An ethical leadership program for nursing unit managers.

PubMed

Jeon, Sang Hee; Park, Mihyun; Choi, Kyungok; Kim, Mi Kyoung

2018-03-01

The aims of this study were to evaluate the effect of an ethical leadership program (ELP) on ethical leadership, organizational citizenship behavior (OCB), and job outcomes of nursing unit managers (UMs) and to examine changes in staff nurses' perception about UMs' EL, OCB, job outcomes, and ethical work environments (EWEs) post-ELP. A quasi-experimental (pre- and post-test design) study conducted six-month intervention (ELP) using self-reported UM survey (n=44), and staff nurses (n=158) were randomly extracted by two steps. The Korean version of Ethical Leadership at Work for UMs' self-ethical leadership, the Ethical Leadership Scale for staff nurses' perceived ethical leadership, a 19-item OCB scale, and six dimensions of the medium-sized Copenhagen Psychosocial Questionnaire II for job outcomes and EWEs were administered at baseline and post-intervention. UMs' ethical leadership scores differed significantly over time in people orientation (p=0.041) and concern for ethical leadership sustainability (p=0.002) adjusting for UM experience duration and nursing unit type. Total mean and level of power-sharing of ethical leadership among UMs with <5years of UM experience improved significantly over time. Of staff nurses' perception changes about UMs' ethical leadership, OCB, job outcomes, and EWEs, significant improvement over time appeared only in EWEs' work influence level (p=0.007). This study provides useful information for clinical ELP development and examining the program's effect on leadership skills and followers' outcomes. Program facilitation relies on practical training methods, participant motivation, and assessment outcome designs by controlling clinical confounding factors. Findings have implications as an attempt for intervention to promote competencies related to ethical leadership of nursing unit managers. Copyright © 2017 Elsevier Ltd. All rights reserved.

Japan's silver human resource centers and participant well-being.

PubMed

Weiss, Robert S; Bass, Scott A; Heimovitz, Harley K; Oka, Masato

2005-03-01

Japan's Silver Human Resource Center (SHRC) program provides part-time, paid employment to retirement-aged men and women. We studied 393 new program participants and examined whether part-time work influenced their well-being or "ikigai." The participants were divided into those who had worked in SHRC-provided jobs in the preceding year, and those who had not. Gender-stratified regression models were fitted to determine whether SHRC employment was associated with increased well-being. For men, actively working at a SHRC job was associated with greater well-being, compared to inactive members. And men with SHRC jobs and previous volunteering experience had the greatest increase in well-being. Women SHRC job holders did not experience increased well-being at the year's end. The study concludes that there is justification for exploring the usefulness of a similar program for American retirees who desire post-retirement part-time work.

System Engineering Concept Demonstration, Interface Standards Studies. Volume 4

DTIC Science & Technology

1992-12-01

Xerox’s Palo Alto Research Center (PARC) 25 begat the Xerox Star; Steve Jobs visited PARC, saw the Star, went back to Apple, and begat the Mac. But...Author of Adobe Systems, PostScript Language Program Design, has left Adobe to join Steve Jobs ’ NeXT, Inc. Reid worked for Adobe Systems for four and a

Effects of a job crafting intervention program on work engagement among Japanese employees: a pretest-posttest study.

PubMed

Sakuraya, Asuka; Shimazu, Akihito; Imamura, Kotaro; Namba, Katsuyuki; Kawakami, Norito

2016-10-24

Job crafting, an employee-initiated job design/redesign, has become important for employees' well-being such as work engagement. This study examined the effectiveness of a newly developed job crafting intervention program on work engagement (as primary outcome), as well as job crafting and psychological distress (as secondary outcomes), using a pretest-posttest study design among Japanese employees. Participants were managers of a private company and a private psychiatric hospital in Japan. The job crafting intervention program consisted of two 120-min sessions with a two-week interval between them. Outcomes were assessed at baseline (Time 1), post-intervention (Time 2), and a one-month follow-up (Time 3). The mixed growth model analyses were conducted using time (Time 1, Time 2, and Time 3) as an indicator of intervention effect. Effect sizes were calculated using Cohen's d. The program showed a significant positive effect on work engagement (t = 2.20, p = 0.03) in the mixed growth model analyses, but with only small effect sizes (Cohen's d = 0.33 at Time 2 and 0.26 at Time 3). The program also significantly improved job crafting (t = 2.36, p = 0.02: Cohen's d = 0.36 at Time 2 and 0.47 at Time 3) and reduced psychological distress (t = -2.06, p = 0.04: Cohen's d = -0.15 at Time 2 and -0.31 at Time 3). The study indicated that the newly developed job crafting intervention program was effective in increasing work engagement, as well as in improving job crafting and decreasing psychological distress, among Japanese managers. UMIN Clinical Trials Registry UMIN000024062 . Retrospectively registered 15 September 2016.

JobTIPS: A Transition to Employment Program for Individuals with Autism Spectrum Disorders

PubMed Central

Strickland, Dorothy C.; Coles, Claire D.; Southern, Louise B.

2013-01-01

This study evaluated the effectiveness of an Internet accessed training program that included Theory of Mind-based guidance, video models, visual supports, and virtual reality practice sessions in teaching appropriate job interview skills to individuals with high functioning ASD. In a randomized study, twenty two youth, ages 16 to 19, were evaluated during two employment interviews. Half received a training intervention following the initial interview and the half who served as a contrast group did not. Their performance pre and post intervention was assessed by four independent raters using a scale that included evaluation of both Content and Delivery. Results suggest that youth who completed the JobTIPS employment program demonstrated significantly more effective verbal content skills than those who did not. PMID:23494559

The Systems Approach to Assessment and Evaluation of Post-Secondary Vocational Education Programs. Final Report. October 1, 1976-June 30, 1978.

ERIC Educational Resources Information Center

Hartz, John D.

A project was conducted to improve the employability and employment prospects for students by (1) identifying non-job task skills and characteristics important to job acquisition and retention, (2) constructing an instrument to assess the identified skills and characteristics, (3) pilot testing the instrument with graduates from two postsecondary…

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

ERIC Educational Resources Information Center

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

2007-01-01

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

Development and evaluation of a modified brief assertiveness training for nurses in the workplace: a single-group feasibility study.

PubMed

Nakamura, Yohei; Yoshinaga, Naoki; Tanoue, Hiroki; Kato, Sayaka; Nakamura, Sayoko; Aoishi, Keiko; Shiraishi, Yuko

2017-01-01

Effective communication has a great impact on nurses' job satisfaction, team relationships, as well as patient care/safety. Previous studies have highlighted the various beneficial effects of enhancing communication through assertiveness training programs for nurses. However, most programs take a long time to implement; thus, briefer programs are urgently required for universal on-the-job-training in the workplace. The purpose of this feasibility study was to develop and evaluate a modified brief assertiveness training program (with cognitive techniques) for nurses in the workplace. This study was carried out as a single-group, open trial (pre-post comparison without a control group). Registered nurses and assistant nurses, working at two private psychiatric hospitals in Miyazaki Prefecture in Japan, were recruited. After enrolling in the study, participants received a program of two 90-min sessions with a 1-month interval between sessions. The primary outcome was the Rathus Assertiveness Schedule (RAS), with secondary measurements using the Brief Version of the Fear of Negative Evaluation Scale (BFNE) and the Brief Job Stress Questionnaire (BJSQ). Assessments were conducted at baseline and after a 1-month interval (pre- and post-intervention). A total of 22 participants enrolled in the study and completed the program. The mean total score on the primary outcome (RAS) significantly improved from -12.9 (SD = 17.2) to -8.6 (SD = 18.6) ( p  = 0.01). The within-group effect size at the post-intervention was Cohen's d = 0.24; this corresponds to the small effect of the program. Regarding secondary outcomes, there were no statistically significant effects on the BFNE or any of the BJSQ subscales (job-stressors, psychological distress, physical distress, worksite support, and satisfaction). This single-group feasibility study demonstrated that our modified brief assertiveness training for nurses seems feasible and may achieve a favorable outcome in improving their assertiveness. Further controlled trials with longer follow-up periods are required in order to address the limitations of this study.

Indian Education - Post School Highlights: Regional Continuing Education Programs.

ERIC Educational Resources Information Center

Department of Indian Affairs and Northern Development, Toronto (Ontario). Education Div.

Summarizing Canada's Regional Continuing Education Programs for the 1972-74 fiscal years, this document indicates support for solid education programs for the development of Indians in their communities. Brief summations are presented for the following regions: Maritime Region (1972-73 was a peak year for on-the-job training placements with…

The radiology job market: analysis of the ACR jobs board.

PubMed

Prabhakar, Anand M; Oklu, Rahmi; Harvey, H Benjamin; Harisinghani, Mukesh G; Rosman, David A

2014-05-01

The aim of this study was to assess the status of the radiology job market as represented by the ACR Jobs Board from October 2010 to June 2013. With the assistance of the ACR, data from the ACR Jobs Board from October 2010 through June 2013, including the numbers of monthly new job seekers, new job postings, and job posting clicks, were gathered and used to calculate a monthly competitive index, defined as the ratio of new job seekers to new job postings. During the study period, the mean number of new job seekers was 168 per month, which was significantly greater than the 84 average new job postings for any given month (P = .0002). There was no significant difference between 2011 and 2012 with regard to the number of new job seekers or job postings. Over the time period assessed, more new job seekers registered in October and November 2010, August to November 2011, and October and November 2012. These periods were also associated with the highest competitive index values. There were less job seekers in the winter and spring of 2011, 2012, and 2013, periods associated with lower competitive index values. ACR Jobs Board activity, measured by job posting clicks, was significantly higher in 2012 than in 2011 (P < .004). On the basis of the ACR Jobs Board, there were consistently more new job seekers than job postings throughout the study period, and fall is the period in the year most associated with the highest competitive index for radiologist employment. Copyright © 2014 American College of Radiology. Published by Elsevier Inc. All rights reserved.

