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…

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,…

Merit Pay and Faculty Evaluation.

ERIC Educational Resources Information Center

Hudgins, James L.

A program linking merit pay and faculty evaluation was initiated at Sumter Area Technical College (SATC) in Sumter, South Carolina, in 1978. The performance-based evaluation system focuses on three elements: the job description, which identifies professional responsibilities and how they relate to the college's mission; the individual action plan;…

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…

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…

76 FR 54809 - Submission for Review: Standard Form 1153: Claim for Unpaid Compensation of Deceased Civilian...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-09-02

... and request for comments. SUMMARY: Merit System Audit and Compliance, Office of Personnel Management..., U.S. Office of Personnel Management, Merit System Audit and Compliance, Room 6484, 1900 E Street, NW... Classification and Pay Claims Program Manager, U.S. Office of Personnel Management, Merit System Audit and...

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…

Flexible merit pay for faculty.

PubMed

Allcorn, S

1986-01-01

Faculty and administrators of medical schools should not depend only upon customary forms of salary administration. Many medical schools and departments set salaries in a manner contrary to the principal mission of the institution. In this approach, the author proposes a versatile, flexible, and cost-effective salary merit pay program. The system not only follows the mission of the institution, it also allows for a stimulating assortment of pay opportunities, and promotes productivity since the faculty members actively design their own programs.

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…

Risk Aversion and Support for Merit Pay: Theory and Evidence from Minnesota's Q Comp Program

ERIC Educational Resources Information Center

Nadler, Carl; Wiswall, Matthew

2011-01-01

Recent research attributes the lack of merit pay in teaching to the resistance of teachers. This article examines whether the structure of merit pay affects the types of teachers who support it. We develop a model of the relative utility teachers receive from merit pay versus the current fixed schedule of raises. We show that if teachers are risk…

Risk Aversion and Support for Merit Pay: Theory and Evidence from Minnesota's Q Comp Program. Working Paper #09-05

ERIC Educational Resources Information Center

Nadler, Carl; Wiswall, Matthew

2009-01-01

Recent research attributes the lack of merit pay in teaching to the resistance of teachers. This paper examines whether the structure of merit pay affects the types of teachers who support it. We develop a model of the relative utility teachers receive from merit pay versus the current fixed schedule of raises. We show that if teachers are risk…

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…

Merit pay: viable?

PubMed

Farmer, C R

1978-01-01

Can an organization really have a meaningful relationship between its merit pay program and motivation of its employees? C. Richard Farmer of Armstrong Cork says yes--if. If the approach to granting merit pay increases is coupled with a salary structure attuned to economic and competitive conditions, and if it is communicated effectively and openly to the employees, then it automatically translates labor market activity, performance, and the cost of living into a meaningful increase. Position descriptions, evaluations, and performance appraisals are some of the tools essential to a viable merit pay program. But besides these definite do's, the author outlines some of the don'ts of merit pay programs, such as centralized administration of the program--policies, programs, and procedures may be centralized, but their administration must be carried out by those close to the individual employees and work units. Above all, the merit pay program must be based on performance, not longevity.

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…

Teacher Merit Pay. The Progress of Education Reform. Volume 11, Number 3

ERIC Educational Resources Information Center

Education Commission of the States (NJ1), 2010

2010-01-01

Merit pay programs for educators -- sometimes referred to a "pay for performance" -- attempt to tie a teacher's compensation to his/her performance in the classroom. While the idea of merit pay for classroom teachers has been around for several decades, only now is it starting to be implemented in a growing number of districts around 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…

Teacher Merit Pay: What Do We Know? The Progress of Education Reform. Volume 11, Number 3

ERIC Educational Resources Information Center

Education Commission of the States (NJ3), 2010

2010-01-01

Merit pay programs for educators--sometimes referred to a "pay for performance"--attempt to tie a teacher's compensation to his/her performance in the classroom. While the idea of merit pay for classroom teachers has been around for several decades, only now is it starting to be implemented in a growing number of districts around the…

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

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

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…

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…

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…

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,…

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...

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…

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…

A Legal Perspective on Performance-Based Pay for Teachers. Working Paper 2008-10

ERIC Educational Resources Information Center

Ryan, James E.

2008-01-01

Merit pay is now in the midst of a renaissance. Hundreds of school districts are experimenting with some type of performance-based pay system. At least six states have statewide or pilot programs, and the federal government has spent close to $100 million on the Teacher Incentive Fund. Whether such programs will last, encourage the start of…

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…

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…

Teacher Merit Pay: Is It a Good Idea?

ERIC Educational Resources Information Center

Clabaugh, Gary K.

2009-01-01

President Obama's education agenda, which unhappily seems to be George W. Bush's program squared, contains two major features that will impact teacher pay and working conditions. The first is that charter schools are to be promoted aggressively. The second is an insistence on teacher merit pay. In this article, the author talks about teacher merit…

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…

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)

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)

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)

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…

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"…

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…

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…

Race to the Paycheck: Merit Pay and Theories of Teacher Motivation

ERIC Educational Resources Information Center

Horne, Jason; Foley, Virginia P.; Flora, Bethany H.

2014-01-01

Recent reforms in teacher evaluation tie these evaluations to student performance as measured by test scores and merit pay has been offered as a way to reward high test scores and improve teacher performance. Thus, the federal Race to the Top program has led several states toward teacher evaluation instruments that incorporate outcome data in the…

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…

Public Opinion on Merit Pay: Self Interest vs. Symbolic Politics. Program on Education Policy and Governance Working Papers Series. PEPG 10-05

ERIC Educational Resources Information Center

Howell, William G.; Henderson, Michael

2010-01-01

Merit pay initiatives transparently alter the teaching profession and goings-on within classrooms, and thereby promise to stoke the self-interests of the two most prominent stakeholders in public education: teachers and parents. This memo summarizes the authors' ongoing efforts to empirically evaluate the extent to which public debates about merit…

A Comparison of Individual and School Level Approaches to Merit Pay: A Case Study of the Dade County Public Schools.

ERIC Educational Resources Information Center

Provenzo, Eugene F., Jr.; And Others

This policy study discusses two models of merit pay programs enacted in Florida: the Florida Meritorious Teacher Program and the Quality Instruction Incentives Program (QUIIP). Using the Motivation-Hygiene Theory (Herzberg et al.) as a theoretical framework, each program was analyzed from the perspective of how it worked as a motivator and source…

Merit Pay in Arkansas: An Evaluation of the Cobra Pride Incentive Program in the Fountain Lake School District

ERIC Educational Resources Information Center

Jensen, Nathan C.

2012-01-01

Starting in the 2010-11, administrators at the Fountain Lake School District implemented the Cobra Pride Incentive Program (CPIP), a merit pay program designed to financially reward all school employees with year-end bonuses primarily for significant improvements in student achievement. At the conclusion of the 2010-11 school year, over $800,000…

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)

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…

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…

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…

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…

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)

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…

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...

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…

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…

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…

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…

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…

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…

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

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…

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…

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…

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…

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

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...

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.

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

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…

"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.

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 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,…

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…

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…

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 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)

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.…

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…

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…

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…

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…

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…

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…

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.

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…

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…

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…

4 CFR 2.4 - Merit system principles.

Code of Federal Regulations, 2012 CFR

2012-01-01

... motivated, competent, honest and productive workers. In a merit system, employees are hired, promoted... 4 Accounts 1 2012-01-01 2012-01-01 false Merit system principles. 2.4 Section 2.4 Accounts GOVERNMENT ACCOUNTABILITY OFFICE PERSONNEL SYSTEM PURPOSE AND GENERAL PROVISION § 2.4 Merit system principles...

4 CFR 2.4 - Merit system principles.

Code of Federal Regulations, 2014 CFR

2014-01-01

... motivated, competent, honest and productive workers. In a merit system, employees are hired, promoted... 4 Accounts 1 2014-01-01 2013-01-01 true Merit system principles. 2.4 Section 2.4 Accounts GOVERNMENT ACCOUNTABILITY OFFICE PERSONNEL SYSTEM PURPOSE AND GENERAL PROVISION § 2.4 Merit system principles...

4 CFR 2.4 - Merit system principles.

Code of Federal Regulations, 2013 CFR

2013-01-01

... motivated, competent, honest and productive workers. In a merit system, employees are hired, promoted... 4 Accounts 1 2013-01-01 2013-01-01 false Merit system principles. 2.4 Section 2.4 Accounts GOVERNMENT ACCOUNTABILITY OFFICE PERSONNEL SYSTEM PURPOSE AND GENERAL PROVISION § 2.4 Merit system principles...

4 CFR 2.4 - Merit system principles.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 4 Accounts 1 2010-01-01 2010-01-01 false Merit system principles. 2.4 Section 2.4 Accounts GOVERNMENT ACCOUNTABILITY OFFICE PERSONNEL SYSTEM PURPOSE AND GENERAL PROVISION § 2.4 Merit system principles. (a) Merit personnel systems are based on the principle that an organization is best served by...

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.

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 25885 - The Merit Systems Protection Board (MSPB) is Providing Notice of the Opportunity to File Amicus...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-05-10

... MERIT SYSTEMS PROTECTION BOARD The Merit Systems Protection Board (MSPB) is Providing Notice of the Opportunity to File Amicus Briefs in the Matter of Larry L. Evans v. Department of Veterans Affairs, MSPB Docket Number AT-3330-09-0953- I-1. AGENCY: Merit Systems Protection Board. ACTION: Notice...

75 FR 20007 - The Merit Systems Protection Board (MSPB) Is Providing Notice of the Opportunity To File Amicus...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-04-16

... MERIT SYSTEMS PROTECTION BOARD The Merit Systems Protection Board (MSPB) Is Providing Notice of the Opportunity To File Amicus Briefs in the Matter of Hyginus U. Aguzie v. Office of Personnel Management, MSPB Docket Number DC-0731- 09-0261-R-1 AGENCY: Merit Systems Protection Board. ACTION: Notice...

Do patients have responsibilities in a free-market system? A personal perspective.

PubMed

Civaner, Murat; Arda, Berna

2008-03-01

The current debate that surrounds the issue of patient rights and the transformation of health care, social insurance, and reimbursement systems has put the topic of patient responsibility on both the public and health care sectors' agenda. This climate of debate and transition provides an ideal time to rethink patient responsibilities, together with their underlying rationale, and to determine if they are properly represented when being called 'patient' responsibilities. In this article we analyze the various types of patient responsibilities, identify the underlying motivations behind their creation, and conclude upon their sensibleness and merit. The range of patient responsibilities that have been proposed and implemented can be reclassified and placed into one of four groups, which are more accurate descriptors of the nature of these responsibilities. We suggest that, within the framework of a free-market system, where health care services are provided based on the ability to pay for them, none of these can properly be justified as a patient responsibility.

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.

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.

77 FR 69504 - Agency Information Collection Activities; Emergency Reinstatement of Previously Approved Collection

Federal Register 2010, 2011, 2012, 2013, 2014

2012-11-19

... MERIT SYSTEMS PROTECTION BOARD Agency Information Collection Activities; Emergency Reinstatement of Previously Approved Collection AGENCY: Merit Systems Protection Board. ACTION: Notice of emergency reinstatement. SUMMARY: The Merit Systems Protection Board (MSPB) is requesting approval from the Office of...

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.

76 FR 76772 - Submission for Review: Standard Form 1153: Claim for Unpaid Compensation of Deceased Civilian...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-12-08

... and request for comments. SUMMARY: Merit System Audit and Compliance, Office of Personnel Management... Management, Merit System Audit and Compliance, Room 6484, 1900 E Street NW., Washington, DC 20415, or sent... instructions if more room is needed to list designated beneficiaries. Analysis Agency: Merit System Audit and...

3 CFR 13518 - Executive Order 13518 of November 9, 2009. Employment of Veterans in the Federal Government

Code of Federal Regulations, 2010 CFR

2010-01-01

... opportunities for veterans within the executive branch, consistent with merit system principles and veterans... in section 4 of this order, merit system principles, the agency's strategic human capital plan, and... employment opportunities for veterans within the agency, consistent with law and merit system principles...

5 CFR 9901.372 - Conversion or movement out of NSPS pay system.

Code of Federal Regulations, 2011 CFR

2011-01-01

....372 Conversion or movement out of NSPS pay system. (a) General. (1) This section applies to the conversion or movement of employees out of the NSPS pay system to a different pay system. Under this section... system. When converting or moving an employee out of NSPS to another pay system, the pay-setting rules of...

Development of a lifetime merit-based selection index for US dairy grazing systems

USDA-ARS?s Scientific Manuscript database

Pasture-based dairy producers in the US face costs, revenues and management challenges that differ from those associated with conventional dairy production systems. Three Grazing Merit indexes (GM$1, GM$2, and GM$3), parallel to the US Lifetime Net Merit (NM$) index, were constructed using economic ...

Conspecific Interactions in Adult Laboratory Rodents: Friends or Foes?

PubMed

Lukas, Michael; de Jong, Trynke R

2017-01-01

Interactions between adult conspecifics, including sexual behaviors, affiliation, and aggression are crucial for the well-being, survival, and reproduction of mammals. This holds true for any mammalian species, but certainly for humans: An inability to optimally navigate the social system can have a strong negative impact on physical and mental health. Translational rodent models have been used for decades to unravel the neural pathways and substrates involved in normal and abnormal conspecific interactions. Researchers in the field of translational social neuroscience face a double challenge: Not only do they need to pay considerable attention to the behavioral ecology of their model species or their ancestors, they also have to expect a relatively large variability in behavior and adjust their experimental design accordingly. In this chapter, we will lay out traditional and novel rodent models and paradigms to study sexual, affiliative, and aggressive interactions among adult conspecifics. We will discuss the merits and main findings and briefly consider the most promising novel directions. Finally, we review the modulatory involvement of two major players in mammal social interaction: the central oxytocin and vasopressin system.

Social patterns of pay systems and their associations with psychosocial job characteristics and burnout among paid employees in Taiwan.

PubMed

Yeh, Wan-Yu; Cheng, Yawen; Chen, Chiou-Jung

2009-04-01

Today, performance-based pay systems, also known as variable pay systems, are commonly implemented in workplaces as a business strategy to improve workers' performance and reduce labor costs. However, their impact on workers' job stress and stress-related health outcomes has rarely been investigated. By utilizing data from a nationally representative sample of paid employees in Taiwan, we examined the distribution of variable pay systems across socio-demographic categories and employment sectors. We also examined the associations of pay systems with psychosocial job characteristics (assessed by Karasek's Demand-Control model) and self-reported burnout status (measured by the Chinese version of the Copenhagen Burnout Inventory). A total of 8906 men and 6382 women aged 25-65 years were studied, and pay systems were classified into three categories, i.e., fixed salary, performance-based pay (with a basic salary), and piece-rated or time-based pay (without a basic salary). Results indicated that in men, 57% of employees were given a fixed salary, 24% were given a performance-based pay, and 19% were remunerated through a piece-rated or time-based pay. In women, the distributions of the 3 pay systems were 64%, 20% and 15%, respectively. Among the three pay systems, employees earning through a performance-based pay were found to have the longest working hours, highest level of job control, and highest percentage of workers who perceived high stress at work. Those remunerated through a piece-rated/time-based pay were found to have the lowest job control, shortest working hours, highest job insecurity, lowest potential for career growth, and lowest job satisfaction. The results of multivariate regression analyses showed that employees earning through performance-based and piece-rated pay systems showed higher scores for personal burnout and work-related burnout, as compared to those who were given fixed salaries, after adjusting for age, education, marital status, employment grade, job characteristics, and family care workloads. As variable pay systems have gained in popularity, findings from this study call for more attention on the tradeoff between the widely discussed management advantages of such pay systems and the health burden they place on employees.

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.

5 CFR 9901.371 - Conversion into NSPS pay system.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 3 2011-01-01 2011-01-01 false Conversion into NSPS pay system. 9901.371... SECURITY PERSONNEL SYSTEM (NSPS) Pay and Pay Administration Conversion Provisions § 9901.371 Conversion....231 for conversion rules related to determining an employee's career group, pay schedule, and band...

5 CFR 9901.342 - Performance payouts.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 3 2011-01-01 2011-01-01 false Performance payouts. 9901.342 Section... PERSONNEL SYSTEM (NSPS) Pay and Pay Administration Performance-Based Pay § 9901.342 Performance payouts. (a) Overview. (1) The NSPS pay system will be a performance-based pay system and will result in a distribution...

5 CFR 534.406 - Conversion to the SES pay system.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Conversion to the SES pay system. 534.406... UNDER OTHER SYSTEMS Pay and Performance Awards Under the Senior Executive Service § 534.406 Conversion... senior executive's converted rate of basic pay. Conversion to a new SES rate of basic pay is not...

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...

5 CFR 534.406 - Conversion to the SES pay system.

Code of Federal Regulations, 2010 CFR

2010-01-01

... to the SES pay system. (a) On the first day of the first applicable pay period beginning on or after... rate of basic pay that is equal to the employee's rate of basic pay, plus any applicable locality-based... first day of the first applicable pay period beginning on or after January 1, 2004. If an SES member's...

Performance Pay and Teacher Motivation: Separating Myth from Reality

ERIC Educational Resources Information Center

Hulleman, Chris S.; Barron, Kenneth E.

2010-01-01

This article draws on research from outside of education to evaluate some common myths about performance pay and to consider future directions for designing and evaluating performance pay systems in K-12 education. The five common myths surrounding performance pay include: (1) Performance pay systems improve performance; (2) Performance pay…

76 FR 47516 - Personnel Management in Agencies

Federal Register 2010, 2011, 2012, 2013, 2014

2011-08-05

... management, in accordance with merit system principles. Sec. 250.205 Systems and standards. The five human... effective human capital management in accordance with the merit system principles and in compliance with... OFFICE OF PERSONNEL MANAGEMENT 5 CFR PART 250 RIN 3206-AL98 Personnel Management in Agencies...

Cost-effectiveness thresholds: methods for setting and examples from around the world.

PubMed

Santos, André Soares; Guerra-Junior, Augusto Afonso; Godman, Brian; Morton, Alec; Ruas, Cristina Mariano

2018-06-01

Cost-effectiveness thresholds (CETs) are used to judge if an intervention represents sufficient value for money to merit adoption in healthcare systems. The study was motivated by the Brazilian context of HTA, where meetings are being conducted to decide on the definition of a threshold. Areas covered: An electronic search was conducted on Medline (via PubMed), Lilacs (via BVS) and ScienceDirect followed by a complementary search of references of included studies, Google Scholar and conference abstracts. Cost-effectiveness thresholds are usually calculated through three different approaches: the willingness-to-pay, representative of welfare economics; the precedent method, based on the value of an already funded technology; and the opportunity cost method, which links the threshold to the volume of health displaced. An explicit threshold has never been formally adopted in most places. Some countries have defined thresholds, with some flexibility to consider other factors. An implicit threshold could be determined by research of funded cases. Expert commentary: CETs have had an important role as a 'bridging concept' between the world of academic research and the 'real world' of healthcare prioritization. The definition of a cost-effectiveness threshold is paramount for the construction of a transparent and efficient Health Technology Assessment system.

75 FR 26847 - Privacy Act of 1974; System of Records

Federal Register 2010, 2011, 2012, 2013, 2014

2010-05-12

..., encrypted VHA servers, personal computers, laptops, or media. All e-mail transmissions of such files use... requested in connection with appeals, special studies of the civil service and other merit systems, reviews... connection with appeals, special studies of the civil service and other merit systems, reviews of rules and...

5 CFR 9701.312 - Maximum rates.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 5 Administrative Personnel 3 2013-01-01 2013-01-01 false Maximum rates. 9701.312 Section 9701.312... MANAGEMENT SYSTEM Pay and Pay Administration Overview of Pay System § 9701.312 Maximum rates. (a) DHS may not pay any employee an annual rate of basic pay in excess of the rate for level III of the Executive...

5 CFR 9701.312 - Maximum rates.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 5 Administrative Personnel 3 2012-01-01 2012-01-01 false Maximum rates. 9701.312 Section 9701.312... MANAGEMENT SYSTEM Pay and Pay Administration Overview of Pay System § 9701.312 Maximum rates. (a) DHS may not pay any employee an annual rate of basic pay in excess of the rate for level III of the Executive...

5 CFR 9701.312 - Maximum rates.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 3 2011-01-01 2011-01-01 false Maximum rates. 9701.312 Section 9701.312... MANAGEMENT SYSTEM Pay and Pay Administration Overview of Pay System § 9701.312 Maximum rates. (a) DHS may not pay any employee an annual rate of basic pay in excess of the rate for level III of the Executive...

75 FR 81817 - Adjustments of Certain Rates of Pay

Federal Register 2010, 2011, 2012, 2013, 2014

2010-12-29

... Order 13561 of December 22, 2010 Adjustments of Certain Rates of Pay By the authority vested in me as..., it is hereby ordered as follows: Section 1. Statutory Pay Systems. Pursuant to the Continuing... ``Continuing Appropriations Act''), the rates of basic pay or salaries of the statutory pay systems (as defined...

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

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.

76 FR 63356 - Proposed Information Collection (Locality Pay System for Nurses and Other Health Care Personnel...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-10-12

... (Locality Pay System for Nurses and Other Health Care Personnel) Activity; Comment Request AGENCY: Veterans... to determine locality pay rates for nurses at VA facilities. DATES: Written comments and... forms of information technology. Title: Locality Pay System for Nurses and Other Health Care Personnel...

5 CFR 9701.345 - Developmental pay adjustments.

Code of Federal Regulations, 2011 CFR

2011-01-01

... Section 9701.345 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.345...

5 CFR 9701.345 - Developmental pay adjustments.

Code of Federal Regulations, 2012 CFR

2012-01-01

... Section 9701.345 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.345...

