive Pay System for Use at Sue Bennett College.

ERIC Educational Resources Information Center

McLendon, Sandra F.

This paper reports on a study designed to assist in the development of an incentive pay system at Kentucky's Sue Bennett College that would be utilized to recognize merit and performance through increases in faculty salaries. Study procedures to determine the system's elements involved a literature search, a solicitation of input from the Faculty…

Dangerous Mind Games: Are We Ready to Overhaul the Teaching Profession? Education Outlook. No. 4

ERIC Educational Resources Information Center

Dale, Jack D.

2011-01-01

In today's school reform discussions, the teaching profession is often mistakenly viewed as a singular activity. Evaluating teachers for their performance in the classroom assumes that the focus should be on each individual teacher. Merit pay and performance pay both assume that student achievement is the result of only the individual teacher. But…

20 CFR 1002.236 - How is the employee's rate of pay determined when he or she returns from a period of service?

Code of Federal Regulations, 2010 CFR

2010-04-01

... missed. If the merit pay increase that the employee missed during service is based on a skills test or... reemployment position and then give him or her the skills test or examination. No fixed amount of time for... typical time necessary to prepare or study for the test, the duties and responsibilities of the...

Motivating Your Development Staff.

ERIC Educational Resources Information Center

Henderson, Nancy

1996-01-01

Suggestions for motivating institutional advancement staff at colleges and universities include nonfinancial motivators (such as appreciation, team building, empowerment, professional development opportunities, flexibility, and formal recognition) and financial rewards (such as bonuses and merit pay). (DB)

32 CFR 842.118 - Assertable claims.

Code of Federal Regulations, 2011 CFR

2011-07-01

... it merits assertion. Claims for $150 or less need not be asserted; they should be asserted only if... party offers payment and demands a release from the United States before paying damages to the injured...

32 CFR 842.118 - Assertable claims.

Code of Federal Regulations, 2010 CFR

2010-07-01

... it merits assertion. Claims for $150 or less need not be asserted; they should be asserted only if... party offers payment and demands a release from the United States before paying damages to the injured...

Determining Merit Pay for Academic Administrators

ERIC Educational Resources Information Center

Brown, Angela

2014-01-01

Annually, each institution shall report aggregated information on the professional, scholarly and entrepreneurial activities engaged in by the institution's respective faculty using the form prescribed by the chancellor." Please note that under this policy "outside professional services, scholarly services or entrepreneurial activities…

5 CFR 1215.2 - Definitions.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Definitions. 1215.2 Section 1215.2 Administrative Personnel MERIT SYSTEMS PROTECTION BOARD ORGANIZATION AND PROCEDURES DEBT MANAGEMENT Salary Offset... the debt and authorizes the payment of his/her current pay. (h) Salary offset. An administrative...

How Merit Pay Undermines Education.

ERIC Educational Resources Information Center

Ramirez, Al

2001-01-01

Why cannot teachers be "incentivized" like lawyers and salespeople? The seemingly logical link between employee production and compensation is debatable and highly subjective. Educators' jobs involve more than teaching academic subjects and often extend beyond the measurable. Input/output reward systems ignore basic human-motivation…

"Quality Education Is Our Moon Shot": An Interview with Secretary of Education Arne Duncan

ERIC Educational Resources Information Center

Richardson, Joan

2009-01-01

This article presents an interview with Secretary of Education Arne Duncan. In this interview, Duncan talks about the goal for his work leading American schools and how merit pay, charter schools, and mayoral control would improve student learning.

The Logic of Teacher Incentives.

ERIC Educational Resources Information Center

Barro, Stephen M.

Widely endorsed national reports on educational reform have proposed career ladders and merit pay to raise the quality of the teaching force, and hence contribute to educational excellence. This report contends that careful analysis of proposed changes of teacher reward systems has been omitted. The issues requiring attention involve incentive…

Lessons from Enlightened Corporations.

ERIC Educational Resources Information Center

Blankstein, Alan M.

1992-01-01

The formula for improving U.S. schools can be found in the philosophy that helped transform Japanese industry and in Deming's 14 principles, emulated by many corporations. Deming's arguments against appraising individual performance through quotas or numerical goals call into question schools' current grading and merit pay practices. (12…

IRA's for College Savings.

ERIC Educational Resources Information Center

McPherson, Michael S.; Byce, Charles R.

This paper analyzes the merits of proposals to encourage saving for college by permitting families to use funds accumulated in Individual Retirement Accounts (IRA's) to pay postsecondary education expenses. The paper argues that tax treatment of such expenditures might parallel that for expenditures of IRA's for retirement purposes--deferring tax…

Leniency, Learning, and Evaluations.

ERIC Educational Resources Information Center

Palmer, John; And Others

With student evaluations of instructor effectiveness playing an increasingly important role in the determination of merit pay, promotion, and tenure, there is a growing interest in what these evaluations actually measure. Faculty members frequently voice doubts about using student evaluations, because it is not clear to what extent they measure…

In Praise of Monetary Motivation.

ERIC Educational Resources Information Center

Piamonte, John S.

1979-01-01

Although management has built remuneration policies on the belief that money does not motivate personnel, the author states that the best way to encourage high performance is still money if administered correctly. He discusses behavior theories, incentive/contingency principles, the weaknesses of many merit pay schemes, and factors in employee…

Tennessee Extension Agents' Perceptions of Performance Appraisal

ERIC Educational Resources Information Center

Donaldson, Joseph L.; French, Russell L.

2013-01-01

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

Paying Faculty Members What They Are Worth.

ERIC Educational Resources Information Center

Breslin, Richard D.; Klagholz, Leo F.

1980-01-01

Faculty members at New Jersey's state colleges have begun working under a plan that provides salary increases for meritorious performance. Such merit compensation does not conflict with faculty promotion, nor is it intended to replace cost-of-living increases. However, it does replace government-style guaranteed automatic raises that encourage…

Performance-Based Funding in Public Schools.

ERIC Educational Resources Information Center

Foster, Charles A.; Marquart, Deanna J.

This report examines three performance-based funding (PBF) plans: (1) merit pay for teachers and/or administrators; (2) career ladders; and (3) formula-driven incentive payments to schools. The report contends that present-day problems in public schools result largely from the organizational structure of the educational enterprise. Being based on…

5 CFR 1215.1 - Purpose and scope.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 3 2011-01-01 2011-01-01 false Purpose and scope. 1215.1 Section 1215.1 Administrative Personnel MERIT SYSTEMS PROTECTION BOARD ORGANIZATION AND PROCEDURES DEBT MANAGEMENT Salary Offset... the employee consents to recovery from his/her current pay account. (b) This regulation does not apply...

5 CFR 1215.1 - Purpose and scope.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Purpose and scope. 1215.1 Section 1215.1 Administrative Personnel MERIT SYSTEMS PROTECTION BOARD ORGANIZATION AND PROCEDURES DEBT MANAGEMENT Salary Offset... the employee consents to recovery from his/her current pay account. (b) This regulation does not apply...

Recommendations for Improving the Career Opportunities of Teachers in the Charlotte-Mecklenburg Schools: A Constructive Alternative to Merit Pay.

ERIC Educational Resources Information Center

Schlechty, Phillip; And Others

1984-01-01

Offers recommendations for developing a system of teacher staffing and evaluation that would improve teacher performance and the state of education in general. Discusses incentive and reward systems, performance evaluation, career advancement and enrichment, and other issues. (KH)

The Right to Learn

ERIC Educational Resources Information Center

Pluviose, David

2011-01-01

Getting an appointment with Secretary of Education Arne Duncan is challenging, and it's also a challenge to put Duncan in an ideological box. Though he champions education reforms favored by Republicans such as charter schools and teacher merit pay, his opposition to school vouchers and his solid working relationship with teachers unions keep him…

Objective Testing To Assess Teacher Competency: Emerging Legal Issues.

ERIC Educational Resources Information Center

Beckham, Joseph C.

Use of nationally standardized tests to determine teacher competency continues to be a subject for review in state and federal courts. School district policies have promoted minimum score requirements as a basis for employment decisions concerning certification, hiring, renewal, promotion, and merit pay. Legal challenges to these policies focus…

The Class War We Can't Afford to Lose.

ERIC Educational Resources Information Center

Keisling, Phil

1982-01-01

Argues that two of the major causes of the current state of public education are the nature of teacher education and the strength of teachers' unions. His solutions include parental control of schools, academic requirements, abolishing tenure and credentialism, merit pay for teachers, and dismissal of incompetent teachers. (SK)

Dollars and Sense

ERIC Educational Resources Information Center

Teacher Magazine, 2005

2005-01-01

For the first time, the push to quantify achievement is starting to cross over to financial matters. Support for teachers themselves, is taking on new meaning in an era of accountability as a handful of states are breaking the longstanding merit-pay taboo by linking raises with student performance. And as standards have made individual teachers…

Who Should We Help? The Negative Social Consequences of Merit Scholarships.

ERIC Educational Resources Information Center

Heller, Donald E., Ed.; Marin, Patricia, Ed.

This is a collection of papers from a 2001 symposium at Harvard University entitled "State Merit Aid Programs: College Access and Equity." After a Foreword by Gary Orfield, the seven papers are (1) "State Merit Scholarship Programs: An Introduction" (Donald E. Heller); (2) "Merit Scholarships and College Access: Evidence…

Rural Areas Perceive Policy Tilt

ERIC Educational Resources Information Center

McNeil, Michele

2009-01-01

When U.S. Secretary of Education Arne Duncan talks about using merit pay to attract the best teachers to the classroom, he probably doesn't have in mind a place like Richmond County, North Carolina. In this rural community where the unemployment rate is nearly 14 percent and there's no movie theater for miles around, school administrators say…

Career Ladders and the Professionalization of Teaching: Down the Up Staircase.

ERIC Educational Resources Information Center

Dunwell, Robert R.

School systems interested in improving teacher performance, effectiveness, and job satisfaction while reducing turnover rates might do better to seek ways to enhance the intrinsic rewards of teaching rather than implement such extrinsic motivators as merit pay plans and career ladders. A review of the research literature brings several important…

A Failed Marriage between Standardization and Incentivism: Divergent Perspectives on Performance-Based Compensation in Shanghai

ERIC Educational Resources Information Center

La Londe, Priya G.

2017-01-01

The Chinese province of Shanghai has gained international recognition as a high performing education system with strong teaching and learning outcomes. One accountability mechanism in Shanghai's education reform strategy is statewide performance-based compensation (PBC), also known as performance- or merit pay. Providing a first time account of…

ACCT Trustee Quarterly; Volume 9, Numbers 1-4, 1984-1985.

ERIC Educational Resources Information Center

Hutchins, Sally, Ed.

1985-01-01

These four issues of "ACCT Trustee Quarterly" contain articles on topics of current concern to community college trustees. The first issue contains the report of the Ad Hoc Committee on Excellence in Education of the Illinois Community College Trustees Association, and articles on merit pay in higher education, underrepresentation of…

Motivation and Organizational Incentives for High Vitality Teachers: A Qualitative Perspective.

ERIC Educational Resources Information Center

Sederberg, Charles H.; Clark, Shirley M.

1990-01-01

Minnesota teachers of the year (N=18) were interviewed to identify motivation and organizational incentives for exemplary classroom performance. Values and role behaviors of high-vitality teachers differ from those assumed by rational management models calling for incentives such as increased academic preparation, career ladders, and merit pay.…

Pop Culture in America.

ERIC Educational Resources Information Center

White, David Manning, Ed.

The nature of today's popular culture, its place in American life, and its merit or lack of it are the themes of these essays from "The New York Times Magazine." Introductory essays discuss the use of leisure time, paying the cost of the arts, and whether American society can be considered "cultured." Subsequent essays discuss the nature of radio…

Gender Equity in Teachers' Salaries: A Multilevel Approach.

ERIC Educational Resources Information Center

Lee, Valerie E.; Smith, Julia B.

1990-01-01

Gender differences related to salaries were studied using 4,802 male and 4,092 female secondary school teachers in 377 high schools involved in the Administrator and Teacher Survey of the High School and Beyond study. Data analyses covered Catholic schools, other private schools, qualification differences, market conditions, merit pay, and faculty…

A Nation at Risk to Win the Future: The State of Public Education in the U.S.

ERIC Educational Resources Information Center

Scott, Timothy

2011-01-01

Mounting evidence is exposing how merit pay incentives, charter schools, vocational curriculum, and high-stakes testing regimes do not fulfill their purported objectives, and instead are enormously detrimental to students, education workers, marginalized groups, social equality and ultimately the collective good. While the wealthy continue to…

Determinants of Coauthorship for the Most Productive Authors of Accounting Literature

ERIC Educational Resources Information Center

Rutledge, Robert; Karim, Khondkar

2009-01-01

All business faculty should be interested in the circumstances under which the most productive academic authors publish their work. This is because success in publishing connects closely with universities' decisions on tenure and promotion and with opportunities for merit-based pay increases and alternative employment. The purpose of the present…

Examining Student Rating of Teaching Effectiveness Using FACETS

ERIC Educational Resources Information Center

Mat Daud, Nuraihan; Abu Kassim, Noor Lide

2011-01-01

Students' evaluations of teaching staff can be considered high-stakes, as they are often used to determine promotion, reappointment, and merit pay to academics. Using Facets, the reliability and validity of one student rating questionnaire is analysed. A total of 13,940 respondents of the Human Science Division of International Islamic University…

Development and Evolution of Agriculturally Related Merit Badges Offered by the Boy Scouts of America

ERIC Educational Resources Information Center

Terry, Robert, Jr.

2013-01-01

Badges of Merit have been a primary component of Scouting programs since the inception of the movement more than 100 years ago. The diverse range of subjects for merit badges has included 32 programs relating directly to agriculture. The focus of this historical research was to identify when agriculturally related merit badges were introduced,…

How Effective Are Self- and Peer Assessment of Oral Presentation Skills Compared with Teachers' Assessments?

ERIC Educational Resources Information Center

De Grez, Luc; Valcke, Martin; Roozen, Irene

2012-01-01

Assessment of oral presentation skills is an underexplored area. The study described here focuses on the agreement between professional assessment and self- and peer assessment of oral presentation skills and explores student perceptions about peer assessment. The study has the merit of paying attention to the inter-rater reliability of the…

The Hub and the Spokes: Foundations, Intermediary Organizations, Incentivist Reforms, and the Politics of Research Evidence

ERIC Educational Resources Information Center

Scott, Janelle; Jabbar, Huriya

2014-01-01

The rise in the influence of and spending by educational philanthropists and foundations over the past two decades, especially in the area of market-based reforms, such as charter schools, vouchers, and merit pay, is evident across the United States. Largely due to philanthropic investments, relatively new educational intermediary organizations…

Marketing Merit Aid: The Response of Flagship Campuses to State Merit Aid Programs

ERIC Educational Resources Information Center

Ness, Erik C.; Lips, Adam J. A.

2011-01-01

This study examines the differences in the portfolio of institutional scholarships and the marketing of these awards between flagship campuses with and without state merit aid programs. Using content analysis techniques to analyze institutional websites of the 16 Southern Regional Education Board (SREB) flagship campuses, three thematic responses…

Examining the Impact of a Highly Targeted State Administered Merit Aid Program on Brain Drain: Evidence from a Regression Discontinuity Analysis of Missouri's Bright Flight Program

ERIC Educational Resources Information Center

Harrington, James R.; Muñoz, José; Curs, Bradley R.; Ehlert, Mark

2016-01-01

The adoption of state-funded merit-based aid programs has become increasingly popular among policy-makers, particularly in the southeastern part of the United States. One of the primary rationales of state-funded merit-based aid is to provide scholarships to the best and brightest students as a means to retain high quality human capital in the…

Weighing in on the Teacher Merit Pay Debate. Notes

ERIC Educational Resources Information Center

Froese-Germain, Bernie

2011-01-01

First the good news. There's a growing consensus that the quality of teachers and teaching is a major factor--some would say the most important school-based factor--in the quality of student learning. In sum (and this comes as no surprise to the teaching profession), good teaching matters. The bad news is that, in this highly charged climate of…

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…

Merit Pay, Scientific Production and Comision Nacional Evaluadora de la Acitividad Investigadora del Profesorado Universitario

ERIC Educational Resources Information Center

Polo, Gema; de las Heras, Gustavo

2008-01-01

Some authors have given the CNEAI (National Commission for the Evaluation of Research Activity) a notorious role in the promotion of scientific research in Spain when considering the requirements for this institution as one of the essential elements in the increase of the Spanish scientific production in the last few years. We hereby expose that…

The Influence of Test-Based Accountability Policies on Teacher Stress and Instructional Practices: A Moderated Mediation Model

ERIC Educational Resources Information Center

von der Embse, Nathaniel P.; Schoemann, Alexander M.; Kilgus, Stephen P.; Wicoff, Maribeth; Bowler, Mark

2017-01-01

The present study examined the use of student test performance for merit pay and teacher evaluation as predictive of both educator stress and counterproductive teaching practices, and the moderating role of perceived test value. Structural equation modelling of data from a sample of 7281 educators in a South-eastern state in the United States…

5 CFR 1207.150 - Program accessibility: Existing facilities.

Code of Federal Regulations, 2010 CFR

2010-01-01

... facilities. 1207.150 Section 1207.150 Administrative Personnel MERIT SYSTEMS PROTECTION BOARD ORGANIZATION... CONDUCTED BY THE MERIT SYSTEMS PROTECTION BOARD § 1207.150 Program accessibility: Existing facilities. (a) General. The agency shall operate each program or activity so that the program or activity, when viewed in...

A Prospective Policy Evaluation of the Michigan Merit Award Program.

ERIC Educational Resources Information Center

Bishop, John H.

In 1999 Michigan implemented the Michigan Merit Award program, a program to motivate high school students to take their studies more seriously. The program offers 1-year college scholarships to students who meet or exceed state standards on Michigan Educational Assessment Program (MEAP) tests in reading, mathematics, science, and writing. This…

Medical education resources initiative for teens program in baltimore: A model pipeline program built on four pillars.

PubMed

Mains, Tyler E; Wilcox, Mark V; Wright, Scott M

2016-01-01

Less than 6% of U.S. medical school applicants are African-American. The lack of diversity among physicians, by race as well as other measures, confers a negative impact on the American healthcare system because underrepresented minority (URM) physicians are more likely to practice in underserved communities and deliver more equitable, culturally competent care. MERIT (Medical Education Resources Initiative for Teens) is a nonprofit organization based in Baltimore, Maryland, USA. MERIT prepares URM high school students for health careers by providing a holistic support system for seven consecutive years. The program model, which utilizes weekly Saturday sessions, summer internships, and longitudinal mentoring, is built on four foundational pillars: (1) Ignite the Fire, (2) Illuminate the Path, (3) Create the Toolkit, and (4) Sustain the Desire. Since 2011, MERIT has supported 51 students in the Baltimore City Public School System. For the past two years, 100% (n = 14) of MERIT seniors enrolled in universities, compared to only 20.2% of Baltimore City students overall. While it is too early to know whether MERIT alumni will realize their goals of becoming healthcare professionals, they are currently excelling in universities and over 75% (n = 17) are still planning to pursue graduate degrees in health-related fields. After piloting an effective program model, MERIT now has three key priorities moving forward: (1) Creating a sustainable and thriving organization, (2) increasing the number of scholars the program supports in Baltimore, and (3) expanding MERIT to other cities.

The effects of merit-based financial aid on drinking in college.

PubMed

Cowan, Benjamin W; White, Dustin R

2015-12-01

We study the effect of state-level merit aid programs (such as Georgia's HOPE scholarship) on alcohol consumption among college students. Such programs have the potential to affect drinking through a combination of channels--such as raising students' disposable income and increasing the incentive to maintain a high GPA--that could theoretically raise or lower alcohol use. We find that the presence of a merit-aid program in one's state generally leads to an overall increase in (heavy) drinking. This effect is concentrated among men, students with lower parental education, older students, and students with high college GPA's. Our findings are robust to several alternative empirical specifications including event-study analyses by year of program adoption. Furthermore, no difference in high-school drinking is observed for students attending college in states with merit-aid programs. Copyright © 2015 Elsevier B.V. All rights reserved.

7 CFR 3400.22 - Merit review for education and extension activities.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 7 Agriculture 15 2010-01-01 2010-01-01 false Merit review for education and extension activities...) COOPERATIVE STATE RESEARCH, EDUCATION, AND EXTENSION SERVICE, DEPARTMENT OF AGRICULTURE SPECIAL RESEARCH GRANTS PROGRAM Peer and Merit Review Arranged by Grantees § 3400.22 Merit review for education and...

2009 DOE Vehicle Technologies Program Annual Merit Review

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

none,

2009-10-01

Annual Merit Review and Peer Evaluation Meeting to review the FY2008 accomplishments and FY2009 plans for the Vehicle Technologies Program, and provide an opportunity for industry, government, and academic to give inputs to DOE on the Program with a structured and formal methodology.

Measuring Provider Performance for Physicians Participating in the Merit-Based Incentive Payment System.

PubMed

Squitieri, Lee; Chung, Kevin C

2017-07-01

In 2017, the Centers for Medicare and Medicaid Services began requiring all eligible providers to participate in the Quality Payment Program or face financial reimbursement penalty. The Quality Payment Program outlines two paths for provider participation: the Merit-Based Incentive Payment System and Advanced Alternative Payment Models. For the first performance period beginning in January of 2017, the Centers for Medicare and Medicaid Services estimates that approximately 83 to 90 percent of eligible providers will not qualify for participation in an Advanced Alternative Payment Model and therefore must participate in the Merit-Based Incentive Payment System program. The Merit-Based Incentive Payment System path replaces existing quality-reporting programs and adds several new measures to evaluate providers using four categories of data: (1) quality, (2) cost/resource use, (3) improvement activities, and (4) advancing care information. These categories will be combined to calculate a weighted composite score for each provider or provider group. Composite Merit-Based Incentive Payment System scores based on 2017 performance data will be used to adjust reimbursed payment in 2019. In this article, the authors provide relevant background for understanding value-based provider performance measurement. The authors also discuss Merit-Based Incentive Payment System reporting requirements and scoring methodology to provide plastic surgeons with the necessary information to critically evaluate their own practice capabilities in the context of current performance metrics under the Quality Payment Program.

Teachers' Perception on Pay-for-Performance Programs in Georgia

ERIC Educational Resources Information Center

Mighty, Nardiann Kenisha

2013-01-01

States are implementing performance programs to help reform compensation systems for teachers; however, little is known on teachers' perception on alternative pay plans. Accordingly, this research study examined the types of pay-for-performance programs Georgia teachers prefer by exploring their perceptions of pay for individual performance, pay…

Guidelines for Merit Media Programs.

ERIC Educational Resources Information Center

Kentucky State Dept. of Education, Frankfort. Div. of Instructional Services.

Merit ratings for school media programs that exceed state requirements in Kentucky are explored. Standards for administrative support, facilities, resources, personnel, and programs are provided as well as procedures for conducting a self-study prior to an on-site visit. The self-study instrument which is the major part of the document covers such…

Reward versus Reinforcement Possibilities of the Merit Pay System.

DTIC Science & Technology

1981-01-14

highly idiosyncratic manner, so that a given figure may represent a sufficient wage or bonus for person A and an insufficient wage or bonus for...properties of reinforcers may be stable over certain employee characteristics or job variables. What are these defining charateristics ? Past research...has shown that if members of a group of workers differ on social class or race (Quinn, Staines & McCullough, 1974), educational level (Campbell

Validating "Value Added" in the Primary Grades: One District's Attempts to Increase Fairness and Inclusivity in Its Teacher Evaluation System

ERIC Educational Resources Information Center

Amrein-Beardsley, Audrey; Polasky, Sarah; Holloway-Libell, Jessica

2016-01-01

One urban district in the state of Arizona sought to use an alternative achievement test (i.e., the Northwest Evaluation Association's (NWEA) Measures of Academic Progress for Primary Grades (MAP)) to include more value-added ineligible teachers in the districts' growth and merit pay system. The goal was to allow for its K-2 teachers to be more…

Performance pay improves engagement, progress, and satisfaction in computer-based job skills training of low-income adults

PubMed Central

Koffarnus, Mikhail N.; DeFulio, Anthony; Sigurdsson, Sigurdur O.; Silverman, Kenneth

2018-01-01

Advancing the education of low-income adults could increase employment and income, but adult education programs have not successfully engaged low-income adults. Monetary reinforcement may be effective in promoting progress in adult education. This experiment evaluated the benefits of providing incentives for performance in a job-skills training program for low-income, unemployed adults. Participants worked on Typing and Keypad programs for 7 months. Participants randomly assigned to Group A (n=23) earned hourly and productivity pay on the Typing program (Productivity Pay), but earned only equalized hourly pay on the Keypad program (Hourly Pay). Group B (n=19) participants had the opposite contingencies. Participants worked more on, advanced further on, and preferred their productivity pay program. These results show that monetary incentives can increase performance in a job-skills training program, and indicate that payment in adult education programs should be delivered contingent on performance in the training program instead of simply on attendance. PMID:24114155

Performance pay improves engagement, progress, and satisfaction in computer-based job skills training of low-income adults.

PubMed

Koffarnus, Mikhail N; DeFulio, Anthony; Sigurdsson, Sigurdur O; Silverman, Kenneth

2013-01-01

Advancing the education of low-income adults could increase employment and income, but adult education programs have not successfully engaged low-income adults. Monetary reinforcement may be effective in promoting progress in adult education. This experiment evaluated the benefits of providing incentives for performance in a job-skills training program for low-income, unemployed adults. Participants worked on typing and keypad programs for 7 months. Participants randomly assigned to Group A (n = 23) earned hourly and productivity pay on the typing program (productivity pay), but earned only equalized hourly pay on the keypad program (hourly pay). Group B (n = 19) participants had the opposite contingencies. Participants worked more on, advanced further on, and preferred their productivity pay program. These results show that monetary incentives can increase performance in a job-skills training program, and indicate that payment in adult education programs should be delivered contingent on performance in the training program instead of simply on attendance. © Society for the Experimental Analysis of Behavior.

28 CFR 345.59 - Inmate performance pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Inmate performance pay. 345.59 Section... INDUSTRIES (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.59 Inmate performance pay. Inmate workers for FPI may also receive Inmate Performance Pay for participation in programs where this award is made...

Environmental Science and Engineering Merit Badges: An Exploratory Case Study of a Non-Formal Science Education Program and the U.S. Scientific and Engineering Practices

ERIC Educational Resources Information Center

Vick, Matthew E.; Garvey, Michael P.

2016-01-01

The Boy Scouts of America's Environmental Science and Engineering merit badges are two of their over 120 merit badges offered as a part of a non-formal educational program to U.S. boys. The Scientific and Engineering Practices of the U.S. Next Generation Science Standards provide a vision of science education that includes integrating eight…

Pay-for-performance in nursing homes.

PubMed

Briesacher, Becky A; Field, Terry S; Baril, Joann; Gurwitz, Jerry H

2009-01-01

Information on the impact of pay-for-performance programs is lacking in the nursing home setting. This literature review (1980-2007) identified 13 prior examples of pay-for-performance programs in the nursing home setting: 7 programs were active as of 2007, while 6 had been terminated. The programs were mostly short-lived, varied considerably in the choice of performance measures and pay incentives, and evaluations of the impact were rare.

2008 DOE Hydrogen Program Annual Merit Review and Peer Evaluation Report

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

none,

2008-06-13

This report summarizes comments from the Peer Review Panel at the 2008 DOE Hydrogen Program Annual Merit Review, held on June 9-13, 2008, in Arlington, Virginia. It covers the program areas of hydrogen production and delivery; hydrogen storage; fuel cells; technology validation; safety, codes, and standards; education; systems analysis; and manufacturing.

DOE Hydrogen Program: 2010 Annual Merit Review and Peer Evaluation Report

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

Not Available

This document summarizes the comments provided by peer reviewers on hydrogen and fuel cell projects presented at the FY 2010 U.S. Department of Energy (DOE) Hydrogen Program and Vehicle Technologies Program Annual Merit Review and Peer Evaluation Meeting (AMR), held June 7-11, 2010 in Washington, D.C.

Do Merit-Aid Programs Help States Build Skilled Workforces?

ERIC Educational Resources Information Center

Groen, Jeffrey A.

2011-01-01

One of the major developments in financing undergraduate education in the United States in the past 20 years has been the introduction of broad-based merit-aid programs by state governments. The typical program waives tuition and fees at public colleges and universities for state residents who have attained a respectable grade-point average…

Figures of Merit for Aeronautics Programs and Addition to NASA LARC Fire Station

NASA Technical Reports Server (NTRS)

Harper, Belinda M.

1995-01-01

This report accounts details of two research projects for the Langley Aerospace Research Summer Scholars (LARSS) program. The first project, with the Office of Mission Assurance, involved subjectively predicting the probable success of two aeronautics programs by means of a tool called a Figure of Merit. The figure of merit bases program success on the quality and reliability of the following factors: parts, complexity of research, quality programs, hazards elimination, and single point failures elimination. The second project, for the Office of Safety and Facilities Assurance, required planning, layouts, and source seeking for an addition to the fire house. Forecasted changes in facility layout necessitate this addition which will serve as housing for the fire fighters.

Reinforcing Productivity in a Job-Skills Training Program for Unemployed Substance-Abusing Adults.