An Evaluation of a School-Based Professional Development Program on Teachers' Efficacy for Technology Integration: Findings from an Initial Study

ERIC Educational Resources Information Center

Skoretz, Yvonne; Childress, Ronald

2013-01-01

The purpose of this program evaluation was to determine the impact of a school-based, job-embedded professional development program on elementary and middle school teacher efficacy for technology integration. Participant bi-weekly journal postings were analyzed using Grappling's "Technology and Learning Spectrum" (Porter, 2001) to…

A View from UMBC: Using Real-Time Labor-Market Data to Evaluate Professional Program Opportunities

ERIC Educational Resources Information Center

Steele, Christopher; Goldberger, Susan; Restuccia, Dan

2013-01-01

Continuing and professional education units are faced with the constant need to keep pace with dynamic labor markets when assessing program offerings and content. Real-time labor-market data derived from detailed analysis of online job postings offers a new tool for more easily aligning programs to local labor-market demand. The authors describe a…

Is it all worth it? The experiences of new PhDs on the job market, 2007-10.

PubMed

McFall, Brooke Helppie; Murray-Close, Marta; Willis, Robert J; Chen, Uniko

This paper describes the job market experiences of new PhD economists, 2007-10. Using information from PhD programs' job candidate websites and original surveys, the authors present information about job candidates' characteristics, preferences and expectations; how job candidates fared at each stage of the market; and predictors of outcomes at each stage. Some information presented in this paper updates findings of prior studies. However, design features of the data used in this paper may result in more generalizable findings. This paper is unique in comparing pre-market expectations and preferences with post-market outcomes on the new PhD job market. It shows that outcomes tend to align with pre-market preferences, and candidates' expectations are somewhat predictive of their outcomes. Several analyses also shed light on sub-group differences.

20 CFR 645.110 - What are the purposes of the Welfare-to-Work Program?

Code of Federal Regulations, 2010 CFR

2010-04-01

... them in, lasting unsubsidized employment; (c) To provide for a variety of post-employment and job retention services which will assist the hard-to-employ welfare recipient and certain noncustodial parents...

Alaska Department of Labor and Workforce Development

Science.gov Websites

Applications and Permits Employment Application (PDF) (Word) Youth Work Permit (PDF) Post a Job To advertise a job opening to Alaska job seekers, post a job on Alexsys. ALEXsys Alaska's Job Bank The job opening

Trends in employer postings for epidemiology jobs: an analysis of PublicHealthJobs.net data from 2003 to 2016.

PubMed

Frankenfeld, Cara L

2017-09-01

To analyze public health job posting data to help objectively inform epidemiology faculty and students about skills sought by employers. Raw data from PublicHealthJobs.net database (January 2003-October 2016) was data-mined and analyzed (n = 25,308 job postings). There were 3985 jobs that were classified with an epidemiology designation, either as the only designation or co-occurring with another designation. Frequencies and percentages were calculated for job type, industry, location, degree requirements, CPH credential, and specialized skills. The majority of recent postings (January 2014-October 2016) were for full-time positions (60.8%). The highest proportion of recent job industries was education/academic/research (44.3%), state government (17.5%), and nonprofit/NGO (16.3%). A masters-level degree was listed in 71.4% of postings, frequently co-occurring with other degree levels. Epidemiology as the only job class was listed in 1765 postings (45.3%). Most characteristics of epidemiology job postings did not appreciably change over the time period, but there were some specialized skill differences. This analysis illustrates how employment sites can be used to identify employer preferences in epidemiology hires. There may be some skills that are beneficial additions to public health curricula or that job-seeking future epidemiologists may wish to enhance during their training. Copyright © 2017 Elsevier Inc. All rights reserved.

Effects of phase II cardiac rehabilitation on job stress and health-related quality of life after return to work in middle-aged patients with acute myocardial infarction.

PubMed

Yonezawa, Ryusuke; Masuda, Takashi; Matsunaga, Atsuhiko; Takahashi, Yumi; Saitoh, Masakazu; Ishii, Akira; Kutsuna, Toshiki; Matsumoto, Takuya; Yamamoto, Kazuya; Aiba, Naoko; Hara, Miyako; Izumi, Tohru

2009-05-01

The aim of the present study was to clarify the effects of phase II cardiac rehabilitation (CR) on job stress and health-related quality of life (HRQOL) after return to work in middle-aged patients with acute myocardial infarction (AMI). A total of 109 middle-aged outpatients (57 +/- 7 years) who completed a phase I CR program after AMI were enrolled, 72 of whom participated in a phase II CR program for 5 months after hospital discharge (CR group) and 37 who discontinued the phase II CR program after the discharge (non-CR group). Job stress was assessed at 6 months after the AMI using a brief job stress questionnaire containing questions related to job stressors, worksite support, level of satisfaction with work or daily life, and psychological distress. HRQOL was assessed using the short-form 36-item health survey (SF-36) at hospital discharge and at 3 and 6 months after the AMI. There were no significant differences in clinical and occupational characteristics between the CR and non-CR groups. The CR group patients exhibited significantly better results for job stressors and psychological distress and higher SF-36 scores at 6 months after the AMI, as compared with those in the non-CR group. These findings suggest that discontinuing a phase II CR program induced chronic psychosocial stress after return to work in these middle-aged post-AMI patients.

There's no place like home: an analysis of migration patterns of dermatology residents prior to, during, and after their training.

PubMed

Chen, Allison J; Schwartz, Julia; Kimball, Alexandra B

2016-06-15

Previous studies have established migration patterns between the geographic location of physicians' residency programs and their first post-training job. Our study explores the patterns of migration of pre-residency education locations with residency and post-residency geography. We analyzed responses to an annual survey administered between 2008 and 2013 to participants of the board examination review courses organized by Galderma Laboratories. Geography of high school (HS), medical school (MS), residency, and first job location were highly correlated. The Midwest and South retained the most residents from HS (70% each), whereas the West retained the lowest percent of residents from HS (33%). The West and Northeast exported about half of their HS graduates to the South and MW for residency. The South retained the largest proportion of its trainees post-residency (75%). Our data revealed that both HS and MS locations are closely related to residents' ultimate employment locations. This information may be useful to training program directors and chairpersons as they manage recruitment and retention of trainees and faculty and may inform plans to address geographic workforce imbalances.

Future Educational Programs and Employment Prospects in Information Technology

ERIC Educational Resources Information Center

Pollack, Thomas A.

2005-01-01

Over the past several years, we have experienced a rather dramatic downward turn in demand for entry level information technology (IT) professionals. However, reports of trends at the end of 2004 indicated that job postings for IT workers reached their highest levels since 2001. This occurs at a time when the number of four year degree programs in…

Is it all worth it? The experiences of new PhDs on the job market, 2007–10

PubMed Central

McFall, Brooke Helppie; Murray-Close, Marta; Willis, Robert J; Chen, Uniko

2016-01-01

This paper describes the job market experiences of new PhD economists, 2007-10. Using information from PhD programs' job candidate websites and original surveys, the authors present information about job candidates' characteristics, preferences and expectations; how job candidates fared at each stage of the market; and predictors of outcomes at each stage. Some information presented in this paper updates findings of prior studies. However, design features of the data used in this paper may result in more generalizable findings. This paper is unique in comparing pre-market expectations and preferences with post-market outcomes on the new PhD job market. It shows that outcomes tend to align with pre-market preferences, and candidates' expectations are somewhat predictive of their outcomes. Several analyses also shed light on sub-group differences. PMID:27616783

The school-to-work transition of people with mental handicap in Hong Kong.

PubMed

Ping-Ying Li, Eria

2000-01-01

The purpose of this study was to examine the school-to-work experience of people with mental handicap in Hong Kong. Fourteen young adults with mild mental handicap participated in in-depth interviews. An interview guide was utilized which included topics related to the participants' vocational preferences, work motivation and post-school placements. Data were analyzed according to a constant comparative method and content analysis. Three-quarters of the participants expressed job preferences. Three-quarters of the participants had taken a vocational training program unrelated to their job preferences. Half of the participants who had taken up open employment had not obtained their preferred jobs. None of the participants who had completed vocational training obtained job placements that matched their vocational training programs. All of the participants except five were not involved in making independent decisions regarding employment. The need to improve the quality of vocational services and empower people with mental handicap to take up self-determining roles are discussed.

Mapping the global health employment market: an analysis of global health jobs.

PubMed

Keralis, Jessica M; Riggin-Pathak, Brianne L; Majeski, Theresa; Pathak, Bogdan A; Foggia, Janine; Cullinen, Kathleen M; Rajagopal, Abbhirami; West, Heidi S

2018-02-27

The number of university global health training programs has grown in recent years. However, there is little research on the needs of the global health profession. We therefore set out to characterize the global health employment market by analyzing global health job vacancies. We collected data from advertised, paid positions posted to web-based job boards, email listservs, and global health organization websites from November 2015 to May 2016. Data on requirements for education, language proficiency, technical expertise, physical location, and experience level were analyzed for all vacancies. Descriptive statistics were calculated for the aforementioned job characteristics. Associations between technical specialty area and requirements for non-English language proficiency and overseas experience were calculated using Chi-square statistics. A qualitative thematic analysis was performed on a subset of vacancies. We analyzed the data from 1007 global health job vacancies from 127 employers. Among private and non-profit sector vacancies, 40% (n = 354) were for technical or subject matter experts, 20% (n = 177) for program directors, and 16% (n = 139) for managers, compared to 9.8% (n = 87) for entry-level and 13.6% (n = 120) for mid-level positions. The most common technical focus area was program or project management, followed by HIV/AIDS and quantitative analysis. Thematic analysis demonstrated a common emphasis on program operations, relations, design and planning, communication, and management. Our analysis shows a demand for candidates with several years of experience with global health programs, particularly program managers/directors and technical experts, with very few entry-level positions accessible to recent graduates of global health training programs. It is unlikely that global health training programs equip graduates to be competitive for the majority of positions that are currently available in this field.

Development and evaluation of a multifaceted ergonomics program to prevent injuries associated with patient handling tasks.