5 CFR 9701.345 - Developmental pay adjustments.

Code of Federal Regulations, 2013 CFR

2013-01-01

... Section 9701.345 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.345...

5 CFR 9701.345 - Developmental pay adjustments.

Code of Federal Regulations, 2014 CFR

2014-01-01

... Section 9701.345 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.345...

The merit of meritocracy.

PubMed

Son Hing, Leanne S; Bobocel, D Ramona; Zanna, Mark P; Garcia, Donna M; Gee, Stephanie S; Orazietti, Katie

2011-09-01

We argue that the preference for the merit principle is a separate construct from hierarchy-legitimizing ideologies (i.e., system justification beliefs, prejudice, social dominance orientation), including descriptive beliefs that meritocracy currently exists in society. Moreover, we hypothesized that prescriptive beliefs about merit should have a stronger influence on reactions to the status quo when hierarchy-legitimizing ideologies are weak (vs. strong). In 4 studies, participants' preference for the merit principle and hierarchy-legitimizing ideologies were assessed; later, the participants evaluated organizational selection practices that support or challenge the status quo. Participants' prescriptive and descriptive beliefs about merit were separate constructs; only the latter predicted other hierarchy-legitimizing ideologies. In addition, as hypothesized, among participants who weakly endorsed hierarchy-legitimizing ideologies, the stronger their preference for the merit principle, the more they opposed selection practices that were perceived to be merit violating but the more they supported practices that were perceived to be merit restoring. In contrast, those who strongly endorsed hierarchy-legitimizing ideologies were always motivated to support the status quo, regardless of their preference for the merit principle. PsycINFO Database Record (c) 2011 APA, all rights reserved.

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

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.

Executive turnover: the influence of dispersion and other pay system characteristics.

PubMed

Messersmith, Jake G; Guthrie, James P; Ji, Yong-Yeon; Lee, Jeong-Yeon

2011-05-01

Using tournament theory as a guiding theoretical framework, in this study, we assess the organizational implications of pay dispersion and other pay system characteristics on the likelihood of turnover among individual executives in organizational teams. Specifically, we estimate the effect of these pay system characteristics on executive turnover decisions. We use a multi-industry, multilevel data set composed of executives in publicly held firms to assess the effects of pay dispersion at the individual level. Consistent with previous findings, we find that pay dispersion is associated with an increased likelihood of executive turnover. In addition, we find that other pay characteristics also affect turnover, both directly and through a moderating effect on pay dispersion. Turnover is more likely when executives receive lower portions of overall top management team compensation and when they have more pay at risk. These conditions also moderate the relationship between pay dispersion and individual turnover decisions, as does receiving lower compensation relative to the market.

5 CFR 1201.191 - Savings provisions.

Code of Federal Regulations, 2010 CFR

2010-01-01

....191 Administrative Personnel MERIT SYSTEMS PROTECTION BOARD ORGANIZATION AND PROCEDURES PRACTICES AND... in effect prior to the effective date of the Civil Service Reform Act shall continue in effect and be... President, Office of Personnel Management, the Merit Systems Protection Board, the Equal Employment...

78 FR 80451 - Adjustments of Certain Rates of Pay

Federal Register 2010, 2011, 2012, 2013, 2014

2013-12-31

... of Pay By the authority vested in me as President by the Constitution and the laws of the United States of America, it is hereby ordered as follows: Section 1. Statutory Pay Systems. The rates of basic pay or salaries of the statutory pay systems (as defined in 5 U.S.C. 5302(1)), as adjusted under 5 U.S...

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.

Making Sense of the Educational Present: Problematising the "Merit Turn" in the Italian Eduscape

ERIC Educational Resources Information Center

Grimaldi, Emiliano; Barzano, Giovanna

2014-01-01

This article problematises the recent "merit turn" in the Italian education system. It addresses the analysis of how the global idea of "merit as lever for modernisation" and its related technologies have flowed into a regional education space through a set of four policy trajectories. It explores how these have partially…

5 CFR 315.601 - Appointment of former employees of the Canal Zone Merit System or Panama Canal Employment System.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Appointment of former employees of the Canal Zone Merit System or Panama Canal Employment System. 315.601 Section 315.601 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS CAREER AND CAREER-CONDITIONAL EMPLOYMENT Career or Career-Conditional Appointment Unde...

5 CFR 9701.373 - Conversion of employees to the DHS pay system.

Code of Federal Regulations, 2010 CFR

2010-01-01

... system. 9701.373 Section 9701.373 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Transitional Provisions...

5 CFR 9901.353 - Setting pay upon reassignment.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Setting pay upon reassignment. 9901.353... SECURITY PERSONNEL SYSTEM (NSPS) Pay and Pay Administration Pay Administration § 9901.353 Setting pay upon... position or set of duties within his/her pay band or to a position in a comparable pay band, or from a non...

5 CFR 534.305 - Pay periods and computation of pay.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Pay periods and computation of pay. 534... PAY UNDER OTHER SYSTEMS Basic Pay for Employees of Temporary Organizations § 534.305 Pay periods and computation of pay. (a) The requirements of 5 U.S.C. 5504, must be applied to employees of temporary...

5 CFR 9701.355 - Setting pay upon movement to a different occupational cluster.

Code of Federal Regulations, 2010 CFR

2010-01-01

... occupational cluster. 9701.355 Section 9701.355 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Pay Administration § 9701...

5 CFR 1216.204 - Service of requests or demands.

Code of Federal Regulations, 2010 CFR

2010-01-01

... Section 1216.204 Administrative Personnel MERIT SYSTEMS PROTECTION BOARD ORGANIZATION AND PROCEDURES TESTIMONY BY MSPB EMPLOYEES RELATING TO OFFICIAL INFORMATION AND PRODUCTION OF OFFICIAL RECORDS IN LEGAL... served on the Clerk of the Board, U.S. Merit Systems Protection Board, 1615 M Street, NW., Washington, DC...

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...

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…

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...

5 CFR 9701.314 - DHS responsibilities.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 9701.314 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Overview of Pay System § 9701.314 DHS...

5 CFR 9901.354 - Setting pay upon promotion.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Setting pay upon promotion. 9901.354... SECURITY PERSONNEL SYSTEM (NSPS) Pay and Pay Administration Pay Administration § 9901.354 Setting pay upon... salary rate may not be lower than the minimum rate or higher than the maximum rate of the new pay band...

5 CFR 9701.354 - Setting pay upon demotion.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Setting pay upon demotion. 9701.354 Section 9701.354 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Pay Administration § 9701.354 Setting pay...

5 CFR 9701.353 - Setting pay upon promotion.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Setting pay upon promotion. 9701.353 Section 9701.353 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Pay Administration § 9701.353 Setting pay...

5 CFR 9701.346 - Pay progression for new supervisors.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Pay progression for new supervisors. 9701.346 Section 9701.346 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES... SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.346 Pay...

5 CFR 9901.364 - Foreign language proficiency pay.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Foreign language proficiency pay. 9901... NATIONAL SECURITY PERSONNEL SYSTEM (NSPS) Pay and Pay Administration Premium Pay § 9901.364 Foreign language proficiency pay. (a) General provisions. (1) This section applies to employees who may be paid...

Pay-for-Performance in Education: An Issue Brief for Business Leaders.

ERIC Educational Resources Information Center

National Alliance of Business, Inc., Washington, DC.

Implementing pay-for-performance salary structures has been used successfully in business and can result in benefits for educational systems when implemented along with other compensation reforms. Business leaders can help in the implementation of teacher pay-for-performance systems in the following ways: (1) ensure that pay-for-performance plans…

Millimeter wave front-end figure of merit, part 2

NASA Astrophysics Data System (ADS)

Silberman, Gabriel G.

1995-09-01

This report presents a practical approach for defining and calculating a meaningful figure of merit for frequency modulated continuous wave radar systems with separate receive and transmit (bistatic) antennas.

5 CFR 9701.313 - Homeland Security Compensation Committee.

Code of Federal Regulations, 2010 CFR

2010-01-01

... MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Overview of Pay System § 9701.313... Undersecretary for Management. The Compensation Committee has 14 members, including 4 officials of labor...

5 CFR 534.502 - Pay range.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Pay range. 534.502 Section 534.502 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Senior-Level and Scientific and Professional Positions § 534.502 Pay range. A pay rate fixed under this...

5 CFR 9701.323 - Eligibility for pay increase associated with a rate range adjustment.

Code of Federal Regulations, 2010 CFR

2010-01-01

... SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Setting and...

5 CFR 9701.335 - Eligibility for pay increase associated with a supplement adjustment.

Code of Federal Regulations, 2010 CFR

2010-01-01

... SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Locality and...

5 CFR 9701.313 - Homeland Security Compensation Committee.

Code of Federal Regulations, 2011 CFR

2011-01-01

... MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Overview of Pay System § 9701.313... to provide options and/or recommendations for consideration by the Secretary or designee on strategic...

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.

The influence of genetic selection and feed system on the reproductive performance of spring-calving dairy cows within future pasture-based production systems.

PubMed

Coleman, J; Pierce, K M; Berry, D P; Brennan, A; Horan, B

2009-10-01

Three genetic groups of Holstein-Friesian dairy cows were established from within the Moorepark (Teagasc, Ireland) dairy research herd: LowNA, indicative of the Irish national average-genetic-merit North American Holstein-Friesian; HighNA, high-genetic-merit North American Holstein-Friesian; HighNZ, high-genetic-merit New Zealand Holstein-Friesian. Genetic merit in this study was based on the Irish total merit index, the Economic Breeding Index. Animals from within each genetic group were randomly allocated to 1 of 2 possible post-European Union-milk-quota pasture-based feeding systems (FS): 1) The Moorepark (MP) pasture system (2.64 cows/ha and 500 kg of concentrate supplement per cow per lactation) and 2) a high output per hectare (HC) pasture system (2.85 cows/ha and 1,200 kg of concentrate supplement per cow per lactation). A total of 126, 128, and 140 spring-calving dairy cows were used during the years 2006, 2007, and 2008, respectively. Each group had an individual farmlet of 17 paddocks, and all groups were managed similarly throughout the study. The effects of genetic group, FS, and the interaction between genetic group and FS on reproductive performance, body weight, body condition score, and blood metabolite concentrations were studied using mixed models with factorial arrangements of genetic groups and FS. Odds ratios were used in the analysis of binary fertility traits, and survival analysis was used in the analysis of survival after first calving. When treatment means were compared, the HighNA and HighNZ genotypes (with greater genetic merit for fertility performance) had greater first-service pregnancy rates and had a greater proportion of cows pregnant after 42 d of the breeding season than the LowNA group. Both HighNA and HighNZ genotypes were submitted for artificial insemination earlier in the breeding season and had greater survival than the LowNA genotype. There was no significant FS or genotype by FS interactions for any of the reproductive, blood metabolite, body weight, or body condition score measures. The results demonstrate that increased genetic merit for fertility traits resulted in improved reproductive performance and that the poor reproductive capacity of inferior-genetic-merit animals for fertility was not improved through concentrate supplementation at pasture.

75 FR 29366 - Hyginus U. Aguzie v. Office of Personnel Management

Federal Register 2010, 2011, 2012, 2013, 2014

2010-05-25

.... Office of Personnel Management AGENCY: Merit Systems Protection Board. ACTION: Notice. SUMMARY: The Merit Systems Protection Board (MSPB) is providing notice of an extension of time in which parties may file amicus briefs in the matter of Hyginus U. Aguzie v. Office of Personnel Management, MSPB Docket Number DC...

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

5 CFR 9701.345 - Developmental pay adjustments.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Developmental pay adjustments. 9701.345 Section 9701.345 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.345...

5 CFR 9701.342 - Performance pay increases.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Performance pay increases. 9701.342 Section 9701.342 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.342...

5 CFR 534.404 - Setting and adjusting pay for senior executives.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Setting and adjusting pay for senior... REGULATIONS PAY UNDER OTHER SYSTEMS Pay and Performance Awards Under the Senior Executive Service § 534.404 Setting and adjusting pay for senior executives. (a) Setting pay upon initial appointment to the SES. An...

4 CFR 5.1 - Pay.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 4 Accounts 1 2010-01-01 2010-01-01 false Pay. 5.1 Section 5.1 Accounts GOVERNMENT ACCOUNTABILITY OFFICE PERSONNEL SYSTEM COMPENSATION § 5.1 Pay. (a) Pay principles. Pay of the employees of GAO shall be fixed by the Comptroller General consistent with the principles that— (1) There be equal pay for work of...

78 FR 21213 - Federal Employee Pay Schedules and Rates That Are Set by Administrative Discretion

Federal Register 2010, 2011, 2012, 2013, 2014

2013-04-10

... Employee Pay Schedules and Rates That Are Set by Administrative Discretion Memorandum for the Heads of... adjustments to any pay systems or pay schedules covering executive branch employees. In light of the Congress..., 2012, regarding general increases in pay schedules and employees' rates of pay that might otherwise...

Enhanced spin figure of merit in an Aharonov-Bohm ring with a double quantum dot

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

Zhou, Xingfei; Qi, Fenghua; Jin, Guojun, E-mail: gjin@nju.edu.cn

2014-04-21

We theoretically investigate the thermoelectric effects in an Aharonov-Bohm ring with a serially coupled double quantum dot embedded in one arm. An external magnetic field is perpendicularly applied to the two dots. Using the nonequilibrium Green's function method in the linear-response regime, we calculate the charge and spin figures of merit. When the energy levels of the two quantum dots are equal and the system is connected to two normal leads, a large spin figure of merit (Z{sub s}T ≈ 4.5) accompanying with a small charge figure of merit (Z{sub c}T ≈ 0) can be generated due to the remarkable bipolar effect. Further, whenmore » the system is connected to two ferromagnetic leads, the spin figure of merit can reach even a higher value about 9. Afterwards, we find that Z{sub s}T is enhanced while Z{sub c}T is reduced in the coaction of the Aharonov-Bohm flux and Rashba spin-orbit coupling. It is argued that the bipolar effect is positive (negative) to spin (charge) figure of merit in the presence of level detuning of the two quantum dots and intradot Coulomb interactions, respectively. Also, we propose a possible experiment to verify our results.« less

Integrated Power and Attitude Control Systems for Space Station

NASA Technical Reports Server (NTRS)

Oglevie, R. E.; Eisenhaure, D. B.

1985-01-01

Integrated Power and Attitude Control Systems (IPACS) studies performed over a decade ago established the feasibility of simultaneously storing electrical energy in wheels and utilizing the resulting momentum for spacecraft attitude control. It was shown that such a system possessed many advantages over other contemporary energy storage and attitude control systems in many applications. More recent technology advances in composite rotors, magnetic bearings, and power control electronics have triggered new optimism regarding the feasibility and merits of such a system. The paper presents the results of a recent study whose focus was to define an advanced IPACS and to evaluate its merits for the Space Station application. A system and component design concept is developed to establish the system performance capability. A system level trade study, including life-cycle costing, is performed to define the merits of the system relative to two other candidate systems. It is concluded that an advanced IPACS concept is not only feasible, but offers substantial savings in mass, and life-cycle cost.

Effects of and Preference for Pay for Performance: An Analogue Analysis

ERIC Educational Resources Information Center

Long, Robert D., III; Wilder, David A.; Betz, Alison; Dutta, Ami

2012-01-01

We examined the effects of 2 payment systems on the rate of check processing and time spent on task by participants in a simulated work setting. Three participants experienced individual pay-for-performance (PFP) without base pay and pay-for-time (PFT) conditions. In the last phase, we asked participants to choose which system they preferred. For…

5 CFR 9701.342 - Performance pay increases.

Code of Federal Regulations, 2011 CFR

2011-01-01

... pools and may adjust those amounts based on overall levels of organizational performance or contribution... 5 Administrative Personnel 3 2011-01-01 2011-01-01 false Performance pay increases. 9701.342... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.342...

5 CFR 9701.351 - Setting an employee's starting pay.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Setting an employee's starting pay. 9701.351 Section 9701.351 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES... SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Pay Administration § 9701.351 Setting...

5 CFR 534.604 - Pay administration.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Pay administration. 534.604 Section 534.604 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Administrative Appeals Judge Positions § 534.604 Pay administration. (a) The head of each...

The Politics of Meritocracy in Malaysia

DTIC Science & Technology

2003-12-01

required to address persistent inequalities. Amartya Sen argues that meritocracy is just an extension of a general system of rewarding merit...individuals toward the establishment of a better society. In this aspect, Sen perceived that any particular society would prefer a meritocractic system...situation. 108 Armartya Sen , Merit and Justice in Kenneth Arrow, Samuel Bowles and Steven Durlauf, eds., Meritocracy and

5 CFR 9701.325 - Treatment of employees whose rate of basic pay falls below the minimum rate of their band.

Code of Federal Regulations, 2010 CFR

2010-01-01

... DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay...

5 CFR 9701.336 - Treatment of employees whose pay does not fall below the minimum adjusted rate of their band.

Code of Federal Regulations, 2010 CFR

2010-01-01

... DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay...

5 CFR 9701.343 - Within-band reductions.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 9701.343 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.343 Within-band...

5 CFR 9701.337 - Treatment of employees whose rate of pay falls below the minimum adjusted rate of their band.

Code of Federal Regulations, 2010 CFR

2010-01-01

... DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay...

5 CFR 534.505 - Pay related matters.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false Pay related matters. 534.505 Section 534.505 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Senior-Level and Scientific and Professional Positions § 534.505 Pay related matters. (a...

5 CFR 534.505 - Pay related matters.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 5 Administrative Personnel 1 2012-01-01 2012-01-01 false Pay related matters. 534.505 Section 534.505 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Senior-Level and Scientific and Professional Positions § 534.505 Pay related matters. (a...

5 CFR 534.505 - Pay related matters.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Pay related matters. 534.505 Section 534.505 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Senior-Level and Scientific and Professional Positions § 534.505 Pay related matters. (a...

5 CFR 534.505 - Pay related matters.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 5 Administrative Personnel 1 2013-01-01 2013-01-01 false Pay related matters. 534.505 Section 534.505 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Senior-Level and Scientific and Professional Positions § 534.505 Pay related matters. (a...

5 CFR 534.503 - Pay setting.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Pay setting. 534.503 Section 534.503 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Senior-Level and Scientific and Professional Positions § 534.503 Pay setting. (a) Each agency with...

5 CFR 534.505 - Pay related matters.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Pay related matters. 534.505 Section 534.505 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Senior-Level and Scientific and Professional Positions § 534.505 Pay related matters. (a...

5 CFR 9901.344 - Other performance payments.

Code of Federal Regulations, 2010 CFR

2010-01-01

... RELATIONS SYSTEMS (DEPARTMENT OF DEFENSE-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF DEFENSE NATIONAL SECURITY PERSONNEL SYSTEM (NSPS) Pay and Pay Administration Performance-Based Pay § 9901.344 Other... officials may make other performance payments to— (1) Reward extraordinary individual performance, as...

An Affordability Comparison Tool (ACT) for Space Transportation

NASA Technical Reports Server (NTRS)

McCleskey, C. M.; Bollo, T. R.; Garcia, J. L.

2012-01-01

NASA bas recently emphasized the importance of affordability for Commercial Crew Development Program (CCDP), Space Launch Systems (SLS) and Multi-Purpose Crew Vehicle (MPCV). System architects and designers are challenged to come up with architectures and designs that do not bust the budget. This paper describes the Affordability Comparison Tool (ACT) analyzes different systems or architecture configurations for affordability that allows for a comparison of: total life cycle cost; annual recurring costs, affordability figures-of-merit, such as cost per pound, cost per seat, and cost per flight, as well as productivity measures, such as payload throughput. Although ACT is not a deterministic model, the paper develops algorithms and parametric factors that use characteristics of the architectures or systems being compared to produce important system outcomes (figures-of-merit). Example applications of outcome figures-of-merit are also documented to provide the designer with information on the relative affordability and productivity of different space transportation applications.

5 CFR 534.603 - Rates of basic pay.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Rates of basic pay. 534.603 Section 534.603 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Administrative Appeals Judge Positions § 534.603 Rates of basic pay. (a) The...

4 CFR 5.2 - Grade and pay retention.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 4 Accounts 1 2010-01-01 2010-01-01 false Grade and pay retention. 5.2 Section 5.2 Accounts GOVERNMENT ACCOUNTABILITY OFFICE PERSONNEL SYSTEM COMPENSATION § 5.2 Grade and pay retention. (a) Change of... employee's position for all purposes (including pay and pay administration, retirement, life insurance and...

5 CFR 359.705 - Pay.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Pay. 359.705 Section 359.705... EXECUTIVE SERVICE; GUARANTEED PLACEMENT IN OTHER PERSONNEL SYSTEMS Guaranteed Placement § 359.705 Pay. (a...) is entitled to receive basic pay at the highest of— (1) The rate of basic pay in effect for the...

ASK ME--A Merit Promotion System

ERIC Educational Resources Information Center

Johnson, Michael L.; McCloskey, Kenneth R.

1978-01-01

Describes a procedure developed at the Red River Army Depot, Texarkana, Texas, for selecting and evaluating personnel called AKS ME (Ability, Skill and Knowledge Merit Evaluation), consisting of four basic steps: job analysis, examination plan, candidate evaluation, and validation. (MF)

5 CFR 9901.222 - Review of classification decisions.

Code of Federal Regulations, 2010 CFR

2010-01-01

....222 Section 9901.222 Administrative Personnel DEPARTMENT OF DEFENSE HUMAN RESOURCES MANAGEMENT AND LABOR RELATIONS SYSTEMS (DEPARTMENT OF DEFENSE-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF DEFENSE...., pay system, career group, occupational series, official title, pay schedule, or pay band) of his or...