PubMed

Subramaniam, Shrinidhi; Everly, Jeffrey J; Silverman, Kenneth

2017-05-01

Chronically unemployed adults may benefit from intensive job-skills training; however, training programs do not always reliably engage participants in mastering skills. This study examined effects of voucher reinforcement for performance on a job-skills training program in the therapeutic workplace. Participants were four unemployed, substance abusing adults who earned monetary vouchers for working on programs targeting typing skills. Participants were exposed to two payment conditions that differed in whether or not pay was dependent on performance in a within-subject reversal design. In the productivity-pay condition, participants earned $8.00 per hour for attending the workplace plus a bonus for performance. In the base-pay condition, participants were paid an hourly wage that was equivalent to the total hourly earnings from the previous productivity-pay condition. Participants completed less work on the typing programs in the base- than the productivity-pay condition, but the amount of time spent in the workroom and the accuracy and rate of typing were not affected by the pay manipulation. All participants reported preferring base pay over productivity pay. Explicit reinforcement of productivity maintains consistent work in training programs, but more aspects of productivity pay need to be refined for effective, efficient, and socially valid implementation with unemployed, substance-abusing adults.

Reinforcing Productivity in a Job-Skills Training Program for Unemployed Substance-Abusing Adults

PubMed Central

Subramaniam, Shrinidhi; Everly, Jeffrey J.; Silverman, Kenneth

2017-01-01

Chronically unemployed adults may benefit from intensive job-skills training; however, training programs do not always reliably engage participants in mastering skills. This study examined effects of voucher reinforcement for performance on a job-skills training program in the therapeutic workplace. Participants were four unemployed, substance abusing adults who earned monetary vouchers for working on programs targeting typing skills. Participants were exposed to two payment conditions that differed in whether or not pay was dependent on performance in a within-subject reversal design. In the productivity-pay condition, participants earned $8.00 per hour for attending the workplace plus a bonus for performance. In the base-pay condition, participants were paid an hourly wage that was equivalent to the total hourly earnings from the previous productivity-pay condition. Participants completed less work on the typing programs in the base- than the productivity-pay condition, but the amount of time spent in the workroom and the accuracy and rate of typing were not affected by the pay manipulation. All participants reported preferring base pay over productivity pay. Explicit reinforcement of productivity maintains consistent work in training programs, but more aspects of productivity pay need to be refined for effective, efficient, and socially valid implementation with unemployed, substance-abusing adults. PMID:28824954

45 CFR 2516.520 - How does a State, Indian tribe, or community-based entity review the merits of an application?

Code of Federal Regulations, 2010 CFR

2010-10-01

... entity review the merits of an application? 2516.520 Section 2516.520 Public Welfare Regulations Relating...-LEARNING PROGRAMS Application Review § 2516.520 How does a State, Indian tribe, or community-based entity review the merits of an application? In reviewing the merits of an application for a subgrant under this...

Air Force Integrated Personnel and Pay System (AFIPPS)

DTIC Science & Technology

2016-03-01

2016 Major Automated Information System Annual Report Air Force Integrated Personnel and Pay System (AFIPPS) Defense Acquisition Management...DSN Fax: 665-1207 Date Assigned: February 1, 2016 Program Information Program Name Air Force Integrated Personnel and Pay System (AFIPPS) DoD...therefore, no Original Estimate has been established. AFIPPS 2016 MAR UNCLASSIFIED 4 Program Description Air Force Integrated Personnel and Pay

Pay for performance in commercial HMOs.

PubMed

Rosenthal, Meredith B; Landon, Bruce E; Normand, Sharon-Lise T; Frank, Richard G; Epstein, Arnold M

2006-11-02

Pay for performance has increasingly become the subject of intense interest and debate, both of which have been heightened as the Centers for Medicare and Medicaid Services moves closer to adopting this approach for Medicare. Although many claims have been made for the effectiveness of this approach, the extent of its national penetration remains unknown. We surveyed a sample of 252 health maintenance organizations (HMOs) (response rate, 96%) drawn from 41 metropolitan areas across the nation about use of pay for performance. We determined the prevalence of pay-for-performance programs, detailed the features of such programs, and examined the adoption of pay for performance as a function of the characteristics of both the health plans and markets. More than half the HMOs, representing more than 80% of persons enrolled, use pay for performance in their provider contracts. Of the 126 health plans with pay-for-performance programs, nearly 90% had programs for physicians and 38% had programs for hospitals. Use of pay for performance was statistically associated with geographic region, use of primary care providers (PCPs) as gatekeepers, use of capitation to pay PCPs, and whether the plans themselves received bonuses or penalties according to performance. Pay for performance is now commonly used by HMOs, especially those that are situated to assign responsibility for a particular patient to a PCP or medical group. As the design of Medicare with pay for performance moves forward, it will be important to leverage the early experience of pay for performance in the commercial market. Copyright 2006 Massachusetts Medical Society.

U.S. Department of Energy Hydrogen and Fuel Cells Program 2011 Annual Merit Review and Peer Evaluation Report

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

Satypal, S.

2011-09-01

This document summarizes the comments provided by peer reviewers on hydrogen and fuel cell projects presented at the FY 2011 U.S. Department of Energy (DOE) Hydrogen Program and Vehicle Technologies Program Annual Merit Review and Peer Evaluation Meeting (AMR), held May 9-13, 2011 in Arlington, Virginia

2010 DOE Hydrogen Program Annual Merit Review and Peer Evaluation Report

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

none,

This report summarizes comments from the Peer Review Panel at the 2010 DOE Hydrogen Program Annual Merit Review, held on June 7-11, 2010, in Washington, DC. It covers the program areas of hydrogen production and delivery; hydrogen storage; fuel cells; manufacturing R&D; technology validation; safety, codes, and standards; education; and systems analysis.

2012 DOE Vehicle Technologies Program Annual Merit Review

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

None

The 2012 DOE Hydrogen Program and Vehicle Technologies Program Annual Merit Review and Peer Evaluation Meeting was held May 14-18, 2012 in Crystal City, Virginia. The review encompassed all of the work done by the Hydrogen Program and the Vehicle Technologies Program: a total of 309 individual activities were reviewed for Vehicle Technologies, by a total of 189 reviewers. A total of 1,473 individual review responses were received for the technical reviews.

Science education in the Boy Scouts of America

NASA Astrophysics Data System (ADS)

Hintz, Rachel Sterneman

This study of science education in the Boy Scouts of America focused on males with Boy Scout experience. The mixed-methods study topics included: merit badge standards compared with National Science Education Standards, Scout responses to open-ended survey questions, the learning styles of Scouts, a quantitative assessment of science content knowledge acquisition using the Geology merit badge, and a qualitative analysis of interview responses of Scouts, Scout leaders, and scientists who were Scouts. The merit badge requirements of the 121 current merit badges were mapped onto the National Science Education Standards: 103 badges (85.12%) had at least one requirement meeting the National Science Education Standards. In 2007, Scouts earned 1,628,500 merit badges with at least one science requirement, including 72,279 Environmental Science merit badges. "Camping" was the "favorite thing about Scouts" for 54.4% of the boys who completed the survey. When combined with other outdoor activities, what 72.5% of the boys liked best about Boy Scouts involved outdoor activity. The learning styles of Scouts tend to include tactile and/or visual elements. Scouts were more global and integrated than analytical in their thinking patterns; they also had a significant intake element in their learning style. Earning a Geology merit badge at any location resulted in a significant gain of content knowledge; the combined treatment groups for all location types had a 9.13% gain in content knowledge. The amount of content knowledge acquired through the merit badge program varied with location; boys earning the Geology merit badge at summer camp or working as a troop with a merit badge counselor tended to acquire more geology content knowledge than boys earning the merit badge at a one-day event. Boys retained the content knowledge learned while earning the merit badge. Scientists, Scout leaders, and Scouts felt that Scouts learned science through participation in the Boy Scout program, both in the merit badge program and also through activities, trips, outdoors, in meetings, and through rank advancement. On an open-ended questionnaire, 75.2% of Scouts reported that doing merit badges helped them do better in school. Scout leaders indicated that the overall Scouting environment introduced boys to science. Scout scientists credited Boy Scouts with providing experiences that interested and/or helped them in their scientific careers.

DOE Hydrogen Program: 2006 Annual Merit Review and Peer Evaluation Report

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

Milliken, J.

This report summarizes comments from the Peer Review Panel at the FY 2006 DOE Hydrogen Program Annual Merit Review, held on May 16-19, 2006, in Arlington, Virginia. The projects evaluated support the Department of Energy and President Bush's Hydrogen Initiative. The results of this merit review and peer evaluation are major inputs used by DOE to make funding decisions. Project areas include hydrogen production and delivery; hydrogen storage; fuel cells; technology validation; safety, codes and standards; education; and systems analysis.

DOE Hydrogen Program: 2005 Annual Merit Review and Peer Evaluation Report

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

Chalk, S. G.

This report summarizes comments from the Peer Review Panel at the FY 2005 DOE Hydrogen Program Annual Merit Review, held on May 23-26, 2005, in Arlington, Virginia. The projects evaluated support the Department of Energy and President Bush's Hydrogen Initiative. The results of this merit review and peer evaluation are major inputs used by DOE to make funding decisions. Project areas include hydrogen production and delivery; hydrogen storage; fuel cells; technology validation; safety, codes and standards; education; and systems analysis.

DOE Hydrogen Program: 2007 Annual Merit Review and Peer Evaluation Report

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

Milliken, J.

This report summarizes comments from the Peer Review Panel at the FY 2007 DOE Hydrogen Program Annual Merit Review, held on May 14-18, 2007, in Washington, D.C. The projects evaluated support the Department of Energy and President Bush's Hydrogen Initiative. The results of this merit review and peer evaluation are major inputs used by DOE to make funding decisions. Project areas include hydrogen production and delivery; hydrogen storage; fuel cells; technology validation; safety, codes and standards; education; and systems analysis.

Teacher Performance Pay Programs and Necessary Communication Actions

ERIC Educational Resources Information Center

Heneman, Herbert G., III; Worth, Robin; Arrigoni, Jessica; Kimball, Steven M.; Milanowski, Anthony

2013-01-01

Teacher performance pay programs have proliferated across the country over the past 20 years. To aid in understanding their many variations, the seven major components of these programs are described. Three examples of teacher performance pay programs are provided for illustration: Denver ProComp, TAP, and Houston ASPIRE. Evidence is mixed on the…

Do we pay our community preceptors? Results from a CERA clerkship directors' survey.

PubMed

Anthony, David; Jerpbak, Christine M; Margo, Katherine L; Power, David V; Slatt, Lisa M; Tarn, Derjung M

2014-03-01

Family medicine clerkships depend heavily on community-based family physician preceptors to teach medical students. These preceptors have traditionally been unpaid, but in recent years some clerkships have started to pay preceptors. This study determines trends in the number and geographic region of programs that pay their community preceptors, identifies reasons programs pay or do not pay, and investigates perceived advantages and disadvantages of payment. We conducted a cross-sectional, electronic survey of 134 family medicine clerkship directors at allopathic US medical schools. The response rate was 62% (83/132 clerkship directors). Nineteen of these (23%) currently pay community preceptors, 11 of whom are located in either New England or the South Atlantic region. Sixty-three percent of programs who pay report that their community preceptors are also paid for teaching other learners, compared to 32% of those programs who do not pay. Paying respondents displayed more positive attitudes toward paying community preceptors, though a majority of non-paying respondents indicated they would pay if they had the financial resources. The majority of clerkships do not pay their community preceptors to teach medical students, but competition from other learners may drive more medical schools to consider payment to help with preceptor recruitment and retention. Medical schools located in regions where there is competition for community preceptors from other medical and non-medical schools may need to consider paying preceptors as part of recruitment and retention efforts.

Resource allocation. The cost of care: two troublesome cases in health care ethics.

PubMed

Armstrong, C R; Whitlock, R

1998-01-01

With the cost of health care rising rapidly, both physicians and administrators regularly face resource allocation decisions. Under these conditions of relative scarcity, the equitable and appropriate distribution of limited resources becomes an ethical as well as a financial issue. Through ethical analysis, physician executives can assist their physician colleagues and fellow administrators to find rationally defensible answers to questions regarding the distribution of limited resources. Six criteria are frequently "weighted in the balance" by ethicists when analyzing whether justice is served in the distribution of a limited resource: need, equality, contribution, ability to pay, effort, and merit. The authors argue that, from an ethical standpoint, the best single criterion upon which one can base an allocation decision is that of merit, defined as the potential to benefit from the investment of additional resources.

75 FR 9544 - Inmate Work and Performance Pay Program

Federal Register 2010, 2011, 2012, 2013, 2014

2010-03-03

... inmate may receive performance pay only for that portion of the month that the inmate was working... Inmate Work and Performance Pay Program AGENCY: Bureau of Prisons, Justice. ACTION: Proposed rule... work and performance pay by removing redundant language and provisions that relate solely to staff...

Integrated Personnel and Pay System-Army Increment 2 (IPPS-A Inc 2)

DTIC Science & Technology

2016-03-01

2016 Major Automated Information System Annual Report Integrated Personnel and Pay System-Army Increment 2 (IPPS-A Inc 2) Defense Acquisition...703-325-3747 DSN Phone: 865-2915 DSN Fax: 221-3747 Date Assigned: May 2, 2014 Program Information Program Name Integrated Personnel and Pay System...Program Description The Integrated Personnel and Pay System-Army (IPPS-A) will provide the Army with an integrated, multi-Component (Active, National

28 CFR 545.31 - Training.

Code of Federal Regulations, 2010 CFR

2010-07-01

... Work and Performance Pay Program § 545.31 Training. The Warden shall ensure that staff receive training on their roles in, and on the operation of, the work and performance pay program. The Warden shall also ensure that the inmate population is informed of the work and performance pay program, and of the...

2014 DOE Hydrogen and Fuel Cells Program Annual Merit Review and Peer Evaluation Report

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

none,

2014-10-01

This report summarizes comments from the Peer Review Panel at the 2014 DOE Hydrogen and Fuel Cells Program Annual Merit Review, held on June 16-20, 2014, in Washington, DC. It covers the program areas of hydrogen production and delivery; hydrogen storage; fuel cells; manufacturing R&D; technology validation; safety, codes, and standards; market transformation; and systems analysis.

2015 DOE Hydrogen and Fuel Cells Program Annual Merit Review and Peer Evaluation Report

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

none,

This report summarizes comments from the Peer Review Panel at the 2015 DOE Hydrogen and Fuel Cells Program Annual Merit Review, held on June 8-12, 2015, in Arlington, Virginia. It covers the program areas of hydrogen production and delivery; hydrogen storage; fuel cells; manufacturing R&D; technology validation; safety, codes, and standards; market transformation; and systems analysis.

2012 DOE Hydrogen and Fuel Cells Program Annual Merit Review and Peer Evaluation Report

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

none,

2012-09-01

This report summarizes comments from the Peer Review Panel at the 2012 DOE Hydrogen and Fuel Cells Program Annual Merit Review, held on May 14-18, 2012, in Arlington, Virginia. It covers the program areas of hydrogen production and delivery; hydrogen storage; fuel cells; manufacturing R&D; technology validation; safety, codes, and standards; education; market transformation; and systems analysis.

2011 DOE Hydrogen and Fuel Cells Program Annual Merit Review and Peer Evaluation Report

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

none,

2011-09-01

This report summarizes comments from the Peer Review Panel at the 2011 DOE Hydrogen and Fuel Cells Program Annual Merit Review, held on May 9-13, 2011, in Arlington, Virginia. It covers the program areas of hydrogen production and delivery; hydrogen storage; fuel cells; manufacturing R&D; technology validation; safety, codes, and standards; education; market transformation; and systems analysis.

An Optimization Model for the Allocation of University Based Merit Aid

ERIC Educational Resources Information Center

Sugrue, Paul K.

2010-01-01

The allocation of merit-based financial aid during the college admissions process presents postsecondary institutions with complex and financially expensive decisions. This article describes the application of linear programming as a decision tool in merit based financial aid decisions at a medium size private university. The objective defined for…

Examining the Impact of State Level Merit-Aid Policies on Advanced Placement Participation

ERIC Educational Resources Information Center

Kramer, Dennis A., II

2016-01-01

This study examines the impact of merit-aid programs on secondary course taking patterns. Specifically, this study uses difference-in-differences to analyze state-level Advanced Placement (AP) participation and examination data pre and post merit-aid adoption. Results indicate increases in AP participation and number of total examinations after…

Merit Aid in North Carolina: A Case Study of a "Nonevent"

ERIC Educational Resources Information Center

Ness, Erik C.; Mistretta, Molly A.

2010-01-01

Since the adoption of Georgia's HOPE (Helping Outstanding Pupils Educationally) scholarship program, seven additional Southeastern states have adopted similar merit-based financial aid programs, most of which are also funded by state lotteries. This study examines why North Carolina after adopting a state lottery in 2005 did not allocate its…

Marine Corps Pay Incentives

DTIC Science & Technology

Marines from 2000 to 2017. The thesis includes a literature review on economic theory related to pay incentives in the Department of Defense, a...The purpose of this thesis to provide the Marine Corps with a comprehensive report on pay incentive programs and special pay that were available to...summarization of pay incentive categories, a data analysis on take-up rates and average annual amounts at the end of each fiscal year, and a program review

Faculty performance evaluation in accredited U.S. public health graduate schools and programs: a national study.

PubMed

Gimbel, Ronald W; Cruess, David F; Schor, Kenneth; Hooper, Tomoko I; Barbour, Galen L

2008-10-01

To provide baseline data on evaluation of faculty performance in U.S. schools and programs of public health. The authors administered an anonymous Internet-based questionnaire using PHP Surveyor. The invited sample consisted of individuals listed in the Council on Education for Public Health (CEPH) Directory of Accredited Schools and Programs of Public Health. The authors explored performance measures in teaching, research, and service, and assessed how faculty performance measures are used. A total of 64 individuals (60.4%) responded to the survey, with 26 (40.6%) reporting accreditation/reaccreditation by CEPH within the preceding 24 months. Although all schools and programs employ faculty performance evaluations, a significant difference exists between schools and programs in the use of results for merit pay increases and mentoring purposes. Thirty-one (48.4%) of the organizations published minimum performance expectations. Fifty-nine (92.2%) of the respondents counted number of publications, but only 22 (34.4%) formally evaluated their quality. Sixty-two (96.9%) evaluated teaching through student course evaluations, and only 29 (45.3%) engaged in peer assessment. Although aggregate results of teaching evaluation are available to faculty and administrators, this information is often unavailable to students and the public. Most schools and programs documented faculty service activities qualitatively but neither assessed it quantitatively nor evaluated its impact. This study provides insight into how schools and programs of public health evaluate faculty performance. Results suggest that although schools and programs do evaluate faculty performance on a basic level, many do not devote substantial attention to this process.

Overall quality of life and difficulty paying for ostomy supplies in the Veterans Affairs ostomy health-related quality of life study: an exploratory analysis.

PubMed

Coons, Stephen Joel; Chongpison, Yuda; Wendel, Christopher S; Grant, Marcia; Krouse, Robert S

2007-09-01

To explore whether there was a significant relationship between difficulty paying for ostomy supplies and overall quality of life among a sample of ostomates receiving care from the Veterans Health Administration (VHA). The data were collected as part of the Veterans Affairs (VA) Ostomy Health-Related Quality of Life Study, in which 511 respondents (239 cases, 272 controls) completed a survey instrument that included the modified City of Hope Quality of Life (mCOH-QOL) Ostomy questionnaire, SF-36V, and sociodemographic items. Responses from the 239 cases (ie, patients with intestinal stomas) were used in this analysis. The modified City of Hope Quality of Life Ostomy questionnaire item, "How good is your overall quality of life?," was the dependent variable for this analysis. The primary independent variable was the response (yes/no) to the item, "If you pay for any of the (ostomy) costs, is it difficult for you?" A hierarchical regression model was used to examine whether difficulty paying was significantly related to overall quality of life after adjusting for age, income, race/ethnicity, and physical health. After accounting for the proportion of variance explained by age, income, race/ethnicity, and physical health, the additional proportion of variance explained by difficulty paying was statistically significant. Individuals reporting difficulty paying had a roughly 1 point lower (ie, beta-coefficient = -1.052; SE = 0.481) overall quality of life score on the 11-point scale. We found a significant association between difficulty paying for ostomy supplies and overall quality of life. Although the cross-sectional study design does not allow causal inference, the results suggest a relationship that merits further examination.

U.S. Department of Energy Hydrogen and Fuel Cells Program 2012 Annual Merit Review and Peer Evaluation Report: May 14-18, 2012, Arlington, VA

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

Not Available

2012-09-01

This document summarizes the comments provided by peer reviewers on hydrogen and fuel cell projects presented at the fiscal year (FY) 2012 U.S. Department of Energy (DOE) Hydrogen and Fuel Cells Program and Vehicle Technologies Program Annual Merit Review and Peer Evaluation Meeting (AMR), held May 14-18, 2012, in Arlington, VA.

In Tanzania, the many costs of pay-for-performance leave open to debate whether the strategy is cost-effective.

PubMed

Borghi, Josephine; Little, Richard; Binyaruka, Peter; Patouillard, Edith; Kuwawenaruwa, August

2015-03-01

Pay-for-performance programs in health care are widespread in low- and middle-income countries. However, there are no studies of these programs' costs or cost-effectiveness. We conducted a cost-effectiveness analysis of a pay-for-performance pilot program in Tanzania and modeled costs of its national expansion. We reviewed project accounts and reports, interviewed key stakeholders, and derived outcomes from a controlled before-and-after study. In 2012 US dollars, the financial cost of the pay-for-performance pilot was $1.2 million, and the economic cost was $2.3 million. The incremental cost per additional facility-based birth ranged from $540 to $907 in the pilot and from $94 to $261 for a national program. In a low-income setting, the costs of managing the program and generating and verifying performance data were substantial. Pay-for-performance programs can stimulate the generation and use of health information by health workers and managers for strategic planning purposes, but the time involved could divert attention from service delivery. Pay-for-performance programs may become more cost-effective when integrated into routine systems over time. Project HOPE—The People-to-People Health Foundation, Inc.

Teacher Incentive Pay Programs: Characteristics and Association with Instructional Practices

ERIC Educational Resources Information Center

Liang, Guodong

2011-01-01

This dissertation research examined the characteristics of teacher incentive pay programs in the state of Missouri and across the nation in the United States. The purposes of this study were (a) to examine the characteristics of districts that offered performance-related pay (PRP) programs and teachers who received PRP awards in 2007 using the…

Military Compensation: Additional Actions Are Needed to Better Manage Special and Incentive Pay Programs

DTIC Science & Technology

2017-02-01

services largely applied key principles of effective human capital management in the design of their S&I pay programs for nuclear propulsion...aviation, and cybersecurity occupations. However, the application of these key principles varied by service and occupation. Only the Navy’s S&I pay...programs for nuclear propulsion and aviation fully addressed all seven principles ; programs for other occupations and services generally exhibited a

"Education Will Get You to the Station": Marginalized Students' Experiences and Perceptions of Merit in Accessing University

ERIC Educational Resources Information Center

James, Carl E.; Taylor, Leanne

2008-01-01

This article explores how four minority students in a university access program reconciled their presence on merit. They shared their experiences over two years through their application statements, life history interviews, weekly group sessions, and personal journal entries. Consistent with the discourse of merit, participants believed that by…

Optimal Incentives for Public Sector Workers: The Case of Teacher-Designed Incentive Pay in Texas. Working Paper 2009-05

ERIC Educational Resources Information Center

Taylor, Lori L.; Springer, Matthew G.

2009-01-01

Pay for performance is a popular public education reform, and millions of dollars are currently being targeted for pay for performance programs. These reforms are popular because economic and management theories suggest that well-designed incentive pay programs could improve teacher effectiveness. There is little evidence about the characteristics…

Recommended Experimental Procedures for Evaluation of Abrupt Wing Stall Characteristics

NASA Technical Reports Server (NTRS)

Capone, F. J.; Hall, R. M.; Owens, D. B.; Lamar, J. E.; McMillin, S. N.

2003-01-01

This paper presents a review of the experimental program under the Abrupt Wing Stall (AWS) Program. Candidate figures of merit from conventional static tunnel tests are summarized and correlated with data obtained in unique free-to-roll tests. Where possible, free-to-roll results are also correlated with flight data. Based on extensive studies of static experimental figures of merit in the Abrupt Wing Stall Program for four different aircraft configurations, no one specific figure of merit consistently flagged a warning of potential lateral activity when actual activity was seen to occur in the free-to-roll experiments. However, these studies pointed out the importance of measuring and recording the root mean square signals of the force balance.

41 CFR 105-56.025 - Definitions.

Code of Federal Regulations, 2010 CFR

2010-07-01

... GSA provides financial support services to the other agency on a reimbursable basis. Financial support... programs, including contributions to the Thrift Savings Plan (TSP); premiums for life (excluding amounts...) Pay means basic pay, special pay, incentive pay, retired pay, retainer pay, or in the case of an...

Influence of pay-for-performance programs on information technology use among child health providers: the devil is in the details.

PubMed

Menachemi, Nir; Struchen-Shellhorn, Wendy; Brooks, Robert G; Simpson, Lisa

2009-01-01

Pay-for-performance programs are used to promote improved health care quality, often through increased use of health information technology. However, little is known about whether pay-for-performance programs influence the adoption of health information technology, especially among child health providers. This study explored how various pay-for-performance compensation methods are related to health information technology use. Survey data from 1014 child health providers practicing in Florida were analyzed by using univariate and multivariate techniques. Questions asked about the adoption of electronic health records and personal digital assistants, as well as types of activities that affected child health provider compensation or income. The most common reported method to affect respondents' compensation was traditional productivity or billing (78%). Of the pay-for-performance-related methods of compensation, child health providers indicated that measures of clinical care (41%), patient surveys and experience (34%), the use of health information technology (29%), and quality bonuses or incentives (27%) were a major or minor factor in their compensation. In multivariate logistic regression analyses, only pay-for-performance programs that compensated directly for health information technology use were associated with an increased likelihood of electronic health record system adoption. Pay-for-performance programs linking measures of clinical quality to compensation were positively associated with personal digital assistant use among child health providers. Pay-for-performance programs that do not directly emphasize health information technology use do not influence the adoption of electronic health records among Florida physicians treating children. Understanding how different pay-for-performance compensation methods incentivize health information technology adoption is important for improving quality.

28 CFR 345.51 - Inmate pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Inmate pay. 345.51 Section 345.51... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.51 Inmate pay. (a) Grade levels. Inmate workers in FPI locations receive pay at five levels ranging from 5th grade pay (lowest) to 1st grade pay...

Does Merit-Based Aid Improve College Affordability? Testing the Bennett Hypothesis in the Era of Merit-Based Aid

ERIC Educational Resources Information Center

Lee, Jungmin

2016-01-01

This study tested the Bennett hypothesis by examining whether four-year colleges changed listed tuition and fees, the amount of institutional grants per student, and room and board charges after their states implemented statewide merit-based aid programs. According to the Bennett hypothesis, increases in government financial aid make it easier for…

Public Entrepreneurs and the Adoption of Broad-Based Merit Aid beyond the Southeastern United States

ERIC Educational Resources Information Center

Ingle, William Kyle; Petroff, Ruth Ann

2013-01-01

The concentration of broad-based merit aid adoption in the southeastern United States has been well noted in the literature. However, there are states that have adopted broad-based merit aid programs outside of the Southeast. Guided by multiple theoretical frameworks, including innovation diffusion theory (e.g., Gray, 1973, 1994; Rogers, 2003),…

28 CFR 345.56 - Vacation pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Vacation pay. 345.56 Section 345.56... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.56 Vacation pay. Inmate workers are granted FPI vacation pay by the SOI when their continued good work performance justifies such pay, based on...

28 CFR 345.52 - Premium pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Premium pay. 345.52 Section 345.52... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.52 Premium pay. Payment of premium pay to... inmates at a location. (a) Eligibility. Inmates in first grade pay status may be considered for premium...

An official American Thoracic Society policy statement: pay-for-performance in pulmonary, critical care, and sleep medicine.

PubMed

Kahn, Jeremy M; Scales, Damon C; Au, David H; Carson, Shannon S; Curtis, J Randall; Dudley, R Adams; Iwashyna, Theodore J; Krishnan, Jerry A; Maurer, Janet R; Mularski, Richard; Popovich, John; Rubenfeld, Gordon D; Sinuff, Tasnim; Heffner, John E

2010-04-01

Pay-for-performance is a model for health care financing that seeks to link reimbursement to quality. The American Thoracic Society and its members have a significant stake in the development of pay-for-performance programs. To develop an official ATS policy statement addressing the role of pay-for-performance in pulmonary, critical care and sleep medicine. The statement was developed by the ATS Health Policy Committee using an iterative consensus process including an expert workshop and review by ATS committees and assemblies. Pay-for-performance is increasingly utilized by health care purchasers including the United States government. Published studies generally show that programs result in small but measurable gains in quality, although the data are heterogeneous. Pay-for-performance may result in several negative consequences, including the potential to increase costs, worsen health outcomes, and widen health disparities, among others. Future research should be directed at developing reliable and valid performance measures, increasing the efficacy of pay-for-performance programs, minimizing negative unintended consequences, and examining issues of costs and cost-effectiveness. The ATS and its members can play a key role in the design and evaluation of these programs by advancing the science of performance measurement, regularly developing quality metrics alongside clinical practice guidelines, and working with payors to make performance improvement a routine part of clinical practice. Pay-for-performance programs will expand in the coming years. Pulmonary, critical care and sleep practitioners can use these programs as an opportunity to partner with purchasers to improve health care quality.