PubMed

Nelson, Audrey; Matz, Mary; Chen, Fangfei; Siddharthan, Kris; Lloyd, John; Fragala, Guy

2006-08-01

Nurses have one of the highest rates of work-related musculoskeletal injury of any profession. Over the past 30 years, efforts to reduce work-related musculoskeletal disorders in nurses have been largely unsuccessful. The primary goal of this program was to create safer working environments for nursing staff who provide direct patient care. Our first objective was to design and implement a multifaceted program that successfully integrated evidence-based practice, technology, and safety improvement. The second objective was to evaluate the impact of the program on injury rate, lost and modified work days, job satisfaction, self-reported unsafe patient handling acts, level of support for program, staff and patient acceptance, program effectiveness, costs, and return on investment. The intervention included six program elements: (1) Ergonomic Assessment Protocol, (2) Patient Handling Assessment Criteria and Decision Algorithms, (3) Peer Leader role, "Back Injury Resource Nurses", (4) State-of-the-art Equipment, (5) After Action Reviews, and (6) No Lift Policy. A pre-/post design without a control group was used to evaluate the effectiveness of a patient care ergonomics program on 23 high risk units (19 nursing home care units and 4 spinal cord injury units) in 7 facilities. Injury rates, lost work days, modified work days, job satisfaction, staff , and patient acceptance, program effectiveness, and program costs/savings were compared over two nine month periods: pre-intervention (May 2001-January 2002) and post-intervention (March 2002-November 2002). Data were collected prospectively through surveys, weekly process logs, injury logs, and cost logs. The program elements resulted in a statistically significant decrease in the rate of musculoskeletal injuries as well as the number of modified duty days taken per injury. While the total number of lost workdays decreased by 18% post-intervention, this difference was not statistically significant. There were statistically significant increases in two subscales of job satisfaction: professional status and tasks requirements. Self-reports by nursing staff revealed a statistically significant decrease in the number of 'unsafe' patient handling practices performed daily. Nurses ranked program elements they deemed to be "extremely effective": equipment was rated as most effective (96%), followed by No Lift Policy (68%), peer leader education program (66%), ergonomic assessment protocol (59%), patient handling assessment criteria and decision algorithms (55%), and lastly after action reviews (41%). Perceived support and interest for the program started at a high level for managers and nursing staff and remained very high throughout the program implementation. Patient acceptance was moderate when the program started but increased to very high by the end of the program. Although the ease and success of program implementation initially varied between and within the facilities, after six months there was strong evidence of support at all levels. The initial capital investment for patient handling equipment was recovered in approximately 3.75 years based on annual post-intervention savings of over $200,000/year in workers' compensation expenses and cost savings associated with reduced lost and modified work days and worker compensation. This multi-faceted program resulted in an overall lower injury rate, fewer modified duty days taken per injury, and significant cost savings. The program was well accepted by patients, nursing staff, and administrators. Given the significant increases in two job satisfaction subscales (professional status and task requirements), it is possible that nurse recruitment and retention could be positively impacted.

Career Guidance Through Groups. A Job Placement and Group Vocational Guidance Program for High School Youth. Phase II July 1, 1969 Through August 15, 1970.

ERIC Educational Resources Information Center

Vocational Guidance Service, Houston, TX.

The first two operational years of the Houston area Vocational Guidance Service's Group Guidance Program for minority high school youth who live in economically disadvantaged urban areas is described. The program is experimental and is designed to prepare youth to make a positive transition from high school to suitable employment or post high…

Trends in the orthopedic job market and the importance of fellowship subspecialty training.

PubMed

Morrell, Nathan T; Mercer, Deana M; Moneim, Moheb S

2012-04-01

Previous studies have examined possible incentives for pursuing orthopedic fellowship training, but we are unaware of previously published studies reporting the trends in the orthopedic job market since the acceptance of certain criteria for fellowship programs by the Accreditation Council for Graduate Medical Education (ACGME) in 1985. We hypothesized that, since the initiation of accredited postresidency fellowship programs, job opportunities for fellowship-trained orthopedic surgeons have increased and job opportunities for nonfellowship-trained orthopedic surgeons have decreased. We reviewed the job advertisements printed in the Journal of Bone and Joint Surgery, American Volume, for the years 1984, 1994, 2004, and 2009. We categorized the job opportunities as available for either a general (nonfellowship-trained) orthopedic surgeon or a fellowship-trained orthopedic surgeon. Based on the advertisements posted in the Journal of Bone and Joint Surgery, American Volume, a trend exists in the orthopedic job market toward seeking fellowship-trained orthopedic surgeons. In the years 1984, 1994, 2004, and 2009, the percentage of job opportunities seeking fellowship-trained orthopedic surgeons was 16.7% (95% confidence interval [CI], 13.1%-20.3%), 40.6% (95% CI, 38.1%-43.1%), 52.2% (95% CI, 48.5%-55.9%), and 68.2% (95% CI, 65.0%-71.4%), respectively. These differences were statistically significant (analysis of variance, P<.05). Fellowship training is thus a worthwhile endeavor. Copyright 2012, SLACK Incorporated.

Assessment Work: Examining the Prevalence and Nature of Assessment Competencies and Skills in Student Affairs Job Postings

ERIC Educational Resources Information Center

Hoffman, John L.; Bresciani, Marilee J.

2010-01-01

This mixed method study explored the assessment-related skills and job duties that student affairs administrators expect from new employees as reflected in 1,759 job openings posted in 2008, of which seven job postings were specialist positions in outcomes-based assessment. The skills and duties required of these seven positions were primarily…

Job mobility among parents of children with chronic health conditions: Early effects of the 2010 Affordable Care Act.

PubMed

Chatterji, Pinka; Brandon, Peter; Markowitz, Sara

2016-07-01

We examine the effects of the 2010 Patient Protection and Affordable Care Act's (ACA) prohibition of preexisting conditions exclusions for children on job mobility among parents. We use a difference-in-difference approach, comparing pre-post policy changes in job mobility among privately-insured parents of children with chronic health conditions vs. privately-insured parents of healthy children. Data come from the 2004 and 2008 Survey of Income and Program Participation (SIPP). Among married fathers, the policy change is associated with about a 0.7 percentage point, or 35 percent increase, in the likelihood of leaving an employer voluntarily. We find no evidence that the policy change affected job mobility among married and unmarried mothers. Copyright © 2016 Elsevier B.V. All rights reserved.

Enhancing youth outcomes following parental divorce: A longitudinal study of the effects of the New Beginnings Program on educational and occupational goals

PubMed Central

Sigal, Amanda B.; Wolchik, Sharlene A.; Tein, Jenn-Yun; Sandler, Irwin N.

2011-01-01

This study examined whether the New Beginnings Program for divorced families led to improvements in youth’s educational goals and job aspirations six years following participation and tested whether several parenting and youth variables mediated the program effects. Participants were 240 youth aged 9–12 years at the initial assessment, and data were part of a randomized, experimental trial of a parenting skills preventive intervention targeting children’s post-divorce adjustment. The results revealed positive effects of the program on youth’s educational goals and job aspirations six years after participation for those who were at high risk for developing later problems at program entry. Further, intervention-induced changes in mother-child relationship quality and youth externalizing problems, internalizing problems, self-esteem, and academic competence at the six-year follow-up mediated the effects of the program on the educational expectations of high-risk youth. Intervention-induced changes in youth externalizing problems and academic competence at the six-year follow-up mediated the effects of the program on the job aspirations of high-risk youth. Implications of the present findings for research with youth from divorced families and for the public health burden of divorce are discussed. PMID:22417189

Qualifications and Competencies for Population Health Management Positions: A Content Analysis of Job Postings.

PubMed

Meyer, Melanie

2017-12-01

The need for population health management expertise has increased as the health care industry shifts toward value-based care. However, many organizations report hiring gaps as they seek to fill positions. The purpose of this study was to analyze the types of population health management positions for which health care organizations are hiring, including qualifications and competencies required for these positions. A content analysis was conducted on 271 job postings collected during a 2-month period. A typology of qualifications and competencies was developed based on the content analysis. Profiles were generated for the top 5 job title classifications: directors, coordinators, care managers, analysts, and specialists. This study highlights the investment health care organizations are making in population health management and the prominent role these positions are playing in the health care environment today. Many organizations are building out population health management teams resulting in multiple positions at different levels being added. As the market demands competent candidates who are equipped with specialized population health expertise as well as practical experience in program development, technology applications, care management, and analytics, professional education programs will need to adapt curricula to address the required areas. Competencies for specific job title classifications may need further evaluation and refinement over time. Study results can be used by organizations for strategic planning, by educators to target needed qualifications and competencies, and by researchers and policy advisors to assess progress toward value-based care.

The influence of training programs on career aspirations: evidence from a cross-sectional study of nursing students in India.

PubMed

Seth, Katyayni

2016-05-10

Nurses form the largest share of India's health workforce. This paper explores the relationship between nurses' pre-service education and labor market aspirations. It investigates supply-side factors shaping students' career plans and studies the influence that nurse training institutes have on students' transition into the workforce. A cross-sectional survey of 266 nursing students and training administrators at 42 training institutes was conducted in 2014 in two Indian states, Bihar and Gujarat. Piloted questionnaires were used to collect information on the cost and quality of training programs, the background of students, and their career aspirations. Descriptive analyses and multivariate logistic regression analyses were conducted. A multivariate model on students' post-graduation plans indicated that students whose institutes provided training in non-technical skills, such as communication and teamwork, were less likely to aim for public sector employment upon completing their training. Similarly, students who joined their training institute because they believed it to be the best place to access job opportunities were less likely to have intentions to seek public sector jobs. Students attending institutes that organized job fairs were also more likely to want to study further or seek private sector employment rather than seeking public sector employment. On the other hand, studying in Bihar and belonging to historically disadvantaged social groups (deemed Scheduled Castes and Scheduled Tribes by the Constitution of India) were factors positively associated with plans to seek public sector employment. This study helps explain some of the supply-side factors driving the preference for public sector employment among nurses in India by highlighting the influential role of caste, state-level characteristics, and training programs on nursing students' post-graduation plans. It demonstrates that the strong preference for government jobs among nursing students is linked to the limited role training institutes play in connecting students with other potential employers. In addition, the study indicates that training in non-technical skills, such as communication, makes students more open to pursuing private sector jobs and advanced training programs.

Curriculum Guide for Building Construction.

ERIC Educational Resources Information Center

Oregon State Board of Education, Salem.

This guide outlines the basic skills and knowledge necessary for entry-level competencies in the field of building construction, or for entrance into a post-high school or university program. The introductory section includes (1) brief job descriptions from the "Dictionary of Occupational Titles" for the seven key occupations represented…

HR Positions on the Internet.

ERIC Educational Resources Information Center

Coghill, Carey Cox; Kirk, James J.