48 CFR 4.705-2 - Pay administration records.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 48 Federal Acquisition Regulations System 1 2010-10-01 2010-10-01 false Pay administration records. 4.705-2 Section 4.705-2 Federal Acquisition Regulations System FEDERAL ACQUISITION REGULATION GENERAL ADMINISTRATIVE MATTERS Contractor Records Retention 4.705-2 Pay administration records. (a...

Confirmatory Factor Analysis of U.S. Merit Systems Protection Board's Survey of Sexual Harassment: The Fit of a Three-Factor Model.

ERIC Educational Resources Information Center

Stockdale, Margaret S.; Hope, Kathryn G.

1997-01-01

Factor analysis of data from 1,070 federal employees, 575 undergraduates and 575 graduate students, faculty, and staff uncovered some weaknesses in the Merit Systems Protection Board's sexual harassment survey instrument. This type of survey does not adequately measure sexual coercion or quid pro quo forms of harassment. (SK)

42 CFR 24.6 - Pay and compensation.

Code of Federal Regulations, 2010 CFR

2010-10-01

... United States under title 5, United States Code. ... RESEARCH SERVICE § 24.6 Pay and compensation. The SBRS is an ungraded system, with a single, flexible pay... appointees to the Service, who are not covered by the Civil Service Retirement System, will be covered by the...

5 CFR 530.323 - Setting pay when a special rate is discontinued or decreased.

Code of Federal Regulations, 2010 CFR

2010-01-01

... CIVIL SERVICE REGULATIONS PAY RATES AND SYSTEMS (GENERAL) Special Rate Schedules for Recruitment and Retention Setting An Employee's Rate of Pay § 530.323 Setting pay when a special rate is discontinued or... schedule. (b) Employee entitled to pay retention. When a special rate applicable to a position is...

5 CFR 534.304 - Basic pay for staff positions.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false Basic pay for staff positions. 534.304... UNDER OTHER SYSTEMS Basic Pay for Employees of Temporary Organizations § 534.304 Basic pay for staff positions. (a)(1) Rates of basic pay for staff or other non-executive level positions of temporary...

5 CFR 534.304 - Basic pay for staff positions.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Basic pay for staff positions. 534.304... UNDER OTHER SYSTEMS Basic Pay for Employees of Temporary Organizations § 534.304 Basic pay for staff positions. (a)(1) Rates of basic pay for staff or other non-executive level positions of temporary...

5 CFR 534.304 - Basic pay for staff positions.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Basic pay for staff positions. 534.304... UNDER OTHER SYSTEMS Basic Pay for Employees of Temporary Organizations § 534.304 Basic pay for staff positions. (a)(1) Rates of basic pay for staff or other non-executive level positions of temporary...

5 CFR 534.304 - Basic pay for staff positions.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 5 Administrative Personnel 1 2012-01-01 2012-01-01 false Basic pay for staff positions. 534.304... UNDER OTHER SYSTEMS Basic Pay for Employees of Temporary Organizations § 534.304 Basic pay for staff positions. (a)(1) Rates of basic pay for staff or other non-executive level positions of temporary...

5 CFR 534.304 - Basic pay for staff positions.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 5 Administrative Personnel 1 2013-01-01 2013-01-01 false Basic pay for staff positions. 534.304... UNDER OTHER SYSTEMS Basic Pay for Employees of Temporary Organizations § 534.304 Basic pay for staff positions. (a)(1) Rates of basic pay for staff or other non-executive level positions of temporary...

5 CFR 532.509 - Pay for Sunday work.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Pay for Sunday work. 532.509 Section 532... SYSTEMS Premium Pay and Differentials § 532.509 Pay for Sunday work. A wage employee whose regular work... entitled to additional pay under the provisions of section 5544 of title 5, United States Code. [46 FR...

Effects of and preference for pay for performance: an analogue analysis.

PubMed

Long, Robert D; Wilder, David A; Betz, Alison; Dutta, Ami

2012-01-01

We examined the effects of 2 payment systems on the rate of check processing and time spent on task by participants in a simulated work setting. Three participants experienced individual pay-for-performance (PFP) without base pay and pay-for-time (PFT) conditions. In the last phase, we asked participants to choose which system they preferred. For all participants, the PFP condition produced higher rates of check processing and more time spent on task than did the PFT condition, but choice of payment system varied both within and across participants.

Operationally efficient propulsion system study (OEPSS) data book. Volume 7; Launch Operations Index (LOI) Design Features and Options

NASA Technical Reports Server (NTRS)

Ziese, James M.

1992-01-01

A design tool of figure of merit was developed that allows the operability of a propulsion system design to be measured. This Launch Operations Index (LOI) relates Operations Efficiency to System Complexity. The figure of Merit can be used by conceptual designers to compare different propulsion system designs based on their impact on launch operations. The LOI will improve the design process by making sure direct launch operations experience is a necessary feedback to the design process.

Optimization of a Nafion Membrane-Based System for Removal of Chloride and Fluoride from Lunar Regolith-Derived Water

NASA Technical Reports Server (NTRS)

Anthony, Stephen M.; Santiago-Maldonado, Edgardo; Captain, James G.; Pawate, Ashtamurthy S.; Kenis, Paul J. A.

2012-01-01

A long-term human presence in space will require self-sustaining systems capable of producing oxygen and potable water from extraterrestrial sources. Oxygen can be extracted from lunar regolith, and water contaminated with hydrochloric and hydrofluoric acids is produced as an intermediate in this process. We investigated the ability of Nafion proton exchange membranes to remove hydrochloric and hydrofluoric acids from water. The effect of membrane thickness, product stream flow rate, and acid solution temperature and concentration on water flux, acid rejection, and water and acid activity were studied. The conditions that maximized water transport and acid rejection while minimizing resource usage were determined by calculating a figure of merit. Water permeation is highest at high solution temperature and product stream flow rate across thin membranes, while chloride and fluoride permeation are lowest at low acid solution temperature and concentration across thin membranes. The figure of merit varies depending on the starting acid concentration; at low concentration, the figure of merit is highest across a thin membrane, while at high concentration, the figure of merit is highest at low solution temperature. In all cases, the figure of merit increases with increasing product stream flow rate.

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.

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.

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.

5 CFR 532.419 - Grade and pay retention.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Grade and pay retention. 532.419 Section... RATE SYSTEMS Pay Administration § 532.419 Grade and pay retention. (a) In accordance with section 9(a)(1) of Public Law 92-392 (86 Stat. 564, 573), an employee's initial rate of pay on conversion to a...

5 CFR 532.507 - Pay for holiday work.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Pay for holiday work. 532.507 Section 532... SYSTEMS Premium Pay and Differentials § 532.507 Pay for holiday work. (a) An employee who is entitled to holiday premium pay and who performs work on a holiday which is not overtime work shall be paid the...

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.

Exploratory Investigations of Pay-for-Knowledge Systems.

ERIC Educational Resources Information Center

Gupta, Nina; And Others

A study was conducted to provide a scientific database about the prevalence, dynamics, and effectiveness of pay-for-knowledge plans. (Pay-for-knowledge is an innovative compensation system that bases salaries, not on particular job classifications, but rather on the repertoire of skills that an employee possesses.) A four-pronged research design…

7 CFR 3550.117 - WWD grant purposes.

Code of Federal Regulations, 2013 CFR

2013-01-01

... (48 square feet) in size. (f) Pay reasonable costs for closing abandoned septic tanks and water wells... for individuals to: (a) Extend service lines from the system to their residence. (b) Connect service lines to residence's plumbing. (c) Pay reasonable charges or fees for connecting to a system. (d) Pay...

7 CFR 3550.117 - WWD grant purposes.

Code of Federal Regulations, 2012 CFR

2012-01-01

... (48 square feet) in size. (f) Pay reasonable costs for closing abandoned septic tanks and water wells... for individuals to: (a) Extend service lines from the system to their residence. (b) Connect service lines to residence's plumbing. (c) Pay reasonable charges or fees for connecting to a system. (d) Pay...

48 CFR 4.804-3 - Closeout of paying office contract files.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 48 Federal Acquisition Regulations System 1 2012-10-01 2012-10-01 false Closeout of paying office contract files. 4.804-3 Section 4.804-3 Federal Acquisition Regulations System FEDERAL ACQUISITION REGULATION GENERAL ADMINISTRATIVE MATTERS Government Contract Files 4.804-3 Closeout of paying office...

48 CFR 4.804-3 - Closeout of paying office contract files.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 48 Federal Acquisition Regulations System 1 2011-10-01 2011-10-01 false Closeout of paying office contract files. 4.804-3 Section 4.804-3 Federal Acquisition Regulations System FEDERAL ACQUISITION REGULATION GENERAL ADMINISTRATIVE MATTERS Government Contract Files 4.804-3 Closeout of paying office...

48 CFR 4.804-3 - Closeout of paying office contract files.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 48 Federal Acquisition Regulations System 1 2014-10-01 2014-10-01 false Closeout of paying office contract files. 4.804-3 Section 4.804-3 Federal Acquisition Regulations System FEDERAL ACQUISITION REGULATION GENERAL ADMINISTRATIVE MATTERS Government Contract Files 4.804-3 Closeout of paying office...

48 CFR 4.804-3 - Closeout of paying office contract files.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 48 Federal Acquisition Regulations System 1 2010-10-01 2010-10-01 false Closeout of paying office contract files. 4.804-3 Section 4.804-3 Federal Acquisition Regulations System FEDERAL ACQUISITION REGULATION GENERAL ADMINISTRATIVE MATTERS Government Contract Files 4.804-3 Closeout of paying office...

48 CFR 4.804-3 - Closeout of paying office contract files.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 48 Federal Acquisition Regulations System 1 2013-10-01 2013-10-01 false Closeout of paying office contract files. 4.804-3 Section 4.804-3 Federal Acquisition Regulations System FEDERAL ACQUISITION REGULATION GENERAL ADMINISTRATIVE MATTERS Government Contract Files 4.804-3 Closeout of paying office...

Wheel configurations for combined energy storage and attitude control systems

NASA Technical Reports Server (NTRS)

Oglevie, R. E.

1985-01-01

Integrated power and attitude control system (IPACS) studies performed over a decade ago established the feasibility of simultaneously storing electrical energy in wheels and utilizing the resulting momentum for spacecraft attitude control. It was shown that such a system possessed many advantages over other contemporary energy storage and attitude control systems in many applications. More recent technology advances in composite rotors, magnetic bearings, and power control electronics have triggered new optimism regarding the feasibility and merits of such a system. This paper presents the results of a recent study whose focus was to define an advanced IPACS and to evaluate its merits for the Space Station application. Emphasis is given to the selection of the wheel configuration to perform the combined functions. A component design concept is developed to establish the system performance capability. A system-level trade study, including life-cycle costing, is performed to define the merits of the system relative to two other candidate systems. It is concluded that an advanced IPACS concept is not only feasible but offers substantial savings in mass and life-cycle cost.

5 CFR 9701.372 - Creating initial pay ranges.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Creating initial pay ranges. 9701.372 Section 9701.372 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Transitional Provisions § 9701.372 Creating...

5 CFR 9901.212 - Pay schedules and pay bands.

Code of Federal Regulations, 2010 CFR

2010-01-01

... Section 9901.212 Administrative Personnel DEPARTMENT OF DEFENSE HUMAN RESOURCES MANAGEMENT AND LABOR RELATIONS SYSTEMS (DEPARTMENT OF DEFENSE-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF DEFENSE NATIONAL... Secretary may establish one or more pay schedules within each career group. (b) Each pay schedule may...

Pedagogical Merit Review of Animal Use for Education in Canada

PubMed Central

Griffin, Gilly

2016-01-01

There are two components to the review of animal based protocols in Canada: review for the merit of the study itself, and review of the ethical acceptability of the work. Despite the perceived importance for the quality assurance these reviews provide; there are few studies of the peer-based merit review system for animal-based protocols for research and education. Institutional animal care committees (ACC)s generally rely on the external peer review of scientific merit for animal-based research. In contrast, peer review for animal based teaching/training is dependent on the review of pedagogical merit carried out by the ACC itself or another committee within the institution. The objective of this study was to evaluate the views of ACC members about current practices and policies as well as alternate policies for the review of animal based teaching/training. We conducted a national web-based survey of ACC members with both quantitative and qualitative response options. Responses from 167 ACC members indicated broad concerns about administrative burden despite strong support for both the current and alternate policies. Participants’ comments focused mostly on the merit review process (54%) relative to the efficiency (21%), impact (13%), and other (12%) aspects of evaluation. Approximately half (49%) of the comments were classified into emergent themes that focused on some type of burden: burden from additional pedagogical merit review (16%), a limited need for the review (12%), and a lack of resources (expertise 11%; people/money 10%). Participants indicated that the current system for pedagogical merit review is effective (60%); but most also indicated that there was at least some challenge (86%) with the current peer review process. There was broad support for additional guidance on the justification, criteria, types of animal use, and objectives of pedagogical merit review. Participants also supported the ethical review and application of the Three Rs in the review process. A clear priority from participants in the survey was updating guidance to better facilitate the merit review process of animal-based protocols for education. Balancing the need for improved guidance with the reality of limited resources at local institutions will be essential to do this successfully; a familiar dilemma to both scientists and policy makers alike. PMID:27352243

Pedagogical Merit Review of Animal Use for Education in Canada.

PubMed

Avey, Marc T; Griffin, Gilly

2016-01-01

There are two components to the review of animal based protocols in Canada: review for the merit of the study itself, and review of the ethical acceptability of the work. Despite the perceived importance for the quality assurance these reviews provide; there are few studies of the peer-based merit review system for animal-based protocols for research and education. Institutional animal care committees (ACC)s generally rely on the external peer review of scientific merit for animal-based research. In contrast, peer review for animal based teaching/training is dependent on the review of pedagogical merit carried out by the ACC itself or another committee within the institution. The objective of this study was to evaluate the views of ACC members about current practices and policies as well as alternate policies for the review of animal based teaching/training. We conducted a national web-based survey of ACC members with both quantitative and qualitative response options. Responses from 167 ACC members indicated broad concerns about administrative burden despite strong support for both the current and alternate policies. Participants' comments focused mostly on the merit review process (54%) relative to the efficiency (21%), impact (13%), and other (12%) aspects of evaluation. Approximately half (49%) of the comments were classified into emergent themes that focused on some type of burden: burden from additional pedagogical merit review (16%), a limited need for the review (12%), and a lack of resources (expertise 11%; people/money 10%). Participants indicated that the current system for pedagogical merit review is effective (60%); but most also indicated that there was at least some challenge (86%) with the current peer review process. There was broad support for additional guidance on the justification, criteria, types of animal use, and objectives of pedagogical merit review. Participants also supported the ethical review and application of the Three Rs in the review process. A clear priority from participants in the survey was updating guidance to better facilitate the merit review process of animal-based protocols for education. Balancing the need for improved guidance with the reality of limited resources at local institutions will be essential to do this successfully; a familiar dilemma to both scientists and policy makers alike.

Partnering for Compensation Reform: Collaborations between Union and District Leadership in Four School Systems

ERIC Educational Resources Information Center

Sommerfeld, Meg

2011-01-01

A growing number of American school systems are experimenting with innovative and varied methods of tying educators' salaries more closely to their work through differential pay. Differential pay means paying teachers differently based on their performance, their responsibilities, and/or their teaching assignments. For instance, it can mean…

DOD Business Systems Modernization: Additional Action Needed to Achieve Intended Outcomes

DTIC Science & Technology

2015-07-01

including greater operational efficiencies and cost savings. View GAO-15-627. For more information, contact Carol R. Cha at (202) 512-4456 or chac @gao.gov...report, please contact me at (202) 512-4456 or chac @gao.gov. Contact points for our Offices of Congressional Relations and Public Affairs may be found...Personnel and Pay System - Army (IPPS-A), Integrated Personnel and Pay System - Navy (IPPS- N ), Air Force Integrated Personnel and Pay System (AF-IPPS

5 CFR 534.504 - Annual adjustment in pay.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Annual adjustment in pay. 534.504 Section 534.504 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Senior-Level and Scientific and Professional Positions § 534.504 Annual adjustment...

Sexual Harassment in the Federal Workplace: Is It a Problem? A Report of the U.S. Merit Systems Protection Board Office of Merit Systems Review and Studies.

ERIC Educational Resources Information Center

Mathis, Patricia A.; Prokop, Ruth T.

This report represents the culmination of a year-long evaluation of the nature and extent of sexual harassment in the federal government. The various chapters explore the: (1) attitudes of federal employees toward sexual harassment; (2) extent of sexual harassment in the federal workplace; (3) characteristics of victims and perpetrators of sexual…

76 FR 42167 - Rehabilitation Research and Development Service Scientific Merit Review Board; Notice of Meeting

Federal Register 2010, 2011, 2012, 2013, 2014

2011-07-18

... subcommittees of the Board will meet to evaluate merit review applications: August 9--Rehabilitation Engineering... Rehabilitation. August 16--Rehabilitation Engineering and Prosthetics/Orthotics. August 16-17--Psychological Health and Social Reintegration; Sensory Systems/Communication; Spinal Cord Injury; and Career...

5 CFR 536.308 - Loss of eligibility for or termination of pay retention.

Code of Federal Regulations, 2010 CFR

2010-01-01

... is entitled to a rate of basic pay under a covered pay system which is equal to or greater than the... equal or higher rate of basic pay during a temporary promotion or temporary reassignment but will be... determined under § 536.104) of a position in which the employee's rate of basic pay would be equal to or...

Why doesn't performance pay work?

PubMed

1993-01-01

Examines performance pay as a means of motivation in the health sector, and indicates possible reasons for its ineffectiveness. Points out that there are various means of motivating employees, with pay being just one of these. Suggests that this is the reason why performance pay has little impact. Concludes that the NHS is about to implement performance pay within its system. Predicts that this may be problematic.

Evaluating the impact of a new pay system on nurses in the UK.

PubMed

Buchan, James; Ball, Jane

2011-01-01

This study examines the impact of implementing a new pay system (Agenda for Change) on nursing staff in the National Health Service (NHS) in the UK. This new pay system covered approximately 400,000 nursing staff. Its objectives were to improve the delivery of patient care as well as staff recruitment, retention and motivation. The new system aimed to provide a simplified approach to pay determination, with a more systematic use of agreed job descriptions and job evaluation to 'price' individual jobs, linked to a new career development framework. Secondary analysis of survey data. Analysis of results of large-scale surveys of members of the Royal College of Nursing of the United Kingdom (RCN) to assess the response of nurses to questions about the implementation process itself and their attitude to pay levels. The results demonstrated that there was some positive change after implementation of Agenda for Change in 2006, mainly some time after implementation, and that the process of implementation itself raised expectations that were not fully met for all nurses. There were clear indications of differential impact and reported experiences, with some categories of nurse being less satisfied with the process of implementation. The overall message is that a national pay system has strengths and weaknesses compared to the local systems used in other countries and that these benefits can only be maximised by effective communication, adequate funding and consistent management of the system. How nurses' pay is determined and delivered can be a major satisfier and incentive to nurses if the process is well managed and can be a factor in supporting clinical practice, performance and innovation. This study highlights that a large-scale national exercise to reform the pay system for nurses is a major undertaking, carries risk and will take significant time to implement effectively. © 2010 Blackwell Publishing Ltd.

42 CFR 24.6 - Pay and compensation.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 42 Public Health 1 2014-10-01 2014-10-01 false Pay and compensation. 24.6 Section 24.6 Public Health PUBLIC HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES PERSONNEL SENIOR BIOMEDICAL RESEARCH SERVICE § 24.6 Pay and compensation. The SBRS is an ungraded system, with a single, flexible pay...

42 CFR 24.6 - Pay and compensation.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 42 Public Health 1 2012-10-01 2012-10-01 false Pay and compensation. 24.6 Section 24.6 Public Health PUBLIC HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES PERSONNEL SENIOR BIOMEDICAL RESEARCH SERVICE § 24.6 Pay and compensation. The SBRS is an ungraded system, with a single, flexible pay...

42 CFR 24.6 - Pay and compensation.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 42 Public Health 1 2013-10-01 2013-10-01 false Pay and compensation. 24.6 Section 24.6 Public Health PUBLIC HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES PERSONNEL SENIOR BIOMEDICAL RESEARCH SERVICE § 24.6 Pay and compensation. The SBRS is an ungraded system, with a single, flexible pay...

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…

78 FR 21503 - Adjustments of Certain Rates of Pay

Federal Register 2010, 2011, 2012, 2013, 2014

2013-04-11

... Order 13641 of April 5, 2013 Adjustments of Certain Rates of Pay By the authority vested in me as... Consolidated and Further Continuing Appropriations Act, 2013 (Public Law 113-6), which requires certain pay... follows: Section 1. Statutory Pay Systems. Pursuant to the Consolidated and Further Continuing...

41 CFR 301-76.2 - What is disposable pay?

Code of Federal Regulations, 2013 CFR

2013-07-01

... 41 Public Contracts and Property Management 4 2013-07-01 2012-07-01 true What is disposable pay? 301-76.2 Section 301-76.2 Public Contracts and Property Management Federal Travel Regulation System... What is disposable pay? Disposable pay is the part of the employee's compensation remaining after the...

Factors Influencing Military Affiliation Intentions of First Term Army Enlisted.

DTIC Science & Technology

1984-12-01

were: Demographic: Biographical data Ten u r e Cognitive/Affective Orientation: Factors designed to assess respondents’ feelings about aspects of...Compensation and Benefits ............. Basic pay, BAQ, BAS, Special pays bonuses, valuation of benefits, VEAP participation Military Retirement System ...Preferred retirement pay sched- ule, expected YOS/Paygrade under alternative systems Civilian Labor Force Experience ............ Hours

78 FR 55766 - Submission for Review: Civil Service Retirement System Survivor Annuitant Express Pay Application...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-09-11

... Annuitant Express Pay Application for Death Benefits, RI 25-51 AGENCY: U.S. Office of Personnel Management... Service Retirement System Survivor Annuitant Express Pay Application for Death Benefits, RI 25-51. As... widower, based on the report of death, when our records show the decedent elected to provide benefits for...