Student evaluations of teaching: teaching quantitative courses can be hazardous to one’s career

PubMed Central

Smibert, Dylan

2017-01-01

Anonymous student evaluations of teaching (SETs) are used by colleges and universities to measure teaching effectiveness and to make decisions about faculty hiring, firing, re-appointment, promotion, tenure, and merit pay. Although numerous studies have found that SETs correlate with various teaching effectiveness irrelevant factors (TEIFs) such as subject, class size, and grading standards, it has been argued that such correlations are small and do not undermine the validity of SETs as measures of professors’ teaching effectiveness. However, previous research has generally used inappropriate parametric statistics and effect sizes to examine and to evaluate the significance of TEIFs on personnel decisions. Accordingly, we examined the influence of quantitative vs. non-quantitative courses on SET ratings and SET based personnel decisions using 14,872 publicly posted class evaluations where each evaluation represents a summary of SET ratings provided by individual students responding in each class. In total, 325,538 individual student evaluations from a US mid-size university contributed to theses class evaluations. The results demonstrate that class subject (math vs. English) is strongly associated with SET ratings, has a substantial impact on professors being labeled satisfactory vs. unsatisfactory and excellent vs. non-excellent, and the impact varies substantially depending on the criteria used to classify professors as satisfactory vs. unsatisfactory. Professors teaching quantitative courses are far more likely not to receive tenure, promotion, and/or merit pay when their performance is evaluated against common standards. PMID:28503380

Student evaluations of teaching: teaching quantitative courses can be hazardous to one's career.

PubMed

Uttl, Bob; Smibert, Dylan

2017-01-01

Anonymous student evaluations of teaching (SETs) are used by colleges and universities to measure teaching effectiveness and to make decisions about faculty hiring, firing, re-appointment, promotion, tenure, and merit pay. Although numerous studies have found that SETs correlate with various teaching effectiveness irrelevant factors (TEIFs) such as subject, class size, and grading standards, it has been argued that such correlations are small and do not undermine the validity of SETs as measures of professors' teaching effectiveness. However, previous research has generally used inappropriate parametric statistics and effect sizes to examine and to evaluate the significance of TEIFs on personnel decisions. Accordingly, we examined the influence of quantitative vs. non-quantitative courses on SET ratings and SET based personnel decisions using 14,872 publicly posted class evaluations where each evaluation represents a summary of SET ratings provided by individual students responding in each class. In total, 325,538 individual student evaluations from a US mid-size university contributed to theses class evaluations. The results demonstrate that class subject (math vs. English) is strongly associated with SET ratings, has a substantial impact on professors being labeled satisfactory vs. unsatisfactory and excellent vs. non-excellent, and the impact varies substantially depending on the criteria used to classify professors as satisfactory vs. unsatisfactory. Professors teaching quantitative courses are far more likely not to receive tenure, promotion, and/or merit pay when their performance is evaluated against common standards.

Teacher Opinions on Performance Pay: Evidence from India

ERIC Educational Resources Information Center

Muralidharan, Karthik; Sundararaman, Venkatesh

2011-01-01

The practical viability of performance-based pay programs for teachers depends critically on the extent of support the idea will receive from teachers. We present evidence on teacher opinions with regard to performance-based pay from teacher interviews conducted in the context of an experimental evaluation of a program that provided…

Characteristics and Determinants of Teacher-Designed Pay for Performance Plans: Evidence from Texas' Governor's Educator Excellence Grant (GEEG) Program. Working Paper 2008-26

ERIC Educational Resources Information Center

Taylor, Lori L.; Springer, Matthew G.; Ehlert, Mark

2008-01-01

This study describes the teacher pay for performance plans designed and implemented by the public schools participating in the Governor's Educator Excellence Grant (GEEG) program in Texas. GEEG is a federally funded, incentive pay program that awarded non-competitive grants, ranging from $60,000 to $220,000 each year for three years, to 99 Texas…

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.

Use of Provider-Level Dashboards and Pay-for-Performance in Venous Thromboembolism Prophylaxis*

PubMed Central

Michtalik, Henry J.; Carolan, Howard T.; Haut, Elliott R.; Lau, Brandyn D.; Streiff, Michael B.; Finkelstein, Joseph; Pronovost, Peter J.; Durkin, Nowella; Brotman, Daniel J.

2014-01-01

Background Despite safe and cost-effective venous thromboembolism (VTE) prevention measures, VTE prophylaxis rates are often suboptimal. Healthcare reform efforts emphasize transparency through programs to report performance, and payment incentives through programs to pay-for-performance. Objective To sequentially examine an individualized physician dashboard and pay-for-performance program to improve VTE prophylaxis rates amongst hospitalists. Design Retrospective analysis of 3144 inpatient admissions. After a baseline observation period, VTE prophylaxis compliance was compared during both interventions. Setting 1060-bed tertiary care medical center. Participants 38 part- and full-time academic hospitalists. Interventions A Web-based hospitalist dashboard provided VTE prophylaxis feedback. After 6 months of feedback only, a pay-for-performance program was incorporated, with graduated payouts for compliance rates of 80-100%. Measurements Prescription of American College of Chest Physicians guideline-compliant VTE prophylaxis and subsequent pay-for-performance payments. Results Monthly VTE prophylaxis compliance rates were 86% (95% CI: 85, 88), 90% (95% CI: 88, 93), and 94% (95% CI: 93, 96) during the baseline, dashboard, and combined dashboard/pay-for-performance periods, respectively. Compliance significantly improved with the use of the dashboard (p=0.01) and addition of the pay-for-performance program (p=0.01). The highest rate of improvement occurred with the dashboard (1.58%/month; p=0.01). Annual individual physician performance payments ranged from $53 to $1244 (mean $633; SD ±350). Conclusions Direct feedback using dashboards was associated with significantly improved compliance, with further improvement after incorporating an individual physician pay-for-performance program. Real-time dashboards and physician-level incentives may assist hospitals in achieving higher safety and quality benchmarks. PMID:25545690

Use of provider-level dashboards and pay-for-performance in venous thromboembolism prophylaxis.

PubMed

Michtalik, Henry J; Carolan, Howard T; Haut, Elliott R; Lau, Brandyn D; Streiff, Michael B; Finkelstein, Joseph; Pronovost, Peter J; Durkin, Nowella; Brotman, Daniel J

2015-03-01

Despite safe and cost-effective venous thromboembolism (VTE) prevention measures, VTE prophylaxis rates are often suboptimal. Healthcare reform efforts emphasize transparency through programs to report performance and payment incentives through pay-for-performance programs. To sequentially examine an individualized physician dashboard and pay-for-performance program to improve VTE prophylaxis rates among hospitalists. Retrospective analysis of 3144 inpatient admissions. After a baseline observation period, VTE prophylaxis compliance was compared during both interventions. A 1060-bed tertiary care medical center. Thirty-eight part-time and full-time academic hospitalists. A Web-based hospitalist dashboard provided VTE prophylaxis feedback. After 6 months of feedback only, a pay-for-performance program was incorporated, with graduated payouts for compliance rates of 80% to 100%. Prescription of American College of Chest Physicians' guideline-compliant VTE prophylaxis and subsequent pay-for-performance payments. Monthly VTE prophylaxis compliance rates were 86% (95% confidence interval [CI]: 85-88), 90% (95% CI: 88-93), and 94% (95% CI: 93-96) during the baseline, dashboard, and combined dashboard/pay-for-performance periods, respectively. Compliance significantly improved with the use of the dashboard (P = 0.01) and addition of the pay-for-performance program (P = 0.01). The highest rate of improvement occurred with the dashboard (1.58%/month; P = 0.01). Annual individual physician performance payments ranged from $53 to $1244 (mean $633; standard deviation ±$350). Direct feedback using dashboards was associated with significantly improved compliance, with further improvement after incorporating an individual physician pay-for-performance program. Real-time dashboards and physician-level incentives may assist hospitals in achieving higher safety and quality benchmarks. © 2014 Society of Hospital Medicine.

Chinese Teachers' Attitudes toward Performance Pay: The Cases of Three Schools

ERIC Educational Resources Information Center

Liu, Shujie; Zhao, Decheng; Xie, Wei

2016-01-01

Purpose: The purpose of this paper is to investigate Chinese teachers' attitudes toward performance pay. Specifically, this study examined the extent to which Chinese teachers supported performance-pay programs. The study also examined the effects of these programs on teachers, particularly on their levels of collaboration, work motivation, and…

Evaluating Boy Scout Geology Education, A Pilot Study

NASA Astrophysics Data System (ADS)

Hintz, R. S.; Thomson, B.

2008-12-01

This study investigated geology knowledge acquisition by Boy Scouts through use of the Boy Scout Geology Merit Handbook. In this study, boys engaged in hands-on interactive learning following the requirements set forth in the Geology Merit Badge Handbook. The purposes of this study were to determine the amount of geology content knowledge engendered in adolescent males through the use of the Geology Merit Badge Handbook published by the Boy Scouts of America; to determine if single sex, activity oriented, free-choice learning programs can be effective in promoting knowledge development in young males; and to determine if boys participating in the Scouting program believed their participation helped them succeed in school. Members of a local Boy Scout Troop between the ages of 11 and 18 were invited to participate in a Geology Merit Badge program. Boys who did not already possess the badge were allowed to self-select participation. The boys' content knowledge of geology, rocks, and minerals was pre- and post-tested. Boys were interviewed about their school and Scouting experiences; whether they believed their Scouting experiences and work in Merit Badges contributed to their success in school. Contributing educational theories included single-sex education, informal education with free-choice learning, learning styles, hands-on activities, and the social cognitive theory concept of self-efficacy. Boys who completed this study seemed to possess a greater knowledge of geology than they obtained in school. If boys who complete the Boy Scout Geology Merit Badge receive additional geological training, their field experiences and knowledge acquired through this learning experience will be beneficial, and a basis for continued scaffolding of geologic knowledge.

5 CFR 1207.103 - Definitions.

Code of Federal Regulations, 2012 CFR

2012-01-01

... Administrative Personnel MERIT SYSTEMS PROTECTION BOARD ORGANIZATION AND PROCEDURES ENFORCEMENT OF NONDISCRIMINATION ON THE BASIS OF DISABILITY IN PROGRAMS OR ACTIVITIES CONDUCTED BY THE MERIT SYSTEMS PROTECTION... anatomical loss affecting one or more of the following body systems: Neurological; musculoskeletal; special...

5 CFR 1207.103 - Definitions.

Code of Federal Regulations, 2014 CFR

2014-01-01

... Administrative Personnel MERIT SYSTEMS PROTECTION BOARD ORGANIZATION AND PROCEDURES ENFORCEMENT OF NONDISCRIMINATION ON THE BASIS OF DISABILITY IN PROGRAMS OR ACTIVITIES CONDUCTED BY THE MERIT SYSTEMS PROTECTION... anatomical loss affecting one or more of the following body systems: Neurological; musculoskeletal; special...

Value-Based Payment Reform and the Medicare Access and Children's Health Insurance Program Reauthorization Act of 2015: A Primer for Plastic Surgeons.

PubMed

Squitieri, Lee; Chung, Kevin C

2017-07-01

In 2015, the U.S. Congress passed the Medicare Access and Children's Health Insurance Program Reauthorization Act, which effectively repealed the Centers for Medicare and Medicaid Services sustainable growth rate formula and established the Centers for Medicare and Medicaid Services Quality Payment Program. The Medicare Access and Children's Health Insurance Program Reauthorization Act represents an unparalleled acceleration toward value-based payment models and a departure from traditional volume-driven fee-for-service reimbursement. The Quality Payment Program includes two paths for provider participation: the Merit-Based Incentive Payment System and Advanced Alternative Payment Models. The Merit-Based Incentive Payment System pathway replaces existing quality reporting programs and adds several new measures to create a composite performance score for each provider (or provider group) that will be used to adjust reimbursed payment. The advanced alternative payment model pathway is available to providers who participate in qualifying Advanced Alternative Payment Models and is associated with an initial 5 percent payment incentive. The first performance period for the Merit-Based Incentive Payment System opens January 1, 2017, and closes on December 31, 2017, and is associated with payment adjustments in January of 2019. The Centers for Medicare and Medicaid Services estimates that the majority of providers will begin participation in 2017 through the Merit-Based Incentive Payment System pathway, but aims to have 50 percent of payments tied to quality or value through Advanced Alternative Payment Models by 2018. In this article, the authors describe key components of the Medicare Access and Children's Health Insurance Program Reauthorization Act to providers navigating through the Quality Payment Program and discuss how plastic surgeons may optimize their performance in this new value-based payment program.

28 CFR 545.25 - Eligibility for performance pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Eligibility for performance pay. 545.25... WORK AND COMPENSATION Inmate Work and Performance Pay Program § 545.25 Eligibility for performance pay. (a) An inmate may receive performance pay for accomplishments in one or more of the following areas...

28 CFR 545.26 - Performance pay provisions.

Code of Federal Regulations, 2010 CFR

2010-07-01

... month that the inmate was working. Performance pay may not be awarded retroactively. (d) An inmate is... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Performance pay provisions. 545.26... WORK AND COMPENSATION Inmate Work and Performance Pay Program § 545.26 Performance pay provisions. (a...

28 CFR 545.22 - Institution work and performance pay committee.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Institution work and performance pay... INSTITUTIONAL MANAGEMENT WORK AND COMPENSATION Inmate Work and Performance Pay Program § 545.22 Institution work... Institution Inmate Work and Performance Pay Committee to administer the institution's work and performance pay...

28 CFR 345.57 - Administrative pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Administrative pay. 345.57 Section 345.57... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.57 Administrative pay. An inmate excused from a job assignment may receive administrative pay for such circumstances as a general recall for an...

28 CFR 345.58 - Holiday pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Holiday pay. 345.58 Section 345.58... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.58 Holiday pay. An inmate worker in FPI work status shall receive pay at the standard hourly rate, plus longevity where applicable, for all Federal...

Space shuttle phase B extension, volume 1

NASA Technical Reports Server (NTRS)

1971-01-01

In order to define a system which would significantly reduce payload delivery costs, activities were extended to modifications of the reusable space shuttle design concept. Considered were systems using orbiters with external propellant tanks and an interim expendable booster which allowed phased development of the usable orbiter and booster. Analyzed were: Merits of internal and external propellant tanks and the impact of external LH2 compared to L02 and LH2; impact of cargo bay size; impact abort; merit of expendable booster options; and merit of a phased development program. Studies showed that external L02/LH2 and the continued use of the J-2S engine on the orbiter reduced program cost and risk.

2008 annual merit review

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

None, None

2009-01-18

The 2008 DOE Vehicle Technologies Program Annual Merit Review was held February 25-28, 2008 in Bethesda, Maryland. The review encompassed all of the work done by the Vehicle Technologies Program: a total of 280 individual activities were reviewed, by a total of just over 100 reviewers. A total of 1,908 individual review responses were received for the technical reviews, and an additional 29 individual review responses were received for the plenary session review.

Effects of unreasonable pay discrepancies for under- and overpayment on double demotivation.

PubMed

Carr, S C; McLoughlin, D; Hodgson, M; MacLachlan, M

1996-11-01

The "double demotivation" hypothesis that pay discrepancies decrease work motivation among both lower and higher paid groups was tested in two experiments. In experiment 1, 70 Australian undergraduates received either $1 or $2 to work on an intrinsically rewarding puzzle, with or without knowledge of what amount other participants were receiving. A comparison of participants with a no-payment control showed that participants exhibited significantly reduced intrinsic motivation (seconds spent interacting with the puzzle during a free-choice period) when they knew that they were being under- or overpaid. In experiment 2, 126 occupationally matched Australian workers receiving wages equal to, lower than, or higher than those of counterparts reported their level of job satisfaction and whether they would stay on the job, change jobs, or retire, if given the financial opportunity. Compared with equitably paid workers, employees who felt they were being under- or overpaid reported lower job satisfaction and greater readiness to change jobs. The results provide experimental support for double demotivation, which is relevant not only to international development cooperation but also to Western enterprise bargaining, merit pay, and minority groups in the multicultural workplace.

Teacher Incentive Pay Programs in the United States: Union Influence and District Characteristics

ERIC Educational Resources Information Center

Liang, Guodong; Zhang, Ying; Huang, Haigen; Qiao, Zhaogang

2015-01-01

This study examined the characteristics of teacher incentive pay programs in the United States. Using the 2007-08 SASS data set, it found an inverse relationship between union influence and districts' incentive pay offerings. Large and ethnically diverse districts in urban areas that did not meet the requirements for Adequate Yearly Progress as…

The role of disease management in pay-for-performance programs for improving the care of chronically ill patients.

PubMed

Beich, Jeff; Scanlon, Dennis P; Ulbrecht, Jan; Ford, Eric W; Ibrahim, Ibrahim A

2006-02-01

To date, pay-for-performance programs targeting the care of persons with chronic conditions have primarily been directed at physicians and provide an alternative to health plan-sponsored chronic disease management (DM) programs. Both approaches require similar infrastructure, and each has its own advantages and disadvantages for program implementation. Pay-for-performance programs use incentives based on patient outcomes; however, an alternative system might incorporate measures of structure and process. Using a conceptual framework, the authors explore the variation in 50 diabetes DM programs using data from the 2002 National Business Coalition on Health's eValue8 Request for Information (RFI). The authors raise issues relevant to the assignment of accountability for patient outcomes to either health plans or physicians. They analyze the association between RFI scores measuring structures and processes, and HEDIS diabetes intermediate outcome measures. Finally, the strengths and weaknesses of using the RFI scores as an alternative metric for pay-for-performance programs are discussed.

28 CFR 345.60 - Training pay.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 28 Judicial Administration 2 2011-07-01 2011-07-01 false Training pay. 345.60 Section 345.60... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.60 Training pay. Inmates directed by the SOI to take a particular type of training in connection with a FPI job are to receive FPI pay if the...

28 CFR 345.60 - Training pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Training pay. 345.60 Section 345.60... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.60 Training pay. Inmates directed by the SOI to take a particular type of training in connection with a FPI job are to receive FPI pay if the...

15 CFR 295.6 - Criteria for selection.

Code of Federal Regulations, 2011 CFR

2011-01-01

... proposal will be funded unless the Program determines that it has scientific and technological merit and... does not have an adequate technical and commercialization plan. (a) Scientific and technological merit... innovation, the technical approach, major technical hurdles, the attendant risks, and clearly establish...

Financial Management. Working for Clean Water: An Information Program for Advisory Groups. Instructor Guide.

ERIC Educational Resources Information Center

Auker, Dennis; And Others

The implementation of water quality programs in the face of rising costs raises many questions for states and local communities, including: How much can taxpayers afford to pay? Who will pay? How can they pay? Described is an hour-long learning session on financial management that is designed to help citizen advisory groups play an integral role…

WWC Quick Review of the Report "The Effect of Performance-Pay in Little Rock, Arkansas on Student Achievement"

ERIC Educational Resources Information Center

What Works Clearinghouse, 2008

2008-01-01

This review examined a study designed to evaluate whether the Achievement Challenge Pilot Project, a performance-pay program for teachers, improved the academic achievement of elementary school students. Study authors reported higher student test score gains for students in schools that implemented the performance- pay program than for students in…

Pay for performance in the natural gas industry

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

Geske, L.D.

1989-08-17

An effective way for a gas utility to gain flexibility in dealing with the new gas market is through the implementation of an employee compensation program - especially for management-level employees - that ties their pay to the attainment of the company's strategic goals. A survey of several gas utilities with pay-for-performance programs reported several advantages of the programs: they direct management's focus onto key areas that affect bottom-line performance, help build team effort, give the company the ability to change direction rapidly, and aid in keeping talented employees. Most companies agreed that the minimum incentive payout was 12-15% ofmore » base pay levels for adequate motivation.« less

5 CFR 591.238 - How do agencies pay COLAs and post differentials?

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false How do agencies pay COLAs and post... Program Administration § 591.238 How do agencies pay COLAs and post differentials? (a) Agencies pay COLAs... pay. This includes all periods of paid leave, detail, or travel status outside the COLA or post...

5 CFR 591.238 - How do agencies pay COLAs and post differentials?

Code of Federal Regulations, 2012 CFR

2012-01-01

... 5 Administrative Personnel 1 2012-01-01 2012-01-01 false How do agencies pay COLAs and post... Program Administration § 591.238 How do agencies pay COLAs and post differentials? (a) Agencies pay COLAs... pay. This includes all periods of paid leave, detail, or travel status outside the COLA or post...

5 CFR 591.238 - How do agencies pay COLAs and post differentials?

Code of Federal Regulations, 2014 CFR

2014-01-01

... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false How do agencies pay COLAs and post... Program Administration § 591.238 How do agencies pay COLAs and post differentials? (a) Agencies pay COLAs... pay. This includes all periods of paid leave, detail, or travel status outside the COLA or post...

5 CFR 591.238 - How do agencies pay COLAs and post differentials?

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false How do agencies pay COLAs and post... Program Administration § 591.238 How do agencies pay COLAs and post differentials? (a) Agencies pay COLAs... pay. This includes all periods of paid leave, detail, or travel status outside the COLA or post...

5 CFR 591.238 - How do agencies pay COLAs and post differentials?

Code of Federal Regulations, 2013 CFR

2013-01-01

... 5 Administrative Personnel 1 2013-01-01 2013-01-01 false How do agencies pay COLAs and post... Program Administration § 591.238 How do agencies pay COLAs and post differentials? (a) Agencies pay COLAs... pay. This includes all periods of paid leave, detail, or travel status outside the COLA or post...

A Review of NASA Human Research Program's Scientific Merit Processes: Letter Report

NASA Technical Reports Server (NTRS)

Pawelczyk, James A. (Editor); Strawbridge, Larisa M. (Editor); Schultz, Andrea M. (Editor); Liverman, Catharyn T. (Editor)

2012-01-01

At the request of the National Aeronautics and Space Administration (NASA), the Institute of Medicine (IOM) convened the Committee on the Review of NASA Human Research Program's (HRP's) Scientific Merit Assessment Processes in December 2011. The committee was asked to evaluate the scientific merit assessment processes that are applied to directed research tasks2 funded through the HRP and to determine best practices from similar assessment processes that are used in other federal agencies. This letter report and its recommendations are the product of a 10-member ad hoc committee, which included individuals who had previously conducted research under the HRP, were familiar with the HRP s research portfolio and operations, had specific knowledge of peer review processes, or were familiar with scientific merit assessment processes used in other organizations and federal agencies, such as the Canadian Institutes of Health Research (CIHR); National Institutes of Health (NIH); National Science Foundation (NSF); and U.S. Departments of Agriculture (USDA), Defense (DOD), and Transportation.

Individual pay-for-performance in Canadian healthcare organizations.

PubMed

Greengarten, Moshe; Hundert, Mark

2006-01-01

Pink et al. discuss some of the issues related to pay-for-performance for individual and organizational healthcare providers. This commentary addresses key success factors for the implementation of individual pay-for-performance in publicly financed Canadian healthcare organizations. Publicly financed healthcare organizations in Canada have been relatively slow to adopt performance-pay programs as compared with private sector organizations; and those that have been developed have been, for the most part, rather crude. In many cases, they have become an additional mechanism for delivering base pay, rather than a true variable-pay program that motivates and differentiates performance. In light of the many issues that need to be addressed, we feel that pay-for-performance should be introduced gradually, beginning at the most senior levels of the organization. Above all, it is critical for publicly financed healthcare organizations to recognize that introducing pay-for-performance involves not only a set of structures and processes, but also likely a profound change in organizational values and behaviours.

Testing transferability of willingness to pay for forest fire prevention among three states of California, Florida and Montana

Treesearch

John B. Loomis; Hung Trong Le; Armando Gonzalez-Caban

2005-01-01

The equivalency of willingness to pay between the states of California, Florida and Montana is tested. Residents in California, Florida and Montana have an average willingness to pay of $417, $305, and $382 for prescribed burning program, and $403, $230, and $208 for mechanical fire fuel reduction program, respectively. Due to wide confidence intervals, household WTP...

Theater Nuclear Force Survivability, Security and Safety Instrumentation. Volume I. Engineering Development Phase - Fiscal Year 1980.

DTIC Science & Technology

1980-12-31

development and acquisition program. It is generally agreed that the measures of merit in system acquisition programs are costs, schedule, and achievement...very few system acquisitions have successfully achieved their predicted measures of merit. The reasons for the poor record have been attributed to a...and Logistics -- The instrumentation must be easily maintained and easily transported to remote test sites in CONUS and Europe. 13 4. Useful Lifetime

DOE Hydrogen and Fuel Cells Program 2017 Annual Merit Review and Peer Evaluation Report

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

None, None

The fiscal year 2017 U.S. Department of Energy (DOE) Hydrogen and Fuel Cells Program Annual Merit Review and Peer Evaluation Meeting (AMR), in conjunction with DOE's Vehicle Technologies Office AMR, was held from June June 5-9, 2017, in Washington, D.C. This report is a summary of comments by AMR peer reviewers about the hydrogen and fuel cell projects funded by DOE's Office of Energy Efficiency and Renewable Energy.

DOE Hydrogen and Fuel Cells Program 2016 Annual Merit Review and Peer Evaluation Report

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

None, None

The fiscal year 2016 U.S. Department of Energy (DOE) Hydrogen and Fuel Cells Program Annual Merit Review and Peer Evaluation Meeting (AMR), in conjunction with DOE's Vehicle Technologies Office AMR, was held from June 6-10, 2016, in Washington, D.C. This report is a summary of comments by AMR peer reviewers about the hydrogen and fuel cell projects funded by DOE's Office of Energy Efficiency and Renewable Energy.

Information Disclosure in Postsecondary Vocational Education: Possibilities and Practices. Revised.

ERIC Educational Resources Information Center

Brown, Cynthia L.; Choy, Susan P.

When students choose postsecondary vocational education programs, they pay, in both money and in income lost during the time they are in the program. The public also pays by tax support for many educational programs. However, students often have little information about the effectiveness of these programs in terms of job placement, wage rates, and…

Incentive Pay Programs Do Not Affect Teacher Motivation or Reported Practices: Results from Three Randomized Studies

ERIC Educational Resources Information Center

Yuan, Kun; Le, Vi-Nhuan; McCaffrey, Daniel F.; Marsh, Julie A.; Hamilton, Laura S.; Stecher, Brian M.; Springer, Matthew G.

2013-01-01

This study drew on teacher survey responses from randomized experiments exploring three different pay-for-performance programs to examine the extent to which these programs motivated teachers to improve student achievement and the impact of such programs on teachers' instruction, number of hours worked, job stress, and collegiality. Results showed…

28 CFR 545.26 - Performance pay provisions.

Code of Federal Regulations, 2013 CFR

2013-07-01

... categories as quality of work, quantity of work, initiative, ability to learn, dependability, response to... inmate may receive special bonus pay based on the inmate's exceptional work in a temporary job assignment... WORK AND COMPENSATION Inmate Work and Performance Pay Program § 545.26 Performance pay provisions. (a...

28 CFR 545.26 - Performance pay provisions.

Code of Federal Regulations, 2012 CFR

2012-07-01

... categories as quality of work, quantity of work, initiative, ability to learn, dependability, response to... inmate may receive special bonus pay based on the inmate's exceptional work in a temporary job assignment... WORK AND COMPENSATION Inmate Work and Performance Pay Program § 545.26 Performance pay provisions. (a...

45 CFR 201.11 - Personnel merit system review.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 45 Public Welfare 2 2013-10-01 2012-10-01 true Personnel merit system review. 201.11 Section 201.11 Public Welfare Regulations Relating to Public Welfare OFFICE OF FAMILY ASSISTANCE (ASSISTANCE PROGRAMS), ADMINISTRATION FOR CHILDREN AND FAMILIES, DEPARTMENT OF HEALTH AND HUMAN SERVICES GRANTS TO...

45 CFR 201.11 - Personnel merit system review.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 45 Public Welfare 2 2012-10-01 2012-10-01 false Personnel merit system review. 201.11 Section 201.11 Public Welfare Regulations Relating to Public Welfare OFFICE OF FAMILY ASSISTANCE (ASSISTANCE PROGRAMS), ADMINISTRATION FOR CHILDREN AND FAMILIES, DEPARTMENT OF HEALTH AND HUMAN SERVICES GRANTS TO...

45 CFR 201.11 - Personnel merit system review.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 2 2010-10-01 2010-10-01 false Personnel merit system review. 201.11 Section 201.11 Public Welfare Regulations Relating to Public Welfare OFFICE OF FAMILY ASSISTANCE (ASSISTANCE PROGRAMS), ADMINISTRATION FOR CHILDREN AND FAMILIES, DEPARTMENT OF HEALTH AND HUMAN SERVICES GRANTS TO...