The question of whether the online job market reflects the trends predicted for the job market was examined in a study of a random sample of 690 Internet job postings over a 6-month period. Each listing was categorized by type of position, desired qualifications, salary, and job specifications. Of the human resources (HR) jobs posted, 7.2% were…

Post Advanced Technology Implementation Effects on School Psychologist Job Performance

ERIC Educational Resources Information Center

Hobson, Rana Dirice

2017-01-01

The technology acceptance model (TAM) has been widely used to assess technology adoption in business, education, and health care. The New York City Department of Education (NYCDOE) launched a web-based Individualized Educational Program (IEP) system for school psychologists to use in conducting evaluations and reviews. This quantitative study…

Work with Us | Research Site Name | NREL

Science.gov Websites

ullamco laboris nisi ut aliquip ex ea commodo consequat. Hero Image - Width of 1746px - Height can vary ex ea commodo consequat. Learn about our technology partnership agreements. Use our cutting-edge commercialization programs. Join Our Team Find an opportunity: Job | Internship | Post Doc | Director's Postdoctoral

The Articulation of Secondary and Post-Secondary Vocational Education Programs. Workshop Products.

ERIC Educational Resources Information Center

Keene State Coll., NH.

As a result of the cooperative efforts in articulation by secondary/postsecondary instructor teams, six packages representing the occupational areas of child care, culinary arts, electronics, health occupations, power mechanics, and industrial welding were developed. Each package contains the following three components: a series of job titles…

A Geographical History of Online Rhetoric and Composition Journals

ERIC Educational Resources Information Center

Tirrell, Jeremy

2012-01-01

The "Mapping Digital Technology in Rhetoric and Composition History" project can accommodate the geographical aspects of many relevant potential data sets, such as the locations of conferences, grant and award winners, book publications, graduate programs, job openings, and blog posts. The maps created for this article focus specifically on online…

Factors influencing job satisfaction in post-transition economies: the case of the Czech Republic.

PubMed

Čábelková, Inna; Abrhám, Josef; Strielkowski, Wadim

2015-01-01

This paper presents an analysis of factors influencing job satisfaction in post-transition economies on the example of the Czech Republic. Our research shows that women reported higher levels of job satisfaction compared to men. Education proved to be statistically significant in one of three indicators of job satisfaction. Personal income and workplace relationships proved to be positively and significantly related to all the three indicators of job satisfaction. Most of the occupational dummies were significantly related to two out of three indicators of job satisfaction. In addition, we found that Czech entrepreneurs enjoy and value their job, which indicates strong self-selection for doing business in post-transition economies. However, human capital expressed by the level of education was significant factor for job satisfaction, meaning that well-educated people might not be satisfied with their jobs or feel that their education and experience are wasted in the market economy.

An Operational Model for the Application of Planning-Programming-Budgeting Systems to Local School Districts. Post-Pilot-Test Version. Parts One and Two.

ERIC Educational Resources Information Center

Kiser, Chester; And Others

This 2-part document is designed to aid school districts in the implementation of a planning programing budgeting system. The first part of the manual contains (1) statements of policy, (2) a master flowchart, (3) organization and functions of a PPBS system, (4) a flowscript of procedures, (5) job outlines, and (6) supplementary appendix material.…

The Two-Year Colleges' Role in Building the Future Geoscience Technical Workforce

NASA Astrophysics Data System (ADS)

Wolfe, B.

2014-12-01

Careers in energy science related fields represent significant job growth in the U.S. Yet post-secondary career and technical programs have not kept pace with demand and energy science curriculum, including fundamental concepts of energy generation and environmental impact, lacks a firm position among general or career and technical education courses. Many of these emerging energy related jobs are skilled labor and entry level technical positions requiring less than a bachelor's degree. These include jobs such as solar/photovoltaic design and installation, solar water and space heating installation, energy management, efficiency and conservation auditor, environmental technician, etc. These energy related career pathways fit naturally within the geosciences discipline. Many of these jobs can be filled by individuals from HVAC, Industrial technology, welding, and electrical degree programs needing some additional specialized training and curriculum focused on fundamental concepts of energy, fossil fuel exploration and use, atmospheric pollution, energy generation, alternative energy sources, and energy conservation. Two-year colleges (2ycs) are uniquely positioned to train and fill these workforce needs as they already have existing career and technical programs and attract both recent high school graduates, as well as non-traditional students including displaced workers and returning veterans. We have established geoscience related workforce certificate programs that individuals completing the traditional industrial career and technical degrees can obtain to meet these emerging workforce needs. This presentation will discuss the role of geosciences programs at 2ycs in training these new workers, developing curriculum, and building a career/technical program that is on the forefront of this evolving industry.

Linguistic Sensitivity in Cross-Cultural Organisational Research: Positivist/Post-Positivist and Grounded Theory Approaches

ERIC Educational Resources Information Center

Gales, Lawrence M.

2003-01-01

Organisational constructs (e.g. job satisfaction) are at least partially perceptual or latent and the constructs and theories are themselves cultural inventions. People's perceptions, beliefs and attitudes are undoubtedly embedded in the "mental programming" of culture (Hofstede, 1980). Hofstede (1993: 81) notes that much of the academic field of…

An Examination of Soft Skills Listed in Texas Electronic Job Postings and Undergraduate Business Information Systems Syllabi

ERIC Educational Resources Information Center

Scott-Bracey, Pamela

2011-01-01

The purpose of this study was to explore the alignment of soft skills sought by current business IS entry-level employers in electronic job postings, with the integration of soft skills in undergraduate business information systems (IS) syllabi of public four-year universities in Texas. One hundred fifty job postings were extracted from two major…

Empowering certified nurse's aides to improve quality of work life through a team communication program.

PubMed

Howe, Erin E

2014-01-01

The purpose of this pilot study was to explore the impact of a certified nurse's aide (CNA)-led interdisciplinary teamwork and communication intervention on perceived quality of work environment and six-month job intentions. CNAs are frequently excluded from team communication and decision-making, which often leads to job dissatisfaction with high levels of staff turnover. Using a mixed quantitative and qualitative approach with pre- post-program design, the intervention utilized the strategy of debriefing from the national patient safety initiative, TeamSTEPPS. Inherent in the program design, entitled Long Term Care (LTC) Team Talk, was the involvement of the CNAs in the development of the intervention as an empowering process on two wings of a transitional care unit in a long-term care facility in upstate NY. CNAs' perceptions of work environment quality were measured using a Quality of Work Life (QWL) instrument. Additionally, job turnover intent within six months was assessed. Results indicated improved scores on nearly all QWL subscales anticipated to be impacted, and enhanced perceived empowerment of the CNAs on each wing albeit through somewhat different experiential processes. The program is highly portable and can potentially be implemented in a variety of long-term care settings. Copyright © 2014 Mosby, Inc. All rights reserved.

A rational-emotive stress management intervention for reducing job burnout and dysfunctional distress among special education teachers

PubMed Central

Ugwoke, Samuel C.; Eseadi, Chiedu; Onuigbo, Liziana N.; Aye, Eucharia N.; Akaneme, Immaculata N.; Oboegbulem, Angie I.; Ezenwaji, Ifeyinwa O.; Nwobi, Anthonia U.; Nwaubani, Okechukwu O.; Ezegbe, Bernedeth N.; Ede, Moses O.; Orji, Chibueze T.; Onuoha, Joseph C.; Onu, Eucharia U.; Okeke, Francisca; Agu, Patricia; Omeje, Joachim C.; Omeke, Faith; Ugwu, Romanus; Arumede, Florence; Eneh, Annastasia

2018-01-01

Abstract Background: Job-related burnout and distress are adverse stress responses which affect individuals in their occupational environment. This study aimed at investigating the effect of a rational-emotive stress management program on job burnout and dysfunctional distress among special education teachers in Nigeria. Methods: A pretest–posttest randomized control group design was used. The participants in the study were 54 special education teachers. Data were collected using self-report questionnaires. Participants were allocated to either the treatment group (n = 28 [59.1%]) or the waitlist control group (n = 26 [48.1%]), respectively. A rational-emotive stress management manual was used to deliver the intervention. We statistically analyzed the data collected at three-time points with repeated-measures analysis of variance. Results: At baseline, the job-related burnout symptoms and distress scores of participants were high. However, an intention-to-treat analysis showed that the rational-emotive stress management intervention program was efficacious in reducing the levels of job-related burnout symptoms and dysfunctional distress among participants assigned to the treatment group, compared to a waitlisted group at post-treatment and follow-up meetings. Conclusion: Our study demonstrates the effectiveness of a rational-emotive stress management intervention in reducing the level of job-related burnout and distress in a sample of special education teachers in Nigeria. Occupational health counsellors and other clinicians with sufficient knowledge of rational-emotive behavior therapy framework are urged to employ this approach in assisting other employees in managing job burnout symptoms, and distress. PMID:29703004

A rational-emotive stress management intervention for reducing job burnout and dysfunctional distress among special education teachers: An effect study.

PubMed

Ugwoke, Samuel C; Eseadi, Chiedu; Onuigbo, Liziana N; Aye, Eucharia N; Akaneme, Immaculata N; Oboegbulem, Angie I; Ezenwaji, Ifeyinwa O; Nwobi, Anthonia U; Nwaubani, Okechukwu O; Ezegbe, Bernedeth N; Ede, Moses O; Orji, Chibueze T; Onuoha, Joseph C; Onu, Eucharia A; Okeke, Francisca; Agu, Patricia; Omeje, Joachim C; Omeke, Faith; Ugwu, Romanus; Arumede, Florence; Eneh, Annastasia

2018-04-01

Job-related burnout and distress are adverse stress responses which affect individuals in their occupational environment. This study aimed at investigating the effect of a rational-emotive stress management program on job burnout and dysfunctional distress among special education teachers in Nigeria. A pretest-posttest randomized control group design was used. The participants in the study were 54 special education teachers. Data were collected using self-report questionnaires. Participants were allocated to either the treatment group (n = 28 [59.1%]) or the waitlist control group (n = 26 [48.1%]), respectively. A rational-emotive stress management manual was used to deliver the intervention. We statistically analyzed the data collected at three-time points with repeated-measures analysis of variance. At baseline, the job-related burnout symptoms and distress scores of participants were high. However, an intention-to-treat analysis showed that the rational-emotive stress management intervention program was efficacious in reducing the levels of job-related burnout symptoms and dysfunctional distress among participants assigned to the treatment group, compared to a waitlisted group at post-treatment and follow-up meetings. Our study demonstrates the effectiveness of a rational-emotive stress management intervention in reducing the level of job-related burnout and distress in a sample of special education teachers in Nigeria. Occupational health counsellors and other clinicians with sufficient knowledge of rational-emotive behavior therapy framework are urged to employ this approach in assisting other employees in managing job burnout symptoms, and distress.