Strategic Pay Reform: A Student Outcomes-Based Evaluation of Denver's ProComp Teacher Pay Initiative

ERIC Educational Resources Information Center

Goldhaber, Dan; Walch, Joe

2012-01-01

Denver Public Schools utilizes one of the nation's highest profile alternative teacher compensation systems, and a key element of Denver's Professional Compensation System for Teachers (ProComp) is pay for performance. This study analyzes the student achievement implications of ProComp utilizing matched student- and teacher-level data from 2003 to…

5 CFR 900.603 - Standards for a merit system of personnel administration.

Code of Federal Regulations, 2010 CFR

2010-01-01

... administration. 900.603 Section 900.603 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL... such merit principles as— (a) Recruiting, selecting, and advancing employees on the basis of their... high quality performance. (d) Retaining employees on the basis of the adequacy of their performance...

Conference on Workforce Quality Assessment Held in Washington, DC on 8 May 1989

DTIC Science & Technology

1989-09-01

of Education Statistics Sar Levitan, Director Department of Education Center for Social Policy Studies George Washington University Michael G. Hansen...wO. it’" Merit Systems Protection Board Office of Personnel Management A Federal Government which is staffed by well qualified and motivated ...long been national policy to provide for a merit-based civil service system. The question of whether we have met the objective of a well qualified

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.

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…

3 CFR - Advancing Pay Equality in the Federal Government and Learning From Successful Practices

Code of Federal Regulations, 2014 CFR

2014-01-01

... agencies (agencies) affect the compensation of similarly situated men and women, and to promote gender pay... address any gender pay gap in the Federal workforce. This strategy shall include: (a) analysis of whether changes to the General Schedule classification system would assist in addressing any gender pay gap; (b...

Economic Assessment: A Model for Assessing Ability to Pay.

ERIC Educational Resources Information Center

Andre, Patricia; And Others

1978-01-01

Accurate assessment of the client's ability to pay is the cornerstone to fee collections in any service organization. York County Counseling Services implemented a new method of fee assessment and collection based on the principles of providing a service worth paying for, accurate assessment of ability to pay, and a budget-payment system. (Author)

41 CFR 301-54.2 - What is disposable pay?

Code of Federal Regulations, 2013 CFR

2013-07-01

... 41 Public Contracts and Property Management 4 2013-07-01 2012-07-01 true What is disposable pay? 301-54.2 Section 301-54.2 Public Contracts and Property Management Federal Travel Regulation System... BILLED TRAVEL CHARGE CARD General Rules § 301-54.2 What is disposable pay? Disposable pay is your...

Thermoelectric transport properties in graphene connected molecular junctions

NASA Astrophysics Data System (ADS)

Rodriguez, S. T.; Grosu, I.; Crisan, M.; Ţifrea, I.

2018-02-01

We study the electronic contribution to the main thermoelectric properties of a molecular junction consisting of a single quantum dot coupled to graphene external leads. The system electrical conductivity (G), Seebeck coefficient (S), and the thermal conductivity (κ), are numerically calculated based on a Green's function formalism that includes contributions up to the Hartree-Fock level. We consider the system leads to be made either of pure or gapped-graphene. To describe the free electrons in the gapped-graphene electrodes we used two possible scenarios, the massive gap scenario, and the massless gap scenario, respectively. In all cases, the Fano effect is responsible for a strong violation of the Wiedemann-Franz law and we found a substantial increase of the system figure of merit ZT due to a drastic reduction of the system thermal coefficient. In the case of gapped-graphene electrodes, the system figure of merit presents a maximum at an optimal value of the energy gap of the order of Δ / D ∼ 0.002 (massive gap scenario) and Δ / D ∼ 0.0026 (massless gap scenario). Additionally, for all cases, the system figure of merit is temperature dependent.

Teacher Pay-for-Performance in School Turnaround: How Bonuses and Differentiated Pay Scales Can Help Support School Turnaround. Meeting the Turnaround Challenge: Strategies, Resources & Tools to Transform a Framework into Practice

ERIC Educational Resources Information Center

Mass Insight Education (NJ1), 2009

2009-01-01

Given the importance of good teaching and leadership for school success, turnaround schools should think carefully about how to structure professional environments that reward and motivate excellence. A system of "Pay-for-Contribution" that includes tools such as hard-to-staff and skill shortage pay, performance pay, and/or retention…

Size- effect induced high thermoelectric figure of merit in PbSe and PbTe nanowires.

PubMed

Wrasse, Ernesto O; Torres, Alberto; Baierle, Rogério J; Fazzio, Adalberto; Schmidt, Tome M

2014-05-07

The fundamental properties that compose the thermoelectric figure of merit are investigated in the confined systems of PbSe and PbTe nanowires, with the goal to improve the thermoelectric efficiency. Using the Landauer electronic transport theory, we verify that the figure of merit can be several times larger than the bulk value for nanowires with diameters down to the one nanometer scale. This enhancement in the thermoelectric efficiency is primarily due to the reduction of the thermal conductivity and an increase in the power factor. The origin of these desireable properties, that enable the transformation of heat into electricity, comes from the confinement effect which increases the density of states around the Fermi level, either for an n- or p-type system.

Figures of merit for self-beating filtered microwave photonic systems.

PubMed

Pérez, Daniel; Gasulla, Ivana; Capmany, José; Fandiño, Javier S; Muñoz, Pascual; Alavi, Hossein

2016-05-02

We present a model to compute the figures of merit of self-beating Microwave Photonic systems, a novel class of systems that work on a self-homodyne fashion by sharing the same laser source for information bearing and local oscillator tasks. General and simplified expressions are given and, as an example, we have considered their application to the design of a tunable RF MWP BS/UE front end for band selection, based on a Chebyshev Type-II optical filter. The applicability and usefulness of the model are also discussed.

Stationary Fuel Cell Systems Analysis | Hydrogen and Fuel Cells | NREL

Science.gov Websites

Post, Presented at the 2016 DOE Annual Merit Review Meeting (June 2016) Transportation Big Data Ainscough, Sam Sprik, and Matt Post (December 2015) Stationary Fuel Cell Evaluation: 2015 Annual Merit Quarter 4 of 2014, Genevieve Saur, Jennifer Kurtz, Chris Ainscough, Sam Sprik, and Matt Post (April 2015

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.

5 CFR 9901.372 - Conversion or movement out of NSPS pay system.

Code of Federal Regulations, 2010 CFR

2010-01-01

... worksite, and pay as of the day immediately before the date of conversion or movement out of NSPS. An... employee's pay band. If the employee's adjusted salary equals or exceeds the step 4 rate of the second... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Conversion or movement out of NSPS pay...

Presidential Compensation in Public Higher Education Institutions: Is There Pay for Performance?

ERIC Educational Resources Information Center

He, Lerong; Callahan, Charles, III

2017-01-01

This paper discusses the theoretical background of the pay-for-performance incentive as well as its implication for administrators in higher education institutions. Using pay data of a large state university system in the U.S., the paper finds that presidents in public research universities receive significantly higher pay than their counterparts…

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

Beyond Ability to Pay: Procedural Justice and Offender Compliance With Restitution Orders.

PubMed

Gladfelter, Andrew S; Lantz, Brendan; Ruback, R Barry

2018-03-01

Restitution to victims is rarely paid in full. One reason for low rates of payments is that offenders lack financial resources. Beyond ability to pay, however, we argue that fair treatment has implications for offender behavior. This study, a survey of probationers who owed restitution, investigated the links between (a) ability to pay, (b) beliefs about restitution and the criminal justice system, and (c) restitution payment, both the amount paid and number of payments. Results indicate that perceived fair treatment by probation staff-those most directly involved with the collection of restitution payments-was significantly associated with greater payment, net of past payment behavior, intention to pay, and ability to pay. Because restitution has potentially rehabilitative aspects if offenders pay more of the court-ordered amount and if they make regular monthly payments, how fairly probation staff treat probationers has implications for both victims and for the criminal justice system.

Figure of merit studies of beam power concepts for advanced space exploration

NASA Technical Reports Server (NTRS)

Miller, Gabriel; Kadiramangalam, Murali N.

1990-01-01

Surface to surface, millimeter wavelength beam power systems for power transmission on the lunar base were investigated. Qualitative/quantitative analyses and technology assessment of 35, 110 and 140 GHz beam power systems were conducted. System characteristics including mass, stowage volume, cost and efficiency as a function of range and power level were calculated. A simple figure of merit analysis indicates that the 35 GHz system would be the preferred choice for lunar base applications, followed closely by the 110 GHz system. System parameters of a 35 GHz beam power system appropriate for power transmission on a recent lunar base concept studied by NASA-Johnson and the necessary deployment sequence are suggested.

VASSAR: Value assessment of system architectures using rules

NASA Astrophysics Data System (ADS)

Selva, D.; Crawley, E. F.

A key step of the mission development process is the selection of a system architecture, i.e., the layout of the major high-level system design decisions. This step typically involves the identification of a set of candidate architectures and a cost-benefit analysis to compare them. Computational tools have been used in the past to bring rigor and consistency into this process. These tools can automatically generate architectures by enumerating different combinations of decisions and options. They can also evaluate these architectures by applying cost models and simplified performance models. Current performance models are purely quantitative tools that are best fit for the evaluation of the technical performance of mission design. However, assessing the relative merit of a system architecture is a much more holistic task than evaluating performance of a mission design. Indeed, the merit of a system architecture comes from satisfying a variety of stakeholder needs, some of which are easy to quantify, and some of which are harder to quantify (e.g., elegance, scientific value, political robustness, flexibility). Moreover, assessing the merit of a system architecture at these very early stages of design often requires dealing with a mix of: a) quantitative and semi-qualitative data; objective and subjective information. Current computational tools are poorly suited for these purposes. In this paper, we propose a general methodology that can used to assess the relative merit of several candidate system architectures under the presence of objective, subjective, quantitative, and qualitative stakeholder needs. The methodology called VASSAR (Value ASsessment for System Architectures using Rules). The major underlying assumption of the VASSAR methodology is that the merit of a system architecture can assessed by comparing the capabilities of the architecture with the stakeholder requirements. Hence for example, a candidate architecture that fully satisfies all critical sta- eholder requirements is a good architecture. The assessment process is thus fundamentally seen as a pattern matching process where capabilities match requirements, which motivates the use of rule-based expert systems (RBES). This paper describes the VASSAR methodology and shows how it can be applied to a large complex space system, namely an Earth observation satellite system. Companion papers show its applicability to the NASA space communications and navigation program and the joint NOAA-DoD NPOESS program.

5 CFR 9701.334 - Setting and adjusting locality and special rate supplements.

Code of Federal Regulations, 2010 CFR

2010-01-01

... SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Locality and...

MERIT: A man/computer data management and enhancement system for upper air nowcasting/forecasting in the United States. [Minimum Energy Routes using Interactive Techniques (MERIT)

NASA Technical Reports Server (NTRS)

Steinberg, R.

1984-01-01

It is suggested that the very short range forecast problem for aviation is one of data management rather than model development and the possibility of improving the aviation forecast using current technology is underlined. The MERIT concept of modeling technology, and advanced man/computer interactive data management and enhancement techniques to provide a tailored, accurate and timely forecast for aviation is outlined. The MERIT includes utilization of the Langrangian approach, extensive use of the automated aircraft report to complement the present data base and provide the most current observations; and the concept that a 2 to 12 hour forecast provided every 3 hr can meet the domestic needs of aviation instead of the present 18 and 24 hr forecast provided every 12 hr.

UT/CSR analysis of earth rotation from Lageos SLR data

NASA Technical Reports Server (NTRS)

Tapley, B. D.; Eanes, R. J.; Schutz, B. E.

1986-01-01

The 1983-1984 data collected by NASA and stations participating in the Crustal Dynamics Project from satellite laser ranging (SLR) systems are used to generate solutions for the earth polar motion. Solutions obtained using the MERIT Lageos standard data set are compared to operational results based on quick-look data and generated in near real-time, and the capability of Lageos SLR for the determination of earth orientation parameters (EOP) with high temporal resolution is investigated. Finally, the sensitivity of the MERIT campaign results to the number of tracking stations and to changes in the MERIT standard model is evaluated. It is concluded that the departures from the IAU/IUGG MERIT standards do not significantly change the solution and that solutions accurate at the 2 milliarcsec level can be maintained with a network of fewer than 10 appropriately selected stations.

Let's Kick the Lenders out of the Student-Loan System

ERIC Educational Resources Information Center

Wolfston, Jim

2009-01-01

College officials worry that too many of their peers use merit aid to "buy" students whose test scores will burnish their institutions' rankings in "U.S. News & World Report." In fact, the debate about financial aid on today's campuses has led to the near vilification of merit aid. The lament is that money is often diverted…

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.

Both The 'Private Option' And Traditional Medicaid Expansions Improved Access To Care For Low-Income Adults.

PubMed

Sommers, Benjamin D; Blendon, Robert J; Orav, E John

2016-01-01

Under the Affordable Care Act, thirty states and the District of Columbia have expanded eligibility for Medicaid, with several states using Medicaid funds to purchase private insurance (the "private option"). Despite vigorous debate over the use of private insurance versus traditional Medicaid to provide coverage to low-income adults, there is little evidence on the relative merits of the two approaches. We compared the first-year impacts of traditional Medicaid expansion in Kentucky, the private option in Arkansas, and nonexpansion in Texas by conducting a telephone survey of two distinct waves of low-income adults (5,665 altogether) in those three states in November-December 2013 and twelve months later. Using a difference-in-differences analysis, we found that the uninsurance rate declined by 14 percentage points in the two expansion states, compared to the nonexpansion state. In the expansion states, again compared to the nonexpansion state, skipping medications because of cost and trouble paying medical bills declined significantly, and the share of individuals with chronic conditions who obtained regular care increased. Other than coverage type and trouble paying medical bills (which decreased more in Kentucky than in Arkansas), there were no significant differences between Kentucky's traditional Medicaid expansion and Arkansas's private option, which suggests that both approaches improved access among low-income adults. Project HOPE—The People-to-People Health Foundation, Inc.

Method and apparatus to predict the remaining service life of an operating system

DOEpatents

Greitzer, Frank L.; Kangas, Lars J.; Terrones, Kristine M.; Maynard, Melody A.; Pawlowski, Ronald A. , Ferryman; Thomas A.; Skorpik, James R.; Wilson, Bary W.

2008-11-25

A method and computer-based apparatus for monitoring the degradation of, predicting the remaining service life of, and/or planning maintenance for, an operating system are disclosed. Diagnostic information on degradation of the operating system is obtained through measurement of one or more performance characteristics by one or more sensors onboard and/or proximate the operating system. Though not required, it is preferred that the sensor data are validated to improve the accuracy and reliability of the service life predictions. The condition or degree of degradation of the operating system is presented to a user by way of one or more calculated, numeric degradation figures of merit that are trended against one or more independent variables using one or more mathematical techniques. Furthermore, more than one trendline and uncertainty interval may be generated for a given degradation figure of merit/independent variable data set. The trendline(s) and uncertainty interval(s) are subsequently compared to one or more degradation figure of merit thresholds to predict the remaining service life of the operating system. The present invention enables multiple mathematical approaches in determining which trendline(s) to use to provide the best estimate of the remaining service life.

Reimagining cost recovery in Pakistan's irrigation system through willingness-to-pay estimates for irrigation water from a discrete choice experiment

NASA Astrophysics Data System (ADS)

Bell, Andrew Reid; Shah, M. Azeem Ali; Ward, Patrick S.

2014-08-01

It is widely argued that farmers are unwilling to pay adequate fees for surface water irrigation to recover the costs associated with maintenance and improvement of delivery systems. In this paper, we use a discrete choice experiment to study farmer preferences for irrigation characteristics along two branch canals in Punjab Province in eastern Pakistan. We find that farmers are generally willing to pay well in excess of current surface water irrigation costs for increased surface water reliability and that the amount that farmers are willing to pay is an increasing function of their existing surface water supply as well as location along the main canal branch. This explicit translation of implicit willingness-to-pay (WTP) for water (via expenditure on groundwater pumping) to WTP for reliable surface water demonstrates the potential for greatly enhanced cost recovery in the Indus Basin Irrigation System via appropriate setting of water user fees, driven by the higher WTP of those currently receiving reliable supplies.

Reimagining cost recovery in Pakistan's irrigation system through willingness-to-pay estimates for irrigation water from a discrete choice experiment

PubMed Central

Bell, Andrew Reid; Shah, M Azeem Ali; Ward, Patrick S

2014-01-01

It is widely argued that farmers are unwilling to pay adequate fees for surface water irrigation to recover the costs associated with maintenance and improvement of delivery systems. In this paper, we use a discrete choice experiment to study farmer preferences for irrigation characteristics along two branch canals in Punjab Province in eastern Pakistan. We find that farmers are generally willing to pay well in excess of current surface water irrigation costs for increased surface water reliability and that the amount that farmers are willing to pay is an increasing function of their existing surface water supply as well as location along the main canal branch. This explicit translation of implicit willingness-to-pay (WTP) for water (via expenditure on groundwater pumping) to WTP for reliable surface water demonstrates the potential for greatly enhanced cost recovery in the Indus Basin Irrigation System via appropriate setting of water user fees, driven by the higher WTP of those currently receiving reliable supplies. PMID:25552779

5 CFR 9901.344 - Other performance payments.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 3 2011-01-01 2011-01-01 false Other performance payments. 9901.344... SECURITY PERSONNEL SYSTEM (NSPS) Pay and Pay Administration Performance-Based Pay § 9901.344 Other performance payments. (a) The decision to grant other performance payouts, including the amount of such...

5 CFR 534.402 - Definitions.

Code of Federal Regulations, 2010 CFR

2010-01-01

... Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay and... contributions to the agency's performance. Performance expectations means the critical and other performance... § 430.303). PRB means Performance Review Board, as described in § 430.310. Rate of basic pay means the...

5 CFR 9701.344 - Special within-band increases.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Special within-band increases. 9701.344 Section 9701.344 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.344 Special...

5 CFR 532.105 - Pay-fixing authority.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Pay-fixing authority. 532.105 Section 532.105 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PREVAILING RATE SYSTEMS General Provisions § 532.105 Pay-fixing authority. The head of each agency shall authorize...

Develop a PWL System for Dense Graded Hot Mix Asphalt Construction, Including Pay Factors

DOT National Transportation Integrated Search

2015-01-01

This research project developed a PWL system that the Nevada DOT can effectively implement on the construction of dense graded HMA mixtures. The PWL system includes pay factors that are based on pavement performance indicators such as rutting and cra...

Rewards and Supports

ERIC Educational Resources Information Center

Hershberg, Theodore; Robertson-Kraft, Claire

2010-01-01

Pay-for-performance systems in public schools have long been burdened with controversy. Critics of performance pay systems contend that because teachers' impact cannot be measured without error, it is impossible to create fair and accurate systems for evaluating and rewarding performance. By this standard, however, current practice fails on both…

5 CFR 9701.301 - Purpose.

Code of Federal Regulations, 2011 CFR

2011-01-01

... Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration General § 9701.301 Purpose. (a) This subpart contains...

Enhancement of the thermoelectric figure of merit in DNA-like systems induced by Fano and Dicke effects.

PubMed

Fu, Hua-Hua; Gu, Lei; Wu, Dan-Dan; Zhang, Zu-Quan

2015-04-28

We report a theoretical study highlighting the thermoelectric properties of biological and synthetic DNA molecules. Based on an effective tight-binding model of duplex DNA and by using the nonequilibrium Green's function technique, the thermal conductance, electrical conductance, Seebeck coefficient and thermoelectric figure of merit in the system are numerically calculated by varying the asymmetries of energies and electronic hoppings in the backbone sites to simulate the environmental complications and fluctuations. We find that due to the multiple transport paths in the DNA molecule, the Fano antiresonance occurs, and enhances the Seebeck coefficient and the figure of merit. When the energy difference is produced in every opposite backbone site, the Dicke effect appears. This effect gives rise to a semiconducting-metallic transition, and enhances the thermoelectric efficiency of the DNA molecule remarkably. Moreover, as the Fano antiresonance point is close to the Dicke resonance one, a giant enhancement in the thermoelectric figure of merit in the DNA molecule has been found. These results provide a scenario to obtain effective routes to enhance the thermoelectric efficiency in the DNA molecules, and suggest perspectives for future experiments intending to control the thermoelectric transport in DNA-like nanodevices.

Organic foods for children: health or hype.

PubMed

Batra, Prerna; Sharma, Nisha; Gupta, Piyush

2014-05-01

Organic foods are promoted as superior and safer options for today's health-conscious consumer. Manufacturers of organic food claim it to be pesticide-free and better in terms of micronutrients. Consumers have to pay heavily for these products--and they are willing to--provided they are assured of the claimed advantages. Scientific data proving the health benefits of organic foods, especially in children, are lacking. Indian Government has developed strict guidelines and certification procedures to keep a check on manufacturers in this financially attractive market. American Academy of Pediatrics, in its recently issued guidelines, did not recommend organic foods over conventional food for children. Indian Academy of Pediatrics has not opined on this issue till date. In this perspective, we present a critical review of production and marketing of organic foods, and scientific evidence pertaining to their merits and demerits, with special reference to pediatric population.

The Epi-TAF for Tenofovir Disoproxil Fumarate?