45 CFR 201.11 - Personnel merit system review.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 45 Public Welfare 2 2011-10-01 2011-10-01 false Personnel merit system review. 201.11 Section 201.11 Public Welfare Regulations Relating to Public Welfare OFFICE OF FAMILY ASSISTANCE (ASSISTANCE PROGRAMS), ADMINISTRATION FOR CHILDREN AND FAMILIES, DEPARTMENT OF HEALTH AND HUMAN SERVICES GRANTS TO...

45 CFR 201.11 - Personnel merit system review.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 45 Public Welfare 2 2014-10-01 2012-10-01 true Personnel merit system review. 201.11 Section 201.11 Public Welfare Regulations Relating to Public Welfare OFFICE OF FAMILY ASSISTANCE (ASSISTANCE PROGRAMS), ADMINISTRATION FOR CHILDREN AND FAMILIES, DEPARTMENT OF HEALTH AND HUMAN SERVICES GRANTS TO...

50 CFR 81.11 - Divergent opinions over project merits.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 50 Wildlife and Fisheries 6 2010-10-01 2010-10-01 false Divergent opinions over project merits. 81.11 Section 81.11 Wildlife and Fisheries UNITED STATES FISH AND WILDLIFE SERVICE, DEPARTMENT OF THE INTERIOR (CONTINUED) FINANCIAL ASSISTANCE-WILDLIFE SPORT FISH RESTORATION PROGRAM CONSERVATION OF...

UCSD's Automated Merit Processing System.

ERIC Educational Resources Information Center

Merryman, Robert; Johnson, Judy R.; Block, Ron

1998-01-01

The University of California San Diego replaced its manual staff merit-increase-recommendation process with an online computer program to reduce workloads and improve the quality of the final recommendations. The highly successful system has been enthusiastically embraced by the campus community and recognized by the National Association of…

Determining Potential in the Army’s Officer Corps: Leveraging Technology to Manage and Promote Active Duty Captains Based on Merit

DTIC Science & Technology

2017-06-09

DETERMINING POTENTIAL IN THE ARMY’S OFFICER CORPS: LEVERAGING TECHNOLOGY TO MANAGE AND PROMOTE ACTIVE DUTY CAPTAINS BASED ON MERIT...Determining Potential in the Army’s Officer Corps: Leveraging Technology to Manage and Promote Active Duty Captains Based on Merit 5a. CONTRACT...NUMBER 5b. GRANT NUMBER 5c. PROGRAM ELEMENT NUMBER 6. AUTHOR(S) Major Ross Carlos Pixler 5d. PROJECT NUMBER 5e. TASK NUMBER 5f

44 CFR 354.7 - Failure to pay.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 44 Emergency Management and Assistance 1 2014-10-01 2014-10-01 false Failure to pay. 354.7 Section 354.7 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND... PROGRAM § 354.7 Failure to pay. Where a licensee fails to pay a prescribed fee required under this part...

44 CFR 354.7 - Failure to pay.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 44 Emergency Management and Assistance 1 2011-10-01 2011-10-01 false Failure to pay. 354.7 Section 354.7 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND... PROGRAM § 354.7 Failure to pay. Where a licensee fails to pay a prescribed fee required under this part...

44 CFR 354.7 - Failure to pay.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 44 Emergency Management and Assistance 1 2013-10-01 2013-10-01 false Failure to pay. 354.7 Section 354.7 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND... PROGRAM § 354.7 Failure to pay. Where a licensee fails to pay a prescribed fee required under this part...

44 CFR 354.7 - Failure to pay.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 44 Emergency Management and Assistance 1 2012-10-01 2011-10-01 true Failure to pay. 354.7 Section 354.7 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND... PROGRAM § 354.7 Failure to pay. Where a licensee fails to pay a prescribed fee required under this part...

44 CFR 354.7 - Failure to pay.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 44 Emergency Management and Assistance 1 2010-10-01 2010-10-01 false Failure to pay. 354.7 Section 354.7 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND... PROGRAM § 354.7 Failure to pay. Where a licensee fails to pay a prescribed fee required under this part...

Characteristics and Pay of Federal Civilian Employees

DTIC Science & Technology

2007-03-01

of Federal Civilian Employees 5a. CONTRACT NUMBER 5b. GRANT NUMBER 5c. PROGRAM ELEMENT NUMBER 6. AUTHOR(S) 5d. PROJECT NUMBER 5e. TASK NUMBER 5f...dental assistants , safety technicians, photographers, cartographic tech- nicians, and food inspectors. In December 2005, about 370,000 employees ...promotion program . CHARACTERISTICS AND PAY OF FEDERAL CIVILIAN EMPLOYEES 11pay. Sixty percent of them also switch to a different occu- pation when they

Merit-Based College Scholarships and Car Sales

ERIC Educational Resources Information Center

Cornwell, Christopher; Mustard, David B.

2007-01-01

Since the early 1990s, state governments have distributed billions of dollars in financial aid through merit-based college scholarships, most of which have no means tests. The model for most of these programs is Georgia's Helping Outstanding Pupils Educationally (HOPE) scholarship. Given the high correlation between precollege academic achievement…

Student Merit Awards: High School.

ERIC Educational Resources Information Center

Sachs, Leroy, Ed.

The Student Merit Award Program was designed to motivate, stimulate and reward students for their study and achievement outside the mathematics classroom by providing enrichment material on a variety of mathematical topics. In general, these topics are either not found in the standard curriculum or represent a more in-depth study of standard…

U.S. Department of Energy Hydrogen and Fuel Cells Program: 2017 Annual Merit Review and Peer Evaluation Report

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

Popovich, Neil A

The fiscal year 2017 U.S. Department of Energy (DOE) Hydrogen and Fuel Cells Program Annual Merit Review and Peer Evaluation Meeting (AMR), in conjunction with DOE's Vehicle Technologies Office AMR, was held from June June 5-9, 2017, in Washington, D.C. This report is a summary of comments by AMR peer reviewers about the hydrogen and fuel cell projects funded by DOE's Office of Energy Efficiency and Renewable Energy.

U.S. Department of Energy Hydrogen and Fuel Cells Program 2016 Annual Merit Review and Peer Evaluation Report: June 6-10, 2016, Washington, DC

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

Popovich, Neil

The fiscal year 2016 U.S. Department of Energy (DOE) Hydrogen and Fuel Cells Program Annual Merit Review and Peer Evaluation Meeting (AMR), in conjunction with DOE's Vehicle Technologies Office AMR, was held from June 6-10, 2015, in Washington, D.C.. This report is a summary of comments by AMR peer reviewers about the hydrogen and fuel cell projects funded by DOE's Office of Energy Efficiency and Renewable Energy.

U.S. Department of Energy Hydrogen and Fuel Cells Program 2015 Annual Merit Review and Peer Evaluation Report: June 8-12, 2015, Arlington, Virginia

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

Popovich, Neil

The fiscal year 2015 U.S. Department of Energy (DOE) Hydrogen and Fuel Cells Program Annual Merit Review and Peer Evaluation Meeting (AMR), in conjunction with DOE's Vehicle Technologies Office AMR, was held from June 8-12, 2015, in Arlington, Virginia. This report is a summary of comments by AMR peer reviewers about the hydrogen and fuel cell projects funded by DOE's Office of Energy Efficiency and Renewable Energy.

Experiences of general practices with a participatory pay-for-performance program: a qualitative study in primary care.

PubMed

Kirschner, Kirsten; Braspenning, Jozé; Jacobs, J E Annelies; Grol, Richard

2013-01-01

The involvement of target users in the design choices of a pay-for-performance program may enhance its impact, but little is known about the views of participants in these programs. To explore general practices' experiences with pay-for-performance in primary care we conducted a qualitative study in general practices in the Netherlands. Thirty out of 65 general practices participating in a pay-for-performance program, stratified for bonus, were invited for a semistructured interview on feasibility, feedback and the bonus, spending of the bonus, unintended consequences, and future developments. Content analysis was used to process the resulting transcripts. We included 29 practices. The feasibility of the pay-for-performance program was questioned due to the substantial time investment. The feedback on clinical care, practice management and patient experience was mostly discussed in the team, and used for improvement plans, but was also qualified as annoying for one GP and for another GP it brought feelings of insecurity. Most practices considered the bonus a stimulus to improve quality of care, in addition to compensation for their effort and time invested. Distinctive performance features were not displayed, for instance, on a website. The bonus was mainly spent on new equipment or team building. Practices referred to gaming and focusing on those aspects that were incentivised ('tunnel vision') as unintended consequences. Future developments should be directed to absolute thresholds, new indicators to keep the process going, and an independent audit. Linking a part of the bonus to innovation was also suggested. The participants thought the pay-for-performance program was a labour-intensive positive breakthrough to stimulate quality improvement, but warned of unintended consequences of the program and the sustainability of the indicator set.

25 CFR 170.931 - Can tribes use IRR Program funds to pay tribal transportation department operating costs?

Code of Federal Regulations, 2010 CFR

2010-04-01

... OF THE INTERIOR LAND AND WATER INDIAN RESERVATION ROADS PROGRAM Miscellaneous Provisions Tribal... performance of approved IRR Program activities (see appendix A, subpart B). Tribes can also use BIA road maintenance funds to pay the cost of planning, administration, and performance of maintenance activities under...

Agreement Between Michigan State University and Michigan State University Employees Association, July 1, 1974-June 30, 1976.

ERIC Educational Resources Information Center

Michigan State Univ., East Lansing.

Articles of the agreement cover a definition of terms; fair employment practices; probationary employees; uniforms; working hours; compensation rate schedules; overtime; absences; leaves of absence with and without pay; break in service; insurance benefit programs; educational assistance program; longevity pay; retirement benefit programs; filling…

Characteristics of Teacher Incentive Pay Programs: A Statewide District Survey

ERIC Educational Resources Information Center

Liang, Guodong; Akiba, Motoko

2015-01-01

Purpose: The purpose of this paper is to examine the characteristics of teacher incentive pay programs used by midsize to large school districts in Missouri. Design/methodology/approach: This study primarily used the Teacher Compensation Programs (TCP) survey data. The TCP survey was developed by the authors to understand the nature and…

48 CFR 532.7002 - Solicitation requirements.

Code of Federal Regulations, 2011 CFR

2011-10-01

.... Identify the card brand(s) under the GSA SmartPay program that may be used to make payments under the... the card brand(s) under the GSA SmartPay program that may be used to make payments under the contract...

76 FR 2754 - Agency Information Collection (Pay Now Enter Info Page) Activity Under OMB Review

Federal Register 2010, 2011, 2012, 2013, 2014

2011-01-14

... DEPARTMENT OF VETERANS AFFAIRS [OMB Control No. 2900-0663] Agency Information Collection (Pay Now... No. 2900-0663.'' SUPPLEMENTARY INFORMATION: Title: Pay Now Enter Info Page. OMB Control Number: 2900... participated in VA's benefit programs and owe debts to VA can voluntary make online payments through VA's Pay...

77 FR 72960 - William D. Ford Federal Direct Loan Program

Federal Register 2010, 2011, 2012, 2013, 2014

2012-12-07

...'s ``Pay As You Earn'' repayment initiative (the Pay As You Earn repayment plan). DATES: The early... December 21, 2012. FOR FURTHER INFORMATION CONTACT: For information about the Pay As You Earn repayment plan or how to apply for Pay As You Earn repayment, the Federal Student Aid Information Center (FSAIC...

Carrots and sticks: impact of an incentive/disincentive employee flexible credit benefit plan on health status and medical costs.

PubMed

Stein, A D; Karel, T; Zuidema, R

1999-01-01

Employee wellness programs aim to assist in controlling employer costs by improving the health status and fitness of employees, potentially increasing productivity, decreasing absenteeism, and reducing medical claims. Most such programs offer no disincentive for nonparticipation. We evaluated an incentive/disincentive program initiated by a large teaching hospital in western Michigan. The HealthPlus Health Quotient program is an incentive/disincentive approach to health promotion. The employer's contribution to the cafeteria plan benefit package is adjusted based on results of an annual appraisal of serum cholesterol, blood pressure, tobacco use, body fat, physical fitness, motor vehicle safety, nutrition, and alcohol consumption. The adjustment (health quotient [HQ]) can range from -$25 to +$25 per pay period. We examined whether appraised health improved between 1993 and 1996 and whether the HQ predicted medical claims. Mean HQ increased slightly (+$0.47 per pay period in 1993 to +$0.89 per pay period in 1996). Individuals with HQs of less than -$10 per pay period incurred approximately twice the medical claims of the other groups (test for linear trend, p = .003). After adjustment, medical claims of employees in the worst category (HQ < -$10 per pay period) were $1078 (95% confidence interval $429-$1728) greater than those for the neutral (HQ between -$2 and +$2 per pay period) category. A decrease in HQ of at least $6 per pay period from 1993 to 1995 was associated with $956 (95% confidence interval $264-$1647) greater costs in 1996 than was a stable HQ. The HealthPlus Health Quotient program is starting to yield benefits. Most employees are impacted minimally, but savings are accruing to the employer from reductions in medical claims paid and in days lost to illness and disability.

29 CFR 1952.97 - Changes to approved plan.

Code of Federal Regulations, 2013 CFR

2013-07-01

... generally identical to the Federal STAR Voluntary Protection Program. South Carolina's “Palmetto” VPP is limited to the STAR Program in general industry, excludes the MERIT AND DEMONSTRATION Programs and...

29 CFR 1952.97 - Changes to approved plan.

Code of Federal Regulations, 2012 CFR

2012-07-01

... generally identical to the Federal STAR Voluntary Protection Program. South Carolina's “Palmetto” VPP is limited to the STAR Program in general industry, excludes the MERIT AND DEMONSTRATION Programs and...

29 CFR 1952.97 - Changes to approved plan.

Code of Federal Regulations, 2011 CFR

2011-07-01

... generally identical to the Federal STAR Voluntary Protection Program. South Carolina's “Palmetto” VPP is limited to the STAR Program in general industry, excludes the MERIT AND DEMONSTRATION Programs and...

29 CFR 1952.97 - Changes to approved plan.

Code of Federal Regulations, 2010 CFR

2010-07-01

... generally identical to the Federal STAR Voluntary Protection Program. South Carolina's “Palmetto” VPP is limited to the STAR Program in general industry, excludes the MERIT AND DEMONSTRATION Programs and...

29 CFR 1952.97 - Changes to approved plan.

Code of Federal Regulations, 2014 CFR

2014-07-01

... generally identical to the Federal STAR Voluntary Protection Program. South Carolina's “Palmetto” VPP is limited to the STAR Program in general industry, excludes the MERIT AND DEMONSTRATION Programs and...

Merit Scholarships Are No Quick Fix for College Quality.

ERIC Educational Resources Information Center

Kealy, Mary Jo; Rockel, Mark L.

1988-01-01

Presents a method allowing college leaders to assess the potential success of an academic merit scholarship program. Specifies a college choice model accounting for the price/quality trade-off, using Colgate University as an example. Quality differences between schools in an individual's choice set are the most important determinants of college…

Geoscience Education in the Boy Scouts of America

ERIC Educational Resources Information Center

Hintz, Rachel; Thomson, Barbara

2012-01-01

Boy Scout geoscience education is not "desk" education--it is an informal, hands-on, real-world education where Scouts learn through activities, trips, and the outdoors, as well as in meetings and in the merit badge program. Merit badge requirements, many of which meet National Science Education Standards for Earth and Space Science,…

Basic Commercial Art. Florida Vocational Program Guide.

ERIC Educational Resources Information Center

University of South Florida, Tampa. Dept. of Adult and Vocational Education.

This document includes a vocational program guide and Career Merit Achievement Plan (Career MAP) for secondary and postsecondary basic commercial art programs. The guide contains the following sections: occupational description; program content (curriculum framework and student performance standards); program implementation (student admission…

5 CFR 930.209 - Senior Administrative Law Judge Program.

Code of Federal Regulations, 2014 CFR

2014-01-01

... is classified at pay level AL-3, the senior administrative law judge is paid the lowest rate of basic pay in AL-3 that equals or exceeds the highest previous rate of basic pay attained by the individual...

Pay-for-Performance: New Developments and Issues. Working Paper 2007-05

ERIC Educational Resources Information Center

Cannon, Mark D.

2007-01-01

Intense competitive pressure and the need for continual improvements have led to a burgeoning interest in and use of pay-for-performance programs. This paper explores the increased use of pay-for-performance, drawing examples from healthcare, education, and the government. Suggestions are made as to how best to implement pay-for-performance…

Long-Term Effects of Teacher Performance Pay: Experimental Evidence from India

ERIC Educational Resources Information Center

Muralidharan, Karthik

2012-01-01

While the idea of teacher performance-pay is increasingly making its way into policy, the evidence on the effectiveness of such programs is both limited and mixed. The central questions in the literature on teacher performance pay to date have been whether teacher performance pay based on test scores can improve student achievement, and whether…

Willingness to pay to sustain and expand National Health Insurance services in Taiwan.

PubMed

Lang, Hui-Chu; Lai, Mei-Shu

2008-12-17

The purpose of the present study was to investigate people's willingness to pay to sustain the current National Health Insurance (NHI) program in Taiwan and to extend that program to cover long-term care services. A survey was administered to 1800 inpatients and 1800 outpatients, selected from health care facilities across all accreditation levels that were operating under the supervision of six different regional branches of Taiwan's Bureau of National Health Insurance (BNHI). We used a contingent valuation method with closed-ended questions to elicit participants' willingness to pay for continued national heath insurance and additional institutional long-term care services. We divided participants into six subgroups and asked individuals in these groups referendum-like yes-no questions about whether they were willing to pay one of six price bids: New Taiwan Dollar (NT$) 50, NT$100, NT$200, NT$300, NT$400, or NT$500. Logistic regression was used to analyze willingness to pay. We found maximum willingness to pay for continued coverage by the NHI program and additional institutional long-term care services to be NT$66 and NT$137 dollars per month, respectively. We found that people were willing to pay more for their insurance coverage. With regard to methodology, we also found that using a contingent valuation method to elicit peoples' willingness to pay for health policy issues is valid. The results of the present referendum-like study can serve as a reference for future policy decision making.

Willingness to pay to sustain and expand National Health Insurance services in Taiwan

PubMed Central

Lang, Hui-Chu; Lai, Mei-Shu

2008-01-01

Background The purpose of the present study was to investigate people's willingness to pay to sustain the current National Health Insurance (NHI) program in Taiwan and to extend that program to cover long-term care services. Methods A survey was administered to 1800 inpatients and 1800 outpatients, selected from health care facilities across all accreditation levels that were operating under the supervision of six different regional branches of Taiwan's Bureau of National Health Insurance (BNHI). We used a contingent valuation method with closed-ended questions to elicit participants' willingness to pay for continued national heath insurance and additional institutional long-term care services. We divided participants into six subgroups and asked individuals in these groups referendum-like yes-no questions about whether they were willing to pay one of six price bids: New Taiwan Dollar (NT$) 50, NT$100, NT$200, NT$300, NT$400, or NT$500. Logistic regression was used to analyze willingness to pay. Results We found maximum willingness to pay for continued coverage by the NHI program and additional institutional long-term care services to be NT$66 and NT$137 dollars per month, respectively. Conclusion We found that people were willing to pay more for their insurance coverage. With regard to methodology, we also found that using a contingent valuation method to elicit peoples' willingness to pay for health policy issues is valid. The results of the present referendum-like study can serve as a reference for future policy decision making. PMID:19091093

Communication Electronics. Florida Vocational Program Guide.

ERIC Educational Resources Information Center

University of South Florida, Tampa. Dept. of Adult and Vocational Education.

This packet contains a program guide and Career Merit Achievement Plan (Career MAP) for the implementation of a communication electronics (communications technician) program in Florida secondary and postsecondary schools. The program guide describes the program content and structure, provides a program description, lists job titles under the…

29 CFR 1952.157 - Changes to approved plan.

Code of Federal Regulations, 2012 CFR

2012-07-01

... generally identical to the Federal STAR Voluntary Protection Program. North Carolina's “Carolina” VVP is limited to the STAR Program, and excludes the MERIT and DEMONSTRATION Programs. Also, injury rates must be...

29 CFR 1952.157 - Changes to approved plan.

Code of Federal Regulations, 2010 CFR

2010-07-01

... generally identical to the Federal STAR Voluntary Protection Program. North Carolina's “Carolina” VVP is limited to the STAR Program, and excludes the MERIT and DEMONSTRATION Programs. Also, injury rates must be...

29 CFR 1952.157 - Changes to approved plan.

Code of Federal Regulations, 2014 CFR

2014-07-01

... generally identical to the Federal STAR Voluntary Protection Program. North Carolina's “Carolina” VVP is limited to the STAR Program, and excludes the MERIT and DEMONSTRATION Programs. Also, injury rates must be...

29 CFR 1952.157 - Changes to approved plan.

Code of Federal Regulations, 2011 CFR

2011-07-01

... generally identical to the Federal STAR Voluntary Protection Program. North Carolina's “Carolina” VVP is limited to the STAR Program, and excludes the MERIT and DEMONSTRATION Programs. Also, injury rates must be...

29 CFR 1952.157 - Changes to approved plan.

Code of Federal Regulations, 2013 CFR

2013-07-01

... generally identical to the Federal STAR Voluntary Protection Program. North Carolina's “Carolina” VVP is limited to the STAR Program, and excludes the MERIT and DEMONSTRATION Programs. Also, injury rates must be...

Pay Now, Pay Later.

ERIC Educational Resources Information Center

Layzell, Daniel T.

1988-01-01

Tuition prepayment is not a panacea for rising college costs. States are treating symptoms and not causes through such programs. Rather than adopting prepayment plans wholesale, state governments need to determine whether the risk to the state and institutions is justifiable by thoroughly analyzing the program's viability. (MSE)

U.S. Department of Energy Hydrogen and Fuel Cells Program 2014 Annual Merit Review and Peer Evaluation Report: June 16-20, 2014, Washington, D.C.

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

Not Available

2014-10-01

The fiscal year (FY) 2014 U.S. Department of Energy (DOE) Hydrogen and Fuel Cells Program Annual Merit Review and Peer Evaluation Meeting (AMR), in conjunction with DOE's Vehicle Technologies Office AMR, was held from June 16-20, 2014, at the Washington Marriott Wardman Park in Washington, D.C. This report is a summary of comments by AMR peer reviewers about the hydrogen and fuel cell projects funded by DOE's Office of Energy Efficiency and Renewable Energy (EERE).

Skin in the game: Does paying for obesity treatment out of pocket lead to better outcomes compared to insurance coverage?

PubMed

Ard, Jamy D; Emery, Matt; Cook, Miranda; Hale, Erica; Frain, Annette; Lewis, Kristina H; Song, Eunyoung

2017-06-01

To determine whether insurance coverage for medical weight loss treatment was associated with different program engagement and weight loss outcomes compared to those who paid out of pocket. One-year outcomes from an academic medical weight management program were used to compare two groups: employees (n = 480) with insurance coverage ("covered") versus nonemployees (n = 463) who paid out of pocket ("self-pay"). Demographics and weight were abstracted from medical records. Socioeconomic status was estimated using neighborhood demographics. Group differences in weight were analyzed using generalized linear modeling adjusted for age, baseline BMI, sex, program type, and neighborhood socioeconomic status. Covered patients were younger (46.5 ± 10.6 vs. 51.6 ± 12.5) with a lower BMI (38.5 ± 7.5 vs. 41.3 ± 9.9) compared to self-pay (P < 0.001). Self-pay patients resided in higher annual per capita income neighborhoods (+$4,545, P < 0.001). Program dropout was lower for covered patients (12.7% vs. 17.6%, P = 0.03). There was no significant difference in 12-month weight loss between groups in adjusted models; covered patients lost 13.4%, compared to 13.6% for self-pay. Data from an academic medical weight management program suggest that individuals with access to insurance coverage for nonsurgical obesity treatment have lower levels of attrition and similar levels of participation and outcomes as those who pay out of pocket. © 2017 The Obesity Society.

[Preference on screening frequency and willingness-to-pay for multiple-cancer packaging screening programs in urban populations in China].

PubMed

Zhu, J; Huang, H Y; Mao, A Y; Sun, Z X; Qiu, W Q; Lei, H K; Dong, P; Huang, J W; Bai, Y N; Sun, X J; Liu, G X; Wang, D B; Liao, X Z; Ren, J S; Guo, L W; Lan, L; Zhou, Q; Song, B B; Liu, Y Q; Du, L B; Zhu, L; Cao, R; Wang, J L; Mai, L; Ren, Y; Zhou, J Y; Sun, X H; Wu, S L; Qi, X; Lou, P A; Cai, B; Li, N; Zhang, K; He, J; Dai, M; Shi, J F

2018-02-10

Objective: From an actual cancer screening service demanders' perspective, we tried to understand the preference on screening frequency and willingness-to-pay for the packaging screening program on common cancers and to evaluate its long-term sustainability in urban populations in China. Methods: From 2012 to 2014, a multi-center cross-sectional survey was conducted among the actual screening participants from 13 provinces covered by the Cancer Screening Program in Urban China (CanSPUC). By face-to-face interview, information regarding to preference to screening frequency, willingness-to-pay for packaging screening program, maximum amount on payment and related reasons for unwillingness were investigated. Results: A total of 31 029 participants were included in this survey, with an average age as (55.2±7.5) years and median annual income per family as 25 000 Chinese Yuan. People's preference to screening frequency varied under different assumptions ( " totally free" and "self-paid" ). When the packaging screening was assumed totally free, 93.9% of residents would prefer to take the screening program every 1 to 3 years. However, the corresponding proportion dropped to 67.3% when assuming a self-paid pattern. 76.7% of the participants had the willingness-to-pay for the packaging screening, but only 11.2% of them would like to pay more than 500 Chinese Yuan (the expenditure of the particular packaging screening were about 1 500 Chinese Yuan). The remaining 23.3% of residents showed no willingness-to-pay, and the main reasons were unaffordable expenditure (71.7%) and feeling'no need'(40.4%). Conclusions: People who participated in the CanSPUC program generally tended to choose high-frequency packaging screening program, indicating the high potential acceptance for scale-up packaging screening, while it needs cautious assessments and rational guidance to the public. Although about seven in ten of the residents were willing to pay, the payment amount was limited, revealing the necessity of strengthening individual's awareness of his or her key role in health self-management, and a reasonable payment proportion should be considered when establishing co-compensation mechanism.

Basic Gasoline Engine Mechanics. Florida Vocational Program Guide.

ERIC Educational Resources Information Center

University of South Florida, Tampa. Dept. of Adult and Vocational Education.

This packet contains a program guide and Career Merit Achievement Plan (Career MAP) for the implementation of a basic gasoline engine mechanics program in Florida secondary and postsecondary schools. The program guide describes the program content and structure, provides a program description, lists job titles under the program, and includes a…

Consumer Electronic Product Servicing. Florida Vocational Program Guide.

ERIC Educational Resources Information Center

University of South Florida, Tampa. Dept. of Adult and Vocational Education.

This packet contains a program guide and Career Merit Achievement Plan (Career MAP) for the implementation of a consumer electronic product servicing program in Florida secondary and postsecondary schools. The program guide describes the program content and structure, provides a program description, lists job titles under the program, and includes…

Computer Integrated Manufacturing. Florida Vocational Program Guide.

ERIC Educational Resources Information Center

University of South Florida, Tampa. Dept. of Adult and Vocational Education.

This packet contains a program guide and Career Merit Achievement Plan (Career MAP) for the implementation of a computer-integrated manufacturing program in Florida secondary and postsecondary schools. The program guide describes the program content and structure, provides a program description, lists job titles under the program, and includes a…

Computer Engineering Technology. Florida Vocational Program Guide.

ERIC Educational Resources Information Center

University of South Florida, Tampa. Dept. of Adult and Vocational Education.

This packet contains a program guide and Career Merit Achievement Plan (Career MAP) for the implementation of a computer engineering technology program in Florida secondary and postsecondary schools. The program guide describes the program content and structure, provides a program description, lists job titles under the program, and includes a…

5 CFR 831.206 - Continuation of coverage for former Federal employees of the Civilian Marksmanship Program.

Code of Federal Regulations, 2010 CFR

2010-01-01

... individual's retirement records. (d) The Corporation must withhold from the pay of an individual described by paragraph (a) of this section an amount equal to the percentage withheld from the pay of a Federal employee... support the Civilian Marksmanship Program as of the day before the date of the transfer of the Program to...

Making Teacher Incentives Work: Lessons from North Carolina's Teacher Bonus Program. Education Outlook. No. 5

ERIC Educational Resources Information Center

Ahn, Thomas; Vigdor, Jacob L.

2011-01-01

North Carolina has operated one of the country's largest pay-for-performance teacher-bonus programs since the late 1990s. New research shows that a North Carolina-style incentive-pay program has the potential to improve student learning by encouraging teachers to exert more effort on the job. The North Carolina model avoids three pitfalls…

76 FR 579 - Privacy Act of 1974; Computer Matching Program Between the Department of Housing and Urban...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-01-05

... Payment Accuracy Through a ``Do Not Pay List'' (June 18, 2010); 3. Office of Management and Budget M-10-13... operating Public Housing programs may now offer tenants the option to pay a flat rent, or an income-based... all cases, program administrators will resolve income discrepancies in consultation with tenants...

Computer Electronics. Florida Vocational Program Guide.

ERIC Educational Resources Information Center

University of South Florida, Tampa. Dept. of Adult and Vocational Education.