Practice Brief: Effective Job-Seeking Preparation and Employment Services for College Students with Disabilities

ERIC Educational Resources Information Center

Oswald, Gina R.; Huber, Mary J.; Bonza, Angela

2015-01-01

This article describes the approach implemented by one university to mitigate typical barriers encountered by college students with disabilities when attempting to find post-graduation employment. The unique vocational program offered is reinforced by the successful employment outcomes and case studies discussed in this review. Over a span of five…

Teacher Effects on Student Attrition and Performance in Mass-Market Tertiary Education

ERIC Educational Resources Information Center

Foster, Gigi

2010-01-01

Tertiary education is now accessible even to those who appear unlikely "ex ante" to succeed in jobs requiring post-high school education. Institutions that have broadened access to their programs must rely on two things to protect the quality of the degrees they award: selection mechanisms operating during students' tenure, and effective…

Effect of head nurse empowerment program on staff nurses' job satisfaction at two educational hospitals in Rasht, Iran.

PubMed

Babaeipour-Divshali, Mohammad; Amrollahimishavan, Fatemeh; Vanaki, Zohre; Abdollahimohammad, Abdolghani; Firouzkouhi, Mohammadreza

2016-01-01

Job satisfaction of nurses is an important concept in nursing profession because it influences nursing care. Head nurses play a crucial role in the job satisfaction of nurse staffs. The current study, therefore, aimed to investigate the effect of Head Nurse Empowerment Program (HNEP) on job satisfaction of nurses. This quasi-experimental study was conducted at two educational hospitals in Rasht, Iran. Of 160 staff nurses who were working in eight medical-surgical wards and two Intensive Care Units, 60 were recruited using simple random sampling method. The samples were randomly assigned to control and experimental groups. The HNEP was applied to promote the management skills among nurses, which included technical, communicational, perceptional, and diagnostic skills. The data were collected using nurses' job satisfaction questionnaire and analyzed using the Mann-Whitney and Wilcoxon Singed Ranks tests. P < 0.05 was set as the significance level. There was a significant difference in the job satisfaction of nurse staff within the experimental group on comparing pre- and post-HNEP phases [78 (65.50) vs. 78 (65.50); P < 0.001]. The job satisfaction also differed between the control and experimental groups [60 (82.25) vs. 128.5 (51.75); P < 0.001]. However, no significant difference [62 (78.75) vs. 60 (82.25); P = 0.129] was found within the control group. The number of satisfied nurse staffs increased in the experimental group from approximately 25% to 76% after HNEP. The HNEP can be used as a promoting tool in the nursing profession. Increasing head nurses' management skills can result in job satisfaction among the staff nurses.

Domains of cognitive function in early old age: which ones are predicted by pre-retirement psychosocial work characteristics?

PubMed Central

Sabbath, Erika; Andel, Ross; Zins, Marie; Goldberg, Marcel; Berr, Claudine

2016-01-01

Background Psychosocial work characteristics may predict cognitive functioning after retirement. However, little research has explored specific cognitive domains associated with psychosocial work environments. Our study tested whether exposure to job demands, job control, and their combination during working life predicted post-retirement performance on eight cognitive tests. Methods We used data from French GAZEL cohort members who had undergone post-retirement cognitive testing (n=2,149). Psychosocial job characteristics were measured on average four years before retirement using Karasek’s Job Content Questionnaire (job demands, job control, demand-control combinations). We tested associations between these exposures and post-retirement performance on tests of executive function, visual-motor speed, psycho-motor speed, verbal memory, and verbal fluency using OLS regression. Results Low job control during working life was negatively associated with executive function, psychomotor speed, phonemic fluency, and semantic fluency after retirement (p’s<.05) even after adjustment for demographics, socioeconomic status, health and social behaviours, and vascular risk factors. Both passive (low-demand, low-control) and high-strain (high-demand, low-control) jobs were associated with lower scores on phonemic and semantic fluency when compared to low-strain (low-demand, high-control) jobs. Conclusions Low job control, in combination with both high and low job demands, is associated with post-retirement deficits in some, but not all, cognitive domains. In addition to work stress, associations between passive work and subsequent cognitive function may implicate lack of cognitive engagement at work as a risk factor for future cognitive difficulties. PMID:27188277

25 CFR 26.25 - What constitutes a complete Job Placement Program application?

Code of Federal Regulations, 2011 CFR

2011-04-01

... 25 Indians 1 2011-04-01 2011-04-01 false What constitutes a complete Job Placement Program... JOB PLACEMENT AND TRAINING PROGRAM Job Placement Services § 26.25 What constitutes a complete Job Placement Program application? To be complete, a Job Placement Program application must contain all of the...

25 CFR 26.25 - What constitutes a complete Job Placement Program application?

Code of Federal Regulations, 2012 CFR

2012-04-01

... 25 Indians 1 2012-04-01 2011-04-01 true What constitutes a complete Job Placement Program... JOB PLACEMENT AND TRAINING PROGRAM Job Placement Services § 26.25 What constitutes a complete Job Placement Program application? To be complete, a Job Placement Program application must contain all of the...

25 CFR 26.25 - What constitutes a complete Job Placement Program application?

Code of Federal Regulations, 2014 CFR

2014-04-01

... 25 Indians 1 2014-04-01 2014-04-01 false What constitutes a complete Job Placement Program... JOB PLACEMENT AND TRAINING PROGRAM Job Placement Services § 26.25 What constitutes a complete Job Placement Program application? To be complete, a Job Placement Program application must contain all of the...

25 CFR 26.25 - What constitutes a complete Job Placement Program application?

Code of Federal Regulations, 2013 CFR

2013-04-01

... 25 Indians 1 2013-04-01 2013-04-01 false What constitutes a complete Job Placement Program... JOB PLACEMENT AND TRAINING PROGRAM Job Placement Services § 26.25 What constitutes a complete Job Placement Program application? To be complete, a Job Placement Program application must contain all of the...

The Nutrition and Dietetics Workforce Needs Skills and Expertise in the New York Metropolitan Area

PubMed Central

Gaba, Ann; Shrivastava, Apoorva; Amadi, Chioma; Joshi, Ashish

2016-01-01

Background: There is an increased demand in the Nutrition and Dietetics field which has fostered credentialing to ensure competent graduates. The objective of this study is to conduct an exploratory analysis to identify nutrition/dietetics workforce needs, skills and expertise in the New York metropolitan area as exemplified in position announcements over a 4 year period. Methods: We recorded position announcements for jobs in nutrition and dietetics from the New York State Registered Dietitian Yahoo group, and the Hunter College Nutrition and Food Sciences student and alumni listserv (NFS-L) over a 4 year period. Keywords were identified using job categories defined by the Academy of Nutrition and Dietetics (AND) compensation and benefits survey. This served as a starting point to enumerate the types of positions that have been posted for the New York metropolitan area in recent years. Results: Four hundred and twelve (412) unique job postings were recorded. Various educational levels, credentials, and skills desired by these employers were identified, assessed, and compared with similar data from the “supply side” reports from AND. Conclusions: The credentials and skills most desired by employers are similar to some of the learning objectives set forth for DPD and DI programs by ACEND, but not entirely congruent. The need for both client/customer focus and computer literacy may be implicit in the standards, but a more overt inclusion of these skills would likely be of benefit to ensure these are inculcated into every program and student. PMID:26755482

System to outline the graduate students.

PubMed

Schanaider, Alberto

2015-01-01

to evaluate the system to outline the graduate students from the Post-Graduate Programs of CAPES Medicine III area. it was analyzed the book of indicators and the Document of Area of the Post-Graduate Programs of Surgery, also checking the literature about this issue. there was a paucity of data from most of the programs, as regards to the methods for evaluation of graduate students. The current system lacks a standard and an institutional support to outline the graduate students. In the public system there is a concentration of postgraduate students in Medicine; however, they represent a small part of those Brazilians students who finished their graduation courses in Medicine. In the current context, the quest for the post graduate courses and consequently for a research field or even a teaching career, has been replaced by the private sector jobs and the labor market, both in non-academic assistance activities. it is imperative to establish not only science and technology innovation policies but also educational and health policies acting harmoniously and stimulating the qualification and the teaching career, improving the post-graduate courses. It is necessary to develop a single form under the institutional guidance of CAPES with the conception of a National Program for Graduate Student in order to consolidate guidelines to mapping the graduate students of post-graduate programs in surgery, in our country.

Career Planning Workshop offers advice on landing a job

NASA Astrophysics Data System (ADS)

Fiske, Peter S.

As part of a continuing program on career planning and job hunting skills for geoscientists, AGU sponsored a career workshop at the Fall 1994 meeting in San Francisco. Over 100 attended the 2-hour seminar led by Peter Fiske, a post-doc at Lawrence Livermore National Laboratory, and Al Levin, assistant director of graduate counseling and programs at Stanford University's Career Planning and Placement Center. The purpose of the seminar was to help Ph.D.s identify the transferable skills they possess and to outline the basic steps in making the often difficult transition to a new career outside of research science. According to Fiske and Levin, scientists tend to start their career change by searching for specific jobs and organizations they think might be a good match for their technical training and tend to assume that a technical position is the only good match for them. In fact, research-trained scientists possess a number of transferable skills that are valued in a wide variety of work environments, such as good communication, organizational, and team work skills, and independence.

Preparing Future Geoscience Professionals: Needs, Strategies, Programs, and Online Resources

NASA Astrophysics Data System (ADS)

Macdonald, H.; Manduca, C. A.; Ormand, C. J.; Dunbar, R. W.; Beane, R. J.; Bruckner, M.; Bralower, T. J.; Feiss, P. G.; Tewksbury, B. J.; Wiese, K.