PubMed

Walensky, Rochelle P; Horn, Tim H; Paltiel, A David

2016-04-01

Approximately 84% of human immunodeficiency virus (HIV)-infected US residents on antiretroviral therapy currently receive some form of tenofovir disoproxil fumarate (TDF) as part of their HIV treatment regimen. The TDF analogue tenofovir alafenamide (TAF) has demonstrated equal efficacy but with decreased renal injury and bone mineral density loss compared with TDF. We examine how much more society ought to be willing to pay for TAF over TDF, in exchange for its improved toxicity profile. Using cost-effectiveness methods, we find that current conditions warrant an annual premium of up to $1000 over the average wholesale price (AWP) of TDF. Once generic coformulations of tenofovir/lamivudine become accessible, however, the appropriate premium for TAF will likely merit a downward adjustment, using generic TDF-based costs as the benchmark. © The Author 2015. Published by Oxford University Press for the Infectious Diseases Society of America. All rights reserved. For permissions, e-mail journals.permissions@oup.com.

Person-based differences in pay reactions: A compensation-activation theory and integrative conceptual review.

PubMed

Fulmer, Ingrid Smithey; Shaw, Jason D

2018-06-07

Compensation research has focused traditionally on how pay design characteristics (e.g., pay level, individual or group incentives) relate to average employee outcomes and, in toto, on how these outcomes affect organizational performance. Recently, scholars have begun to pay more attention to how individuals vary in the strength of their reactions to pay. Empirical research in several disciplines examines how the interplay of pay systems and person-based characteristics (psychological individual differences, demographics, and relative performance or position in a group) relate to important work-related outcomes. We develop a compensation-activation theory that frames compensation design characteristics as workplace "situations" providing cues that activate individuals' corresponding fundamental social motives made salient due to chronic or transient person-based characteristics. Where activation occurs, stronger-than-average responses to the compensation "situation" are expected. Using the theory as a lens, we synthesize and reinterpret existing research on person-based reactions to pay characteristics, including sorting, incentive/motivational effects, and effects on collective pay system reactions and unit/organizational outcomes. We conclude with a research agenda aimed at refining compensation-activation theory and advancing the study of compensation as it affects individual and organizational outcomes. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

5 CFR 534.605 - Conversion.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Conversion. 534.605 Section 534.605 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Administrative Appeals Judge Positions § 534.605 Conversion. On the first day of the first pay period beginning...

5 CFR 534.605 - Conversion.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Conversion. 534.605 Section 534.605 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Administrative Appeals Judge Positions § 534.605 Conversion. On the first day of the first pay period beginning...

5 CFR 9701.302 - Coverage.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 3 2011-01-01 2011-01-01 false Coverage. 9701.302 Section 9701.302... MANAGEMENT SYSTEM Pay and Pay Administration General § 9701.302 Coverage. (a) This subpart applies to... coverage under this subpart: (1) Employees who would otherwise be covered by the General Schedule pay...

5 CFR 9701.302 - Coverage.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 5 Administrative Personnel 3 2013-01-01 2013-01-01 false Coverage. 9701.302 Section 9701.302... MANAGEMENT SYSTEM Pay and Pay Administration General § 9701.302 Coverage. (a) This subpart applies to... coverage under this subpart: (1) Employees who would otherwise be covered by the General Schedule pay...

5 CFR 9701.302 - Coverage.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 5 Administrative Personnel 3 2012-01-01 2012-01-01 false Coverage. 9701.302 Section 9701.302... MANAGEMENT SYSTEM Pay and Pay Administration General § 9701.302 Coverage. (a) This subpart applies to... coverage under this subpart: (1) Employees who would otherwise be covered by the General Schedule pay...

5 CFR 9701.302 - Coverage.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 5 Administrative Personnel 3 2014-01-01 2014-01-01 false Coverage. 9701.302 Section 9701.302... MANAGEMENT SYSTEM Pay and Pay Administration General § 9701.302 Coverage. (a) This subpart applies to... coverage under this subpart: (1) Employees who would otherwise be covered by the General Schedule pay...

5 CFR 9701.352 - Use of highest previous rate.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Use of highest previous rate. 9701.352 Section 9701.352 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Pay Administration § 9701.352 Use of...

5 CFR 9701.361 - Special skills payments.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 9701.361 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Special Payments § 9701.361 Special skills payments...

5 CFR 9701.321 - Structure of bands.

Code of Federal Regulations, 2010 CFR

2010-01-01

....321 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Setting and Adjusting Rate Ranges § 9701.321...

5 CFR 532.511 - Environmental differentials.

Code of Federal Regulations, 2010 CFR

2010-01-01

... in a pay status on the day on which he/she is exposed to the situation. (4) An employee may not be... PREVAILING RATE SYSTEMS Premium Pay and Differentials § 532.511 Environmental differentials. (a) Entitlements to environmental differential pay.(1) In accordance with section 5343(c)(4) of title 5, United States...

5 CFR 530.204 - Payment of excess amounts.

Code of Federal Regulations, 2010 CFR

2010-01-01

... agency must pay the entire excess amount following a 30-day break in service. If the individual is... Section 530.204 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY RATES AND SYSTEMS (GENERAL) Aggregate Limitation on Pay § 530.204 Payment of excess amounts. (a) An...

41 CFR 301-51.103 - What is my liability if I lose a GTR?

Code of Federal Regulations, 2010 CFR

2010-07-01

... I lose a GTR? 301-51.103 Section 301-51.103 Public Contracts and Property Management Federal Travel Regulation System TEMPORARY DUTY (TDY) TRAVEL ALLOWANCES ARRANGING FOR TRAVEL SERVICES, PAYING TRAVEL EXPENSES, AND CLAIMING REIMBURSEMENT 51-PAYING TRAVEL EXPENSES Paying for Common Carrier Transportation...

Performance-Based Pay in the Federal Government. Research Brief

ERIC Educational Resources Information Center

National Center on Performance Incentives, 2008

2008-01-01

In "Performance-Based Pay in the Federal Government"--a paper presented at the February 2008 National Center on Performance Incentives research to policy conference--Steve Nelson discusses the evolution of employee pay systems in the federal government, from the inception of the General Schedule to continuing interest in creating more…

Using Performance-Based Pay to Improve the Quality of Teachers

ERIC Educational Resources Information Center

Lavy, Victor

2007-01-01

Tying teachers' pay to their classroom performance should, says Victor Lavy, improve the current educational system both by clarifying teaching goals and by attracting and retaining the most productive teachers. But implementing pay for performance poses many practical challenges, because measuring individual teachers' performance is difficult.…

5 CFR 842.206 - Involuntary retirement.

Code of Federal Regulations, 2010 CFR

2010-01-01

...; and (iv) Not lower than the equivalent of two grades or pay levels below the employee's current grade or pay level, without consideration of the employee's eligibility to retain his or her current grade... systems, the comparison rate of the grade or pay level that is two grades below that of the current...

5 CFR 530.308 - Treatment of special rate as basic pay.

Code of Federal Regulations, 2010 CFR

2010-01-01

... same official worksite as the prevailing rate position, consistent with the geographic conversion rule... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Treatment of special rate as basic pay... REGULATIONS PAY RATES AND SYSTEMS (GENERAL) Special Rate Schedules for Recruitment and Retention General...

5 CFR 9701.361 - Special skills payments.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 3 2011-01-01 2011-01-01 false Special skills payments. 9701.361 Section... RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Special Payments § 9701.361 Special skills payments... at the same time as basic pay or in periodic lump-sum payments. Special skills payments are not basic...

4 CFR 5.4 - Pay administration.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 4 Accounts 1 2010-01-01 2010-01-01 false Pay administration. 5.4 Section 5.4 Accounts GOVERNMENT ACCOUNTABILITY OFFICE PERSONNEL SYSTEM COMPENSATION § 5.4 Pay administration. The provisions of chapter 55 of title 5, U.S. Code and the Office of Personnel Management implementing regulations apply to Government...

Evaluation methodologies for an advanced information processing system

NASA Technical Reports Server (NTRS)

Schabowsky, R. S., Jr.; Gai, E.; Walker, B. K.; Lala, J. H.; Motyka, P.

1984-01-01

The system concept and requirements for an Advanced Information Processing System (AIPS) are briefly described, but the emphasis of this paper is on the evaluation methodologies being developed and utilized in the AIPS program. The evaluation tasks include hardware reliability, maintainability and availability, software reliability, performance, and performability. Hardware RMA and software reliability are addressed with Markov modeling techniques. The performance analysis for AIPS is based on queueing theory. Performability is a measure of merit which combines system reliability and performance measures. The probability laws of the performance measures are obtained from the Markov reliability models. Scalar functions of this law such as the mean and variance provide measures of merit in the AIPS performability evaluations.

5 CFR 9701.324 - Treatment of employees whose rate of basic pay does not fall below the minimum rate of their band.

Code of Federal Regulations, 2010 CFR

2010-01-01

... Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and...

Spatially resolved δ13C analysis using laser ablation isotope ratio mass spectrometry

NASA Astrophysics Data System (ADS)

Moran, J.; Riha, K. M.; Nims, M. K.; Linley, T. J.; Hess, N. J.; Nico, P. S.

2014-12-01

Inherent geochemical, organic matter, and microbial heterogeneity over small spatial scales can complicate studies of carbon dynamics through soils. Stable isotope analysis has a strong history of helping track substrate turnover, delineate rhizosphere activity zones, and identifying transitions in vegetation cover, but most traditional isotope approaches are limited in spatial resolution by a combination of physical separation techniques (manual dissection) and IRMS instrument sensitivity. We coupled laser ablation sampling with isotope measurement via IRMS to enable spatially resolved analysis over solid surfaces. Once a targeted sample region is ablated the resulting particulates are entrained in a helium carrier gas and passed through a combustion reactor where carbon is converted to CO2. Cyrotrapping of the resulting CO2 enables a reduction in carrier gas flow which improves overall measurement sensitivity versus traditional, high flow sample introduction. Currently we are performing sample analysis at 50 μm resolution, require 65 ng C per analysis, and achieve measurement precision consistent with other continuous flow techniques. We will discuss applications of the laser ablation IRMS (LA-IRMS) system to microbial communities and fish ecology studies to demonstrate the merits of this technique and how similar analytical approaches can be transitioned to soil systems. Preliminary efforts at analyzing soil samples will be used to highlight strengths and limitations of the LA-IRMS approach, paying particular attention to sample preparation requirements, spatial resolution, sample analysis time, and the types of questions most conducive to analysis via LA-IRMS.

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.

Pay Equity Act, 17 May 1988.

PubMed

1988-01-01

This document contains major provisions of the 1988 Pay Equity Act of Prince Edward Island, Canada. (Nova Scotia enacted similar legislation in 1988.) This act defines "female-dominated class" or "male-dominated class" as a class with 60% or more female or male incumbents, respectively. The objective of this act is to achieve pay equity among public sector employers and employees by identifying systemic gender discrimination through a comparison of the relative wages and value of the work performed by female- and male-dominated classes. The value of work is to be determined by considering the skill, effort, and responsibility required by the work as well as the conditions under which it is performed. A difference in wages between a female- and male-dominated class performing work of equal or comparable value can be justified by a formal performance appraisal system or formal seniority system that does not discriminate on the basis of gender or by a skills shortage which requires a temporary inflation in wages to attract workers for a certain position. No wages shall be reduced to implement pay equity. Implementation of pay equity will include the work of bargaining agents to achieve agreement on salient points. Pay equity may be implemented in four stages over a period of 24 months.

Federal Pay Equity Act of 1984. Part 2. Hearings before the Subcommittee on Compensation and Employee Benefits of the Committee on Post Office and Civil Service, House of Representatives, Ninety-Eighth Congress, Second Session on H.R. 4599 and H.R. 5092. (May 30, July 17, October 18, 1984).

ERIC Educational Resources Information Center

Congress of the U. S., Washington, DC. House Committee on Post Office and Civil Service.

In these three congressional hearings on pay equity, focuses are on two bills--the Federal Pay Equity Act of 1984, which would examine wage discrimination within the Federal civil service system, and the Pay Equity Act of 1984, which would mandate the Equal Employment Opportunity Commission to report regularly on activities to enforce pay equity…

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...

5 CFR 9901.371 - Conversion into NSPS pay system.

Code of Federal Regulations, 2010 CFR

2010-01-01

... Section 9901.371 Administrative Personnel DEPARTMENT OF DEFENSE HUMAN RESOURCES MANAGEMENT AND LABOR RELATIONS SYSTEMS (DEPARTMENT OF DEFENSE-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF DEFENSE NATIONAL....231 for conversion rules related to determining an employee's career group, pay schedule, and band...

5 CFR 9701.374 - Special transition rules for Federal Air Marshal Service.

Code of Federal Regulations, 2010 CFR

2010-01-01

... Marshal Service. 9701.374 Section 9701.374 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Transitional Provisions...

Reserve Participation and Cost Under a New Approach to Reserve Compensation

DTIC Science & Technology

2012-01-01

current system to one involving RMC and incentive pay could lead to greater differentiation in pay among reservists. Currently, some reservists may be paid...arguing that incentive pay and cost savings could be used for greater differentiation in pay and the introduc- tion of novel contracts, changes that...Cawley et al., 1999) finds positive returns of AFQT-component test scores to log wage 1 We will try to allow for discount-rate heterogeneity in

Pay-for-Knowledge Compensation Plans: Hypotheses and Survey Results.

ERIC Educational Resources Information Center

Gupta, Nina; And Others

1987-01-01

The authors describe the concept of "pay-for-knowledge" compensation plans and report results from a survey of 20 personnel directors in pay-for-knowledge plants. Results indicate that companies using this system have generally found it workable and feel it would be a mistake to revert to traditional compensation plans. (CH)

An Application of the Equal Pay Act to Higher Education.

ERIC Educational Resources Information Center

Green, Debra H.

1981-01-01

The applicability of legal principles governing equal pay and sex discrimination in university settings is discussed. The most objective mechanism that a university can utilize to achieve compliance with the Equal Pay Act would be implementation of a salary system that relies on experience, formal education, and time in grade. (MLW)

12 CFR 1408.41 - Requesting current paying agency to offset salary.

Code of Federal Regulations, 2010 CFR

2010-01-01

... salary. 1408.41 Section 1408.41 Banks and Banking FARM CREDIT SYSTEM INSURANCE CORPORATION COLLECTION OF CLAIMS OWED THE UNITED STATES Offset Against Salary § 1408.41 Requesting current paying agency to offset salary. (a) To request a paying agency to impose a salary offset against amounts owed to the debtor, the...

Teachers' Perceptions of Individual Performance-Related Pay in Practice: A Picture of a Counterproductive Pay System

ERIC Educational Resources Information Center

Lundstrom, Ulf

2012-01-01

This article describes and discusses Swedish upper-secondary teachers' perceptions of the effects of individual performance-related pay (PRP) in the context of educational restructuring and governance. The empirical data were generated through semi-structured interviews of 23 teachers. Power's distinction between programmatic and technological…

Does Performance-Based Pay Improve Teaching? PISA in Focus. No. 16

ERIC Educational Resources Information Center

OECD Publishing (NJ1), 2012

2012-01-01

The Programme for International Student Assessment (PISA) has long established that high-performing education systems tend to pay their teachers more. They also often prioritise the quality of teaching over other choices, including class size. But in the current budgetary climate, paying everybody more may not be a viable alternative. So many…

Techniques of Power: Performance Pay Systems and the Network of School Power Relations

ERIC Educational Resources Information Center

Drexler Booth, Caleb

2014-01-01

As decades pass, new rounds of educational discussion surrounding teacher pay emerge calling for alternative compensation based on performance indicators. While much of the research on this latest iteration of performance pay, inspired by the presidential initiatives "No Child Left Behind" and "Race to the Top," focuses on…

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...

5 CFR 9701.322 - Setting and adjusting rate ranges.

Code of Federal Regulations, 2010 CFR

2010-01-01

... MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Setting and Adjusting Rate Ranges... operational reasons, these adjustments will become effective on or about the date of the annual General...

Sustainability of portable water services in the Philippines

NASA Astrophysics Data System (ADS)

Bohm, Robert A.; Essenburg, Timothy J.; Fox, William F.

1993-07-01

Financial sustainability of rural water systems in the Philippines is evaluated based on a comparison of willingness to pay for improved water and the costs of service delivery. Willingness to pay estimates indicate that user fees are unlikely to be sufficient to cover the full cost of service and subsidies are necessary, at least for a major portion of capital costs, or the water systems will become unsustainable because of insufficient resources. Sustainability is more probable when care is exercised in selecting villages for improved water services. Economies of scale lead to lower unit costs in larger villages. Willingness to pay is greater for household connections than for public faucets. Willingness to pay increases with income and wealth, family size, education, and dissatisfaction with traditional water sources.

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...

Figure of merit of piezoelectret transducers for pulse-echo or transmit-receive systems for airborne ultrasound

NASA Astrophysics Data System (ADS)

Sessler, G. M.; Hillenbrand, J.

2013-09-01

Piezoelectret transducers may be characterized relative to other kinds of piezoelectric transducers with respect to their combined transmit-receive performance by a figure of merit (FOM). Reasonable FOMs for the specific case of broadband (non-resonant) airborne ultrasonics are discussed in this paper. These FOMs are specifically suitable for a measuring system where low input voltage to the transmitter is desirable and where the receiver is assessed by its voltage- or charge-related signal-to-noise ratio. It is found that these FOMs depend chiefly on the piezoelectric d33- and g33-coefficients.

[New International Classification of Chronic Pancreatitis (M-ANNHEIM multifactor classification system, 2007): principles, merits, and demerits].

PubMed

Tsimmerman, Ia S

2008-01-01

The new International Classification of Chronic Pancreatitis (designated as M-ANNHEIM) proposed by a group of German specialists in late 2007 is reviewed. All its sections are subjected to analysis (risk group categories, clinical stages and phases, variants of clinical course, diagnostic criteria for "established" and "suspected" pancreatitis, instrumental methods and functional tests used in the diagnosis, evaluation of the severity of the disease using a scoring system, stages of elimination of pain syndrome). The new classification is compared with the earlier classification proposed by the author. Its merits and demerits are discussed.

41 CFR 302-3.506 - May we pay relocation expenses if the employee violates his/her service agreement?

Code of Federal Regulations, 2011 CFR

2011-07-01

... 41 Public Contracts and Property Management 4 2011-07-01 2011-07-01 false May we pay relocation... and Property Management Federal Travel Regulation System RELOCATION ALLOWANCES RELOCATION ALLOWANCES 3-RELOCATION ALLOWANCE BY SPECIFIC TYPE Agency Responsibilities Service Agreements § 302-3.506 May we pay...

41 CFR 302-3.506 - May we pay relocation expenses if the employee violates his/her service agreement?

Code of Federal Regulations, 2012 CFR

2012-07-01

... 41 Public Contracts and Property Management 4 2012-07-01 2012-07-01 false May we pay relocation... and Property Management Federal Travel Regulation System RELOCATION ALLOWANCES RELOCATION ALLOWANCES 3-RELOCATION ALLOWANCE BY SPECIFIC TYPE Agency Responsibilities Service Agreements § 302-3.506 May we pay...

41 CFR 302-3.506 - May we pay relocation expenses if the employee violates his/her service agreement?

Code of Federal Regulations, 2014 CFR

2014-07-01

... 41 Public Contracts and Property Management 4 2014-07-01 2014-07-01 false May we pay relocation... and Property Management Federal Travel Regulation System RELOCATION ALLOWANCES RELOCATION ALLOWANCES 3-RELOCATION ALLOWANCE BY SPECIFIC TYPE Agency Responsibilities Service Agreements § 302-3.506 May we pay...

41 CFR 302-3.506 - May we pay relocation expenses if the employee violates his/her service agreement?

Code of Federal Regulations, 2013 CFR

2013-07-01

... 41 Public Contracts and Property Management 4 2013-07-01 2012-07-01 true May we pay relocation... and Property Management Federal Travel Regulation System RELOCATION ALLOWANCES RELOCATION ALLOWANCES 3-RELOCATION ALLOWANCE BY SPECIFIC TYPE Agency Responsibilities Service Agreements § 302-3.506 May we pay...

41 CFR 302-3.506 - May we pay relocation expenses if the employee violates his/her service agreement?

Code of Federal Regulations, 2010 CFR

2010-07-01

... 41 Public Contracts and Property Management 4 2010-07-01 2010-07-01 false May we pay relocation... and Property Management Federal Travel Regulation System RELOCATION ALLOWANCES RELOCATION ALLOWANCES 3-RELOCATION ALLOWANCE BY SPECIFIC TYPE Agency Responsibilities Service Agreements § 302-3.506 May we pay...

77 FR 41247 - Prevailing Rate Systems; Abolishment of the Washington, DC, Special Wage Schedule for Printing...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-07-13

... first day of the first applicable pay period beginning on or after October 21, 2012. ADDRESSES: Send or deliver comments to Jerome D. Mikowicz, Deputy Associate Director for Pay and Leave, Employee Services, U... pay[email protected] ; or Fax: (202) 606-4264. FOR FURTHER INFORMATION CONTACT: Madeline Gonzalez...

New Pay: Compensation as a Strategic Tool. Workforce Brief #5.

ERIC Educational Resources Information Center

Mitchell, Stephen

Although what the work companies do and how they do it have shifted significantly, companies' reward and salary structures have remained largely the same; however, a properly designed compensation and pay system can be a strategic tool to enhance a firm's competitiveness. New approaches tie pay more closely to performance, rather than to tenure…

32 CFR Appendix A to Part 50 - Life Insurance Products and Securities

Code of Federal Regulations, 2013 CFR

2013-07-01

... the contract shall draw the attention of the policyholder to any restrictions by reason of Military... simultaneously. In cases of commingled sales, the allotment of pay for the purchase of securities cannot be made to the insurer. C. Use of the Allotment of Pay System 1. Allotments of military pay for life...