This packet contains a program guide and Career Merit Achievement Plan (Career MAP) for the implementation of a computer electronics technology (computer service technician) program in Florida secondary and postsecondary schools. The program guide describes the program content and structure, provides a program description, lists job titles under…

The Merits of the National Merit Scholars Program: Questions and Concerns. Research & Occasional Paper Series: CSHE.6.05

ERIC Educational Resources Information Center

Hayashi, Patrick

2005-01-01

After passage of Proposition 209, the University of California began searching for race-neutral admissions criteria that would allow it to minimize drops in enrollment of under represented minorities. Concern for under represented minorities led to several changes in admissions policies, most notably the introduction of comprehensive or holistic…

The Right Stuff: White Male Perspectives on Merit, Measurement, and Affirmative Action Admissions to Graduate Professional Schools.

ERIC Educational Resources Information Center

Lipson, Helen D.

This exploratory study examines several facets of everyday perspectives on merit and the meritocratic allocation of rewards and opportunities, focusing on race-targeted, affirmative action admissions of Blacks and Latinos to law schools, medical schools, and Master of Business Administration (MBA) programs. Subjects were 32 white, male college…

Commercial Art. Florida Vocational Program Guide.

ERIC Educational Resources Information Center

University of South Florida, Tampa. Dept. of Adult and Vocational Education.

This document contains a vocational program guide and Career Merit Achievement Plan (Career MAP) for secondary and postsecondary commercial art. The guide contains the following sections: occupational description; program content (curriculum framework and student performance standards); program implementation (student admission criteria,…

7 CFR 3403.4 - Three-phase program.

Code of Federal Regulations, 2010 CFR

2010-01-01

..., AND EXTENSION SERVICE, DEPARTMENT OF AGRICULTURE SMALL BUSINESS INNOVATION RESEARCH GRANTS PROGRAM Program Description § 3403.4 Three-phase program. The Small Business Innovation Research Grants Program is... technical merit and feasibility of the proposed effort and the quality of performance of the small business...

40 CFR 57.109 - Maintenance of pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 40 Protection of Environment 5 2010-07-01 2010-07-01 false Maintenance of pay. 57.109 Section 57.109 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) AIR PROGRAMS (CONTINUED) PRIMARY NONFERROUS SMELTER ORDERS General § 57.109 Maintenance of pay. The Administrator will not approve...

The Willingness-to-Pay for Work/Family Policies: A Study of Teachers.

ERIC Educational Resources Information Center

Drago, Robert; Costanza, David; Caplan, Robert; Brubaker, Tanya; Cloud, Darnell; Harris, Naomi; Kashian, Russell; Riggs, T. Lynn

2001-01-01

A contingent valuation study of 343 elementary teachers identified circumstances in which they would be willing to provide, through payroll deductions, certain work-family policies/programs. Even those with little or no likelihood of using the programs exhibited willingness to pay for some of them. (SK)

47 CFR 64.1503 - Termination of pay-per-call and other information programs.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 47 Telecommunication 3 2010-10-01 2010-10-01 false Termination of pay-per-call and other information programs. 64.1503 Section 64.1503 Telecommunication FEDERAL COMMUNICATIONS COMMISSION (CONTINUED... interstate information service through any 800 telephone number, or other telephone number advertised or...

44 CFR 302.4 - Merit personnel systems.

Code of Federal Regulations, 2012 CFR

2012-10-01

... HOMELAND SECURITY PREPAREDNESS CIVIL DEFENSE-STATE AND LOCAL EMERGENCY MANAGEMENT ASSISTANCE PROGRAM (EMA... maintained in public agencies administering or supervising the administration of the civil defense program in...

Metal Fabrication. Florida Vocational Program Guide.

ERIC Educational Resources Information Center

University of South Florida, Tampa. Dept. of Adult and Vocational Education.

This guide identifies considerations in the organization, operation, and evaluation of secondary and postsecondary vocational education programs. It contains both a vocational program guide and Career Merit Achievement Plan (Career MAP) for metal fabrication. The guide contains the following sections: occupational description; program content…

Paying for quality not quantity: a wisconsin health maintenance organization proposes an incentive model for reimbursement of chiropractic services.

PubMed

Pursel, Kevin J; Jacobson, Martin; Stephenson, Kathy

2012-07-01

The purpose of this study is to describe a reimbursement model that was developed by one Health Maintenance Organization (HMO) to transition from fee-for-service to add a combination of pay for performance and reporting model of reimbursement for chiropractic care. The previous incentive program used by the HMO provided best-practice education and additional reimbursement incentives for achieving the National Committee for Quality Assurance Back Pain Recognition Program (NCQA-BPRP) recognition status. However, this model had not leveled costs between doctors of chiropractic (DCs). Therefore, the HMO management aimed to develop a reimbursement model to incentivize providers to embrace existing best-practice models and report existing quality metrics. The development goals included the following: it should (1) be as financially predictable as the previous system, (2) cost no more on a per-member basis, (3) meet the coverage needs of its members, and (4) be able to be operationalized. The model should also reward DCs who embraced best practices with compensation, not simply tied to providing more procedures, the new program needed to (1) cause little or no disruption in current billing, (2) be grounded achievable and defined expectations for improvement in quality, and (3) be voluntary, without being unduly punitive, should the DC choose not to participate in the program. The generated model was named the Comprehensive Chiropractic Quality Reimbursement Methodology (CCQRM; pronounced "Quorum"). In this hybrid model, additional reimbursement, beyond pay-for-procedures will be based on unique payment interpretations reporting selected, existing Physician Quality Reporting System (PQRS) codes, meaningful use of electronic health records, and achieving NCQA-BPRP recognition. This model aims to compensate providers using pay-for-performance, pay-for-quality reporting, pay-for-procedure methods. The CCQRM reimbursement model was developed to address the current needs of one HMO that aims to transition from fee-for-service to a pay-for-performance and quality reporting for reimbursement for chiropractic care. This model is theoretically based on the combination of a fee-for-service payment, pay for participation (NCQA Back Pain Recognition Program payment), meaningful use of electronic health record payment, and pay for reporting (PQRS-BPMG payment). Evaluation of this model needs to be implemented to determine if it will achieve its intended goals. Copyright © 2012 National University of Health Sciences. Published by Mosby, Inc. All rights reserved.

75 FR 63215 - Federal Salary Council Meeting

Federal Register 2010, 2011, 2012, 2013, 2014

2010-10-14

... Federal employee organizations and experts in the fields of labor relations and pay policy. The Council makes recommendations to the President's Pay Agent (the Secretary of Labor and the Directors of the Office of Management and Budget and the Office of Personnel Management) about the locality pay program...

78 FR 61404 - Federal Salary Council; Meeting

Federal Register 2010, 2011, 2012, 2013, 2014

2013-10-03

... Federal employee organizations and experts in the fields of labor relations and pay policy. The Council makes recommendations to the President's Pay Agent (the Secretary of Labor and the Directors of the Office of Management and Budget and the Office of Personnel Management) about the locality pay program...

76 FR 59175 - Federal Salary Council; Meeting

Federal Register 2010, 2011, 2012, 2013, 2014

2011-09-23

... Federal employee organizations and experts in the fields of labor relations and pay policy. The Council makes recommendations to the President's Pay Agent (the Secretary of Labor and the Directors of the Office of Management and Budget and the Office of Personnel Management) about the locality pay program...

SAGES quality initiative: an introduction.

PubMed

Lidor, Anne; Telem, Dana; Bower, Curtis; Sinha, Prashant; Orlando, Rocco; Romanelli, John

2017-08-01

The Medicare program has transitioned to paying healthcare providers based on the quality of care delivered, not on the quantity. In May 2015, SAGES held its first ever Quality Summit. The goal of this meeting was to provide us with the information necessary to put together a strategic plan for our Society over the next 3-5 years, and to participate actively on a national level to help develop valid measures of quality of surgery. The transition to value-based medicine requires that providers are now measured and reimbursed based on the quality of services they provide rather than the quantity of patients in their care. As of 2014, quality measures must cover 3 of the 6 available National Quality domains. Physician quality reporting system measures are created via a vigorous process which is initiated by the proposal of the quality measure and subsequent validation. Commercial, non-profit, and governmental agencies have now been engaged in the measurement of hospital performance through structural measures, process measures, and increasingly with outcomes measures. This more recent focus on outcomes measures have been linked to hospital payments through the Value-Based Purchasing program. Outcomes measures of quality drive CMS' new program, MACRA, using two formats: Merit-based incentive programs and alternative payment models. But, the quality of information now available is highly variable and difficult for the average consumer to use. Quality metrics serve to guide efforts to improve performance and for consumer education. Professional organizations such as SAGES play a central role in defining the agenda for improving quality, outcomes, and safety. The mission of SAGES is to improve the quality of patient care through education, research, innovation, and leadership, principally in gastrointestinal and endoscopic surgery.

A Broken Promise: Examining the Merit-Aid Policy and Implementation Gap in the Michigan Promise Scholarship

ERIC Educational Resources Information Center

Daun-Barnet, Nathan; Hermsen, Albert; Vedder, Lori; Mabry, Beth

2013-01-01

In 2006, Michigan changed their traditional merit award to a credit contingent program based upon successful completion of 60 college credits. The Michigan Promise Scholarship was crafted by state policymakers without input from the financial aid community. This case study suggests that the change in policy resulted in two unintended consequences:…

Financial Aid and First-Year Collegiate GPA: A Regression Discontinuity Approach

ERIC Educational Resources Information Center

Curs, Bradley R.; Harper, Casandra E.

2012-01-01

Using a regression discontinuity design, we investigate whether a merit-based financial aid program has a causal effect on the first-year grade point average of first-time out-of-state freshmen at the University of Oregon. Our results indicate that merit-based financial aid has a positive and significant effect on first-year collegiate grade point…

State Merit-Based Aid and Enrolling in Graduate Study: Evidence from the Kentucky Educational Excellence Scholarship

ERIC Educational Resources Information Center

Delaney, Jennifer A.

2011-01-01

This study considers the effect of a state merit-based aid program for undergraduate students on subsequent enrollment in graduate school. It uses student unit record data to analyze the impact of the Kentucky Educational Excellence Scholarship (KEES). Price theory is used as a framework for understanding the incentives provided by KEES. Using a…

Pay for performance: will dentistry follow?

PubMed

Voinea-Griffin, Andreea; Fellows, Jeffrey L; Rindal, Donald B; Barasch, Andrei; Gilbert, Gregg H; Safford, Monika M

2010-04-28

"Pay for performance" is an incentive system that has been gaining acceptance in medicine and is currently being considered for implementation in dentistry. However, it remains unclear whether pay for performance can effect significant and lasting changes in provider behavior and quality of care. Provider acceptance will likely increase if pay for performance programs reward true quality. Therefore, we adopted a quality-oriented approach in reviewing those factors which could influence whether it will be embraced by the dental profession. The factors contributing to the adoption of value-based purchasing were categorized according to the Donabedian quality of care framework. We identified the dental insurance market, the dental profession position, the organization of dental practice, and the dental patient involvement as structural factors influencing the way dental care is practiced and paid for. After considering variations in dental care and the early stage of development for evidence-based dentistry, the scarcity of outcome indicators, lack of clinical markers, inconsistent use of diagnostic codes and scarcity of electronic dental records, we concluded that, for pay for performance programs to be successfully implemented in dentistry, the dental profession and health services researchers should: 1) expand the knowledge base; 2) increase considerably evidence-based clinical guidelines; and 3) create evidence-based performance measures tied to existing clinical practice guidelines. In this paper, we explored factors that would influence the adoption of value-based purchasing programs in dentistry. Although none of these factors were essential deterrents for the implementation of pay for performance programs in medicine, the aggregate seems to indicate that significant changes are needed before this type of program could be considered a realistic option in dentistry.

Reforming Teacher Pay

ERIC Educational Resources Information Center

Burns, Susan Freeman; Gardner, Catherine D.

2010-01-01

A recent Google search for information regarding performance pay in education produced 6.1 million results. This number should come as no surprise given the current level of interest in incentives as a popular reform option in public education. Supporters believe pay-for-performance programs encourage less effective teachers to improve and will…

5 CFR 894.401 - How do I pay premiums?

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false How do I pay premiums? 894.401 Section 894.401 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) FEDERAL EMPLOYEES DENTAL AND VISION INSURANCE PROGRAM Cost of Coverage § 894.401 How do I pay...

5 CFR 894.401 - How do I pay premiums?

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 2 2011-01-01 2011-01-01 false How do I pay premiums? 894.401 Section 894.401 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) FEDERAL EMPLOYEES DENTAL AND VISION INSURANCE PROGRAM Cost of Coverage § 894.401 How do I pay...

7 CFR 275.23 - Determination of State agency program performance.

Code of Federal Regulations, 2010 CFR

2010-01-01

... national performance measure for the fiscal year, the State agency shall pay or have its share of... the prescribed timeframe. (8) Interest charges. (i) To the extent that a State agency does not pay a... agency agrees to pay the claim through reduction in Federal financial participation for administrative...

75 FR 68010 - Federal Salary Council

Federal Register 2010, 2011, 2012, 2013, 2014

2010-11-04

... employee organizations and experts in the fields of labor relations and pay policy. The Council makes recommendations to the President's Pay Agent (the Secretary of Labor and the Directors of the Office of Management and Budget and the Office of Personnel Management) about the locality pay program for General Schedule...

77 FR 59026 - Federal Salary Council

Federal Register 2010, 2011, 2012, 2013, 2014

2012-09-25

... employee organizations and experts in the fields of labor relations and pay policy. The Council makes recommendations to the President's Pay Agent (the Secretary of Labor and the Directors of the Office of Management and Budget and the Office of Personnel Management) about the locality pay program for General Schedule...

78 FR 65717 - Federal Salary Council

Federal Register 2010, 2011, 2012, 2013, 2014

2013-11-01

... employee organizations and experts in the fields of labor relations and pay policy. The Council makes recommendations to the President's Pay Agent (the Secretary of Labor and the Directors of the Office of Management and Budget and the Office of Personnel Management) about the locality pay program for General Schedule...

Flight performance measurement utilizing a figure of merit (FOM)

NASA Technical Reports Server (NTRS)

Mosier, Kathleen L.; Zacharias, Greg L.

1993-01-01

One of the goals of the NASA Strategic Behavior/Workload Management Program is to develop standardized procedures for constructing figures of merit (FOMs) that describe minimal criteria for flight task performance, as well as summarize overall performance quality. Such a measure could be utilized for evaluating flight crew performance, for assessing the effectiveness of new equipment or technological innovations, or for measuring performance at a particular airport. In this report, we describe the initial phases in the creation of a FOM to be employed in examining crew performance in NASA-Ames Air Ground Compatibility and Strategic Behavior/Workload Management programs.

New York City's School-Wide Bonus Pay Program: Early Evidence from a Randomized Trial. Working Paper 2009-02

ERIC Educational Resources Information Center

Springer, Matthew G.; Winters, Marcus A.

2009-01-01

In this paper, we examine the impact of New York City's School-Wide Performance Bonus Program (SPBP) on student outcomes and the school learning environment. The SPBP is a pay-for-performance program that was implemented in approximately 200 K-12 public schools midway into the 2007-08 school year. Participating schools can earn bonus awards of up…

So, You Want to Move out?!--An Awareness Program of the Real Costs of Moving Away from Home

ERIC Educational Resources Information Center

Hines, Steven L.; Hansen, Lyle; Falen, Christi

2011-01-01

The So, You Want To Move Out?! program was developed to help teens explore the financial realities of moving away from home. This 3-day camp program allows youth the opportunity to interview for a job, work, earn a paycheck, and pay financial obligations. After paying expenses and trying to put some money away in savings, the participants begin to…

Full cost accounting as a tool for the financial assessment of Pay-As-You-Throw schemes: a case study for the Panorama municipality, Greece.

PubMed

Karagiannidis, Avraam; Xirogiannopoulou, Anna; Tchobanoglous, George

2008-12-01

In the present paper, implementation scenarios of a Pay-As-You-Throw program were developed and analyzed for the first time in Greece. Firstly, the necessary steps for implementing a Pay-As-You-Throw program were determined. A database was developed for the needs of the full cost accounting method, where all financial and waste-production data were inserted, in order to calculate the unit price of charging for four different implementation scenarios of the "polluter-pays" principle. For each scenario, the input in waste management cost was estimated, as well as the total waste charges for households. Finally, a comparative analysis of the results was performed.

The effect of personal experience on choice-based preferences for wildfire protection programs

Treesearch

Tom Holmes; Armando Gonzalez-Caban; John Loomis; Jose Sanchez

2013-01-01

In this paper, we investigate homeowner preferences and willingness to pay for wildfire protection programs using a choice experiment with three attributes: risk, loss and cost. Preference heterogeneity among survey respondents was examined using three econometric models and risk preferences were evaluated by comparing willingness to pay for wildfire protection...

Willingness-to-pay for an area-wide integrated Pest Managment Program to control the Asian Tiger Mosquito in New Jersey.

USDA-ARS?s Scientific Manuscript database

Using contingent valuation, the perceived value of an area-wide, integrated pest management program for the Asian tiger mosquito, Aedes albopictus, implemented in Monmouth and Mercer Counties, New Jersey, was estimated. The residents’ maximum willingness-to-pay (WTP) and payment modality was estimat...

Every penny counts: interest-free loan programs could benefit both hospitals and patients.

PubMed

Hinderks, Jackie; Wreede, Amanda

2015-11-01

Patients' average deductibles have more than quadrupled, and their out-of-pocket costs are much higher now than even a decade ago. The higher a hospital bill, the less likely a patient is to pay. Zero-interest loan programs encourage patients to pay, helping both patient and hospital stay afloat.

The Best Laid Plans: Pay for Performance Incentive Programs for School Leaders

ERIC Educational Resources Information Center

Goff, Peter; Goldring, Ellen; Canney, Melissa

2016-01-01

In an era of heightened accountability and limited fiscal resources, school districts have sought novel ways to increase the effectiveness of their principals in an effort to increase student proficiency. To address these needs, some districts have turned to pay-for-performance programs, aligning leadership goals with financial incentives to…

Reformist Distractions and Educational Labor: Two Perspectives on Paying for Grades

ERIC Educational Resources Information Center

Warnick, Bryan R.

2016-01-01

In this essay Bryan Warnick examines two recent analyses of the practice of paying students for grades, with a focus on educational justice. Philosopher Derrick Darby argues against cash-for-grades programs on the grounds that such programs leave educational inequality intact. Warnick contends that Darby's arguments are incomplete. Increasing…

7 CFR 1000.76 - Payments by a handler operating a partially regulated distributing plant.

Code of Federal Regulations, 2011 CFR

2011-01-01

... and pricing program, shall pay to the market administrator for the producer-settlement fund the amount... pooling of producer returns under a State government's milk classification and pricing program shall pay... disposed of as route disposition in the marketing area; (2) For orders with multiple component pricing...

A Culturally Responsive Evaluation Approach Applied to the Talent Development School-to-Career Intervention Program

ERIC Educational Resources Information Center

Manswell-Butty, Jo-Anne L.; Reid, Malva Daniel; LaPoint, Velma

2004-01-01

Program evaluation has long been used to reveal program characteristics, merits, and challenges. While providing information about program effectiveness, evaluations can also ensure understanding of program outcomes, efficiency, and quality. Furthermore, evaluations can analyze and examine a program's political and social environment as well as…

Early experience with pay-for-performance: from concept to practice.

PubMed

Rosenthal, Meredith B; Frank, Richard G; Li, Zhonghe; Epstein, Arnold M

2005-10-12

The adoption of pay-for-performance mechanisms for quality improvement is growing rapidly. Although there is intense interest in and optimism about pay-for-performance programs, there is little published research on pay-for-performance in health care. To evaluate the impact of a prototypical physician pay-for-performance program on quality of care. We evaluated a natural experiment with pay-for-performance using administrative reports of physician group quality from a large health plan for an intervention group (California physician groups) and a contemporaneous comparison group (Pacific Northwest physician groups). Quality improvement reports were included from October 2001 through April 2004 issued to approximately 300 large physician organizations. Three process measures of clinical quality: cervical cancer screening, mammography, and hemoglobin A1c testing. Improvements in clinical quality scores were as follows: for cervical cancer screening, 5.3% for California vs 1.7% for Pacific Northwest; for mammography, 1.9% vs 0.2%; and for hemoglobin A1c, 2.1% vs 2.1%. Compared with physician groups in the Pacific Northwest, the California network demonstrated greater quality improvement after the pay-for-performance intervention only in cervical cancer screening (a 3.6% difference in improvement [P = .02]). In total, the plan awarded 3.4 million dollars (27% of the amount set aside) in bonus payments between July 2003 and April 2004, the first year of the program. For all 3 measures, physician groups with baseline performance at or above the performance threshold for receipt of a bonus improved the least but garnered the largest share of the bonus payments. Paying clinicians to reach a common, fixed performance target may produce little gain in quality for the money spent and will largely reward those with higher performance at baseline.

Commercial Foods. Florida Vocational Program Guide.

ERIC Educational Resources Information Center

University of South Florida, Tampa. Dept. of Adult and Vocational Education.

This guide identifies considerations in the organization, operation, and evaluation of secondary and postsecondary vocational education programs. It contains both a vocational program guide and Career Merit Achievement Plan (Career MAP) for commercial foods. The guide contains the following sections: occupational description; program…

An Evaluation of the Merit Reading Software Program in the Calhoun County (WV) Middle/High School

ERIC Educational Resources Information Center

Jones, Jerry D.; Staats, William D.; Bowling, Noel; Bickel, Robert D.; Cunningham, Michael L.; Cadle, Connie

2005-01-01

We were asked by Merit Software to conduct a quasi-experimental research study to evaluate the effects of its reading software on middle school students. Because the No Child Left Behind Act emphasizes the importance of evidence-based interventions and has set improving students reading comprehension as a goal, we agreed to take on this project.…

Inpatients' Preferences, Beliefs, and Stated Willingness to Pay for Complementary and Alternative Medicine Treatments.

PubMed

Montross-Thomas, Lori P; Meier, Emily A; Reynolds-Norolahi, Kimberly; Raskin, Erin E; Slater, Daniel; Mills, Paul J; MacElhern, Lauray; Kallenberg, Gene

2017-04-01

Research demonstrates the benefits of complementary and alternative medicine (CAM) in myriad environments. Yet, the majority of CAM services are offered in outpatient settings. Incorporating CAM into hospital settings may lead to increased patient comfort, well-being, and overall satisfaction with hospital admissions. Few studies have examined CAM services among inpatients. Therefore, this study assessed inpatients' preferences and beliefs regarding CAM, as well as their stated willingness to pay for these services. Adult patients (n = 100), ranging in age from 19-95 years (M = 53 years; SD = 19.2 years), were recruited during their hospitalization in the University of California, San Diego, Healthcare System. The inpatients completed a brief individual interview to gather their perspectives on common CAM services, including acupuncture, aromatherapy, art therapy, guided imagery, healthy food, humor therapy, massage therapy, music therapy, pet therapy, Reiki, and stress management. Inpatients were asked which CAM therapies they perceived as being potentially the most helpful, their willingness to pay for those therapies, and their perceived beliefs regarding the use of those therapies. Inpatients most commonly perceived healthy food (85%), massage therapy (82%), and humor therapy (70%) to be the most helpful, and were most willing to pay for healthy food (71%), massage therapy (70%), and stress management (48%). Inpatients most commonly believed CAM treatments would provide relaxation (88%), increase well-being (86%), and increase their overall satisfaction with the hospitalization (85%). This study suggests that CAM services may be a beneficial addition to hospitals, as demonstrated by inpatients' interest and stated willingness to pay for these services. These findings may help organizational leaders when making choices regarding the development of CAM services within hospitals, particularly since a significant percentage of inpatients reported that CAM services would increase their overall satisfaction with the hospitalization. These results merit further attention given the need to increase cost savings while enhancing the overall patient experience in today's medical marketplace.

20 CFR 30.906 - Who will pay for an impairment evaluation?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Who will pay for an impairment evaluation? 30... ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000, AS AMENDED Impairment Benefits Under Part E of EEOICPA Medical Evidence of Impairment § 30.906 Who will pay for an impairment...

42 CFR 130.35 - How and when will the Secretary pay a petition?

Code of Federal Regulations, 2010 CFR

2010-10-01

... 42 Public Health 1 2010-10-01 2010-10-01 false How and when will the Secretary pay a petition? 130.35 Section 130.35 Public Health PUBLIC HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES COMPASSIONATE PAYMENTS RICKY RAY HEMOPHILIA RELIEF FUND PROGRAM Procedures for Filing and Paying Complete...

34 CFR 692.112 - May a State use the funds it receives from the GAP Program to pay administrative costs?

Code of Federal Regulations, 2010 CFR

2010-07-01

... 34 Education 3 2010-07-01 2010-07-01 false May a State use the funds it receives from the GAP Program to pay administrative costs? 692.112 Section 692.112 Education Regulations of the Offices of the... Assistance and How May It Be Used? § 692.112 May a State use the funds it receives from the GAP Program to...

5 CFR 842.109 - Continuation of coverage for former Federal employees of the Civilian Marksmanship Program.

Code of Federal Regulations, 2010 CFR

2010-01-01

... with the individual's retirement records. (d) The Corporation must withhold from the pay of an individual described by paragraph (a) of this section an amount equal to the percentage withheld from the pay... by the Department of Defense to support the Civilian Marksmanship Program as of the day before the...

5 CFR 890.111 - Continuation of eligibility for former Federal employees of the Civilian Marksmanship Program.

Code of Federal Regulations, 2010 CFR

2010-01-01

... pay of an individual described by paragraph (a) of this section an amount equal to the premiums withheld from the pay of a Federal employee for FEHB coverage and, in accordance with procedures... Department of Defense to support the Civilian Marksmanship Program as of the day before the date of the...

45 CFR 1150.8 - Will failure to pay my debt affect my eligibility for Endowment programs?

Code of Federal Regulations, 2011 CFR

2011-10-01

... 45 Public Welfare 3 2011-10-01 2011-10-01 false Will failure to pay my debt affect my eligibility for Endowment programs? 1150.8 Section 1150.8 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL FOUNDATION ON THE ARTS AND THE HUMANITIES NATIONAL ENDOWMENT FOR THE ARTS COLLECTION OF...

Choice Behavior of Nonpathological Women Playing Concurrently Available Slot Machines: Effect of Changes in Payback Percentages

ERIC Educational Resources Information Center

Weatherly, Jeffrey N.; Thompson, Bradley J.; Hodny, Marisa; Meier, Ellen

2009-01-01

In a simulated casino environment, 6 nonpathological women played concurrently available commercial slot machines programmed to pay out at different rates. Participants did not always demonstrate preferences for the higher paying machine. The data suggest that factors other than programmed or obtained rate of reinforcement may control gambling…

32 CFR 199.20 - Continued Health Care Benefit Program (CHCBP).

Code of Federal Regulations, 2010 CFR

2010-07-01

...) § 199.20 Continued Health Care Benefit Program (CHCBP). (a) Purpose. The CHCBP is a premium based... institution of higher learning; or (2) Is incapable of self-support because of a mental or physical incapacity... retired or retainer pay of a member or former member or an annuity based on the retainer pay of the member...

45 CFR 1150.8 - Will failure to pay my debt affect my eligibility for Endowment programs?

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Will failure to pay my debt affect my eligibility for Endowment programs? 1150.8 Section 1150.8 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL FOUNDATION ON THE ARTS AND THE HUMANITIES NATIONAL ENDOWMENT FOR THE ARTS COLLECTION OF...

Characteristics and Determinants of Teacher-Designed Pay for Performance Plans: Evidence from Texas' Governor's Educator Excellence Grant (GEEG) Program. Research Brief

ERIC Educational Resources Information Center

National Center on Performance Incentives, 2008

2008-01-01

In "Characteristics and Determinants of Teacher-Designed Pay for Performance Plans: Evidence from Texas' Governor's Educator Excellence Grant (GEEG) Program"--a paper presented at the February 2008 National Center on Performance Incentives research to policy conference--Lori Taylor, Matthew Springer, and Mark Ehlert describe the teacher…

Commercial Vehicle Driving. Florida Vocational Program Guide.

ERIC Educational Resources Information Center

University of South Florida, Tampa. Dept. of Adult and Vocational Education.

This guide identifies considerations in the organization, operation, and evaluation of secondary and postsecondary vocational education programs. It contains both a vocational program guide and Career Merit Achievement Plan (Career MAP) for commercial vehicle driving. The guide contains the following sections: occupational description; program…

Precision Metal Fabrication. Florida Vocational Program Guide.

ERIC Educational Resources Information Center

University of South Florida, Tampa. Dept. of Adult and Vocational Education.

This guide identifies considerations in the organization, operation, and evaluation of secondary and postsecondary vocational education programs. It contains both a vocational program guide and Career Merit Achievement Plan (Career MAP) for precision metal fabrication. The guide contains the following sections: occupational description; program…

Should people with unhealthy lifestyles pay higher health insurance premiums?