2011-12-01

Geoscience faculty, departments, and programs play an important role in preparing future geoscience professionals. One challenge is supporting the diversity of student goals for future employment and the needs of a wide range of potential employers. Students in geoscience degree programs pursue careers in traditional geoscience industries; in geoscience education and research (including K-12 teaching); and opportunities at the intersection of geoscience and other fields (e.g., policy, law, business). The Building Strong Geoscience Departments project has documented a range of approaches that departments use to support the development of geoscience majors as professionals (serc.carleton.edu/departments). On the Cutting Edge, a professional development program, supports graduate students and post-doctoral fellows interested in pursuing an academic career through workshops, webinars, and online resources (serc.carleton.edu/NAGTWorkshops/careerprep). Geoscience departments work at the intersection of student interests and employer needs. Commonly cited program goals that align with employer needs include mastery of geoscience content; field experience; skill in problem solving, quantitative reasoning, communication, and collaboration; and the ability to learn independently and take a project from start to finish. Departments and faculty can address workforce issues by 1) implementing of degree programs that develop the knowledge, skills, and attitudes that students need, while recognizing that students have a diversity of career goals; 2) introducing career options to majors and potential majors and encouraging exploration of options; 3) advising students on how to prepare for specific career paths; 4) helping students develop into professionals, and 5) supporting students in the job search. It is valuable to build connections with geoscience employers, work with alumni and foster connections between students and alumni with similar career interests, collaborate with campus career centers, incorporate career advising and mentoring throughout the degree program, and recognize that co-curricular experiences are also important avenues through which students can also develop as professionals. Graduate students and post-doctoral fellows have many questions about academic jobs and the academic job search process and many are uncertain about the nature of academic positions at different kinds of educational institutions (two-year colleges, primarily undergraduate institutions, and research universities). On the Cutting Edge workshops and webinars provide insights into academic careers in different institutional settings, various teaching strategies and course design, strategies for moving research forward, effective teaching and research statements, the job search process, and negotiation. The website provides resources on these topics as well as others and includes screen casts of the webinar sessions, making these resources available to all.

Help Wanted: Realigning Journalism Education to Meet the Needs of Top U.S. News Companies

ERIC Educational Resources Information Center

Wenger, Deb Halpern; Owens, Lynn C.; Cain, Jason

2018-01-01

Journalism programs working to stay current with industry practice often struggle to do so without forgoing traditional journalism skills and attributes. This longitudinal study involves content analysis of more than 1,800 jobs posted in either 2010 or 2015 by companies listed among the top 10 newspaper and broadcast journalism companies in the…

An Incubator Approach: The Shared Experiences of Persons in a Postincareration Transitional Jobs Program

ERIC Educational Resources Information Center

Bryant, Maxine Leona

2013-01-01

Prisons and jails in the United States currently hold over 2 million inmates and the majority of them will eventually be released, often with bleak prospects for gainful employment. Unemployment for this population has been linked to recidivism. The purpose of this bounded case study was to explore and describe the post transitional jobs…

Texas Postsecondary Educational Supply and Demand Information System. A Preliminary Report by the State 1202 Commission for Postsecondary Educational Planning.

ERIC Educational Resources Information Center

Texas Coll. and Univ. System, Austin. Coordinating Board.

The document provides information on the relationship between the output of post-secondary education and career opportunities in the short term (one- to two-year) job market in Texas by identifying those vocational and academic programs which are overproducing, underproducing, or in balance in relation to occupational needs. Current certificate…

20 CFR 617.49 - Job Search Program.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 3 2014-04-01 2014-04-01 false Job Search Program. 617.49 Section 617.49... FOR WORKERS UNDER THE TRADE ACT OF 1974 Job Search Program § 617.49 Job Search Program. (a) Program... approved job search program (JSP), or have completed a JSP, as a condition for receiving TRA, except where...

20 CFR 617.49 - Job Search Program.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Job Search Program. 617.49 Section 617.49... FOR WORKERS UNDER THE TRADE ACT OF 1974 Job Search Program § 617.49 Job Search Program. (a) Program... approved job search program (JSP), or have completed a JSP, as a condition for receiving TRA, except where...

20 CFR 617.49 - Job Search Program.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false Job Search Program. 617.49 Section 617.49... FOR WORKERS UNDER THE TRADE ACT OF 1974 Job Search Program § 617.49 Job Search Program. (a) Program... approved job search program (JSP), or have completed a JSP, as a condition for receiving TRA, except where...

20 CFR 617.49 - Job Search Program.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false Job Search Program. 617.49 Section 617.49... FOR WORKERS UNDER THE TRADE ACT OF 1974 Job Search Program § 617.49 Job Search Program. (a) Program... approved job search program (JSP), or have completed a JSP, as a condition for receiving TRA, except where...

20 CFR 617.49 - Job Search Program.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 3 2013-04-01 2013-04-01 false Job Search Program. 617.49 Section 617.49... FOR WORKERS UNDER THE TRADE ACT OF 1974 Job Search Program § 617.49 Job Search Program. (a) Program... approved job search program (JSP), or have completed a JSP, as a condition for receiving TRA, except where...

Domains of cognitive function in early old age: which ones are predicted by pre-retirement psychosocial work characteristics?

PubMed

Sabbath, Erika L; Andel, Ross; Zins, Marie; Goldberg, Marcel; Berr, Claudine

2016-10-01

Psychosocial work characteristics may predict cognitive functioning after retirement. However, little research has explored specific cognitive domains associated with psychosocial work environments. Our study tested whether exposure to job demands, job control and their combination during working life predicted post-retirement performance on eight cognitive tests. We used data from French GAZEL cohort members who had undergone post-retirement cognitive testing (n=2149). Psychosocial job characteristics were measured on average for 4 years before retirement using Karasek's Job Content Questionnaire (job demands, job control and demand-control combinations). We tested associations between these exposures and post-retirement performance on tests for executive function, visual-motor speed, psychomotor speed, verbal memory, and verbal fluency using ordinary least squares regression. Low job control during working life was negatively associated with executive function, psychomotor speed, phonemic fluency and semantic fluency after retirement (p's<0.05), even after adjustment for demographics, socioeconomic status, health and social behaviours and vascular risk factors. Both passive (low-demand, low-control) and high-strain (high-demand, low-control) jobs were associated with lower scores on phonemic and semantic fluency when compared to low-strain (low-demand, high-control) jobs. Low job control, in combination with both high and low-job demands, is associated with post-retirement deficits in some, but not all, cognitive domains. In addition to work stress, associations between passive work and subsequent cognitive function may implicate lack of cognitive engagement at work as a risk factor for future cognitive difficulties. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/

Effects of the Family Bereavement Program on Academic Outcomes, Educational Expectations and Job Aspirations 6 Years Later: The Mediating Role of Parenting and Youth Mental Health Problems

PubMed Central

Schoenfelder, Erin N.; Tein, Jenn-Yun; Wolchik, Sharlene; Sandler, Irwin N.

2014-01-01

Experiencing the death of a parent during childhood is associated with a variety of difficulties, including lower academic achievement, that have implications for functioning in childhood and adulthood. This study examines effects of the Family Bereavement Program (FBP), a preventive intervention for parentally-bereaved youth and their caregivers, on grade point averages (GPA), educational expectations and job aspirations of youths 6 years after the intervention. A total of 244 bereaved youths ages 8-16 and their caregivers were randomized to either the FBP or a comparison group that received books about bereavement. Assessments occurred at pretest, post-test, and 11-month and 6-year follow-ups. Direct program effects on educational outcomes and job aspirations 6 years later were non-significant, although the program improved educational expectations for children with fewer behavior problems at program entry, and GPA for younger children. Mediational pathways for program effects on educational outcomes were also tested. Program-induced improvements in effective parenting at 11-month follow-up were associated with higher GPAs at 6-year follow-up for youth who were younger or for whom more time had passed since the loss. Program-induced improvements in parenting and teacher-rated youth mental health problems at the 6-year follow-up mediated program effects on youths’ educational expectations for those with fewer behavior problems at program entry. The implications of these findings for understanding processes related to academic and educational outcomes following the death of a parent and for prevention efforts to help bereaved and other high-risk children succeed in school are discussed. PMID:25052624

Research Ethics Review: Identifying Public Policy and Program Gaps

PubMed Central

Strosberg, Martin A.; Gefenas, Eugenijus; Famenka, Andrei

2014-01-01

We present an analytical frame-work for use by fellows of the Fogarty International Center–sponsored Advanced Certificate Program in Research Ethics for Central and Eastern Europe to identify gaps in the public policies establishing research ethics review systems that impede them from doing their job of protecting human research subjects. The framework, illustrated by examples from post-Communist countries, employs a logic model based on the public policy and public management literature. This paper is part of a collection of papers analyzing the Fogarty International Center’s International Research Ethics Education and Curriculum program. PMID:24782068

Radiology Jobs: Uncovering Hidden and Not-So-Hidden Opportunities From the ACR Jobs Board.

PubMed

Misono, Alexander S; Saini, Sanjay; Prabhakar, Anand M

2016-04-01

The radiology job market remains daunting. Trainees choosing fellowships benefit from understanding employers' likely future needs. Radiology practices may similarly refine recruiting practices. This study quantitatively analyzes the current radiology job landscape. Job postings on the ACR Career Center online portal between June 2014 and June 2015 were reviewed. As entries are frequently added and removed, posts were manually collected weekly. Postings were recorded in a database and included date, practice, location, specialty/subspecialty, job type, years of experience, salary, and job description. The database was analyzed to characterize employer needs, salary, partnership track availability, and job availability by geography. A total of 1,778 jobs were posted during the study period. Of these, 1,529 (86.0%) were diagnostic; 240 (13.5%) were interventional; and 9 (0.5%) were administrative. Most jobs were in private practice (75.7%), compared with academic (16.3%) and other (7.9%). Although many did not require a specific specialty (46%), the most-frequent needs were breast (17%), neuroradiology (11%), musculoskeletal (8%), and body (7%). Of non-breast-imaging jobs, roughly 30% indicated an interest in breast-imaging skills. A minority (13%) requested prior experience of greater than 1 year, with some seeking 7-10 years of experience. Although most (87%) were full-time positions, part-time, temporary, and contractor roles were described in the remaining 13%. Salary data were rarely reported (7%), with a range of $98,967-$1,000,000. The most jobs were based in California (11%); New York (7%); Pennsylvania (7%); and Illinois (6%). However, when indexed per million population, the highest job rates were in Nevada (14.1); Washington DC (13.7); Hawaii (13.4); Montana (9.8); and Pennsylvania (9.1). Roughly 31% of postings described partnership tracks, with the highest rates in New England (58%), the Pacific Northwest (56%), the Midwest (40%), and Southern (40%) regions; the lowest were in the Mountain (26%), Mid-Atlantic (25%), and Southwest (21%) regions. Most radiology jobs remain in private practice general radiology. Breast, neuroradiology, and musculoskeletal radiology were most frequently desired among areas of subspecialty training. Advertised partnership tracks were less common and varied widely geographically. Copyright © 2016 American College of Radiology. Published by Elsevier Inc. All rights reserved.