32 CFR Appendix A to Part 50 - Life Insurance Products and Securities

Code of Federal Regulations, 2012 CFR

2012-07-01

... the contract shall draw the attention of the policyholder to any restrictions by reason of Military... simultaneously. In cases of commingled sales, the allotment of pay for the purchase of securities cannot be made to the insurer. C. Use of the Allotment of Pay System 1. Allotments of military pay for life...

32 CFR Appendix A to Part 50 - Life Insurance Products and Securities

Code of Federal Regulations, 2014 CFR

2014-07-01

... the contract shall draw the attention of the policyholder to any restrictions by reason of Military... simultaneously. In cases of commingled sales, the allotment of pay for the purchase of securities cannot be made to the insurer. C. Use of the Allotment of Pay System 1. Allotments of military pay for life...

Performance Pay System Preferences of Students Preparing to Be Teachers

ERIC Educational Resources Information Center

Milanowski, Anthony

2007-01-01

This study explored the potential acceptability of performance pay to new teachers by investigating attitudes toward performance pay of students preparing to be teachers. Focus groups and a survey of students preparing to be teachers at a large U.S. university were conducted. Most students expressed a preference for some form of performance pay…

Alternative Payment Models in Radiology: The Legislative and Regulatory Roadmap for Reform.

PubMed

Silva, Ezequiel; McGinty, Geraldine B; Hughes, Danny R; Duszak, Richard

2016-10-01

The Medicare Access and CHIP Reauthorization Act (MACRA) replaces the sustainable growth rate with a payment system based on the Merit-Based Incentive Payment System and incentives for alternative payment model participation. It is important that radiologists understand the statutory requirements of MACRA. This includes the nature of the Merit-Based Incentive Payment System composite performance score and its impact on payments. The timeline for MACRA implementation is fairly aggressive and includes a robust effort to define episode groups, which include radiologic services. A number of organizations, including the ACR, are commenting on the structure of MACRA-directed initiatives. Copyright © 2016 American College of Radiology. Published by Elsevier Inc. All rights reserved.

5 CFR 534.506 - Conversion provisions.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Conversion provisions. 534.506 Section... OTHER SYSTEMS Pay for Senior-Level and Scientific and Professional Positions § 534.506 Conversion provisions. (a) This section covers initial conversion to the pay system under 5 U.S.C. 5376 as of the...

5 CFR 534.506 - Conversion provisions.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Conversion provisions. 534.506 Section... OTHER SYSTEMS Pay for Senior-Level and Scientific and Professional Positions § 534.506 Conversion provisions. (a) This section covers initial conversion to the pay system under 5 U.S.C. 5376 as of the...

5 CFR 531.203 - Definitions.

Code of Federal Regulations, 2014 CFR

2014-01-01

... Schedule or GS means the classification and pay system established under 5 U.S.C. chapter 51 and subchapter... officers (LEOs) receiving LEO special base rates are covered by the GS classification and pay system but... a break in service of more than 3 days. (See § 531.241.) Any reference to employees, grades...

5 CFR 531.203 - Definitions.

Code of Federal Regulations, 2013 CFR

2013-01-01

... Schedule or GS means the classification and pay system established under 5 U.S.C. chapter 51 and subchapter... officers (LEOs) receiving LEO special base rates are covered by the GS classification and pay system but... a break in service of more than 3 days. (See § 531.241.) Any reference to employees, grades...

5 CFR 531.203 - Definitions.

Code of Federal Regulations, 2012 CFR

2012-01-01

... Schedule or GS means the classification and pay system established under 5 U.S.C. chapter 51 and subchapter... officers (LEOs) receiving LEO special base rates are covered by the GS classification and pay system but... a break in service of more than 3 days. (See § 531.241.) Any reference to employees, grades...

5 CFR 531.203 - Definitions.

Code of Federal Regulations, 2011 CFR

2011-01-01

... Schedule or GS means the classification and pay system established under 5 U.S.C. chapter 51 and subchapter... officers (LEOs) receiving LEO special base rates are covered by the GS classification and pay system but... a break in service of more than 3 days. (See § 531.241.) Any reference to employees, grades...

Advanced high temperature thermoelectrics for space power

NASA Technical Reports Server (NTRS)

Lockwood, A.; Ewell, R.; Wood, C.

1981-01-01

Preliminary results from a spacecraft system study show that an optimum hot junction temperature is in the range of 1500 K for advanced nuclear reactor technology combined with thermoelectric conversion. Advanced silicon germanium thermoelectric conversion is feasible if hot junction temperatures can be raised roughly 100 C or if gallium phosphide can be used to improve the figure of merit, but the performance is marginal. Two new classes of refractory materials, rare earth sulfides and boron-carbon alloys, are being investigated to improve the specific weight of the generator system. Preliminary data on the sulfides have shown very high figures of merit over short temperature ranges. Both n- and p-type doping have been obtained. Pure boron-carbide may extrapolate to high figure of merit at temperatures well above 1500 K but not lower temperature; n-type conduction has been reported by others, but not yet observed in the JPL program. Inadvertant impurity doping may explain the divergence of results reported.

NTP comparison process

NASA Technical Reports Server (NTRS)

Corban, Robert

1993-01-01

The systems engineering process for the concept definition phase of the program involves requirements definition, system definition, and consistent concept definition. The requirements definition process involves obtaining a complete understanding of the system requirements based on customer needs, mission scenarios, and nuclear thermal propulsion (NTP) operating characteristics. A system functional analysis is performed to provide a comprehensive traceability and verification of top-level requirements down to detailed system specifications and provides significant insight into the measures of system effectiveness to be utilized in system evaluation. The second key element in the process is the definition of system concepts to meet the requirements. This part of the process involves engine system and reactor contractor teams to develop alternative NTP system concepts that can be evaluated against specific attributes, as well as a reference configuration against which to compare system benefits and merits. Quality function deployment (QFD), as an excellent tool within Total Quality Management (TQM) techniques, can provide the required structure and provide a link to the voice of the customer in establishing critical system qualities and their relationships. The third element of the process is the consistent performance comparison. The comparison process involves validating developed concept data and quantifying system merits through analysis, computer modeling, simulation, and rapid prototyping of the proposed high risk NTP subsystems. The maximum amount possible of quantitative data will be developed and/or validated to be utilized in the QFD evaluation matrix. If upon evaluation of a new concept or its associated subsystems determine to have substantial merit, those features will be incorporated into the reference configuration for subsequent system definition and comparison efforts.

Attitude towards the incorporation of the selective collection of biowaste in a municipal solid waste management system. A case study

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

Bernad-Beltrán, D.; Simó, A.; Bovea, M.D., E-mail: bovea@uji.es

Highlights: • Attitude towards incorporating biowaste selective collection is analysed. • Willingness to participate and to pay in biowaste selective collection is obtained. • Socioeconomic aspects affecting WtParticipate and WtPay are identified. - Abstract: European waste legislation has been encouraging for years the incorporation of selective collection systems for the biowaste fraction. European countries are therefore incorporating it into their current municipal solid waste management (MSWM) systems. However, this incorporation involves changes in the current waste management habits of households. In this paper, the attitude of the public towards the incorporation of selective collection of biowaste into an existing MSWMmore » system in a Spanish municipality is analysed. A semi-structured telephone interview was used to obtain information regarding aspects such as: level of participation in current waste collection systems, willingness to participate in selective collection of biowaste, reasons and barriers that affect participation, willingness to pay for the incorporation of the selective collection of biowaste and the socioeconomic characteristics of citizens who are willing to participate and pay for selective collection of biowaste. The results showed that approximately 81% of the respondents were willing to participate in selective collection of biowaste. This percentage would increase until 89% if the Town Council provided specific waste bins and bags, since the main barrier to participate in the new selective collection system is the need to use specific waste bin and bags for the separation of biowaste. A logit response model was applied to estimate the average willingness to pay, obtaining an estimated mean of 7.5% on top of the current waste management annual tax. The relationship of willingness to participate and willingness to pay for the implementation of this new selective collection with the socioeconomic variables (age, gender, size of the household, work, education and income) was analysed. Chi-square independence tests and binary logistic regression was used for willingness to participate, not being obtained any significant relationship. Chi-square independence tests, ordinal logistic regression and ordinary linear regression was applied for willingness to pay, obtaining statistically significant relationship for most of the socioeconomic variables.« less

77 FR 48128 - Alternative Personnel Management System (APMS) at the National Institute of Standards and Technology

Federal Register 2010, 2011, 2012, 2013, 2014

2012-08-13

... positions in NIST's Scientific and Engineering Technician (ZT) career path at the Pay Band III and above, and for all positions in NIST's Scientific and Engineering (ZP) career path at the Pay Band III and... Engineering (ZP) career path at the Pay Band III and above, for Nuclear Reactor Operator positions in the...

41 CFR 102-118.465 - Must my agency pay interest on a disputed amount claimed by a TSP?

Code of Federal Regulations, 2010 CFR

2010-07-01

... Property Management Federal Property Management Regulations System (Continued) FEDERAL MANAGEMENT... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Must my agency pay... Information for All Claims § 102-118.465 Must my agency pay interest on a disputed amount claimed by a TSP? No...

How wages compare.

PubMed

Buchan, James

2016-09-28

In the autumn, the NHS Pay Review Body (RB) will take evidence from government, employers and nurses' unions. It will then deliberate before making recommendations on what should be a pay rise in April 2017. But as NHS nurses know only too well, this supposedly independent system has been compromised by top down pay freezes initiated by the Westminster government as part of its 'austerity' measures.

The Construct of Teachers' Pay Satisfaction: A Case Study of Primary and Secondary Schools in China

ERIC Educational Resources Information Center

Cai, Yonghong; Bi, Yan; Wang, Li; Cravens, Xiu Chen; Li, Yanli

2018-01-01

The construct of teachers' pay satisfaction is important to the systemic appraisal of teachers' compensation. The study aims to probe the components of teachers' pay satisfaction and verify this construct in primary and secondary schools in China. In-depth interviews with 24 teachers were conducted to propose a construct model for teachers' pay…

A methodology for spacecraft technology insertion analysis balancing benefit, cost, and risk

NASA Astrophysics Data System (ADS)

Bearden, David Allen

Emerging technologies are changing the way space missions are developed and implemented. Technology development programs are proceeding with the goal of enhancing spacecraft performance and reducing mass and cost. However, it is often the case that technology insertion assessment activities, in the interest of maximizing performance and/or mass reduction, do not consider synergistic system-level effects. Furthermore, even though technical risks are often identified as a large cost and schedule driver, many design processes ignore effects of cost and schedule uncertainty. This research is based on the hypothesis that technology selection is a problem of balancing interrelated (and potentially competing) objectives. Current spacecraft technology selection approaches are summarized, and a Methodology for Evaluating and Ranking Insertion of Technology (MERIT) that expands on these practices to attack otherwise unsolved problems is demonstrated. MERIT combines the modern techniques of technology maturity measures, parametric models, genetic algorithms, and risk assessment (cost and schedule) in a unique manner to resolve very difficult issues including: user-generated uncertainty, relationships between cost/schedule and complexity, and technology "portfolio" management. While the methodology is sufficiently generic that it may in theory be applied to a number of technology insertion problems, this research focuses on application to the specific case of small (<500 kg) satellite design. Small satellite missions are of particular interest because they are often developed under rigid programmatic (cost and schedule) constraints and are motivated to introduce advanced technologies into the design. MERIT is demonstrated for programs procured under varying conditions and constraints such as stringent performance goals, not-to-exceed costs, or hard schedule requirements. MERIT'S contributions to the engineering community are its: unique coupling of the aspects of performance, cost, and schedule; assessment of system level impacts of technology insertion; procedures for estimating uncertainties (risks) associated with advanced technology; and application of heuristics to facilitate informed system-level technology utilization decisions earlier in the conceptual design phase. MERIT extends the state of the art in technology insertion assessment selection practice and, if adopted, may aid designers in determining the configuration of complex systems that meet essential requirements in a timely, cost-effective manner.

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.

Making the Reserve Retirement System Similar to the Active System: Retention and Cost Estimates

DTIC Science & Technology

2014-01-01

inequity in the systems might hurt morale, decrease reserve supply, and reduce readiness. As an alternative to the current system, the RC retirement system...enlisted personnel, we use the 2007 median wage for full-time male workers with associate degrees. For officers, we use the 2007 median wage for full-time...military pay, promotion policy, and civilian pay are time stationary, and we exclude demographics, such as gender , marriage, and spouse employment, from

Leadership, Pay, and Promotion as Predictors of Choice of Bargaining Unit in a University.

ERIC Educational Resources Information Center

Kelley, Lane

1979-01-01

Examines the choice of bargaining unit and its relationship to style of and satisfaction with departmental leadership and to fairness of and satisfaction with pay and the promotion system. Collective bargaining choices were actual organizations campaigning to be the faculty's representatives in the University of Hawaii system. (Author/IRT)

76 FR 78738 - Agency Information Collection (Locality Pay System for Nurses and Other Health Care Personnel...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-12-19

... Pay System for Nurses and Other Health Care Personnel) Activity Under OMB Review AGENCY: Veterans... Nurses and Other Health Care Personnel. OMB Control Number: 2900-0519. Type of Review: Extension of a... for registered nurses, nurse anesthetists, and other health care personnel. An agency may not conduct...

12 CFR 229.33 - Notice of nonpayment.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 12 Banks and Banking 3 2010-01-01 2010-01-01 false Notice of nonpayment. 229.33 Section 229.33 Banks and Banking FEDERAL RESERVE SYSTEM (CONTINUED) BOARD OF GOVERNORS OF THE FEDERAL RESERVE SYSTEM... presented to the paying bank. If the day the paying bank is required to provide notice is not a banking day...

Leading in Times of Change: Principals' Perspectives of Their Role in a New Pay-for-Performance System

ERIC Educational Resources Information Center

Ortiz-Torres, Amanda

2012-01-01

The purpose of this qualitative study was to explore principals' perspectives on how they make sense of their leadership roles in a new pay-for-performance system. The study describes the perceptions of six principals, two each from elementary, middle, and high school levels, regarding leadership in a recently changed system. Principals were…

Salaries and incomes of health workers in sub-Saharan Africa.

PubMed

McCoy, David; Bennett, Sara; Witter, Sophie; Pond, Bob; Baker, Brook; Gow, Jeff; Chand, Sudeep; Ensor, Tim; McPake, Barbara

2008-02-23

Public-sector health workers are vital to the functioning of health systems. We aimed to investigate pay structures for health workers in the public sector in sub-Saharan Africa; the adequacy of incomes for health workers; the management of public-sector pay; and the fiscal and macroeconomic factors that impinge on pay policy for the public sector. Because salary differentials affect staff migration and retention, we also discuss pay in the private sector. We surveyed historical trends in the pay of civil servants in Africa over the past 40 years. We used some empirical data, but found that accurate and complete data were scarce. The available data suggested that pay structures vary across countries, and are often structured in complex ways. Health workers also commonly use other sources of income to supplement their formal pay. The pay and income of health workers varies widely, whether between countries, by comparison with cost of living, or between the public and private sectors. To optimise the distribution and mix of health workers, policy interventions to address their pay and incomes are needed. Fiscal constraints to increased salaries might need to be overcome in many countries, and non-financial incentives improved.

People's willingness to pay for health insurance in rural Vietnam.

PubMed

Lofgren, Curt; Thanh, Nguyen X; Chuc, Nguyen Tk; Emmelin, Anders; Lindholm, Lars

2008-08-11

The inequity caused by health financing in Vietnam, which mainly relies on out-of-pocket payments, has put pre-payment reform high on the political agenda. This paper reports on a study of the willingness to pay for health insurance among a rural population in northern Vietnam, exploring whether the Vietnamese are willing to pay enough to sufficiently finance a health insurance system. Using the Epidemiological Field Laboratory for Health Systems Research in the Bavi district (FilaBavi), 2070 households were randomly selected for the study. Existing FilaBavi interviewers were trained especially for this study. The interview questionnaire was developed through a pilot study followed by focus group discussions among interviewers. Determinants of households' willingness to pay were studied through interval regression by which problems such as zero answers, skewness, outliers and the heaping effect may be solved. Households' average willingness to pay (WTP) is higher than their costs for public health care and self-treatment. For 70-80% of the respondents, average WTP is also sufficient to pay the lower range of premiums in existing health insurance programmes. However, the average WTP would only be sufficient to finance about half of total household public, as well as private, health care costs. Variables that reflect income, health care need, age and educational level were significant determinants of households' willingness to pay. Contrary to expectations, age was negatively related to willingness to pay. Since WTP is sufficient to cover household costs for public health care, it depends to what extent households would substitute private for public care and increase utilization as to whether WTP would also be sufficient enough to finance health insurance. This study highlights potential for public information schemes that may change the negative attitude towards health insurance, which this study has uncovered. A key task for policy makers is to win the trust of the population in relation to a health insurance system, particularly among the old and those with relatively low education.

A comparison of pay-as-bid and marginal pricing in electricity markets

NASA Astrophysics Data System (ADS)

Ren, Yongjun

This thesis investigates the behaviour of electricity markets under marginal and pay-as-bid pricing. Marginal pricing is believed to yield the maximum social welfare and is currently implemented by most electricity markets. However, in view of recent electricity market failures, pay-as-bid has been extensively discussed as a possible alternative to marginal pricing. In this research, marginal and pay-as-bid pricing have been analyzed in electricity markets with both perfect and imperfect competition. The perfect competition case is studied under both exact and uncertain system marginal cost prediction. The comparison of the two pricing methods is conducted through two steps: (i) identify the best offer strategy of the generating companies (gencos); (ii) analyze the market performance under these optimum genco strategies. The analysis results together with numerical simulations show that pay-as-bid and marginal pricing are equivalent in a perfect market with exact system marginal cost prediction. In perfect markets with uncertain demand prediction, the two pricing methods are also equivalent but in an expected value sense. If we compare from the perspective of second order statistics, all market performance measures exhibit much lower values under pay-as-bid than under marginal pricing. The risk of deviating from the mean is therefore much higher under marginal pricing than under pay-as-bid. In an imperfect competition market with exact demand prediction, the research shows that pay-as-bid pricing yields lower consumer payments and lower genco profits. This research provides quantitative evidence that challenges some common claims about pay-as-bid pricing. One is that under pay-as-bid, participants would soon learn how to offer so as to obtain the same or higher profits than what they would have obtained under marginal pricing. This research however shows that, under pay-as-bid, participants can at best earn the same profit or expected profit as under marginal pricing. A second common claim refuted by this research is that pay-as-bid does not provide correct price signals if there is a scarcity of generation resources. We show that pay-as-bid does provide a price signal with such characteristics and furthermore argue that the price signal under marginal pricing with gaming may not necessarily be correct since it would then not reflect a lack of generation capacity but a desire to increase profit.

New Zealand consumers' perceptions of private insurance for pharmaceuticals.

PubMed

Ragupathy, Rajan; Babar, Zaheer-Ud-Din; Mirza, Wasif; Daiya, Mitali; Chandra, Himesh; Yousif, Ali; Girn, Maninder

2014-01-01

Private insurance plays a minor role in paying for pharmaceuticals in New Zealand, despite controversy about access through the public health system. The present study examines New Zealand consumers' perceptions of private insurance for pharmaceuticals. A self-administered questionnaire was completed by 433 consumers at thirty pharmacies. The questionnaire included 18 questions on demographics, insurance status, perceptions of private insurance for pharmaceuticals and confidence in the public health system. Forty six percent of respondents had private health insurance. Respondents were more likely to have private health insurance as household income increased, and confidence in the public health system decreased. (Over two thirds of respondents were either confident or very confident in the public health system). Nineteen percent had private health insurance for pharmaceuticals, and the likelihood was not affected by household income or confidence in the public health system. Sixty one percent believed private insurance for pharmaceuticals would increase availability and affordability of pharmaceuticals. However, just over half were willing to pay for private insurance for pharmaceuticals. Of these, over two thirds were only willing to pay $20 per year or less. New Zealand pharmacy consumers' willingness to pay for private insurance for pharmaceuticals is very low.

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…

Enhancement of the thermoelectric figure of merit in a ferromagnet-quantum dot-superconductor device due to intradot spin-flip scattering and ac field

NASA Astrophysics Data System (ADS)

Xu, Wei-Ping; Zhang, Yu-Ying; Li, Zhi-Jian; Nie, Yi-Hang

2017-08-01

We investigate the thermoelectric properties of a ferromagnet-quantum dot-superconductor hybrid system with the intradot spin-flip scattering and the external microwave field. The results indicate that the increase of figure of merit in the gap is very slight when the spin-flip scattering strength increases, but outside the gap it significantly increases with enhancing spin-flip scattering strength. The presence of microwave field results in photon-assisted Andreev reflection and induces the satellite peaks in conductance spectrum. The appropriate match of spin-flip scattering strength, microwave field strength and frequency can significantly enhances the figure of merit of thermoelectric conversion of the device, which can be used as a scheme improving thermoelectric efficiency using microwave frequency.

Report of the Nuclear Propulsion Mission Analysis, Figures of Merit Subpanel: Quantifiable figures of merit for nuclear thermal propulsion

NASA Technical Reports Server (NTRS)

Haynes, Davy A.