PubMed

Buchanan, David R

2011-02-01

This commentary sets the article by Dubois on the ethical justification for charging higher insurance premiums for people with unhealthy lifestyles in the context of US health care reform. It reviews the relevance and strength of normative concerns identified by Dubois about the acceptability of such differentiated "means-tested" plans. It identifies key issues involving whether certain health behaviors matter ethically, and if so, the grounds that would justify an obligation for people to take action. The article frames the answer in terms of the need to achieve an ethically acceptable balance between the principle of equality and principle of merit and concludes with four ethical standards to focus the terms of the debate.

Summary of the 1983 Annual Reports of the Medicare Board of Trustees

PubMed Central

1983-01-01

This summary presents an overview of the information contained in the annual reports of the trustees required under Title XVIII of the Social Security Act, Health Insurance for the Aged and Disabled, commonly known as Medicare. There are two basic programs under Medicare: Hospital insurance (HI), which pays for inpatient hospital care and other related care of those 65 years of age and over and of the long-term disabled.Supplementary medical insurance (SMI), which pays for physicians' services, outpatient hospital services, and other medical expenses of those 65 years of age and over and of the long-term disabled. The HI program is financed primarily by payroll taxes, with the taxes paid by current workers used to pay benefits to current beneficiaries. However, the HI program maintains a trust fund that provides a small reserve against fluctuations. This type of financing is generally known as pay-as-you-go financing. By contrast, the SMI program is financed on an accrual basis with a contingency margin. This means that the SMI trust fund should always be somewhat greater than the claims that have been incurred by enrollees but not yet paid by the program. The trust funds hold all of the income not currently needed to pay benefits and related expenses. The assets of the funds may not be used for any other purpose; however, they may be invested in certain interest-bearing obligations of the U.S. Government. The Secretaries of Treasury, Labor, and Health and Human Services serve as trustees of the HI and SMI trust funds. The Secretary of Treasury is the managing trustee. The Administrator of the Health Care Financing Administration, the agency charged with administering the Medicare program, is the secretary of the Board of Trustees. PMID:10310524

28 CFR 545.26 - Performance pay provisions.

Code of Federal Regulations, 2014 CFR

2014-07-01

... effective management of the overall performance pay program, the percentage of inmates assigned to each... categories as quality of work, quantity of work, initiative, ability to learn, dependability, response to...

28 CFR 545.26 - Performance pay provisions.

Code of Federal Regulations, 2011 CFR

2011-07-01

... effective management of the overall performance pay program, the percentage of inmates assigned to each... categories as quality of work, quantity of work, initiative, ability to learn, dependability, response to...

Progress Evaluation of the National Estuary Program

EPA Pesticide Factsheets

A guidance to help the U.S. EPA determine whether the 28 programs included in NEP are making adequate progress implementing their CCMP and therefore merit continued funding under §320 of the Clean Water Act.

Team Pay for Performance: Experimental Evidence from Round Rock's Project on Incentives in Teaching

ERIC Educational Resources Information Center

McCaffrey, Daniel F.; Pane, John F.; Springer, Matthew G.; Burns, Susan F.; Haas, Ann

2011-01-01

This paper presents the results of a rigorous experiment examining the impact of pay for performance on student achievement and instructional practice. This study, conducted by the National Center on Performance Incentives, examines a pay-for-performance program in Round Rock (Texas) which distributed performance awards to teachers based on a…

The Effect of Performance Pay in Little Rock, Arkansas on Student Achievement. Research Brief

ERIC Educational Resources Information Center

Winters, Marcus; Greene, Jay; Ritter, Gary; Marsh, Ryan

2008-01-01

This paper examines evidence from a performance-pay program implemented in five Little Rock, Arkansas elementary schools between 2004 and 2007. Using a differences-in-differences approach, the evidence shows that students whose teachers were eligible for performance pay made substantially larger test score gains in math, reading, and language than…

42 CFR 130.34 - How will the Secretary determine whether to pay a petition?

Code of Federal Regulations, 2010 CFR

2010-10-01

... 42 Public Health 1 2010-10-01 2010-10-01 false How will the Secretary determine whether to pay a petition? 130.34 Section 130.34 Public Health PUBLIC HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES COMPASSIONATE PAYMENTS RICKY RAY HEMOPHILIA RELIEF FUND PROGRAM Procedures for Filing and Paying...

Designing Incentives for Public School Teachers: Evidence from a Texas Incentive Pay Program

ERIC Educational Resources Information Center

Springer, Matthew G.; Taylor, Lori L.

2016-01-01

Pay-for-performance is a popular public education reform, but there is little evidence about the characteristics of a well-designed incentive pay plan for teachers. Some of the literature suggests that effective incentive plans must offer relatively large awards to induce behavioral changes. On the other hand, the experimental economics literature…

The Long Run Impacts of Merit Aid: Evidence from California's Cal Grant. CEPA Working Paper No. 16-13

ERIC Educational Resources Information Center

Bettinger, Eric; Gurantz, Oded; Kawano, Laura; Sacerdote, Bruce

2016-01-01

We examine the impacts of being awarded a Cal Grant, among the most generous state merit aid programs. We exploit variation in eligibility rules using GPA and family income cutoffs that are ex ante unknown to applicants. Cal Grant eligibility increases degree completion by 2 to 5 percentage points in our reduced form estimates. Cal Grant also…

Perceived Value of Required Research in Orthodontic Postgraduate Programs.

ERIC Educational Resources Information Center

Lancaster, Diana M.; And Others

Graduates' perceptions concerning the value of required research experience in orthodontic postdoctoral programs were determined. Factors in the postdoctoral research program that provided positive/negative experiences were also identified. Fifteen attitude statements concerning the merits of required research projects and demographic items on the…

Public reporting and pay-for-performance: safety-net hospital executives' concerns and policy suggestions.

PubMed

Goldman, L Elizabeth; Henderson, Stuart; Dohan, Daniel P; Talavera, Jason A; Dudley, R Adams

2007-01-01

Safety-net hospitals (SNHs) may gain little financial benefit from the rapidly spreading adoption of public reporting and pay-for-performance, but may feel compelled to participate (and bear the costs of data collection) to meet public expectations of transparency and accountability. To better understand the concerns that SNH administrators have regarding public reporting and pay-for-performance, we interviewed 37 executives at randomly selected California SNHs. The main concerns noted by SNH executives were that human and financial resource constraints made it difficult for SNHs to accurately measure their performance. Additionally, some executives felt that market-driven public reporting and pay-for-performance may focus on clinical areas and incentive structures that may not be high-priority clinical areas for SNHs. Executives at SNHs suggested several policy responses to these concerns-such as offering training programs for SNH data collectors-that could be relatively inexpensive and might improve the cost-benefit ratio of public reporting and pay-for-performance programs.

Exploring the cost and value of private versus shared bedrooms in nursing homes.

PubMed

Calkins, Margaret; Cassella, Christine

2007-04-01

There is debate about the relative merits and costs of private versus shared bedrooms in nursing homes, particularly in light of the current efforts at creating both cost-efficient and person-centered care facilities. The purpose of this project was to explore the extent to which there is evidence-based information that supports the merits of three different bedroom configurations: traditional shared, enhanced shared, and private. We developed a framework of four broad domains that were related to the different bedroom configurations: psychosocial, clinical, operational, and construction or building factors. Within each dimension, we identified individual factors through the literature, interviews, and focus groups, with the goal of determining the breadth, depth, and quality of evidence supporting the benefits of one configuration over another. The vast majority of factors identified in this study, regardless of whether there was solid empirical data, information from the focus groups, or other anecdotal evidence, indicated better outcomes associated with private rooms over shared rooms in nursing homes. Cost estimates suggest that construction cost (plus debt service) differences range from roughly $20,506 per bed for a traditional shared room to $36,515 for a private one, and that such differences are recouped in less than 2 years if beds are occupied, and in less than 3 months if a shared bed remains unoccupied at average private-pay room costs. Despite limited empirical evidence in some areas, this project provides the foundation for an evidence-based life-cycle costing perspective regarding the relative merits of different bedroom configurations.

Incorporating shared savings programs into primary care: from theory to practice.

PubMed

Hayen, Arthur P; van den Berg, Michael J; Meijboom, Bert R; Struijs, Jeroen N; Westert, Gert P

2015-12-30

In several countries, health care policies gear toward strengthening the position of primary care physicians. Primary care physicians are increasingly expected to take accountability for overall spending and quality. Yet traditional models of paying physicians do not provide adequate incentives for taking on this new role. Under a so-called shared savings program physicians are instead incentivized to take accountability for spending and quality, as the program lets them share in cost savings when quality targets are met. We provide a structured approach to designing a shared savings program for primary care, and apply this approach to the design of a shared savings program for a Dutch chain of primary care providers, which is currently being piloted. Based on the literature, we defined five building blocks of shared savings models that encompass the definition of the scope of the program, the calculation of health care expenditures, the construction of a savings benchmark, the assessment of savings and the rules and conditions under which savings are shared. We apply insights from a variety of literatures to assess the relative merits of alternative design choices within these building blocks. The shared savings program uses an econometric model of provider expenditures as an input to calculating a casemix-corrected benchmark. The minimization of risk and uncertainty for both payer and provider is pertinent to the design of a shared savings program. In that respect, the primary care setting provides a number of unique opportunities for achieving cost and quality targets. Accountability can more readily be assumed due to the relatively long-lasting relationships between primary care physicians and patients. A stable population furthermore improves the confidence with which savings can be attributed to changes in population management. Challenges arise from the institutional context. The Dutch health care system has a fragmented structure and providers are typically small in size. Shared savings programs fit the concept of enhanced primary care. Incorporating a shared savings program into existing payment models could therefore contribute to the financial sustainability of this organizational form.

Governor's Educator Excellence Grant (GEEG) Program: Year Three Evaluation Report. Policy Evaluation Report. [Executive Summary

ERIC Educational Resources Information Center

Springer, Matthew G.; Lewis, Jessica L.; Podgursky, Michael J.; Ehlert, Mark W.; Taylor, Lori L.; Lopez, Omar S.; Peng, Art

2009-01-01

The Governor's Educator Excellence Grant (GEEG) program was federally- and state-funded and provided three-year grants to schools to design and implement performance pay plans from the 2005-06 to 2007-08 school years. GEEG was implemented in 99 high poverty, high performing Texas public schools. Performance pay for teachers entered Texas state…

Workforce Downsizing and Restructuring in the Department of Defense: The Voluntary Separation Incentive Payment Program Versus Involuntary Separation

DTIC Science & Technology

2016-01-01

Workforce Downsizing and Restructuring in the Department of Defense The Voluntary Separation Incentive Payment Program Versus Involuntary...Voluntary Separation Incentive Payment (VSIP). The purposes of this research are to place VSIP in context relative to involuntary separation, determine...5 CHAPTER TWO Review of Severance Pay, Voluntary Separation Incentive Pay, and Voluntary

Texas Educator Excellence Grant (TEEG) Program: Year Three Evaluation Report. Policy Evaluation Report. [Executive Summary

ERIC Educational Resources Information Center

Springer, Matthew G.; Lewis, Jessica L.; Podgursky, Michael J.; Ehlert, Mark W.; Gronberg, Timothy J.; Hamilton, Laura S.; Jansen, Dennis W.; Stecher, Brian M.; Taylor, Lori L.; Lopez, Omar S.; Peng, Art

2009-01-01

The Texas Educator Excellence Grant (TEEG) program was state-funded and provided annual grants to schools to design and implement performance pay plans during the 2006-07 to 2009-10 school year. TEEG was implemented each year (i.e., Cycle) in approximately 1,000 high poverty, high performing Texas public schools. Performance pay for teachers…

28 CFR 345.55 - Longevity pay.

Code of Federal Regulations, 2014 CFR

2014-07-01

... factories or shops. An inmate qualifies for longevity pay raises as provided in the table below: Length of.... An inmate who leaves FPI to enter education, vocational training, or drug abuse treatment programs...

28 CFR 345.55 - Longevity pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... factories or shops. An inmate qualifies for longevity pay raises as provided in the table below: Length of.... An inmate who leaves FPI to enter education, vocational training, or drug abuse treatment programs...

28 CFR 345.55 - Longevity pay.

Code of Federal Regulations, 2013 CFR

2013-07-01

... factories or shops. An inmate qualifies for longevity pay raises as provided in the table below: Length of.... An inmate who leaves FPI to enter education, vocational training, or drug abuse treatment programs...

28 CFR 345.55 - Longevity pay.

Code of Federal Regulations, 2012 CFR

2012-07-01

... factories or shops. An inmate qualifies for longevity pay raises as provided in the table below: Length of.... An inmate who leaves FPI to enter education, vocational training, or drug abuse treatment programs...

28 CFR 345.55 - Longevity pay.

Code of Federal Regulations, 2011 CFR

2011-07-01

... factories or shops. An inmate qualifies for longevity pay raises as provided in the table below: Length of.... An inmate who leaves FPI to enter education, vocational training, or drug abuse treatment programs...

Commercial Foods and Culinary Arts. Florida Vocational Program Guide.

ERIC Educational Resources Information Center

University of South Florida, Tampa. Dept. of Adult and Vocational Education.

This guide identifies considerations in the organization, operation, and evaluation of secondary and postsecondary vocational education programs. It contains both a vocational program guide and Career Merit Achievement Plan (Career MAP) for commercial foods and culinary arts. The guide contains the following sections: occupational description;…

42 CFR § 414.1460 - Monitoring and program integrity.

Code of Federal Regulations, 2010 CFR

2017-10-01

... SERVICES (CONTINUED) MEDICARE PROGRAM (CONTINUED) PAYMENT FOR PART B MEDICAL AND OTHER HEALTH SERVICES Merit-Based Incentive Payment System and Alternative Payment Model Incentive § 414.1460 Monitoring and program integrity. (a) Vetting eligible clinicians prior to payment of the APM Incentive Payment. Prior to...

DOE Hydrogen Program 2004 Annual Merit Review and Peer Evaluation Report

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

Not Available

This document summarizes the project evaluations and comments from the DOE Hydrogen Program 2004 Annual Program Review. Hydrogen production, delivery and storage; fuel cells; technology validation; safety, codes and standards; and education R&D projects funded by DOE in FY2004 are reviewed.

Interdependent figure-of-merit software development

NASA Technical Reports Server (NTRS)

Ramohalli, K.; Kirsch, T.

1989-01-01

This program was undertaken in order to understand the complex nature of interdependent performance in space missions. At the first step in a planned sequence of progress, a spread sheet program was developed to evaluate different fuel/oxidizer combinations for a specific Martian mission. This program is to be linked with output attained using sophisticated software produced by Gordon and McBride. The programming to date makes use of 11 independent parameters. Optimization is essential when faced with the incredible magnitude of costs, risks, and benefits involved with space exploration. A system of weights needs to be devised on which to measure the options. It was the goal to devise a Figure of Merit (FoM) on which different choices can be presented and made. The plan was to model typical missions to Mars, identify the parameters, and vary them until the best one is found. Initially, most of the focus was placed on propellant selection.

An estimation of distribution method for infrared target detection based on Copulas

NASA Astrophysics Data System (ADS)

Wang, Shuo; Zhang, Yiqun

2015-10-01

Track-before-detect (TBD) based target detection involves a hypothesis test of merit functions which measure each track as a possible target track. Its accuracy depends on the precision of the distribution of merit functions, which determines the threshold for a test. Generally, merit functions are regarded Gaussian, and on this basis the distribution is estimated, which is true for most methods such as the multiple hypothesis tracking (MHT). However, merit functions for some other methods such as the dynamic programming algorithm (DPA) are non-Guassian and cross-correlated. Since existing methods cannot reasonably measure the correlation, the exact distribution can hardly be estimated. If merit functions are assumed Guassian and independent, the error between an actual distribution and its approximation may occasionally over 30 percent, and is divergent by propagation. Hence, in this paper, we propose a novel estimation of distribution method based on Copulas, by which the distribution can be estimated precisely, where the error is less than 1 percent without propagation. Moreover, the estimation merely depends on the form of merit functions and the structure of a tracking algorithm, and is invariant to measurements. Thus, the distribution can be estimated in advance, greatly reducing the demand for real-time calculation of distribution functions.

Focus on Teacher Pay and Incentives: Recent Legislative Actions and Update on Salary Averages. Challenge to Lead

ERIC Educational Resources Information Center

Gaines; Gale F.

2007-01-01

Teacher pay continues to be a hot issue for states, particularly since it is likely the largest expenditure in education budgets. This paper summarizes the latest on average salaries in the Southern Regional Education Board (SREB) states, including an update on recent incentive pay programs, pilot projects, and other legislative actions that…

Payments To Informal vs. Formal Home Care Providers: Policy Divergence Affects the Elderly and Their Families in Michigan and Illinois. Revised.

ERIC Educational Resources Information Center

Keigher, Sharon M.; And Others

States' policies vary widely on paying friends and family rather than home care agencies to care for the elderly. This analysis explored two state programs which exemplify different payment options: Michigan, which pays clients' informal caregivers, and Illinois, which generally pays agencies to provide services. It asked how different payment…

Exploring the Possibility and Potential for Pay for Performance in America's Public Schools

ERIC Educational Resources Information Center

Ellerson, Noelle M.

2009-01-01

In response to a growing dialogue at the local, state and national levels around the idea of restructuring teacher pay to include performance measures, the American Association of School Administrators surveyed a randomly selected sample of its members to gauge their feedback and interest in pay-for-performance programs. AASA launched this survey…

Status of Teacher Performance Pay Programs across the United States. Information Capsule. Volume 1103

ERIC Educational Resources Information Center

Blazer, Christie

2011-01-01

An increasing number of states and school districts across the country are tying teacher pay to student performance. A recent RAND Education study found that nationwide spending on teacher performance pay increased from $99 million in 2006 to $439 million in 2010. However, many states and school districts face significant hurdles when they attempt…

13 CFR 123.203 - What interest rate will my business pay on a physical disaster business loan and what are the...

Code of Federal Regulations, 2012 CFR

2012-01-01

... business pay on a physical disaster business loan and what are the repayment terms? 123.203 Section 123.203 Business Credit and Assistance SMALL BUSINESS ADMINISTRATION DISASTER LOAN PROGRAM Physical Disaster Business Loans § 123.203 What interest rate will my business pay on a physical disaster business loan and...

13 CFR 123.203 - What interest rate will my business pay on a physical disaster business loan and what are the...

Code of Federal Regulations, 2013 CFR

2013-01-01

... business pay on a physical disaster business loan and what are the repayment terms? 123.203 Section 123.203 Business Credit and Assistance SMALL BUSINESS ADMINISTRATION DISASTER LOAN PROGRAM Physical Disaster Business Loans § 123.203 What interest rate will my business pay on a physical disaster business loan and...

13 CFR 123.203 - What interest rate will my business pay on a physical disaster business loan and what are the...

Code of Federal Regulations, 2014 CFR

2014-01-01

... business pay on a physical disaster business loan and what are the repayment terms? 123.203 Section 123.203 Business Credit and Assistance SMALL BUSINESS ADMINISTRATION DISASTER LOAN PROGRAM Physical Disaster Business Loans § 123.203 What interest rate will my business pay on a physical disaster business loan and...

13 CFR 123.203 - What interest rate will my business pay on a physical disaster business loan and what are the...

Code of Federal Regulations, 2011 CFR

2011-01-01

... business pay on a physical disaster business loan and what are the repayment terms? 123.203 Section 123.203 Business Credit and Assistance SMALL BUSINESS ADMINISTRATION DISASTER LOAN PROGRAM Physical Disaster Business Loans § 123.203 What interest rate will my business pay on a physical disaster business loan and...

45 CFR 2528.70 - What steps are necessary to use an education award to pay expenses incurred in enrolling in a G.I...

Code of Federal Regulations, 2010 CFR

2010-10-01

... to pay expenses incurred in enrolling in a G.I. Bill approved program? 2528.70 Section 2528.70 Public... incurred in enrolling in a G.I. Bill approved program? (a) Required Information. Before disbursing an amount from an education award for this purpose, the Corporation must receive— (1) An individual's...

45 CFR 2528.70 - What steps are necessary to use an education award to pay expenses incurred in enrolling in a G.I...

Code of Federal Regulations, 2014 CFR

2014-10-01

... to pay expenses incurred in enrolling in a G.I. Bill approved program? 2528.70 Section 2528.70 Public... incurred in enrolling in a G.I. Bill approved program? (a) Required Information. Before disbursing an amount from an education award for this purpose, the Corporation must receive— (1) An individual's...

45 CFR 2528.70 - What steps are necessary to use an education award to pay expenses incurred in enrolling in a G.I...

Code of Federal Regulations, 2012 CFR

2012-10-01

... to pay expenses incurred in enrolling in a G.I. Bill approved program? 2528.70 Section 2528.70 Public... incurred in enrolling in a G.I. Bill approved program? (a) Required Information. Before disbursing an amount from an education award for this purpose, the Corporation must receive— (1) An individual's...

45 CFR 2528.70 - What steps are necessary to use an education award to pay expenses incurred in enrolling in a G.I...

Code of Federal Regulations, 2011 CFR

2011-10-01

... to pay expenses incurred in enrolling in a G.I. Bill approved program? 2528.70 Section 2528.70 Public... incurred in enrolling in a G.I. Bill approved program? (a) Required Information. Before disbursing an amount from an education award for this purpose, the Corporation must receive— (1) An individual's...

District Awards for Teacher Excellence (D.A.T.E.) Program: Final Evaluation Report. [Executive Summary

ERIC Educational Resources Information Center

Springer, Matthew G.; Lewis, Jessica L.; Ehlert, Mark W.; Podgursky, Michael J.; Crader, Gary D.; Taylor, Lori L.; Gronberg, Timothy J.; Jansen, Dennis W.; Lopez, Omar S.; Stuit, David A.

2010-01-01

District Awards for Teacher Excellence (D.A.T.E.) is a state-funded program in Texas that provides grants to districts for the implementation of locally-designed incentive pay plans. All districts in the state are eligible to receive grants, but participation is voluntary. D.A.T.E. incentive pay plans were first implemented in Texas districts…

District Awards for Teacher Excellence (D.A.T.E.) Program: Final Evaluation Report. Policy Evaluation Report

ERIC Educational Resources Information Center

Springer, Matthew G.; Lewis, Jessica L.; Ehlert, Mark W.; Podgursky, Michael J.; Crader, Gary D.; Taylor, Lori L.; Gronberg, Timothy J.; Jansen, Dennis W.; Lopez, Omar S.; Stuit, David A.

2010-01-01

District Awards for Teacher Excellence (D.A.T.E.) is a state-funded program in Texas that provides grants to districts for the implementation of locally-designed incentive pay plans. All districts in the state are eligible to receive grants, but participation is voluntary. D.A.T.E. incentive pay plans were first implemented in Texas districts…

Cost Differentials in State Aid Programs in Selected States.

ERIC Educational Resources Information Center

Jordan, K. Forbis

This paper discusses the merits of cost differentials and weighted-pupil formulas as vehicles for allocating State school support funds to local school districts. The research conducted by the National Educational Finance Project to identify educational program expenditures and to develop cost differentials for each educational program in a…

Indian Education. Annual Report 1968-1969.

ERIC Educational Resources Information Center

Washington Office of the State Superintendent of Public Instruction, Olympia.

Compensatory education programs funded by Johnson-O'Malley categorical aid monies are described in this annual report on American Indian education in the State of Washington. Funds were allocated to school districts on the basis of need and merit of proposed programs. Programs funded provided food services, home visitors and counselors, teacher…

The Accountable Curriculum: A Merit-Based High School Diploma Program.

ERIC Educational Resources Information Center

Stumpo, Vincent M.

1997-01-01

Recent research on student achievement conducted by the National Assessment for Educational Progress (NAEP) indicates that American students are deficient in reading, mathematics, writing, and other skills. To reverse this trend, the Accountable Curriculum, a program that raises expectations for students was created. The program is a departure…

The Evolving Evaluation Process for NSF Broader Impacts

NASA Astrophysics Data System (ADS)

Straub, J. A.; Lawrence, J. E.

2016-12-01

The National Science Foundation (NSF) supports basic research in all non-medical fields of fundamental science that benefit society. To pursue this goal, NSF uses two merit review criteria: intellectual merit and broader impacts. As defined by NSF, intellectual merit "encompasses the potential to advance knowledge," while broader impacts "encompasses the potential to benefit society and contribute to the achievement of specific, desired societal outcomes." Articulating compelling broader impacts is increasingly critical as limited available funding means that both sets of criteria will impact the final proposal outcome. Although societal relevance has been valued by NSF since the foundation was established, recent events have placed increased emphasis on its importance: the America COMPETES Act encouraged increased efforts across agencies in educating the future STEM workforce (2007); NSF prioritized broader STEM participation (2008); the Obama administration issued a memo on transparency and open government (2009); and the National Science Board revised the NSF merit review criteria to emphasize that the same five elements should be considered for both merit review criteria (2012). Principal Investigators, reviewers (including panelists), and Program Officers are being asked to justify how the broader impacts contribute significantly to the project. As broader impacts become increasingly emphasized in the merit review process, it is important to understand not only how Principal Investigators are responding, but how reviewers are evaluating this aspect of proposals. To examine how reviewers are responding to this change in NSF's evaluation policy, an assessment of broader impacts in the Division of Earth Sciences is being conducted. The data were analyzed to see how reviewers have shifted their feedback in the last ten years. Data so far suggest that policy changes to the Grant Proposal Guide in 2012 have caused a notable shift to reviewers being more evaluative of broader impacts, rather than descriptive, in their review of proposals in the core research programs.

Single-Sex Education in the 21st Century. Education Policy Brief. Volume 6, Number 9, Fall 2008

ERIC Educational Resources Information Center

Cable, Kelly E.; Spradlin, Terry E.

2008-01-01

Single-sex education describes a diverse range of situations, including individual classes, programs after school, required programs, voluntary programs, and programs to remedy gender inequities and encourage cultural and racial pride. This brief addresses the genesis and legality of single-sex classrooms, the merits and critiques of single-sex…

Tennessee Education Lottery Scholarship Program Annual Report: Recipient Outcomes through Fall 2012

ERIC Educational Resources Information Center

Tennessee Higher Education Commission, 2013

2013-01-01

The Tennessee Education Lottery Scholarship (TELS) program was designed to meet the unique needs of the state of Tennessee while also incorporating the hallmark elements of existing merit-based aid programs in other states. Developed through a process involving elected officials and members of the academic community, the TELS program aims to…

13 CFR 123.104 - What interest rate will I pay on my home disaster loan?

Code of Federal Regulations, 2010 CFR

2010-01-01

... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false What interest rate will I pay on... ADMINISTRATION DISASTER LOAN PROGRAM Home Disaster Loans § 123.104 What interest rate will I pay on my home disaster loan? If you can obtain credit elsewhere, your interest rate is set by a statutory formula, but...

The NYC Teacher Pay-For-Performance Program: Early Evidence from a Randomized Trial. Civic Report No. 56

ERIC Educational Resources Information Center

Springer, Matthew G.; Winters, Marcus A.

2009-01-01

Paying teachers varying amounts on the basis of how well their students perform is an idea that has been winning increasing support, both in the United States and abroad, and many school systems have adopted some version of it. Proponents claim that linking teacher pay to student performance is a powerful way to encourage talented and highly…

The NYC Teacher Pay-for-Performance Program: Early Evidence from a Randomized Trial. Civic Report No. 56

ERIC Educational Resources Information Center

Springer, Matthew G.; Winters, Marcus A.

2009-01-01

Paying teachers varying amounts on the basis of how well their students perform is an idea that has been winning increasing support, both in the United States and abroad, and many school systems have adopted some version of it. Proponents claim that linking teacher pay to student performance is a powerful way to encourage talented and highly…

41 CFR 302-12.113 - Under a homesale program, may we direct the relocation services company to pay an employee more...

Code of Federal Regulations, 2011 CFR

2011-07-01

... or an amended value sale. (b) Once you have a RSC contract, you must monitor costs and tax..., may we direct the relocation services company to pay an employee more than the fair market value of... we direct the relocation services company to pay an employee more than the fair market value of his...

Increasing the Effectiveness of Navy Retention Compensation by Evaluating Different Auction Compensation Formats

DTIC Science & Technology

2015-06-01

ABBREVIATIONS ACCP aviation career continuation pay BCA Budget Control Act CO commanding officer DOD Department of Defense MILPERS Military Personnel...healthcare costs, overhaul retirement benefits, set a limit on pay increases, and eliminate acquisition programs. Ensuring an optimum level of...Congressional Budget Office, 2014). This appropriation houses the basic pay , allowances and retention bonuses that are offered to service members

Patient opinions regarding 'pay for performance for patients'.

PubMed

Long, Judith A; Helweg-Larsen, Marie; Volpp, Kevin G

2008-10-01

Pay for performance (P4P) programs have shown only modest improvements in outcomes and do not target patient behaviors. Many large employers and payers are turning to pay for performance for patients (P4P4P) to reduce health costs and improve the health of their covered populations. How these programs may be perceived by patients is unknown. To assess patients' opinion of the acceptability of P4P4P. Cross-sectional self-administered survey. Patients in waiting rooms in two university-based primary care clinics. Participants were asked their opinions about paying people to quit smoking, lose weight, control their blood pressure, or control their diabetes. Respondents were split on whether P4P4P is desirable. Thirty-six to 42% thought it was a good/excellent idea to pay smokers to quit smoking, obese people to lose weight, people with hypertension to control their blood pressure, or people with diabetes to control their blood sugar, while 41-44% of the sample thought it was a bad/very bad idea. Smokers and patients who were obese endorsed P4P4P more favorably as a means to achieving tobacco cessation and weight loss than their non-smoking and non-obese counterparts. Acceptance of paying patients for performance by the general population is equivocal. Establishing the efficacy of paying patients for performance may help it gain wider acceptance.