Promoting sustainability in quality improvement: an evaluation of a web-based continuing education program in blood pressure measurement.

PubMed

Block, Lauren; Flynn, Sarah J; Cooper, Lisa A; Lentz, Caroline; Hull, Tammie; Dietz, Katherine B; Boonyasai, Romsai T

2018-01-10

The accuracy of blood pressure measurement is variable in office-based settings. Even when staff training programs are effective, knowledge and skills decay over time, supporting the need for ongoing staff training. We evaluated whether a web-based continuing education program in blood pressure measurement reinforced knowledge and skills among clinical staff and promoted sustainability of an existing quality improvement program. Medical assistants and nurses at six primary care clinics within a health system enrolled in a 30-min online educational program designed to refresh their knowledge of blood pressure measurement. A 20-question pre- and post-intervention survey addressed learners' knowledge and attitudes. Direct observation of blood pressure measurement technique before and after the intervention was performed. Differences in responses to pre- and post-module knowledge and attitudes questions and in observation data were analyzed using chi-square tests and simple logistic regression. All 88 clinical staff members participated in the program and completed the evaluation survey. Participants answered 80.6% of questions correctly before the module and 93.4% afterwards (p < 0.01). Scores improved significantly among staff from all job types. Licensed practical nurses and staff who had been in their current job at least a year were more likely to answer questions correctly than registered nurses and those in their current job less than a year. Attitudes toward correct blood pressure measurement were high at baseline and did not improve significantly. Prior to the intervention, staff adhered to 9 of 18 elements of the recommended technique during at least 90% of observations. Following the program, staff was more likely to explain the protocol, provide a rest period, measure an average blood pressure, and record the average blood pressure, but less likely to measure blood pressure with the arm at heart level and use the right arm. We designed, implemented, and evaluated a web-based educational program to improve knowledge, skills, and attitudes in blood pressure measurement and use of an automated device among nurses and medical assistants in ambulatory care. The program reinforced knowledge related to recommended blood pressure measurement technique. Retrospectively registered with ClincalTrials.gov on March 22, 2012; registration number NCT01566864 .

Identifying Multimedia Production Competencies and Skills of Instructional Design and Technology Professionals: An Analysis of Recent Job Postings

ERIC Educational Resources Information Center

Sugar, William; Hoard, Brent; Brown, Abbie; Daniels, Lee

2012-01-01

In an effort to document necessary multimedia production competencies of Instructional Design and Technology graduates, a recent analysis of over 7 months' worth of Instructional Design and Technology job advertisements (n = 615) were conducted. Specific job skills from these postings were categorized and analyzed. The data set includes three job…

20 CFR 655.34 - Electronic job registry.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 3 2014-04-01 2014-04-01 false Electronic job registry. 655.34 Section 655... Electronic job registry. (a) Location of and placement in the electronic job registry. Upon acceptance of the... copy of the job order posted by the SWA on the Department's electronic job registry, including any...

20 CFR 655.34 - Electronic job registry.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 3 2013-04-01 2013-04-01 false Electronic job registry. 655.34 Section 655... Electronic job registry. (a) Location of and placement in the electronic job registry. Upon acceptance of the... copy of the job order posted by the SWA on the Department's electronic job registry, including any...

NNI Member Agencies Develop New Nanotechnology Signature Initiative | Nano

Science.gov Websites

; Job Info College, Grad School, and Post Doc Opportunities Nano & Emerging Tech Student Network Students For K-12 Teachers Associate Degrees, Certificates, & Job Info College, Grad School, and Post

Stakeholder Perspectives on the Perception, Assessment, and Management of

Science.gov Websites

Students For K-12 Teachers Associate Degrees, Certificates, & Job Info College, Grad School, and Post Students For K-12 Teachers Associate Degrees, Certificates, & Job Info College, Grad School, and Post

An Ex Post Facto Study of First-Year Student Orientation as an Indicator of Student Success at a Community College

ERIC Educational Resources Information Center

Ellis-O'Quinn, Amanda

2012-01-01

While community colleges do an excellent job of fulfilling their open door mission, research shows that the completion rate for community college students is dismal. One retention strategy often employed by community colleges is providing support through orientation programs. A great deal of research has focused on orientation at the four-year…

Consider Vocational-Technical Education for Post-Secondary Education

ERIC Educational Resources Information Center

Mupinga, Davison M.; Livesay, Kelly

2004-01-01

In an era when the highest paying and most readily available jobs seem to be in the technical and medical arenas, it may not be worth initially pursuing a four-year degree when a one or two-year training program will do. It may make more sense to pursue a technical degree to become self-sufficient first and then later explore career dreams and…

Job preferences of clients with severe psychiatric disorders participating in supported employment programs.

PubMed

Becker, D R; Drake, R E; Farabaugh, A; Bond, G R

1996-11-01

The job preferences of adults with severe mental illness who were participating in supported employment programs were examined. Data were collected on job preferences, attainment of competitive employment, job satisfaction, and job tenure of 135 adults who participated in two supported employment programs in New Hampshire. Data obtained at baseline and at six-month follow-up were analyzed. When the clients entered the supported employment programs, 81 percent expressed job preferences, and their preferences tended to be realistic and stable. People who obtained employment in preferred areas were more satisfied with their jobs and remained in their jobs twice as long as those who worked in nonpreferred areas. Clients were more likely to develop a new job preference or to change their preference if they participated in a program that emphasized rapid job search than if they participated in a prevocational skills training program. They were also more likely to develop a preference or change their preference if they obtained a competitive job. Helping people with severe mental illness obtain competitive jobs that correspond with their explicit job preferences increases job satisfaction and tenure. Job preferences are more likely to develop or change through searching for a job or working at a job than through prevocational training.

45 CFR 287.130 - Can NEW Program activities include job market assessments, job creation and economic development...

Code of Federal Regulations, 2011 CFR

2011-10-01

... Program Design and Operations § 287.130 Can NEW Program activities include job market assessments, job...-sufficiency of program participants; (6) Surveys to collect information regarding client characteristics; and...

45 CFR 287.130 - Can NEW Program activities include job market assessments, job creation and economic development...

Code of Federal Regulations, 2014 CFR

2014-10-01

... Program Design and Operations § 287.130 Can NEW Program activities include job market assessments, job...-sufficiency of program participants; (6) Surveys to collect information regarding client characteristics; and...

20 CFR 670.110 - What is the Job Corps program?

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 4 2014-04-01 2014-04-01 false What is the Job Corps program? 670.110...) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Scope and Purpose § 670.110 What is the Job Corps program? Job Corps is a national program that operates in partnership with States and...

20 CFR 670.110 - What is the Job Corps program?

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 4 2013-04-01 2013-04-01 false What is the Job Corps program? 670.110...) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Scope and Purpose § 670.110 What is the Job Corps program? Job Corps is a national program that operates in partnership with States and...

20 CFR 670.110 - What is the Job Corps program?

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 4 2012-04-01 2012-04-01 false What is the Job Corps program? 670.110...) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Scope and Purpose § 670.110 What is the Job Corps program? Job Corps is a national program that operates in partnership with States and...

20 CFR 655.150 - Interstate clearance of job order.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Interstate clearance of job order. 655.150... job order. (a) SWA posts in interstate clearance system. The SWA must promptly place the job order in... transmit a copy of its active job order to all States listed in the job order as anticipated worksites...

20 CFR 655.150 - Interstate clearance of job order.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 3 2013-04-01 2013-04-01 false Interstate clearance of job order. 655.150... job order. (a) SWA posts in interstate clearance system. The SWA must promptly place the job order in... transmit a copy of its active job order to all States listed in the job order as anticipated worksites...

20 CFR 655.150 - Interstate clearance of job order.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false Interstate clearance of job order. 655.150... job order. (a) SWA posts in interstate clearance system. The SWA must promptly place the job order in... transmit a copy of its active job order to all States listed in the job order as anticipated worksites...

20 CFR 655.150 - Interstate clearance of job order.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false Interstate clearance of job order. 655.150... job order. (a) SWA posts in interstate clearance system. The SWA must promptly place the job order in... transmit a copy of its active job order to all States listed in the job order as anticipated worksites...

20 CFR 655.150 - Interstate clearance of job order.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 3 2014-04-01 2014-04-01 false Interstate clearance of job order. 655.150... job order. (a) SWA posts in interstate clearance system. The SWA must promptly place the job order in... transmit a copy of its active job order to all States listed in the job order as anticipated worksites...

A pilot training program for people in recovery of mental illness as vocational peer support workers in Hong Kong - Job Buddies Training Program (JBTP): A preliminary finding.

PubMed

Yam, Kevin Kei Nang; Lo, William Tak Lam; Chiu, Rose Lai Ping; Lau, Bien Shuk Yin; Lau, Charles Ka Shing; Wu, Jen Kei Yu; Wan, Siu Man

2018-06-01

The present study reviews the delivery of a pilot curriculum-mentorship-based peer vocational support workers training in a Hong Kong public psychiatric hospital. The present paper reports (1) on the development of a peer vocational support workers training - Job Buddies Training Program (JBTP) in Hong Kong; and (2) preliminary findings from both quantitative and qualitative perspectives. The curriculum consists of 15-session coursework, 8-session storytelling workshop and 50-hour practicum to provide Supported Employment Peer Service (SEPS) under the mentorship of occupational therapists. Six trainees were assessed using three psychosocial assessments and qualitative methods. Compared to the baseline, the Job Buddies (JB) trainees showed an increase in awareness of their own recovery progress, occupational competence and problem-solving skills at the end of the training. Their perceived level of self-stigma was also lessened. In post-training evaluation, all Job Buddies trainees said they perceived positive personal growth and discovered their own strengths. They also appreciated the help from their mentors and gained mutual support from other trainees and from exposure with various mini-projects in the training. This pilot study provides an example of incorporating peer support and manualized training into existing work rehabilitation service for our JB trainees. Further studies on the effectiveness of service provided by peer support workers and for development on the potential use of peer support workers in other clinical and rehabilitation settings with larger subjects will be fruitful. Copyright © 2016. Published by Elsevier B.V.