1991-01-01

The results of an inquiry by the Nuclear Propulsion Mission Analysis, Figures of Merit subpanel are given. The subpanel was tasked to consider the question of what are the appropriate and quantifiable parameters to be used in the definition of an overall figure of merit (FoM) for Mars transportation system (MTS) nuclear thermal rocket engines (NTR). Such a characterization is needed to resolve the NTR engine design trades by a logical and orderly means, and to provide a meaningful method for comparison of the various NTR engine concepts. The subpanel was specifically tasked to identify the quantifiable engine parameters which would be the most significant engine factors affecting an overall FoM for a MTS and was not tasked with determining 'acceptable' or 'recommended' values for the identified parameters. In addition, the subpanel was asked not to define an overall FoM for a MTS. Thus, the selection of a specific approach, applicable weighting factors, to any interrelationships, for establishing an overall numerical FoM were considered beyond the scope of the subpanel inquiry.

Figures of merit for detectors in digital radiography. II. Finite number of secondaries and structured backgrounds.

PubMed

Pineda, Angel R; Barrett, Harrison H

2004-02-01

The current paradigm for evaluating detectors in digital radiography relies on Fourier methods. Fourier methods rely on a shift-invariant and statistically stationary description of the imaging system. The theoretical justification for the use of Fourier methods is based on a uniform background fluence and an infinite detector. In practice, the background fluence is not uniform and detector size is finite. We study the effect of stochastic blurring and structured backgrounds on the correlation between Fourier-based figures of merit and Hotelling detectability. A stochastic model of the blurring leads to behavior similar to what is observed by adding electronic noise to the deterministic blurring model. Background structure does away with the shift invariance. Anatomical variation makes the covariance matrix of the data less amenable to Fourier methods by introducing long-range correlations. It is desirable to have figures of merit that can account for all the sources of variation, some of which are not stationary. For such cases, we show that the commonly used figures of merit based on the discrete Fourier transform can provide an inaccurate estimate of Hotelling detectability.

Quadrennial Review of Military Compensation (5th). Executive Summary.

DTIC Science & Technology

1984-01-01

COMBINATION Any proposed legislation to modify the current retire- ment system by reducing retired pay must stress the absolute requirement that a form of...Hazardous Duty Incentive Pays: — Parachute Duty — Flight Deck Duty -- Demolition Duty — Toxic Fuels and — Experimental Stress Duty Propellants — Non...3) Experimental Stress Duty Pay - an incentive for performance of hazardous duty while participating in acceleration/ deceleration testing, thermal

Horizontal Collision Avoidance Systems Study

DOT National Transportation Integrated Search

1973-12-01

This report presents the results of an analytical study of the merits and mechanization requirements of horizontal collision avoidance systems (CAS). The horizontal and combined horizontal/vertical maneuvers which provide adequate miss distance with ...

29 CFR 1952.91 - Developmental schedule.

Code of Federal Regulations, 2010 CFR

2010-07-01

... be completed by December 1972. (c) A management information system to be completed by no later than..., 1973. (g) An approved merit system covering employees implementing the plan to be effective 90 days...

Preliminary Investigation on Battery Sizing Investigation for Thrust Vector Control on Ares I and Ares V Launch Vehicles

NASA Technical Reports Server (NTRS)

Miller, Thomas B.

2011-01-01

An investigation into the merits of battery powered Electro Hydrostatic Actuation (EHA) for Thrust Vector Control (TVC) of the Ares I and Ares V launch vehicles is described. A top level trade study was conducted to ascertain the technical merits of lithium-ion (Li-ion) and thermal battery performance to determine the preferred choice of an energy storage system chemistry that provides high power discharge capability for a relatively short duration.

2014 TMS RF Mehl Medal Symposium on Frontiers in Nanostructured Electronic and Structural Materials and Their Application

DTIC Science & Technology

2015-05-19

ParentUNID=F69F9CDC6E94E67B85257BC80073A589[12/13/2013 11:32:15 AM] thermal conductivity and achieve increased figure of merit. For photovoltaic solar cells...matrix systems but significantly reduces lattice thermal conductivity to enhance the overall figure of merit, ZT. An emerging strategy involves...significantly reduce the lattice thermal conductivity via phonon scattering pathways. Here, there are exciting opportunities for understanding and tailoring

Stakeholder Attitudes, Knowledge and Engagement in Local Road Systems Planning and Decision Making

DOT National Transportation Integrated Search

2017-10-01

Political and policy dynamics associated with local road systems planning, management, and financing merit special attention. This study: 1) analyzes stakeholder attitudes, knowledge, and engagement about financing for local road system management, t...

Research notes : pay adjustment system for AC pavements.

DOT National Transportation Integrated Search

1991-10-01

Oregon's use of statistical pay adjustments (contractor incentives) in AC pavements began in 1985 as part of a nationwide trend toward End Result Specifications (ERS's). Oregon State Highway Division (OSHD) management became concerned that the State ...

Changing reward systems for team-based systems.

PubMed

Barksdale, G T

1998-12-01

With the rapidly changing pace in health care, hospitals are struggling to keep costs under control and to remain competitive. Leadership is increasingly convinced that old methods of compensation are no longer valid and thus are turning to innovative approaches to pay and reward systems. This article describes some of the new pay methods, with an emphasis on team rewards, showing that compensation can keep pace with the evolving needs of health care.

Affordable at Last: A New Student Loan System. Education Sector Reports

ERIC Educational Resources Information Center

Dillon, Erin

2011-01-01

Student loan debt is fast becoming a fact of American life. Students are borrowing more money for college and are being forced to pay back large sums of their income. This report offers a new way to pay back student loans based on each individual's earnings. International Income-Contingent Loan Systems are appended. (Contains 1 figure and 40…

Options for Studying Teacher Pay Reform Using Natural Experiments

ERIC Educational Resources Information Center

Glazerman, Steven; Silva, Tom; Addy, Nii; Avellar, Sarah; Max, Jeffrey; McKie, Allison; Natzke, Brenda; Puma, Michael; Wolf, Patrick; Greszler, Rachel Ungerer

2006-01-01

How public school teachers are paid in the U.S. has been a controversial issue for many years. Critics of the traditional system, in which teachers are paid on the basis of years of experience and educational attainment, claim that it does not reward or promote good teaching as fairly as systems that tie pay to performance: having certain skills,…

Who Chooses Incentivized Pay Structures? Exploring the Link between Performance and Preferences for Compensation Reform in the Teacher Labor Market

ERIC Educational Resources Information Center

Goldhaber, Dan; Bignell, Wes; Farley, Amy; Walch, Joe; Cowan, James

2016-01-01

We report on research examining the revealed preferences of teachers in Denver Public Schools who were given the opportunity to select between remaining on a traditional salary schedule and opting into one of the nation's high-profile pay reform systems, Denver's Professional Compensation System for Teachers. The incentive structure creates…

Medicaid Nursing Home Pay for Performance: Where Do We Stand?

ERIC Educational Resources Information Center

Arling, Greg; Job, Carol; Cooke, Valerie

2009-01-01

Purpose: Nursing home pay-for-performance (P4P) programs are intended to maximize the value obtained from public and private expenditures by measuring and rewarding better nursing home performance. We surveyed the 6 states with operational P4P systems in 2007. We describe key features of six Medicaid nursing home P4P systems and make…

Assessment of Teachers' Reactions to a Knowledge- and Skills-Based Pay Structure at an International School

ERIC Educational Resources Information Center

Lowe, Joel Courtney

2013-01-01

This study explores teachers' reactions to a knowledge- and skills-based pay (KSBP) system implemented in a large international school. Such systems are designed to set teacher compensation based on demonstrated professional knowledge and skills as opposed to the traditional scale based on years of experience and degrees attained. This study fills…

Evaluation of the Teacher Incentive Fund: Implementation and Early Impacts of Pay-for-Performance after One Year. NCEE 2014-4019

ERIC Educational Resources Information Center

Max, Jeffrey; Constantine, Jill; Wellington, Alison; Hallgren, Kristin; Glazerman, Steven; Chiang, Hanley; Speroni, Cecilia

2014-01-01

The Teacher Incentive Fund (TIF) provides grants to support performance-based compensation systems for teachers and principals in high-need schools. The study measures the impact of pay-for-performance bonuses as part of a comprehensive compensation system within a large, multisite random assignment study design. The treatment schools were to…

Evaluation of the Teacher Incentive Fund: Implementation and Impacts of Pay-for-Performance after Two Years. NCEE 2015-4020

ERIC Educational Resources Information Center

Chiang, Hanley; Wellington, Alison; Hallgren, Kristin; Speroni, Cecilia; Herrmann, Mariesa; Glazerman, Steven; Constantine, Jill

2015-01-01

The Teacher Incentive Fund (TIF) provides grants to support performance-based compensation systems for teachers and principals in high-need schools. The study measures the impact of pay-for-performance bonuses as part of a comprehensive compensation system within a large, multisite random assignment study design. The treatment schools were to…

Review on Polymers for Thermoelectric Applications

PubMed Central

Culebras, Mario; Gómez, Clara M.; Cantarero, Andrés

2014-01-01

In this review, we report the state-of-the-art of polymers in thermoelectricity. Classically, a number of inorganic compounds have been considered as the best thermoelectric materials. Since the prediction of the improvement of the figure of merit by means of electronic confinement in 1993, it has been improved by a factor of 3–4. In the mean time, organic materials, in particular intrinsically conducting polymers, had been considered as competitors of classical thermoelectrics, since their figure of merit has been improved several orders of magnitude in the last few years. We review here the evolution of the figure of merit or the power factor during the last years, and the best candidates to compete with inorganic materials. We also outline the best polymers to substitute classical thermoelectric materials and the advantages they present in comparison with inorganic systems. PMID:28788208

Minimum Energy Routing through Interactive Techniques (MERIT) modeling

NASA Technical Reports Server (NTRS)

Wylie, Donald P.

1988-01-01

The MERIT program is designed to demonstrate the feasibility of fuel savings by airlines through improved route selection using wind observations from their own fleet. After a discussion of weather and aircraft data, manually correcting wind fields, automatic corrections to wind fields, and short-range prediction models, it is concluded that improvements in wind information are possible if a system is developed for analyzing wind observations and correcting the forecasts made by the major models. One data handling system, McIDAS, can easily collect and display wind observations and model forecasts. Changing the wind forecasts beyond the time of the most recent observations is more difficult; an Australian Mesoscale Model was tested with promising but not definitive results.

Comparing the implementation consequences of the immunisation and emergency department health targets in New Zealand.

PubMed

Tenbensel, Tim; Chalmers, Linda; Willing, Esther

2016-09-19

Purpose Over the last decade there has been considerable debate about the merits of targets as a policy instrument. The purpose of this paper is to examine the implementation of two health targets that were cornerstones of New Zealand health policy between 2009 and 2012: immunisation rates for two-year-olds, and time to treatment, discharge or admission in hospital emergency departments. Design/methodology/approach For each policy target, the authors selected four case-study districts and conducted two waves of key-informant interviews (113 in total) with clinical and management staff involved in target implementation. Findings Despite almost identical levels of target achievement, the research reveals quite different mixes of positive and negative implementation consequences. The authors argue that the differences in implementation consequences are due to the characteristics of the performance measure; and the dynamics of the intra-organisational and inter-organisational implementation context. Research limitations/implications The research is based on interviews with clinical and management staff involved in target implementation, and this approach does not address the issue of effort substitution. Practical implications While literature on health targets pays attention to the attributes of target measures, the paper suggests that policymakers considering the use of targets pay more attention to broader implementation contexts, including the possible impact of, and effects on related services, organisations and staff. Originality/value The research focuses specifically on implementation consequences, as distinct from target success and/or changes in clinical and health outcomes. The paper also adopts a comparative approach to the study of target implementation.

5 CFR 315.806 - Appeal rights to the Merit Systems Protection Board.

Code of Federal Regulations, 2010 CFR

2010-01-01

... SERVICE REGULATIONS CAREER AND CAREER-CONDITIONAL EMPLOYMENT Probation on Initial Appoinment to a... Systems Protection Board review is confined to the issues stated in paragraphs (b) and (c) of this section...

Advanced Integrated Power and Attitude Control System (IPACS) study

NASA Technical Reports Server (NTRS)

Oglevie, R. E.; Eisenhaure, D. B.

1985-01-01

Integrated Power and Attitude Control System (IPACS) studies performed over a decade ago established the feasibility of simultaneously satisfying the demands of energy storage and attitude control through the use of rotating flywheels. It was demonstrated that, for a wide spectrum of applications, such a system possessed many advantages over contemporary energy storage and attitude control approaches. More recent technology advances in composite material rotors, magnetic suspension systems, and power control electronics have triggered new optimism regarding the applicability and merits of this concept. This study is undertaken to define an advanced IPACS and to evaluate its merits for a space station application. System and component designs are developed to establish the performance of this concept and system trade studies conducted to examine the viability of this approach relative to conventional candidate systems. It is clearly demonstrated that an advanced IPACS concept is not only feasible, but also offers substantial savings in mass and life-cycle cost for the space station mission.

75 FR 20675 - Privacy Act of 1974; Systems of Records

Federal Register 2010, 2011, 2012, 2013, 2014

2010-04-20

... that the security or confidentiality of information in the system of records has been compromised; (b... Files DO .190-- Office of Inspector General Investigations Management Information System (formerly... disclose information to officials of the Merit Systems Protection Board, the Office of the Special Counsel...

DOD Financial Management: The Army Faces Significant Challenges in Achieving Audit Readiness for Its Military Pay

DTIC Science & Technology

2012-03-01

Page ii GAO-12-406 Army Military Pay Audit Readiness Abbreviations ARISS Army Recruiting Information Support System ASA (M&RA) Assistant...personnel file in the Army Recruiting Information Support System ( ARISS ). This file contains the recruit’s full name, contact information, country of...system, that is, ARISS for the Army, and a paper copy, referred to as a “Packet,” is created that accompanies the recruit to the training installation

Improvements Could Be Made in Reconciling Other Defense Organizations Civilian Pay to the General Ledger

DTIC Science & Technology

2016-03-25

could not record a journal entry to this account. DFAS Indianapolis provided us with a System Change Proposal dated April 17, 2014, which proposed a...system change to DAI to permit journal entries to USSGL 2213 that was implemented in October 2015. However, DFAS Indianapolis should not have allowed...properly accrued civilian pay for the 12 ODOs that used the Defense Agencies Initiative or the Defense Business Management System general ledgers

5 CFR 550.805 - Back pay computations.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 550.805 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY... employment (including a business enterprise) undertaken to replace the employment from which the employee was..., in the case of erroneous payments received from a Federal employee retirement system, must be...

5 CFR 550.805 - Back pay computations.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 550.805 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY... employment (including a business enterprise) undertaken to replace the employment from which the employee was..., in the case of erroneous payments received from a Federal employee retirement system, must be...

5 CFR 550.805 - Back pay computations.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 550.805 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY... employment (including a business enterprise) undertaken to replace the employment from which the employee was..., in the case of erroneous payments received from a Federal employee retirement system, must be...

5 CFR 550.805 - Back pay computations.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 550.805 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY... employment (including a business enterprise) undertaken to replace the employment from which the employee was..., in the case of erroneous payments received from a Federal employee retirement system, must be...

5 CFR 9901.105 - OPM coordination and approval.

Code of Federal Regulations, 2010 CFR

2010-01-01

... Section 9901.105 Administrative Personnel DEPARTMENT OF DEFENSE HUMAN RESOURCES MANAGEMENT AND LABOR RELATIONS SYSTEMS (DEPARTMENT OF DEFENSE-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF DEFENSE NATIONAL... prior to— (1) Establishing or substantially revising career groups, occupational pay schedules, and pay...

5 CFR 9701.356 - Pay retention.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Pay retention. 9701.356 Section 9701.356 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES...

5 CFR 9701.332 - Locality rate supplements.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Locality rate supplements. 9701.332 Section 9701.332 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Locality and Special Rate Supplements...

5 CFR 9701.333 - Special rate supplements.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Special rate supplements. 9701.333 Section 9701.333 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Locality and Special Rate Supplements...

5 CFR 9701.363 - Special staffing payments.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Special staffing payments. 9701.363 Section 9701.363 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Special Payments § 9701.363 Special...

5 CFR 9701.362 - Special assignment payments.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Special assignment payments. 9701.362 Section 9701.362 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Special Payments § 9701.362 Special...

Multiple oil pay revives interest

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

Stremel, K.

1984-03-01

Good, relatively shallow multiple pay oil potential is reviving interest in the flanks of the prolific Big Horn Basin. Operators say that although the areal extent of the basin's fields may not be that large, potential pay zones can exceed 250 feet. Several companies have stepped up geophysical work and activity. A discussion of trapping systems, test wells and stratigraphy studies are included from various petroleum companies. The interest was sparked by lower acreage costs and poor economic conditions elsewhere.

Implementation and Impacts of Pay-for-Performance: The 2010 Teacher Incentive Fund (TIF) Grantees after Two Years. NCEE Study Snapshot. NCEE 2015-4022

ERIC Educational Resources Information Center

National Center for Education Evaluation and Regional Assistance, 2015

2015-01-01

The Teacher Incentive Fund (TIF) provides grants to support performance-based compensation systems for teachers and principals in high-need schools. The study measures the impact of pay-for-performance bonuses as part of a comprehensive compensation system within a large, multisite random assignment study design. The treatment schools were to…

76 FR 68339 - Fisheries of the Caribbean, Gulf of Mexico, and South Atlantic; Reef Fish Fishery of the Gulf of...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-11-04

... there is a discrepancy regarding the landing transaction report after approval, the dealer or vessel... fees are due and must be submitted, using pay.gov via the IFQ system at the end of each calendar-year... responsible for submitting the cost recovery fee payments using pay.gov via the IFQ system. Authorized...

Evaluation of the Teacher Incentive Fund: Final Report on Implementation and Impacts of Pay-for-Performance across Four Years: Executive Summary. NCEE 2018-4005

ERIC Educational Resources Information Center

Chiang, Hanley; Speroni, Cecilia; Herrmann, Mariesa; Hallgren, Kristin; Burkander, Paul; Wellington, Alison

2017-01-01

The Teacher Incentive Fund (TIF) provides grants to support performance-based compensation systems for teachers and principals in high-need schools. The study measures the impact of pay-for-performance bonuses as part of a comprehensive compensation system within a large, multisite random assignment study design. The treatment schools were to…

Evaluation of the Teacher Incentive Fund: Final Report on Implementation and Impacts of Pay-for-Performance across Four Years. NCEE 2018-4004

ERIC Educational Resources Information Center

Chiang, Hanley; Speroni, Cecilia; Herrmann, Mariesa; Hallgren, Kristin; Burkander, Paul; Wellington, Alison

2017-01-01

The Teacher Incentive Fund (TIF) provides grants to support performance-based compensation systems for teachers and principals in high-need schools. The study measures the impact of pay-for-performance bonuses as part of a comprehensive compensation system within a large, multisite random assignment study design. The treatment schools were to…

Evaluation of the Teacher Incentive Fund: Implementation and Early Impacts of Pay-for-Performance after One Year. Executive Summary. NCEE 2014-4020

ERIC Educational Resources Information Center

Max, Jeffrey; Constantine, Jill; Wellington, Alison; Hallgren, Kristin; Glazerman, Steven; Chiang, Hanley; Speroni, Cecilia

2014-01-01

The Teacher Incentive Fund (TIF) provides grants to support performance-based compensation systems for teachers and principals in high-need schools. The study measures the impact of pay-for-performance bonuses as part of a comprehensive compensation system within a large, multisite random assignment study design. The treatment schools were to…

Reserve Compensation System Study

DTIC Science & Technology

1978-06-30

exactly the same manner as active duty CPY. Because Training Pay is based upon the three cash elements, rather than basic pay alone, the exercise ...controversial. • Planned improvements to the Defense Forre Planning Data Base do not include: r.oftware to interface with the per- sonnel...systems for future. Based on its findings of manpower shortfalls, overages and problems in specific areas in both officer and enlisted ranks, the

Strategy for Cost Recovery in the Rural Water Sector: A Case Study of Nsukka District, Anambra State, Nigeria

NASA Astrophysics Data System (ADS)

Whittington, Dale; Okorafor, Apia; Okore, Augustine; McPhail, Alexander

1990-09-01

In-depth interviews were conducted with 395 households in three rural communities in the Nsukka district of Anambra State, Nigeria, concerning their household water use practices, water expenditures to vendors, willingness to pay for improved water supplies, and household socioeconomic characteristics. Households in Nsukka district do not want to pay for water in advance or commit themselves to a fixed monthly payment for water. They want the freedom to buy water only when they use it, partly due to the seasonal nature of water use and partly because they want control over their cash flow in order to meet other more immediately pressing needs. Equally important, they do not trust government to provide a reliable public water supply. They do not want to pay in advance for a service they are not sure they will ever get. If they are required to pay a fixed fee every month, households are willing to pay only relatively small amounts for improved services, even less than they are currently paying water vendors. Current arrangements for cost recovery, fixed monthly fees for both public taps and unmetered private connections, are inappropriate. Kiosk systems, or kiosk systems with metered private connections for some households, are the most promising way to improve cost recovery and meet consumers' cash flow needs.

Exact analytical approach for six-degree-of-freedom measurement using image-orientation-change method.

PubMed

Tsai, Chung-Yu

2012-04-01

An exact analytical approach is proposed for measuring the six-degree-of-freedom (6-DOF) motion of an object using the image-orientation-change (IOC) method. The proposed measurement system comprises two reflector systems, where each system consists of two reflectors and one position sensing detector (PSD). The IOCs of the object in the two reflector systems are described using merit functions determined from the respective PSD readings before and after motion occurs, respectively. The three rotation variables are then determined analytically from the eigenvectors of the corresponding merit functions. After determining the three rotation variables, the order of the translation equations is downgraded to a linear form. Consequently, the solution for the three translation variables can also be analytically determined. As a result, the motion transformation matrix describing the 6-DOF motion of the object is fully determined. The validity of the proposed approach is demonstrated by means of an illustrative example.