Rewarding healthy behaviors--pay patients for performance.

PubMed

Wu, Joanne

2012-01-01

Despite a considerable investment of resources into pay for performance, preliminary studies have found that it may not be significantly more effective in improving health outcome measures when compared with voluntary quality improvement programs. Because patient behaviors ultimately affect health outcomes, I would propose a novel pay-for-performance program that rewards patients directly for achieving evidence-based health goals. These rewards would be in the form of discounts towards co-payments for doctor's visits, procedures, and medications, thereby potentially reducing cost and compliance issues. A pilot study recruiting patients with diabetes or hypertension, diseases with clear and objective outcome measures, would be useful to examine true costs, savings, and health outcomes of such a reward program. Offering incentives to patients for reaching health goals has the potential to foster a stronger partnership between doctors and patients and improve health outcomes.

7 CFR 3415.15 - Evaluation factors.

Code of Federal Regulations, 2013 CFR

2013-01-01

... AGRICULTURE BIOTECHNOLOGY RISK ASSESSMENT RESEARCH GRANTS PROGRAM Scientific Peer Review of Research Grant... criteria are specified in the annual program solicitation: (a) Scientific merit of the proposal. (1... uncertainty for United States agriculture. (1) Scientific contribution of research in leading to important...

7 CFR 3415.15 - Evaluation factors.

Code of Federal Regulations, 2014 CFR

2014-01-01

... AGRICULTURE BIOTECHNOLOGY RISK ASSESSMENT RESEARCH GRANTS PROGRAM Scientific Peer Review of Research Grant... criteria are specified in the annual program solicitation: (a) Scientific merit of the proposal. (1... uncertainty for United States agriculture. (1) Scientific contribution of research in leading to important...

7 CFR 3415.15 - Evaluation factors.

Code of Federal Regulations, 2012 CFR

2012-01-01

... AGRICULTURE BIOTECHNOLOGY RISK ASSESSMENT RESEARCH GRANTS PROGRAM Scientific Peer Review of Research Grant... criteria are specified in the annual program solicitation: (a) Scientific merit of the proposal. (1... uncertainty for United States agriculture. (1) Scientific contribution of research in leading to important...

Potential difficulties in applying the Pay for Safety Scheme (PFSS) in construction projects.

PubMed

Choi, Tracy N Y; Chan, Daniel W M; Chan, Albert P C

2012-09-01

Since 1996, the Government of the Hong Kong Special Administrative Region (HKSAR) has introduced the Pay for Safety Scheme (PFSS) to the public works construction contracts to uplift their safety performance. However, the adoption of PFSS has also encountered some difficulties that merit considerable attention. This paper purports to provide a concise review of the prevailing application of PFSS in Hong Kong in general, and to explore the potential difficulties associated with PFSS in particular. By means of an empirical questionnaire survey geared towards industrial practitioners with extensive direct hands-on PFSS experience, their opinions were solicited, analyzed and compared between the client group and contractor group of respondents. The three most significant difficulties in implementing PFSS were found to be: (1) "Plenty of paperwork required for certifying payment to contractor"; (2) "Complicated contract documents and lengthy assessment process"; and (3) "Over-tight project schedule requiring rush jobs". The output of this research study is particularly essential in assisting the contracting parties to mitigate the avoidable hindrances when embarking on PFSS. It has also generated valuable insights into developing effective recommendations for alleviating the barriers to PFSS success for future construction projects. Copyright © 2011 Elsevier Ltd. All rights reserved.

Review of HIV Pre exposure prophylaxis (PrEP) and example of HIV PrEP Toolkit

DTIC Science & Technology

2017-08-28

Research Division may pay for your basic journal publishing charges (to include costs for tables and black and white photos). We cannot pay for...USAF, BSC Director, Clinical Investigations & Research Support Warrior Medics - Mission Ready Patient Focused PROCESSING OF PROFESSIONAL MEDICAL...SGS O&M); SGS R&D: Tri-Service Nursing Research Program (TSNRP); Defense Medical Research & Development Program (DMRDP); NIH; Congressionally

Type 2 diabetes patients’ preferences and willingness to pay for lifestyle programs: a discrete choice experiment

PubMed Central

2013-01-01

Background Participation rates of lifestyle programs among type 2 diabetes mellitus (T2DM) patients are less than optimal around the globe. Whereas research shows notable delays in the development of the disease among lifestyle program participants. Very little is known about the relative importance of barriers for participation as well as the willingness of T2DM patients to pay for participation in such programs. The aim of this study was to identify the preferences of T2DM patients with regard to lifestyle programs and to calculate participants’ willingness to pay (WTP) as well as to estimate the potential participation rates of lifestyle programs. Methods A Discrete Choice Experiment (DCE) questionnaire assessing five different lifestyle program attributes was distributed among 1250 Dutch adults aged 35–65 years with T2DM, 391 questionnaires (31%) were returned and included in the analysis. The relative importance of the program attributes (i.e., meal plan, physical activity (PA) schedule, consultation structure, expected program outcome and out-of-pocket costs) was determined using panel-mixed logit models. Based on the retrieved attribute estimates, patients’ WTP and potential participation rates were determined. Results The out-of-pocket costs (β = −0.75, P < .001), consultation structure (β = −0.46, P < .001) and expected outcome (β = 0.72, P < .001) were the most important factors for respondents when deciding whether to participate in a lifestyle program. Respondents were willing to pay €128 per year for individual instead of group consultation and €97 per year for 10 kilograms anticipated weight loss. Potential participation rates for different lifestyle-program scenarios ranged between 48.5% and 62.4%. Conclusions When deciding whether to participate in a lifestyle program, T2DM patients are mostly driven by low levels of out-of-pocket costs. Thereafter, they prefer individual consultation and high levels of anticipated outcomes with respect to weight loss. PMID:24289831

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

French, Troy

Le Norman Energy Company conducted research on field application of alkaline-surfactant-polymer (ASP) flooding as a part of the U.S. Department of Energy's plan to maximize the production of our domestic oil resources. In addition to having substantial technical merit, the process uses chemicals that are environmentally acceptable. Le Norman's field project is located in the Sho-Vel-Tum (OK) oil field, which was a major producer of crude oil in past years, but has since been extensively waterflooded. This reservoir in this portion of the field is typical of many shallow reservoirs in the Oklahoma-Kansas area and is a good demonstration sitemore » for that area. The pay zones are located approximately 700 ft. deep, and this project is the shallowest field test for ASP flooding.« less

Effects of the Boy Scouts of America Personal Fitness Merit Badge on Cardio-Metabolic Risk, Health Related Fitness and Physical Activity in Adolescent Boys.

PubMed

Maxwell, Justin; Burns, Ryan D; Brusseau, Timothy A

2017-01-01

A growing number of adolescents are more sedentary and have fewer formal opportunities to participate in physical activity. With the mounting evidence that sedentary time has a negative impact on cardiometabolic profiles, health related fitness and physical activity, there is a pressing need to find an affordable adolescent physical activity intervention. One possible intervention that has been overlooked in the past is Boy Scouts of America. There are nearly 900,000 adolescent boys who participate in Boy Scouts in the United States. The purpose of this research study was to evaluate the effect of the Personal Fitness merit badge system on physical activity, health-related fitness, and cardio-metabolic blood profiles in Boy Scouts 11-17 years of age. Participants were fourteen (N = 14) Boy Scouts from the Great Salt Lake Council of the Boy Scouts of America who earned their Personal Fitness merit badge. Classes were held in the Spring of 2016 where boys received the information needed to obtain the merit badge and data were collected. Results from the related-samples Wilcoxon signed rank test showed that the median of differences between VO 2 peak pre-test and post-test scores were statistically significant ( p = 0.004). However, it also showed that the differences between the Pre-MetS (metabolic syndrome) and Post-MetS scores (p = 0.917), average steps taken per day ( p = 0.317), and BMI ( p = 0.419) were not statistically significant. In conclusion, the merit badge program had a positive impact on cardiovascular endurance, suggesting this program has potential to improve cardiovascular fitness and should be considered for boys participating in Boy Scouts.

What you do not know about disease management: a new ally in the pay-for-performance era.

PubMed

Peck, Charles A

2008-01-01

Disease management is relatively new, and many medical practices have misconceptions about how it works. Far from being a burden to busy medical practices, disease management programs can reduce hassles for physicians and office managers by coaching patients to be more compliant, better prepared, and less likely to make unnecessary phone calls. Disease management programs cost the medical practices nothing. They can even help practices make money by providing data needed for bonuses from the growing number of pay-for-performance programs.

Journals and Program Assessment

ERIC Educational Resources Information Center

Cluphf, David J.; Lox, Curt L.

2009-01-01

The purpose of this study was to use journal feedback from student teachers to understand and document how well the Physical Education-Teacher Education (PETE) program prepares teacher candidates in relation to the three primary goals of the PETE program. Analysis of the journals revealed areas of merit and concern for the PETE faculty. The most…

7 CFR 3430.1004 - Project types and priorities.

Code of Federal Regulations, 2014 CFR

2014-01-01

... ADMINISTRATIVE PROVISIONS Sun Grant Program § 3430.1004 Project types and priorities. (a) Project types. The Sun... on the basis of merit, quality, and relevance to advancing the purposes of the Sun Grant Program. (2... provided by NIFA for the Sun Grant Program that are not allocated to the Subcenter. For the Subcenter, the...

7 CFR 3430.1004 - Project types and priorities.

Code of Federal Regulations, 2011 CFR

2011-01-01

... ADMINISTRATIVE PROVISIONS Sun Grant Program § 3430.1004 Project types and priorities. (a) Project types. The Sun... on the basis of merit, quality, and relevance to advancing the purposes of the Sun Grant Program. (2... provided by NIFA for the Sun Grant Program that are not allocated to the Subcenter. For the Subcenter, the...

7 CFR 3430.1004 - Project types and priorities.

Code of Federal Regulations, 2013 CFR

2013-01-01

... ADMINISTRATIVE PROVISIONS Sun Grant Program § 3430.1004 Project types and priorities. (a) Project types. The Sun... on the basis of merit, quality, and relevance to advancing the purposes of the Sun Grant Program. (2... provided by NIFA for the Sun Grant Program that are not allocated to the Subcenter. For the Subcenter, the...

7 CFR 3430.1004 - Project types and priorities.

Code of Federal Regulations, 2012 CFR

2012-01-01

... ADMINISTRATIVE PROVISIONS Sun Grant Program § 3430.1004 Project types and priorities. (a) Project types. The Sun... on the basis of merit, quality, and relevance to advancing the purposes of the Sun Grant Program. (2... provided by NIFA for the Sun Grant Program that are not allocated to the Subcenter. For the Subcenter, the...

You've Shown the Program Model Is Effective. Now What?

ERIC Educational Resources Information Center

Ellickson, Phyllis L.

2014-01-01

Rigorous tests of theory-based programs require faithful implementation. Otherwise, lack of results might be attributable to faulty program delivery, faulty theory, or both. However, once the evidence indicates the model works and merits broader dissemination, implementation issues do not fade away. How can developers enhance the likelihood that…

49 CFR 40.173 - Who is responsible for paying for the test of a split specimen?

Code of Federal Regulations, 2013 CFR

2013-10-01

... 49 Transportation 1 2013-10-01 2013-10-01 false Who is responsible for paying for the test of a split specimen? 40.173 Section 40.173 Transportation Office of the Secretary of Transportation PROCEDURES FOR TRANSPORTATION WORKPLACE DRUG AND ALCOHOL TESTING PROGRAMS Split Specimen Tests § 40.173 Who is responsible for paying for the test of a spli...

Modernizing the Federal Government: Paying for Performance

DTIC Science & Technology

2007-01-01

works (Barr, 2007d). Employees are rated on performance measures such as “fair and equitable treatment of taxpayers” and “customer satisfaction ... Performance Act of 2007, Senate bill 1046, Washington, D.C., 2007b. 38 Modernizing the Federal Government: Paying for Performance Vroom , Victor H...AND SUBTITLE Modernizing the federal government paying for performance 5a. CONTRACT NUMBER 5b. GRANT NUMBER 5c. PROGRAM ELEMENT NUMBER 6. AUTHOR

Undergraduate Training for Industrial Careers.

ERIC Educational Resources Information Center

Stehney, Ann K.

1983-01-01

Forty-eight mathematicians in industry, business, and government replied to a questionnaire on the relative merits of the traditional undergraduate curriculum, advanced topics in pure mathematics, computer programing, additional computer science, and specialized or applied topics. They favored programing and applied mathematics, along with a…

Fighting for Scholarships in Oklahoma.

ERIC Educational Resources Information Center

Roach, Ronald

1999-01-01

Fearing a federal court in Oklahoma might end a state-financed merit-scholarship program targeted by a discrimination lawsuit, black legislators passed a bill making the program race and gender neutral. State regents are criticized for failing to develop effective policy to remedy past discrimination. (MSE)

Back to the Future: Merit or Equity in AP Social Studies?

ERIC Educational Resources Information Center

Stevens, Robert

2013-01-01

In an effort to address severe budget deficits at both the state and local levels, schools and educational programs are being asked to trim budgets. The Advanced Placement Program is one program that will certainly be scrutinized. This article presents a general overview of AP social studies, a brief history of the AP social studies program, and…

34 CFR 692.72 - May a State use the funds it receives under the SLEAP Program to pay administrative costs?

Code of Federal Regulations, 2010 CFR

2010-07-01

... 34 Education 3 2010-07-01 2010-07-01 false May a State use the funds it receives under the SLEAP... Is the Amount of Assistance and How May It Be Used? § 692.72 May a State use the funds it receives under the SLEAP Program to pay administrative costs? A State may not use any of the funds it receives...

A Look at Poor Dads Who Don't Pay Child Support. Discussion Papers. Assessing the New Federalism: An Urban Institute Program To Assess Changing Social Policies.

ERIC Educational Resources Information Center

Sorensen, Elaine; Zibman, Chava

The barriers that poor fathers face in paying child support and how existing programs assist them were studied and contrasted to the barriers faced by poor custodial mothers using data from the National Survey of America's Families (NSAF). Efforts to serve these fathers through Temporary Assistance for Needy Families welfare-to-work grants, and…

Do Clinical Standards for Diabetes Care Address Excess Risk for Hypoglycemia in Vulnerable Patients? A Systematic Review

PubMed Central

Berkowitz, Seth A; Aragon, Katherine; Hines, Jonas; Seligman, Hilary; Lee, Sei; Sarkar, Urmimala

2013-01-01

Objective To determine whether diabetes clinical standards consider increased hypoglycemia risk in vulnerable patients. Data Sources MEDLINE, the National Guidelines Clearinghouse, the National Quality Measures Clearinghouse, and supplemental sources. Study Design Systematic review of clinical standards (guidelines, quality metrics, or pay-for-performance programs) for glycemic control in adult diabetes patients. The primary outcome was discussion of increased risk for hypoglycemia in vulnerable populations. Data Collection/Extraction Methods Manuscripts identified were abstracted by two independent reviewers using prespecified inclusion/exclusion criteria and a standardized abstraction form. Principal Findings We screened 1,166 titles, and reviewed 220 manuscripts in full text. Forty-four guidelines, 17 quality metrics, and 8 pay-for-performance programs were included. Five (11 percent) guidelines and no quality metrics or pay-for-performance programs met the primary outcome. Conclusions Clinical standards do not substantively incorporate evidence about increased risk for hypoglycemia in vulnerable populations. PMID:23445498

Do clinical standards for diabetes care address excess risk for hypoglycemia in vulnerable patients? A systematic review.

PubMed

Berkowitz, Seth A; Aragon, Katherine; Hines, Jonas; Seligman, Hilary; Lee, Sei; Sarkar, Urmimala

2013-08-01

To determine whether diabetes clinical standards consider increased hypoglycemia risk in vulnerable patients. MEDLINE, the National Guidelines Clearinghouse, the National Quality Measures Clearinghouse, and supplemental sources. Systematic review of clinical standards (guidelines, quality metrics, or pay-for-performance programs) for glycemic control in adult diabetes patients. The primary outcome was discussion of increased risk for hypoglycemia in vulnerable populations. Manuscripts identified were abstracted by two independent reviewers using prespecified inclusion/exclusion criteria and a standardized abstraction form. We screened 1,166 titles, and reviewed 220 manuscripts in full text. Forty-four guidelines, 17 quality metrics, and 8 pay-for-performance programs were included. Five (11 percent) guidelines and no quality metrics or pay-for-performance programs met the primary outcome. Clinical standards do not substantively incorporate evidence about increased risk for hypoglycemia in vulnerable populations. © Health Research and Educational Trust.

Willingness to Pay for Drug Rehabilitation: Implications for Cost Recovery October 14, 2007

PubMed Central

Bishai, D.; Sindelar, J.; Ricketts, E. P.; Huettner, S.; Cornelius, L.; Lloyd, J. J.; Havens, J. R.; Latkin, C. A.; Strathdee, S. A.

2008-01-01

Objectives This study estimates the value that clients place on methadone maintenance and how this value varies with the effectiveness of treatment and availability of case management. We provide the first estimate of the price elasticity of the demand for drug treatment. Methods We interviewed 241 heroin users who had been referred to, but had not yet entered, methadone maintenance treatment in Baltimore, Maryland. We asked each subject to state a preference among three hypothetical treatment programs that varied across 3 domains: weekly fee paid by the client out-of-pocket ($5 to $100), presence/absence of case management, and time spent heroin-free (3 to 24 months). Each subject was asked to complete 18 orthogonal comparisons. Subsequently each subject was asked if they likely would enroll in their preferred choice among the set of three. We computed the expected willingness to pay (WTP) as the probability of enrollment times the fee considered in each choice considered from a multivariate logistic model that controlled for product attributes. We also estimated the price elasticity of demand. Results The median expected fee subjects were willing to pay for a program that offered 3 months of heroin-free time was $7.30 per week, rising to $17.11 per week for programs that offered 24 months of heroin-free time. The availability of case management increased median WTP by $5.64 per week. The price elasticity was −0.39 (SE 0.042). Conclusions Clients will pay more for higher rates of treatment success and for the presence of case management. Clients are willing to pay for drug treatment but the median willingness to pay falls short of the estimated program costs of $82 per week. Thus a combined approach of user fees and subsidization may be the optimal financing strategy for the drug treatment system. PMID:18207264

So you want to share your science…. Connecting to the world of informal science learning.

PubMed

Alpert, Carol Lynn

2018-04-25

Scientists can reap personal rewards through collaborations with science and natural history museums, zoos, botanical gardens, aquaria, parks, and nature preserves, and, while doing so, help to advance science literacy and broaden participation in the natural sciences. Beyond volunteer opportunities, which allow scientists to contribute their knowledge and passion within the context of existing programs and activities, there are also opportunities for scientists to bring their knowledge and resources to the design and implementation of new learning experiences for visitors to these informal science learning organizations (ISLOs). Well-designed education outreach plans that leverage the expertise and broad audiences of ISLOs can also enhance the prospects of research grant proposals made to agencies such as National Science Foundation, which encourage researchers to pay careful attention to the broader impacts of their research as well as its intellectual merit. Few scientists, however, have had the opportunity to become familiar with the pedagogy and design of informal or 'free-choice' science learning, and fewer still know how to go about the process of collaborating with ISLO's in developing and implementing effective programs, exhibits, and other learning experiences. This article, written by an experienced science museum professional, provides guidance for individual scientists and research groups interested in pursuing effective education outreach collaborations with science museums and other ISLOs. When prospective partners begin discussions early in the proposal development process, they increase the likelihood of successful outcomes in funding, implementation, and impact. A strategic planning worksheet is provided, along with a carefully-selected set of further resources to guide the design and planning of informal science learning experiences.

78 FR 50144 - Rehabilitation Research and Development Service Scientific Merit Review Board; Notice of Meetings

Federal Register 2010, 2011, 2012, 2013, 2014

2013-08-16

... Office. Research Career Scientists August 10, 2013....... * VA Central Office. Rehabilitation Engineering...: Subcommittee Date(s) Location Career Development Award Program.... August 6, 2013........ VHA National.... August 8, 2013........ VHA National Conference Center. Career Development Award Program.... August 8...

42 CFR 66.206 - Grant awards.

Code of Federal Regulations, 2010 CFR

2010-10-01

... other pertinent factors: (i) The scientific, technical, or educational merit of the proposed program...; (vii) The reasonableness of the proposed budget in relation to the proposed program; and (viii) The... of such awards will be made after consideration of such factors as the grantee's progress and...

42 CFR § 414.1310 - Applicability.

Code of Federal Regulations, 2010 CFR

2017-10-01

... (CONTINUED) MEDICARE PROGRAM (CONTINUED) PAYMENT FOR PART B MEDICAL AND OTHER HEALTH SERVICES Merit-Based Incentive Payment System and Alternative Payment Model Incentive § 414.1310 Applicability. (a) Program Implementation. Except as specified in paragraph (b) of this section, MIPS applies to payments for items and...

5 CFR 930.205 - Administrative law judge pay system.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Administrative law judge pay system. 930.205 Section 930.205 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) PROGRAMS FOR SPECIFIC POSITIONS AND EXAMINATIONS (MISCELLANEOUS) Administrative Law...

5 CFR 930.205 - Administrative law judge pay system.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 5 Administrative Personnel 2 2014-01-01 2014-01-01 false Administrative law judge pay system. 930.205 Section 930.205 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) PROGRAMS FOR SPECIFIC POSITIONS AND EXAMINATIONS (MISCELLANEOUS) Administrative Law...

5 CFR 930.205 - Administrative law judge pay system.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 2 2011-01-01 2011-01-01 false Administrative law judge pay system. 930.205 Section 930.205 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) PROGRAMS FOR SPECIFIC POSITIONS AND EXAMINATIONS (MISCELLANEOUS) Administrative Law...

5 CFR 930.205 - Administrative law judge pay system.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 5 Administrative Personnel 2 2013-01-01 2013-01-01 false Administrative law judge pay system. 930.205 Section 930.205 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) PROGRAMS FOR SPECIFIC POSITIONS AND EXAMINATIONS (MISCELLANEOUS) Administrative Law...

5 CFR 930.205 - Administrative law judge pay system.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 5 Administrative Personnel 2 2012-01-01 2012-01-01 false Administrative law judge pay system. 930.205 Section 930.205 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) PROGRAMS FOR SPECIFIC POSITIONS AND EXAMINATIONS (MISCELLANEOUS) Administrative Law...

7 CFR 1703.123 - Nonapproved purposes for grants.

Code of Federal Regulations, 2011 CFR

2011-01-01

..., DEPARTMENT OF AGRICULTURE RURAL DEVELOPMENT Distance Learning and Telemedicine Grant Program § 1703.123...) To pay for medical equipment not having telemedicine as its essential function; (3) To pay salaries... the applicant. (6) To duplicate facilities providing distance learning or telemedicine services in...

7 CFR 1703.123 - Nonapproved purposes for grants.

Code of Federal Regulations, 2012 CFR

2012-01-01

..., DEPARTMENT OF AGRICULTURE RURAL DEVELOPMENT Distance Learning and Telemedicine Grant Program § 1703.123...) To pay for medical equipment not having telemedicine as its essential function; (3) To pay salaries... the applicant. (6) To duplicate facilities providing distance learning or telemedicine services in...

7 CFR 1703.123 - Nonapproved purposes for grants.

Code of Federal Regulations, 2013 CFR

2013-01-01

..., DEPARTMENT OF AGRICULTURE RURAL DEVELOPMENT Distance Learning and Telemedicine Grant Program § 1703.123...) To pay for medical equipment not having telemedicine as its essential function; (3) To pay salaries... the applicant. (6) To duplicate facilities providing distance learning or telemedicine services in...

7 CFR 1703.123 - Nonapproved purposes for grants.

Code of Federal Regulations, 2014 CFR

2014-01-01

..., DEPARTMENT OF AGRICULTURE RURAL DEVELOPMENT Distance Learning and Telemedicine Grant Program § 1703.123...) To pay for medical equipment not having telemedicine as its essential function; (3) To pay salaries... the applicant. (6) To duplicate facilities providing distance learning or telemedicine services in...

Twenty New Ways To Help Our Colleges: Outstanding Entries From the Annual Awards Program for Innovations in Corporate Support of Higher Education.

ERIC Educational Resources Information Center

Wilson, William L.

Innovative programs in higher education that have been supported by American business during 1978-80 are described. Programs that have been selected for overall excellence, as part of the awards program sponsored by the Council for Financial Aid to Education, are examined, as are programs judged to have merit. The following award-winning programs…

Millennia of Discord: The Controversial Educational Program of Isocrates

ERIC Educational Resources Information Center

Marsh, Charles

2010-01-01

Five years ago in "Theory and Research in Education", James R. Muir fired a new salvo in the debate regarding the merits of Isocrates' educational program, a controversy that has endured for more than two millennia. Was the Isocratean program misguided and lowbrow, as in the estimations of Plato and Aristotle--or was it the most successful program…

Impact of 'stretch' targets for cardiovascular disease management within a local pay-for-performance programme.

PubMed

Pape, Utz J; Huckvale, Kit; Car, Josip; Majeed, Azeem; Millett, Christopher

2015-01-01

Pay-for-performance programs are often aimed to improve the management of chronic diseases. We evaluate the impact of a local pay for performance programme (QOF+), which rewarded financially more ambitious quality targets ('stretch targets') than those used nationally in the Quality and Outcomes Framework (QOF). We focus on targets for intermediate outcomes in patients with cardiovascular disease and diabetes. A difference-in-difference approach is used to compare practice level achievements before and after the introduction of the local pay for performance program. In addition, we analysed patient-level data on exception reporting and intermediate outcomes utilizing an interrupted time series analysis. The local pay for performance program led to significantly higher target achievements (hypertension: p-value <0.001, coronary heart disease: p-values <0.001, diabetes: p-values <0.061, stroke: p-values <0.003). However, the increase was driven by higher rates of exception reporting (hypertension: p-value <0.001, coronary heart disease: p-values <0.03, diabetes: p-values <0.05) in patients with all conditions except for stroke. Exception reporting allows practitioners to exclude patients from target calculations if certain criteria are met, e.g. informed dissent of the patient for treatment. There were no statistically significant improvements in mean blood pressure, cholesterol or HbA1c levels. Thus, achievement of higher payment thresholds in the local pay for performance scheme was mainly attributed to increased exception reporting by practices with no discernable improvements in overall clinical quality. Hence, active monitoring of exception reporting should be considered when setting more ambitious quality targets. More generally, the study suggests a trade-off between additional incentive for better care and monitoring costs.

Cost savings in a hospital clinical laboratory with a pay-for-performance incentive program for supervisors.

PubMed

Winkelman, J W; Aitken, J L; Wybenga, D R

1991-01-01

A pay-for-performance incentive program for clinical laboratory supervisors was developed and implemented at Brigham and Women's Hospital (Boston, Mass). It provides monetary rewards to personnel who directly produce cost savings in their area of responsibility. This reward system is new to the hospital laboratory but is commonly used in industry. Substantial true cost savings over and above previously established stringent budgets were achieved, 11% of which was returned to first-line supervisors in the form of a bonus. The program expanded the scope of professionalism for supervisors to include fiscal management.

Intellectual Property Law and the Protection of Computer Programs.

ERIC Educational Resources Information Center

Lomio, J. Paul

1990-01-01

Briefly reviews the laws pertaining to copyrights, patents, and trade secrets, and discusses how each of these may be applied to the protection of computer programs. The comparative merits and limitations of each category of law are discussed and recent court decisions are summarized. (CLB)

Measuring Instructional Merit.

ERIC Educational Resources Information Center

Robison, Sharon S.; And Others

1993-01-01

Before implementing an instructional program in the Rowland (California) school district, planners must define success in terms of measurable student performance, calculates resources expended in relation to the expected benefits, and determine how long it will take the program to achieve the desired results. Baseline data are then compared to new…

48 CFR 622.302 - Liquidated damages and overtime pay.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 48 Federal Acquisition Regulations System 4 2010-10-01 2010-10-01 false Liquidated damages and overtime pay. 622.302 Section 622.302 Federal Acquisition Regulations System DEPARTMENT OF STATE SOCIOECONOMIC PROGRAMS APPLICATION OF LABOR LAWS TO GOVERNMENT ACQUISITIONS Contract Work Hours and Safety...

48 CFR 622.302 - Liquidated damages and overtime pay.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 48 Federal Acquisition Regulations System 4 2011-10-01 2011-10-01 false Liquidated damages and overtime pay. 622.302 Section 622.302 Federal Acquisition Regulations System DEPARTMENT OF STATE SOCIOECONOMIC PROGRAMS APPLICATION OF LABOR LAWS TO GOVERNMENT ACQUISITIONS Contract Work Hours and Safety...

Regional group purchasing of vaccines: review of the Pan American Health Organization EPI revolving fund and the Gulf Cooperation Council group purchasing program.