Paying health workers for performance in Battagram district, Pakistan

PubMed Central

2011-01-01

Background There is a growing interest in using pay-for-performance mechanisms in low and middle-income countries in order to improve the performance of health care providers. However, at present there is a dearth of independent evaluations of such approaches which can guide understanding of their potential and risks in differing contexts. This article presents the results of an evaluation of a project managed by an international non-governmental organisation in one district of Pakistan. It aims to contribute to learning about the design and implementation of pay-for-performance systems and their impact on health worker motivation. Methods Quantitative analysis was conducted of health management information system (HMIS) data, financial records, and project documents covering the period 2007-2010. Key informant interviews were carried out with stakeholders at all levels. At facility level, in-depth interviews were held, as were focus group discussions with staff and community members. Results The wider project in Battagram had contributed to rebuilding district health services at a cost of less than US$4.5 per capita and achieved growth in outputs. Staff, managers and clients were appreciative of the gains in availability and quality of services. However, the role that the performance-based incentive (PBI) component played was less clear--PBI formed a relatively small component of pay, and did not increase in line with outputs. There was little evidence from interviews and data that the conditional element of the PBIs influenced behaviour. They were appreciated as a top-up to pay, but remained low in relative terms, and only slightly and indirectly related to individual performance. Moreover, they were implemented independently of the wider health system and presented a clear challenge for longer term integration and sustainability. Conclusions Challenges for performance-based pay approaches include the balance of rewarding individual versus team efforts; reflecting process and outcome indicators; judging the right level of incentives; allowing for very different starting points and situations; designing a system which is simple enough for participants to comprehend; and the tension between independent monitoring and integration in a national system. Further documentation of process and cost-effectiveness, and careful examination of the wider impacts of paying for performance, are still needed. PMID:21982330

5 CFR 9901.342 - Performance payouts.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 9901.342 Administrative Personnel DEPARTMENT OF DEFENSE HUMAN RESOURCES MANAGEMENT AND LABOR RELATIONS SYSTEMS (DEPARTMENT OF DEFENSE-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF DEFENSE NATIONAL SECURITY... appropriate, management may establish one or more subsets of a pay pool population (i.e., sub pay pools) for...

Figures of merit for microwave photonic phase shifters based on semiconductor optical amplifiers.

PubMed

Sancho, Juan; Lloret, Juan; Gasulla, Ivana; Sales, Salvador; Capmany, José

2012-05-07

We theoretically and experimentally compare the performance of two fully tunable phase shifter structures based on semiconductor optical amplifiers (SOA) by means of several figures of merit common to microwave photonic systems. A single SOA stage followed by a tailored notch filter is compared with a cascaded implementation comprising three SOA-based phase shifter stages. Attention is focused on the assessment of the RF net gain, noise figure and nonlinear distortion. Recommendations on the performance optimization of this sort of approaches are detailed.

State Tax Capacity and the Representative Tax System.

ERIC Educational Resources Information Center

Lucke, Robert B.

1984-01-01

Discusses the merit of using the Representative Tax System to measure state fiscal capacity instead of the traditional measure of per capita income. The conclusion is that the Representative Tax System can play a major role in determining the allocation of federal grants. (MJL)

Assessing the Moral Coherence and Moral Robustness of Social Systems: Proof of Concept for a Graphical Models Approach.

PubMed

Hoss, Frauke; London, Alex John

2016-12-01

This paper presents a proof of concept for a graphical models approach to assessing the moral coherence and moral robustness of systems of social interactions. "Moral coherence" refers to the degree to which the rights and duties of agents within a system are effectively respected when agents in the system comply with the rights and duties that are recognized as in force for the relevant context of interaction. "Moral robustness" refers to the degree to which a system of social interaction is configured to ensure that the interests of agents are effectively respected even in the face of noncompliance. Using the case of conscientious objection of pharmacists to filling prescriptions for emergency contraception as an example, we illustrate how a graphical models approach can help stakeholders identify structural weaknesses in systems of social interaction and evaluate the relative merits of alternate organizational structures. By illustrating the merits of a graphical models approach we hope to spur further developments in this area.

Thermoelectric efficiency enhanced in a quantum dot with polarization leads, spin-flip and external magnetic field

NASA Astrophysics Data System (ADS)

Yao, Hui; Niu, Peng-Bin; Zhang, Chao; Xu, Wei-Ping; Li, Zhi-Jian; Nie, Yi-Hang

2018-03-01

We theoretically study the thermoelectric transport properties in a quantum dot system with two ferromagnetic leads, the spin-flip scattering and the external magnetic field. The results show that the spin polarization of the leads strongly influences thermoelectric coefficients of the device. For the parallel configuration the peak of figure of merit increases with the increase of polarization strength and non-collinear configuration trends to destroy the improvement of figure of merit induced by lead polarization. While the modulation of the spin-flip scattering on the figure of merit is effective only in the absence of external magnetic field or small magnetic field. In terms of improving the thermoelectric efficiency, the external magnetic field plays a more important role than spin-flip scattering. The thermoelectric efficiency can be significantly enhanced by the magnetic field for a given spin-flip scattering strength.

Transport and breakdown analysis for improved figure-of-merit for AlGaN power devices

NASA Astrophysics Data System (ADS)

Coltrin, Michael E.; Kaplar, Robert J.

2017-02-01

Mobility and critical electric field for bulk AlxGa1-xN alloys across the full composition range (0 ≤ x ≤ 1) are analyzed to address the potential application of this material system for power electronics. Calculation of the temperature-dependent electron mobility includes the potential limitations due to different scattering mechanisms, including alloy, optical polar phonon, deformation potential, and piezoelectric scattering. The commonly used unipolar figure of merit (appropriate for vertical-device architectures), which increases strongly with increasing mobility and critical electric field, is examined across the alloy composition range to estimate the potential performance in power electronics applications. Alloy scattering is the dominant limitation to mobility and thus also for the unipolar figure of merit. However, at higher alloy compositions, the limitations due to alloy scattering are overcome by increased critical electric field. These trade-offs, and their temperature dependence, are quantified in the analysis.

The Quadrennial Review of Military Compensation (3rd). Staff Studies and Selected Supporting Papers. Volume 9. Reserve Compensation, Sample Foreign Pay Systems

DTIC Science & Technology

1976-12-01

System * 4. Fringe Benefits 5. Government Incurred Costs 6. Military Compensatioh Item 7. Military Equivalent Salary 114. Military Salary System 9. Non ...compensation whereby the military equivalent salary is paid entirely in cash and is fully taxable. 9. Non -Compensation Benefit a. An advantage to a service...other circumstances, the rate is 50 p daily. o Disturbance Allowance. The Disturbance Alowance is a non -taxable allowance designed to help pay for the

Using performance-based pay to improve the quality of teachers.

PubMed

Lavy, Victor

2007-01-01

Tying teachers' pay to their classroom performance should, says Victor Lavy, improve the current educational system both by clarifying teaching goals and by attracting and retaining the most productive teachers. But implementing pay for performance poses many practical challenges, because measuring individual teachers' performance is difficult. Lavy reviews evidence on individual and school-based incentive programs implemented in recent years both in the United States and abroad. Lavy himself evaluated two carefully designed programs in Israel and found significant gains in student and teacher performance. He observes that research evidence suggests, although not conclusively, that pay-for-performance incentives can improve teachers' performance, although they can also lead to unintended and undesired consequences, such as teachers' directing their efforts exclusively to rewarded activities. Lavy also offers general guidelines for designing effective programs. He emphasizes that the system must measure true performance in a way that minimizes random variation as well as undesired and unintended consequences. It must align performance with ultimate outcomes and must be monitored closely to discourage gaming if not outright fraud in measured output. Goals should be attainable. Incentives should balance individual rewards with school incentives, fostering a cooperative culture but not at the expense of free riding. All teachers should be eligible for the incentive offered, but only a subset of teachers should be rewarded in practice. If too many teachers are rewarded, teachers may not need to exert much extra effort to benefit. Many of the practical challenges faced by performance-related pay, Lavy says, can be addressed through careful design of the system. He emphasizes that setting up a performance-related pay system that works is not a one-time task. Even with the best preparation, initial implementation is likely to be problematic. But if the effort is seen as ongoing, it should be possible to make progress gradually in developing incentives that motivate the desired teaching behaviors and that will be perceived by teachers as fair and accurate.

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

Thermoelectric properties of a trilayer graphene nanoribbon

NASA Astrophysics Data System (ADS)

Orellana, Pedro; Cortes, Natalia; Rosales, Luis; Pacheco, Monica; Chico, Leonor

2015-03-01

In this work the electronic and thermoelectric properties of a three-layer graphene with AAA stacking type are studied. By using a tight-binding model analytical expressions for the transmission and density of states are obtained. Thermoelectric properties are analyzed by numerical integration and results for thermopower and figure of merit, electronic conductance and thermal conductance are obtained. The results show that the interference effects present in this system, like Fano effect, directly affect the behavior of these thermoelectric properties and as well as the Wiedemann-Franz law. There is an enhancement of the thermopower of the system and a violation of the Wiedemann-Franz law in the region of energies close the Fano antiresonances and this has as a consequence an enhancement of the figure of merit of the system. FONDECYT 1140571, 1140388, CONICYT ACT 1204, DGIP/ USM internal Grant 11.14.68.

Radiofrequency ablation versus nephron-sparing surgery for small unilateral renal cell carcinoma: cost-effectiveness analysis.

PubMed

Pandharipande, Pari V; Gervais, Debra A; Mueller, Peter R; Hur, Chin; Gazelle, G Scott

2008-07-01

To evaluate the relative cost-effectiveness of percutaneous radiofrequency (RF) ablation versus nephron-sparing surgery (NSS) in patients with small (

Financial Improvement and Audit Readiness (FIAR) Plan Status Report

DTIC Science & Technology

2011-05-01

integrated personnel and pay system that will consolidate Guard, Reserve, and Active Duty Military into a single system for personnel and pay...Inventory The DLA is the integrated material manager for assigned federal supply classes. The DLA holds materiel based on military and...Monitoring DoD Component progress and holding them accountable is essential to success and to achieving the Department’s commitment to audit readiness by

Who Chooses Incentivized Pay Structures? Exploring the Link between Performance and Preferences for Compensation Reform in the Teacher Labor Market. CEDR Working Paper. WP #2014-­8

ERIC Educational Resources Information Center

Goldhaber, Dan; Bignell, Wes; Farley, Amy; Walch, Joe; Cowan, James

2014-01-01

In this paper we report on research examining the revealed preferences of teachers in Denver Public Schools who were given the opportunity to select between remaining on a traditional salary schedule or opting in to one of the nation's highest profile pay reform systems, Denver's Professional Compensation System for Teachers. The incentive…

Availability Analysis of Dual Mode Systems

DOT National Transportation Integrated Search

1974-04-01

The analytical procedures presented define a method of evaluating the effects of failures in a complex dual-mode system based on a worst case steady-state analysis. The computed result is an availability figure of merit and not an absolute prediction...

76 FR 42140 - Public Availability of the Merit Systems Protection Board's FY 2010 Service Contract Inventory

Federal Register 2010, 2011, 2012, 2013, 2014

2011-07-18

... Systems Protection Board, Office of Financial and Administrative Management, 1615 M Street, NW... November 5, 2010 by the Office of Management and Budget's Office of Federal Procurement Policy (OFPP). The...

5 CFR 532.511 - Environmental differentials.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Environmental differentials. 532.511... PREVAILING RATE SYSTEMS Premium Pay and Differentials § 532.511 Environmental differentials. (a) Entitlements to environmental differential pay.(1) In accordance with section 5343(c)(4) of title 5, United States...

5 CFR 534.201 - General.

Code of Federal Regulations, 2010 CFR

2010-01-01

... Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Student... States Code (U.S.C. 5351-5356), agencies may pay stipends and provide certain services to certain student-employees assigned or attached to hospitals, clinics, or medical or dental laboratories operated by agencies...

Leak Proof

ERIC Educational Resources Information Center

Steve, James

2005-01-01

Many school administrators protect their investments in new roofing systems by paying extra for an extended roof warranty. These warranties can be a valuable asset because they usually provide more coverage and reduce the school administrator's risk of having to pay for extensive roof repairs or replacements. Unfortunately, once an extended…

5 CFR 534.501 - Coverage.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Coverage. 534.501 Section 534.501 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Senior-Level and Scientific and Professional Positions § 534.501 Coverage. (a) This subpart implements 5...

5 CFR 534.501 - Coverage.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Coverage. 534.501 Section 534.501 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Senior-Level and Scientific and Professional Positions § 534.501 Coverage. (a) This subpart implements 5...

5 CFR 534.501 - Coverage.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false Coverage. 534.501 Section 534.501 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Senior-Level and Scientific and Professional Positions § 534.501 Coverage. (a) This subpart implements 5...

5 CFR 534.501 - Coverage.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 5 Administrative Personnel 1 2012-01-01 2012-01-01 false Coverage. 534.501 Section 534.501 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Senior-Level and Scientific and Professional Positions § 534.501 Coverage. (a) This subpart implements 5...

5 CFR 534.302 - Coverage.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 5 Administrative Personnel 1 2012-01-01 2012-01-01 false Coverage. 534.302 Section 534.302 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Basic Pay for Employees of Temporary Organizations § 534.302 Coverage. This subpart applies to employees in...

5 CFR 534.501 - Coverage.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 5 Administrative Personnel 1 2013-01-01 2013-01-01 false Coverage. 534.501 Section 534.501 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Senior-Level and Scientific and Professional Positions § 534.501 Coverage. (a) This subpart implements 5...

5 CFR 534.302 - Coverage.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 5 Administrative Personnel 1 2013-01-01 2013-01-01 false Coverage. 534.302 Section 534.302 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Basic Pay for Employees of Temporary Organizations § 534.302 Coverage. This subpart applies to employees in...

5 CFR 534.302 - Coverage.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false Coverage. 534.302 Section 534.302 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Basic Pay for Employees of Temporary Organizations § 534.302 Coverage. This subpart applies to employees in...

5 CFR 534.302 - Coverage.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Coverage. 534.302 Section 534.302 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Basic Pay for Employees of Temporary Organizations § 534.302 Coverage. This subpart applies to employees in...

5 CFR 534.302 - Coverage.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Coverage. 534.302 Section 534.302 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Basic Pay for Employees of Temporary Organizations § 534.302 Coverage. This subpart applies to employees in...

5 CFR 9701.305 - Bar on collective bargaining.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Bar on collective bargaining. 9701.305 Section 9701.305 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration General § 9701.305 Bar on collective...

Library Online Systems.

ERIC Educational Resources Information Center

Folda, Linda; And Others

1989-01-01

Issues related to library online systems are discussed in six articles. Topics covered include staff education through vendor demonstrations, evaluation of online public access catalogs, the impact of integrated online systems on cataloging operations, the merits of smart and dumb barcodes, and points to consider in planning for the next online…

A contemporary perspective on capitated reimbursement for imaging services.

PubMed

Schwartz, H W

1995-01-01

Capitation ensures predictability of healthcare costs, requires acceptance of a premium in return for providing all required medical services and defines the actual dollar amount paid to a physician or hospital on a per member per month basis for a service or group of services. Capitation is expected to dramatically affect the marketplace in the near future, as private enterprise demands lower, more stable healthcare costs. Capitation requires detailed quantitative and financial data, including: eligibility and benefits determination, encounter processing, referral management, claims processing, case management, physician compensation, insurance management functions, outcomes reporting, performance management and cost accounting. It is important to understand actuarial risk and capitation marketing when considering a capitation contract. Also, capitated payment methodologies may vary to include modified fee-for-service, incentive pay, risk pool redistributions, merit, or a combination. Risk is directly related to the ability to predict utilization and unit cost of imaging services provided to a specific insured population. In capitated environments, radiologists will have even less control over referrals than they have today and will serve many more "covered lives"; long-term relationships with referring physicians will continue to evaporate; and services will be provided under exclusive, multi-year contracts. In addition to intensified use of technology for image transfer, telecommunications and sophisticated data processing and tracking systems, imaging departments must continue to provide the greatest amount of appropriate diagnostic information in a timely fashion at the lowest feasible cost and risk to the patient.

Fast-track for fast times: catching and keeping generation Y in the nursing workforce.

PubMed

Walker, Kim

2007-04-01

There is little doubt we find ourselves in challenging times as never before has there been such generational diversity in the nursing workforce. Currently, nurses from four distinct (and now well recognised and discussed) generational groups jostle for primacy of recognition and reward. Equally significant is the acute realisation that our ageing profession must find ways to sustain itself in the wake of huge attrition as the 'baby boomer' nurses start retiring over the next ten to fifteen years. These realities impel us to become ever more strategic in our thinking about how best to manage the workforce of the future. This paper presents two exciting and original innovations currently in train at one of Australia's leading Catholic health care providers: firstly, a new fast-track bachelor of nursing program for fee-paying domestic students. This is a collaborative venture between St Vincent's and Mater Health, Sydney (SV&MHS) and the University of Tasmania (UTas); as far as we know, it is unprecedented in Australia. As well, the two private facilities of SV&MHS, St Vincent's Private (SVPH) and the Mater Hospitals, have developed and implemented a unique 'accelerated progression pathway' (APP) to enable registered nurses with talent and ambition to fast track their career through a competency and merit based system of performance management and reward. Both these initiatives are aimed squarely at the gen Y demographic and provide potential to significantly augment our capacity to recruit and retain quality people well into the future.

Willingness to Pay for Cataract Surgery Provided by a Senior Surgeon in Urban Southern China

PubMed Central

Lin, Xianhua; Ling, Yunlan; Lin, Xiaofeng; Li, Mingge; Lamoureux, Ecosse; Zheng, Yingfeng

2015-01-01

Purpose To study willingness to pay for cataract surgery and surgical service provided by a senior cataract surgeon in urban Southern China. Methods This study was a cross-sectional willingness-to-pay (WTP) interview using bidding formats. Two-hundred eleven persons with presenting visual impairment in either eye due to cataract were enrolled at a tertiary eye hospital. Participants underwent a comprehensive eye examination and a WTP interview for both surgery and service provided by a senior surgeon. Demographic information, socioeconomic status and clinical data were recorded. Results Among 211 (98% response rate) persons completing the interview, 53.6% were women and 80.6% were retired. About 72.2% had a monthly income lower than 1000 renminbi (US $161). A total of 189 (89.6%) were willing to pay for cataract and the median amount of WTP was 6000 renminbi (US$968). And 102 (50.7%) were willing to pay additional fees for surgery performed by a senior surgeon, and the median amount of WTP was 500 renminbi (US$81). In regression models adjusting for age and gender, persons with preexisting eye diseases other than cataract, were more likely to pay for cataract surgery and service provided by a senior surgeon (P = 0.04 for both). Conclusions In urban China, cataract patients, especially those with preexisting eye conditions, are willing to pay additional fees for a senior surgeon. Moving to a system where the price of cataract surgery is proportional to the consultant’ skill and expertise is possible and may have a potential impact on waiting list and quality of eye care. Further studies are needed to examine the impact of such pricing system on attitudes and choices of cataract patients. PMID:26575284

Willingness to Pay for Cataract Surgery Provided by a Senior Surgeon in Urban Southern China.

PubMed

Wang, Mei; Zuo, Yajing; Lin, Xianhua; Ling, Yunlan; Lin, Xiaofeng; Li, Mingge; Lamoureux, Ecosse; Zheng, Yingfeng

2015-01-01

To study willingness to pay for cataract surgery and surgical service provided by a senior cataract surgeon in urban Southern China. This study was a cross-sectional willingness-to-pay (WTP) interview using bidding formats. Two-hundred eleven persons with presenting visual impairment in either eye due to cataract were enrolled at a tertiary eye hospital. Participants underwent a comprehensive eye examination and a WTP interview for both surgery and service provided by a senior surgeon. Demographic information, socioeconomic status and clinical data were recorded. Among 211 (98% response rate) persons completing the interview, 53.6% were women and 80.6% were retired. About 72.2% had a monthly income lower than 1000 renminbi (US $161). A total of 189 (89.6%) were willing to pay for cataract and the median amount of WTP was 6000 renminbi (US$968). And 102 (50.7%) were willing to pay additional fees for surgery performed by a senior surgeon, and the median amount of WTP was 500 renminbi (US$81). In regression models adjusting for age and gender, persons with preexisting eye diseases other than cataract, were more likely to pay for cataract surgery and service provided by a senior surgeon (P = 0.04 for both). In urban China, cataract patients, especially those with preexisting eye conditions, are willing to pay additional fees for a senior surgeon. Moving to a system where the price of cataract surgery is proportional to the consultant' skill and expertise is possible and may have a potential impact on waiting list and quality of eye care. Further studies are needed to examine the impact of such pricing system on attitudes and choices of cataract patients.

CATV and the Broadcasters.

ERIC Educational Resources Information Center

Flanagan, Bill

Competition between cable television systems (CATV) and regular broadcast stations concerns pay-TV and distant signal importation. The pay-TV that CATV provides competes with the networks by "siphoning" away sports and feature films, while the distant signals that CATV imports to a local market "fragment" the local audience and…

The revitalization of a business office: how one system increased its self-pay collections.

PubMed

Gardner, Doug; Tempest, Randy

2007-03-01

After undergoing a dramatic transformation in self-pay collections, the Health Alliance of Greater Cincinnati collected $34 million in 2006, up from $19 million in 2004. The organization was able to achieve this increase without any decrease in patient satisfaction.

5 CFR 9901.333 - Setting and adjusting local market supplements.

Code of Federal Regulations, 2010 CFR

2010-01-01

... factors. The Secretary may determine the effective date of newly set or adjusted targeted local market... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Setting and adjusting local market... DEFENSE NATIONAL SECURITY PERSONNEL SYSTEM (NSPS) Pay and Pay Administration Local Market Supplements...