PubMed

DeRoeck, Denise; Bawazir, Saleh A; Carrasco, Peter; Kaddar, Miloud; Brooks, Alan; Fitzsimmons, John; Andrus, Jon

2006-01-01

This paper reviews the key design features, accomplishments of and lessons learned from two regional group procurement mechanisms dealing with vaccines that have been in operation for more than 25 years. The Pan American Health Organization (PAHO) EPI Revolving Fund purchases vaccines and immunization supplies on behalf of more than 35 countries in the Latin American and Caribbean region. Based on a 'central contracting' model, the program handles most aspects of procurement-from tendering to contracting with and paying producers--using a common fund to pay producers before being reimbursed by countries once goods are received in-country. The Gulf Cooperation Council (GCC) Group Purchasing Program among seven Persian Gulf States issues joint tenders for vaccines, as well as drugs and other medical goods. Through this 'group contracting' program, countries are responsible for contracting with and paying producers on their own, once the group has selected winning bids. Both programs have experienced substantial growth in the past two decades and are considered to have contributed to or accelerated achievements of immunization programs in both regions, including the introduction of new vaccines. The paper identifies several features of both programs--both those designed to attract country participation and those designed to ensure the programs' financial viability--which help explain their success and longevity.

Pay for performance in orthopaedic surgery.

PubMed

Pierce, Read G; Bozic, Kevin J; Bradford, David S

2007-04-01

In recent decades American medicine has undergone tremendous changes. Numerous reimbursement and systems approaches to controlling medical inflation and improving quality have failed to provide cost-effective, high-quality health care in most circumstances. Public and private payers are currently implementing pay for performance, a new reimbursement method linking physician pay to evidence of adherence to performance measures, to constrain costs, encourage efficiency, and maximize value for health care dollars. High-quality research regarding pay for performance and its impact is scarce, particularly in orthopaedic surgery. Although supporters argue pay for performance will remedy the fragmented, costly delivery of health services in the United States, skeptics raise concerns about disagreement over quality guidelines, financial implications for providers and hospitals, inadequate infrastructure, public reporting, system gaming, and physician support. Our survey of orthopaedic surgeons reveals limited understanding of pay for performance, marked skepticism of nonphysician stakeholders' intentions, and a strong desire for greater clinician involvement in shaping the pay for performance movement. As pay for performance will likely be a long-term change that will have an impact on every orthopaedic surgeon, clinician awareness and participation will be fundamental in creating successful pay for performance programs.

48 CFR 1422.302 - Liquidated damages and overtime pay.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 48 Federal Acquisition Regulations System 5 2010-10-01 2010-10-01 false Liquidated damages and overtime pay. 1422.302 Section 1422.302 Federal Acquisition Regulations System DEPARTMENT OF THE INTERIOR SOCIOECONOMIC PROGRAMS APPLICATION OF LABOR LAWS TO GOVERNMENT ACQUISITIONS Contract Work Hours and Safety...

48 CFR 1422.302 - Liquidated damages and overtime pay.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 48 Federal Acquisition Regulations System 5 2011-10-01 2011-10-01 false Liquidated damages and overtime pay. 1422.302 Section 1422.302 Federal Acquisition Regulations System DEPARTMENT OF THE INTERIOR SOCIOECONOMIC PROGRAMS APPLICATION OF LABOR LAWS TO GOVERNMENT ACQUISITIONS Contract Work Hours and Safety...

The School Facilities Children Are Forced to Attend.

ERIC Educational Resources Information Center

Hansen, Shirley J.

1993-01-01

As many as 25% of American school buildings are inadequate. However, many districts have reduced maintenance to pay utility bills. An active energy-management program can lower utility costs through efficient operation and maintenance practices and retrofits that pay back in less than three years. (MLF)

Preliminary Thoughts on Netted Cable Communication Systems.

ERIC Educational Resources Information Center

Eldridge, Frank; Mason, William

There are five categories of cable communication systems: Conventional Community Antenna Television (CATV), Pay-TV, Subscriber Response Systems, Electronic Information Handling Systems, and Two-Way Audio/Visual Systems. CATV and Pay-TV systems are designed for the one-way transmission of programs, the former providing for better quality…

Total Performance Development Systems: Blueprints for Building and Sustaining Organizational Excellence

ERIC Educational Resources Information Center

Schanie, Charles F.; Kemper, James E.

2008-01-01

Most "performance evaluation" or "performance development" programs in higher education today are little more than metrically-weak, bureaucratic programs aimed simply at establishing a legally-grounded employee record and a rough basis for merit increases. This article outlines the rationale and procedural framework for a talent development and…

Whatever Happened to Foxfire? Still Glowing?

ERIC Educational Resources Information Center

Glickman, Carl

2016-01-01

The 50th anniversary of the creation of "Foxfire" magazine and the Foxfire Museum and Heritage Center merits the question of how that innovative program of teaching and learning influences education today. Despite its troubled history, the program continues to exist and won the 2015 Georgia Governor's Awards for the Arts and Humanities…

A Preliminary Report on Teaching Academic Readiness. Technical Report #34.

ERIC Educational Resources Information Center

Au, Kathryn H.

This Kamehameha Early Education Program (KEEP) report describes the development of a systematic program for teaching academic readiness skills to kindergarten children who require special help to develop attentional behaviors. The progress of eight kindergarten children (five boys and three girls) is described to illustrate the merit of the…

The International Higher Education Market: Mexico's Case

ERIC Educational Resources Information Center

Andere, Eduardo

2004-01-01

For years student scholarship programs to promote knowledge or international cooperation have functioned without question in Mexico. Economics of education literature has questioned the validity of similar programs, and the paradigm is shifting from scholarship support to loan schemes and from merit- to need-based grants. This article, based on…

Beyond Need and Merit: Strengthening State Grant Programs

ERIC Educational Resources Information Center

Jacobs, Christine, Ed.; Whitfield, Sarah, Ed.

2012-01-01

Recent increases in tuition levels, accelerated by declining state funding to institutions, have combined with stagnant or falling household incomes to make it more difficult for many college students to finance postsecondary education. In this environment, state grant programs are more important than ever. These funds have the potential to make…

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

none,

This report summarizes comments from the Peer Review Panel at the 2013 DOE Hydrogen and Fuel Cells Program Annual Merit Review, held on May 13-17, 2013, in Arlington, Virginia. It covers the program areas of hydrogen production and delivery; hydrogen storage; fuel cells; manufacturing R&D; technology validation; safety, codes, and standards; market transformation; and systems analysis.

Making Cloud Computing Available For Researchers and Innovators (Invited)

NASA Astrophysics Data System (ADS)

Winsor, R.

2010-12-01

High Performance Computing (HPC) facilities exist in most academic institutions but are almost invariably over-subscribed. Access is allocated based on academic merit, the only practical method of assigning valuable finite compute resources. Cloud computing on the other hand, and particularly commercial clouds, draw flexibly on an almost limitless resource as long as the user has sufficient funds to pay the bill. How can the commercial cloud model be applied to scientific computing? Is there a case to be made for a publicly available research cloud and how would it be structured? This talk will explore these themes and describe how Cybera, a not-for-profit non-governmental organization in Alberta Canada, aims to leverage its high speed research and education network to provide cloud computing facilities for a much wider user base.

Commentary on the reimbursement paradox.

PubMed

Reaven, Nancy L; Rosenbloom, Judy

2009-07-01

Reimbursement policies are a critical step in the incorporation of new technologies and therapies into the clinical armamentarium. Reimbursement is an umbrella concept describing the process to manage and pay for healthcare services, including benefit coverage, coding, and payment processes. The technologies and services used in therapeutic temperature management are not directly reimbursed, leading to challenges by hospitals and physicians that the services are too expensive to use. The reimbursement models used in the United States make it increasingly difficult for new technologies and therapies to gain direct reimbursement, part of a strategy by insurers, including Medicare and private insurance companies, to manage access to health care services. Insurers, physicians, hospitals, and other providers face conflicting financial incentives in current reimbursement systems. Aligning the financial incentives underlying reimbursement systems is necessary to adequately support new technologies of merit.

Responsibility-centered management: a 10-year nursing assessment.

PubMed

McBride, A B; Neiman, S; Johnson, J

2000-01-01

In 1988-89, Indiana University became the first public university to implement responsibility-centered management (RCM) comprehensively. This article describes and assesses the implementation of RCM on the core campus of Indiana University School of Nursing in Indianapolis. It describes how RCM encouraged an information-rich environment, particularly with the advent of economic modeling; decision making linked to strategic goals/objectives; and a performance-based reward structure (e.g., merit pay increases and incentive plans). It ends with a discussion about the worth of RCM and the changes that frame-work produced, particularly in reconceptualizing the roles of the business officer and dean. The most profound consequence of RCM may be the effect it has in encouraging rethinking of what it means to be a school of nursing at this point in time.

Patient Opinions Regarding ‘Pay for Performance for Patients’

PubMed Central

Helweg-Larsen, Marie; Volpp, Kevin G.

2008-01-01

Background Pay for performance (P4P) programs have shown only modest improvements in outcomes and do not target patient behaviors. Many large employers and payers are turning to pay for performance for patients (P4P4P) to reduce health costs and improve the health of their covered populations. How these programs may be perceived by patients is unknown. Objective To assess patients’ opinion of the acceptability of P4P4P. Design Cross-sectional self-administered survey. Participants Patients in waiting rooms in two university-based primary care clinics. Measurements Participants were asked their opinions about paying people to quit smoking, lose weight, control their blood pressure, or control their diabetes. Results Respondents were split on whether P4P4P is desirable. Thrity-six to 42% thought it was a good/excellent idea to pay smokers to quit smoking, obese people to lose weight, people with hypertension to control their blood pressure, or people with diabetes to control their blood sugar, while 41–44% of the sample thought it was a bad/very bad idea. Smokers and patients who were obese endorsed P4P4P more favorably as a means to achieving tobacco cessation and weight loss than their non-smoking and non-obese counterparts. Conclusions Acceptance of paying patients for performance by the general population is equivocal. Establishing the efficacy of paying patients for performance may help it gain wider acceptance. Electronic supplementary material The online version of this article (doi:10.1007/s11606-008-0739-1) contains supplementary material, which is available to authorized users. PMID:18663540

40 CFR 57.605 - Consent.

Code of Federal Regulations, 2011 CFR

2011-07-01

... such agency determines are needed to evaluate the technical or economic merits of the program; (c... discussions of progress, interpretation of data and results, and any other similar purposes as deemed...

75 FR 16987 - Trade Adjustment Assistance; Merit Staffing of State Administration and Allocation of Training...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-04-02

...The Employment and Training Administration (ETA) of the Department of Labor (Department) issues this final rule to implement changes to the regulations for the Trade Adjustment Assistance for Workers (TAA) program under the Trade Act of 1974, as amended (Trade Act). This rule requires that personnel engaged in TAA-funded functions undertaken to carry out the worker adjustment assistance provisions must be State employees covered by a merit system of personnel administration. This rule also prescribes the system for allocating training funds to the States, as required by amendments to the Trade Act contained in the American Recovery and Reinvestment Act of 2009, commonly called the Recovery Act. The Recovery Act included provisions which reauthorized and significantly amended the TAA program.

2017 DOE Vehicle Technologies Office Annual Merit Review

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

None, None

The 2017 U.S. Department of Energy (DOE) Hydrogen and Fuel Cells Program and Vehicle Technologies Office (VTO) Annual Merit Review and Peer Evaluation Meeting (AMR) was held June 5-9, 2017, in Washington, DC. The review encompassed work done by the Hydrogen and Fuel Cells Program and VTO: 263 individual activities were reviewed for VTO by 191 reviewers. Exactly 1,241 individual review responses were received for the VTO technical reviews. The objective of the meeting was to review the accomplishments and plans for VTO over the previous 12 months, and provide an opportunity for industry, government, and academia to give inputsmore » to DOE with a structured and formal methodology. The meeting also provided attendees with a forum for interaction and technology information transfer.« less

2016 DOE Vehicle Technologies Office Annual Merit Review

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

None, None

The 2016 U.S. Department of Energy (DOE) Hydrogen and Fuel Cells Program and Vehicle Technologies Office (VTO) Annual Merit Review and Peer Evaluation Meeting (AMR) was held June 6-9, 2016, in Washington, DC. The review encompassed work done by the Hydrogen and Fuel Cells Program and VTO: 226 individual activities were reviewed for VTO, by 171 reviewers. A total of 1,044 individual review responses were received for the VTO technical reviews. The objective of the meeting was to review the accomplishments and plans for VTO over the previous 12 months, and provide an opportunity for industry, government, and academia tomore » give inputs to DOE with a structured and formal methodology. The meeting also provided attendees with a forum for interaction and technology information transfer.« less

Can organizations benefit from worksite health promotion?

PubMed Central

Leviton, L C

1989-01-01

A decision-analytic model was developed to project the future effects of selected worksite health promotion activities on employees' likelihood of chronic disease and injury and on employer costs due to illness. The model employed a conservative set of assumptions and a limited five-year time frame. Under these assumptions, hypertension control and seat belt campaigns prevent a substantial amount of illness, injury, and death. Sensitivity analysis indicates that these two programs pay for themselves and under some conditions show a modest savings to the employer. Under some conditions, smoking cessation programs pay for themselves, preventing a modest amount of illness and death. Cholesterol reduction by behavioral means does not pay for itself under these assumptions. These findings imply priorities in prevention for employer and employee alike. PMID:2499556

Army Manpower Cost System (AMCOS): Active Enlisted Force Prototype

DTIC Science & Technology

1986-03-01

cost element in both economic and budget models includes both a soldier’s Base Pay and the Service’s FICA contribu- tion at the current tax rate . a...mean base pay for the position calculated from BP T I FCAP - curret maxilum ICA payable FRATE - current FICA tax rate Tlij - total base pay distributed...Group, Santa Monica, 1982. Butler, R. and T. Neches, " HARDMAN Program Manager’s LCC Handbook: Avionics Equip- ments," D-201, The Assessment Group

28 CFR 345.51 - Inmate pay.

Code of Federal Regulations, 2011 CFR

2011-07-01

... (highest). (b) Eligibility. (1) An inmate shall accrue vacation time, longevity service credit, and shall receive holiday pay for the period of time the inmate is officially assigned to the Industries work detail... escape is not entitled to credit for time spent in Industries prior to said program failure. This rule...

12 CFR 268.103 - Complaints of discrimination covered by this part.

Code of Federal Regulations, 2010 CFR

2010-01-01

... disability), or the Equal Pay Act (sex-based wage discrimination) shall be processed in accordance with this... for employment. (c) This part does not apply to Equal Pay Act complaints of employees whose services... OF THE FEDERAL RESERVE SYSTEM RULES REGARDING EQUAL OPPORTUNITY Board Program To Promote Equal...

28 CFR 345.53 - Piecework rates.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Piecework rates. 345.53 Section 345.53... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.53 Piecework rates. Piecework rates are... rates may be of two major types: individual piecework (in which an individual's pay goes up or down...

28 CFR 345.53 - Piecework rates.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 28 Judicial Administration 2 2014-07-01 2014-07-01 false Piecework rates. 345.53 Section 345.53... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.53 Piecework rates. Piecework rates are... rates may be of two major types: individual piecework (in which an individual's pay goes up or down...

28 CFR 345.53 - Piecework rates.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 28 Judicial Administration 2 2013-07-01 2013-07-01 false Piecework rates. 345.53 Section 345.53... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.53 Piecework rates. Piecework rates are... rates may be of two major types: individual piecework (in which an individual's pay goes up or down...

28 CFR 345.53 - Piecework rates.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 28 Judicial Administration 2 2012-07-01 2012-07-01 false Piecework rates. 345.53 Section 345.53... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.53 Piecework rates. Piecework rates are... rates may be of two major types: individual piecework (in which an individual's pay goes up or down...

28 CFR 345.53 - Piecework rates.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 28 Judicial Administration 2 2011-07-01 2011-07-01 false Piecework rates. 345.53 Section 345.53... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.53 Piecework rates. Piecework rates are... rates may be of two major types: individual piecework (in which an individual's pay goes up or down...

Teamwork Key for Pilot Plans on Teacher Pay

ERIC Educational Resources Information Center

Sawchuk, Stephen

2008-01-01

A variety of federally financed grants based on performance pay are providing insights into how districts and teachers can collaborate to implement sustainable programs designed to improve teaching and learning. The question of whether those Teacher Incentive Fund grants will yield measurably higher student achievement, applicant pools with…

7 CFR 760.6 - Information to be furnished.

Code of Federal Regulations, 2013 CFR

2013-01-01

... AGRICULTURE SPECIAL PROGRAMS INDEMNITY PAYMENT PROGRAMS Dairy Indemnity Payment Program Payments to Dairy... period. (d) The average number of cows milked during the base period and during each pay period in the...

7 CFR 760.6 - Information to be furnished.

Code of Federal Regulations, 2011 CFR

2011-01-01

... AGRICULTURE SPECIAL PROGRAMS INDEMNITY PAYMENT PROGRAMS Dairy Indemnity Payment Program Payments to Dairy... period. (d) The average number of cows milked during the base period and during each pay period in the...

7 CFR 760.6 - Information to be furnished.

Code of Federal Regulations, 2014 CFR

2014-01-01

... AGRICULTURE SPECIAL PROGRAMS INDEMNITY PAYMENT PROGRAMS Dairy Indemnity Payment Program Payments to Dairy... period. (d) The average number of cows milked during the base period and during each pay period in the...

7 CFR 760.6 - Information to be furnished.

Code of Federal Regulations, 2012 CFR

2012-01-01

... AGRICULTURE SPECIAL PROGRAMS INDEMNITY PAYMENT PROGRAMS Dairy Indemnity Payment Program Payments to Dairy... period. (d) The average number of cows milked during the base period and during each pay period in the...

Valuing the benefits of weight loss programs: an application of the discrete choice experiment.

PubMed

Roux, Larissa; Ubach, Christina; Donaldson, Cam; Ryan, Mandy

2004-08-01

Obesity is a leading health threat. Determination of optimal therapies for long-term weight loss remains a challenge. Evidence suggests that successful weight loss depends on the compliance of weight loss program participants with their weight loss efforts. Despite this, little is known regarding the attributes influencing such compliance. The purpose of this study was to assess, using a discrete choice experiment (DCE), the relative importance of weight loss program attributes to its participants and to express these preferences in terms of their willingness to pay for them. A DCE survey explored the following weight loss program attributes in a sample of 165 overweight adults enrolled in community weight loss programs: cost, travel time required to attend, extent of physician involvement (e.g., none, monthly, every 2 weeks), components (e.g., diet, exercise, behavior change) emphasized, and focus (e.g., group, individual). The rate at which participants were willing to trade among attributes and the willingness to pay for different configurations of combined attributes were estimated using regression modeling. All attributes investigated appeared to be statistically significant. The most important unit change was "program components emphasized" (e.g., moving from diet only to diet and exercise). The majority of participants were willing to pay for weight loss programs that reflected their preferences. The DCE tool was useful in quantifying and understanding individual preferences in obesity management and provided information that could help to maximize the efficiency of existing weight loss programs or the design of new programs.

Using the lessons of behavioral economics to design more effective pay-for-performance programs.

PubMed

Mehrotra, Ateev; Sorbero, Melony E S; Damberg, Cheryl L

2010-07-01

To describe improvements in the design of pay-for-performance (P4P) programs that reflect the psychology of how people respond to incentives. Investigation of the behavioral economics literature. We describe 7 ways to improve P4P program design in terms of frequency and types of incentive payments. After discussing why P4P incentives can have unintended adverse consequences, we outline potential ways to mitigate these. Although P4P incentives are increasingly popular, the healthcare literature shows that these have had minimal effect. Design improvements in P4P programs can enhance their effectiveness. Lessons from behavioral economics may greatly enhance the design and effectiveness of P4P programs in healthcare, but future work is needed to demonstrate this empirically.

External benefits of biomass-e in Spain: an economic valuation.

PubMed

Soliño, Mario

2010-03-01

This article analyses the willingness to pay for a program that promotes the production of electricity from forest biomass, instead of that based on fossil fuels. The program decreases greenhouse gas emissions, reduces the pressure on non-renewable resources, lowers the risk of summer forest fires, creates employment in rural areas. Results from a choice experiment show that consumers are willing to pay a higher price for electricity in order to obtain the external benefits of the substitution. Respondents attach a higher value to programs that decrease the pressure of non-renewable resources and the risk of forest fires. Copyright (c) 2009 Elsevier Ltd. All rights reserved.

The value of value-based insurance design: savings from eliminating drug co-payments.

PubMed

Maeng, Daniel D; Pitcavage, James M; Snyder, Susan R; Davis, Duane E

2016-02-01

To estimate the cost impact of a $0 co-pay prescription drug program implemented by a large healthcare employer as a part of its employee wellness program. A $0 co-pay program that included approximately 200 antihypertensive, antidiabetic, and antilipid medications was offered to Geisinger Health System (GHS) employees covered by Geisinger Health Plan (GHP) in 2007. Claims data from GHP for the years 2005 to 2011 were obtained. The sample was restricted to continuously enrolled members with Geisinger primary care providers throughout the study period. The intervention group, defined as 2251 GHS employees receiving any of the drugs eligible for $0 co-pay, was propensity score matched based on 2 years of pre-intervention claims data to a comparison group, which was defined as 3857 non-GHS employees receiving the same eligible drugs at the same time. Generalized linear models were used to estimate differences in terms of per-member-per-month (PMPM) claims amounts related to prescription drugs and medical care. Total healthcare spending (medical plus prescription drug spending) among the GHS employees was lower by $144 PMPM (13%; 95% CI, $38-$250) during the months when they were taking any of the eligible drugs. Considering the drug acquisition cost and the forgone co-pay, the estimated return on investment over a 5-year period was 1.8. This finding suggests that VBID implementation within the context of a wider employee wellness program targeting the appropriate population can potentially lead to positive cost savings.

42 CFR § 414.1325 - Data submission requirements.

Code of Federal Regulations, 2010 CFR

2017-10-01

... SERVICES (CONTINUED) MEDICARE PROGRAM (CONTINUED) PAYMENT FOR PART B MEDICAL AND OTHER HEALTH SERVICES Merit-Based Incentive Payment System and Alternative Payment Model Incentive § 414.1325 Data submission...

42 CFR § 414.1395 - Public reporting.

Code of Federal Regulations, 2010 CFR

2017-10-01

... (CONTINUED) MEDICARE PROGRAM (CONTINUED) PAYMENT FOR PART B MEDICAL AND OTHER HEALTH SERVICES Merit-Based Incentive Payment System and Alternative Payment Model Incentive § 414.1395 Public reporting. (a) Public...

[North Carolina Gifted and Talented Minigrant Curriculum Projects: Two Microcomputer Projects].

ERIC Educational Resources Information Center

Parrish, Ronald; Baker, Reginald

Computer awareness and literacy programs for gifted and talented high school students were developed at two Washington City Schools (North Carolina). At Carteret High School, a variety of computer programs were purchased for biology and physics studies, trigonometry and algebra studies, aptitude and merit exam preparation, basic skills math…

Civic Tolerance among Honors Students

ERIC Educational Resources Information Center

Shepherd, Gordon; Shepherd, Gary

2014-01-01

As important as cognitive outcomes are in assessing the educational merits of honors programs, the authors ask whether honors programs affect the values and social attitudes of their students differently than other students: in particular, whether honors students are more or less tolerant than other students and, if so, in what ways and why. There…

The A's & B's of Academic Scholarships. 5th Edition, 1982-84.

ERIC Educational Resources Information Center

Leider, Robert

Academic scholarships for college students are identified, including all the major merit programs--federal, state, private, and collegiate. Detailed information on 80,000 collegiate academic awards are presented by state and 845 schools as follows: name of the program, number of awards, value range of the award, class standing and grade point…

Parent Interest in a School-Based, School Nurse-Led Weight Management Program

ERIC Educational Resources Information Center

Kubik, Martha Y.; Lee, Jiwoo

2014-01-01

Because one in three children is already overweight or obese, school-based interventions targeting secondary obesity prevention merit consideration. This study assessed parent interest in participating in a school-based, school nurse-led weight management program for young school-aged children. A random sample of parents ("n" = 122) of…

24 CFR 983.5 - Description of the PBV program.

Code of Federal Regulations, 2011 CFR

2011-04-01

... program under an annual contributions contract (ACC) with HUD. In the PBV program, the assistance is... (budget authority) available under the PHA's voucher ACC. This pool of funding is used to pay housing...

24 CFR 983.5 - Description of the PBV program.

Code of Federal Regulations, 2010 CFR

2010-04-01

... program under an annual contributions contract (ACC) with HUD. In the PBV program, the assistance is... (budget authority) available under the PHA's voucher ACC. This pool of funding is used to pay housing...

The Fiscal Impact of a Corporate & Individual Tax Credit Scholarship Program on the State of Indiana. School Choice Issues in the State

ERIC Educational Resources Information Center

Stuit, David

2009-01-01

Indiana legislators are currently debating the merits of a proposal to adopt a statewide tuition scholarship tax credit program. The proposed program would make available $5 million in tax credits that businesses and individuals could claim by making donations to non-profit Scholarship Granting Organizations (SGOs). SGO donations would be matched…

Minimum savings requirements in shared savings provider payment.

PubMed

Pope, Gregory C; Kautter, John

2012-11-01

Payer (insurer) sharing of savings is a way of motivating providers of medical services to reduce cost growth. A Medicare shared savings program is established for accountable care organizations in the 2010 Patient Protection and Affordable Care Act. However, savings created by providers cannot be distinguished from the normal (random) variation in medical claims costs, setting up a classic principal-agent problem. To lessen the likelihood of paying undeserved bonuses, payers may pay bonuses only if observed savings exceed minimum levels. We study the trade-off between two types of errors in setting minimum savings requirements: paying bonuses when providers do not create savings and not paying bonuses when providers create savings. Copyright © 2011 John Wiley & Sons, Ltd.

42 CFR § 414.1390 - Data validation and auditing.

Code of Federal Regulations, 2010 CFR

2017-10-01

... SERVICES (CONTINUED) MEDICARE PROGRAM (CONTINUED) PAYMENT FOR PART B MEDICAL AND OTHER HEALTH SERVICES Merit-Based Incentive Payment System and Alternative Payment Model Incentive § 414.1390 Data validation...

Ability and willingness to pay for voluntary medical male circumcision: a cross-sectional survey in Kisumu County, Kenya.

PubMed

Wandei, Stephen; Nangami, Mabel; Egesa, Omar

2016-01-01

Voluntary medical male circumcision is one of the most effective measures in preventing male acquisition of HIV during heterosexual intercourse. In Kenya, the voluntary medical male circumcision programme was launched in the year 2008 as part of a comprehensive national HIV prevention strategy. With the global challenge of funding HIV intervention programs, the sustainability of the programme beyond the donor periods need to be assessed. The purpose of this study was to determine the household ability and willingness to pay for voluntary medical male circumcision as an alternative method of funding the programme. The findings show that 62.2% of the households were "able" to pay for medical circumcision. However, 60.4% of them were not "willing" to pay for the service regardless of the cost. The findings indicate that ability to pay is not a significant predictor of willingness to pay for voluntary medical male circumcision within Kisumu County. Knowledge on the role of medical circumcision is a more important factor in determining willingness to pay for the service.

[Women's willingness to pay for cancer screening].

PubMed

Kwak, Min-Son; Sung, Na-Young; Yang, Jeong Hee; Park, Eun-Cheol; Choi, KuiSon

2006-07-01

The goal of this study is to measure women's willingness to pay for cancer screening and to identify those factors associated with this willingness to pay A population-based telephone survey was performed on 1,562 women (aged 30 years or over) for 2 weeks (9-23th, July, 2004). Data about sociodemographic characteristics, health behaviors, the intention of the cancer screenings and willingness to pay for cancer screening were collected. 1,400 respondents were included in the analysis. The women's willingness to pay for cancer screening and the factors associated with this willingness to pay were evaluated. The results show that 76% of all respondents have a willingness to pay for cancer screening. Among those who are willing to pay, the average and median amount of money for which the respondents are willing to pay are 126,636 (s.d.: 58,414) and 120,000 won, respectively. As the status of education & the income are higher, the average amount that women are willing to pay becomes much more. The amount of money women are willing to pay is the highest during the 'contemplation' stage. Being willing to pay or not is associated with a change of behavior (transtheoretical model), the income, the concern about the cancer risk, the family cancer history, the marital status, the general health exam, age and the place of residence. Income is associated with a greater willingness to pay. Old age was associated with a lower willingness to pay. According to the two-part model, income and TTM are the most important variables associated with the willingness to pay for cancer screening. The cancer screening participation rate is low compared with the willingness to pay for cancer screening. It is thought that we have to consider the participants' behavior that's associated with cancer screening and their willingness to pay in order to organize and manage cancer screening program.

5 CFR 894.402 - Do the premiums I pay reflect the cost of providing benefits?

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 2 2011-01-01 2011-01-01 false Do the premiums I pay reflect the cost of providing benefits? 894.402 Section 894.402 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) FEDERAL EMPLOYEES DENTAL AND VISION INSURANCE PROGRAM Cost...

5 CFR 894.402 - Do the premiums I pay reflect the cost of providing benefits?

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Do the premiums I pay reflect the cost of providing benefits? 894.402 Section 894.402 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) FEDERAL EMPLOYEES DENTAL AND VISION INSURANCE PROGRAM Cost...