25 CFR 26.24 - What is the scope of the Job Placement Program?

Code of Federal Regulations, 2013 CFR

2013-04-01

... 25 Indians 1 2013-04-01 2013-04-01 false What is the scope of the Job Placement Program? 26.24 Section 26.24 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Job Placement Services § 26.24 What is the scope of the Job Placement Program...

25 CFR 26.24 - What is the scope of the Job Placement Program?

Code of Federal Regulations, 2011 CFR

2011-04-01

... 25 Indians 1 2011-04-01 2011-04-01 false What is the scope of the Job Placement Program? 26.24 Section 26.24 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Job Placement Services § 26.24 What is the scope of the Job Placement Program...

25 CFR 26.24 - What is the scope of the Job Placement Program?

Code of Federal Regulations, 2012 CFR

2012-04-01

... 25 Indians 1 2012-04-01 2011-04-01 true What is the scope of the Job Placement Program? 26.24 Section 26.24 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Job Placement Services § 26.24 What is the scope of the Job Placement Program...

25 CFR 26.24 - What is the scope of the Job Placement Program?

Code of Federal Regulations, 2014 CFR

2014-04-01

... 25 Indians 1 2014-04-01 2014-04-01 false What is the scope of the Job Placement Program? 26.24 Section 26.24 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Job Placement Services § 26.24 What is the scope of the Job Placement Program...

1300906

NASA Image and Video Library

2013-08-05

MORE THAN 250 PEOPLE FROM ACROSS NASA'S MARSHALL SPACE FLIGHT CENTER PARTICIPATED IN THE SPACE LAUNCH SYSTEM (SLS) POST-PRELIMINARY DESIGN REVIEW REPORT, HELD AUG. 5 IN ACTIVITIES BUILDING 4316. DISCUSSING THE REVIEW AND THANKING THE MARSHALL TEAM FOR A JOB WELL DONE, ARE FROM LEFT, GARRY LYLES, SLS CHIEF ENGINEER; TODD MAY, MANAGER OF THE SLS PROGRAM; STEVE CASH, DIRECTOR OF MARSHALL’S SAFETY & MISSION ASSURANCE DIRECTORATE; AND CHRIS SINGER, MANAGER OF MARSHALL’S ENGINEERING DIRECTORATE

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

Code of Federal Regulations, 2010 CFR

2010-04-01

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

Employment Trajectories Beyond Retirement.

PubMed

Burkert, Carola; Hochfellner, Daniela

2017-01-01

Within the political and academic debate on working longer, post-retirement employment is discussed as an alternative to maintain older workers in the labor market. Our article enhances this discussion by studying determinants of transitions into post-retirement jobs within differing work environments of birth cohorts 1940-1942. We estimate proportional subhazard models accounting for competing risks using unique German social security data linked to pension accounts. Our findings suggest that individuals' preferences to take up post-retirement jobs are not mutually exclusive. Our study provides evidence that taking up post-retirement jobs is related to seeking financial security, continuity, and work ability, suggesting that public policy has to develop target-oriented support through a public policy mix of different measures aligned to the different peer groups in the labor market.

Defining the abdominal radiologist based on the current U.S. job market.

PubMed

Hoffman, David H; Rosenkrantz, Andrew B

2018-03-24

The purpose of the study is to characterize current practice patterns of abdominal radiologists based on work descriptions within job postings on numerous national radiology specialty websites. Job postings for either "abdominal" or "body" radiologists were searched weekly on five society websites (SAR, SCBT-MR, ARRS, ACR, RSNA) over a 1-year period. Postings were reviewed for various characteristics. Nine hundred and sixteen total ads for 341 unique abdominal radiologist positions were reviewed (34.6% academic, 64.2% private practice, 1.2% other). Postings occurred most commonly in March (12.3%) and least commonly in November (4.8%). States with most positions were Florida (27), California (26), and New York (24). Of postings delineating expectations of specific abdominal modalities, 67.4% mentioned MRI, 58.5% ultrasound, 41.1% fluoroscopy, 14.3% PET, and 54.0% interventions. Additional non-abdominal expectations included general radiology (28.7%), breast imaging (21.1%), and general nuclear medicine (9.7%). Additional skills included prostate MRI (7.0%), OBGYN ultrasound (5.0%), and CT colonoscopy (2.6%). 79.2% required an abdominal imaging fellowship (specifically a body MRI fellowship in 4.1%). By using job postings for abdominal radiologists, we have taken a practical approach to characterizing the current status of this subspecialty, reflecting recent job expectations and requirements. The large majority of positions required a body fellowship, and the positions commonly entailed a variety of skills beyond non-invasive diagnostic abdominal imaging. Of note, expectations of considerable minorities of positions included abdominal interventions, general radiology, and breast imaging. These insights may guide the development of abdominal radiology fellowships and mini-fellowships, as well as assist radiologists entering or returning to the job market.

Welfare Reform: DOT Has Made Progress in Implementing the Job Access Program but Has Not Evaluated the Impact. Testimony before the Committee on Transportation and Infrastructure, Subcommittee on Highways and Transit, U.S. House of Representatives.

ERIC Educational Resources Information Center

Hecker, JayEtta Z.

A series of reviews of the Department of Transportation's (DOT's) Job Access and Reverse Commute (Job Access) Program explored DOT's and grantees' challenges in implementing the Job Access program and the status of DOT's program evaluation efforts. DOT and grantees faced significant challenges in implementing the Job Access program. DOT's process…

77 FR 59984 - Comment Request for Information Collection for Placement Verification and Follow-Up of Job Corps...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-10-01

... Collection for Placement Verification and Follow-Up of Job Corps Participants; Extension Without Revisions... Placement Verification and Follow-up of Job Corps Participants, using post-center surveys of Job Corps... to Lawrence Lyford, Office of Job Corps, Room N-4507, Employment and Training Administration, U.S...

JOB BRIEFS, SELECTED FEDERAL JOBS--DUTIES, QUALIFICATION REQUIREMENTS, SAMPLE TEST QUESTIONS.

ERIC Educational Resources Information Center

Civil Service Commission, Washington, DC.

INFORMATION ABOUT JOBS IN THE FEDERAL GOVERNMENT FOR PERSONS WITH LIMITED WORK EXPERIENCE OR EDUCATION IS PROVIDED. JOB BRIEFS DESCRIBING THE WORK, OPPORTUNITIES, NUMBER EMPLOYED, EMPLOYING AGENCIES, AND QUALIFICATIONS ARE GIVEN FOR (1) 19 WHITE COLLAR AND POST OFFICE JOBS SUCH AS CLERK-TYPIST, CLERK-STENOGRAPHER, NURSING ASSISTANT, SOIL…

34 CFR 675.34 - Multi-Institutional job location and development programs.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 34 Education 3 2014-07-01 2014-07-01 false Multi-Institutional job location and development... (Continued) OFFICE OF POSTSECONDARY EDUCATION, DEPARTMENT OF EDUCATION FEDERAL WORK-STUDY PROGRAMS Job Location and Development Program § 675.34 Multi-Institutional job location and development programs. (a) An...

34 CFR 675.34 - Multi-Institutional job location and development programs.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 34 Education 3 2013-07-01 2013-07-01 false Multi-Institutional job location and development... (Continued) OFFICE OF POSTSECONDARY EDUCATION, DEPARTMENT OF EDUCATION FEDERAL WORK-STUDY PROGRAMS Job Location and Development Program § 675.34 Multi-Institutional job location and development programs. (a) An...

34 CFR 675.34 - Multi-Institutional job location and development programs.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 34 Education 3 2011-07-01 2011-07-01 false Multi-Institutional job location and development... (Continued) OFFICE OF POSTSECONDARY EDUCATION, DEPARTMENT OF EDUCATION FEDERAL WORK-STUDY PROGRAMS Job Location and Development Program § 675.34 Multi-Institutional job location and development programs. (a) An...

34 CFR 675.34 - Multi-Institutional job location and development programs.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 34 Education 3 2012-07-01 2012-07-01 false Multi-Institutional job location and development... (Continued) OFFICE OF POSTSECONDARY EDUCATION, DEPARTMENT OF EDUCATION FEDERAL WORK-STUDY PROGRAMS Job Location and Development Program § 675.34 Multi-Institutional job location and development programs. (a) An...

34 CFR 675.34 - Multi-Institutional job location and development programs.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 34 Education 3 2010-07-01 2010-07-01 false Multi-Institutional job location and development... (Continued) OFFICE OF POSTSECONDARY EDUCATION, DEPARTMENT OF EDUCATION FEDERAL WORK-STUDY PROGRAMS Job Location and Development Program § 675.34 Multi-Institutional job location and development programs. (a) An...

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

Code of Federal Regulations, 2010 CFR

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false What constitutes a complete Job Training Program... JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.32 What constitutes a complete Job Training Program application? A request for training includes: (a) Intake and application data; (b) Feasible...

Welfare to Work. Most AFDC Training Programs Not Emphasizing Job Placement. Report to the Ranking Minority Member, Committee on Finance, U.S. Senate.

ERIC Educational Resources Information Center

General Accounting Office, Washington, DC. Health, Education, and Human Services Div.

A study obtained information on examples of county or local Job Opportunities and Basic Skills (JOBS) or JOBS-like programs that emphasize job placement, subsidized employment, or work experience positions for welfare recipients. It also identified the extent to which county JOBS programs nationwide used these employment-focused activities and…

20 CFR 638.502 - Job Corps basic education program.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false Job Corps basic education program. 638.502 Section 638.502 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Center Operations § 638.502 Job Corps basic...

The Canadian Jobs Strategy. A Review of the First Years.

ERIC Educational Resources Information Center

Canada Employment and Immigration Commission, Ottawa (Ontario).

In September 1985, the Canadian government introduced the Canadian Jobs Strategy. Two features distinguish the jobs strategy program from Canada's old job development programs and programs for purchasing job training from colleges. These features are: (1) focusing of federal support for labor market adjustment on those individuals who are most in…

Evaluating Job Training Programs in the United States: Evidence and Explanations. Technical Assistance Report.

ERIC Educational Resources Information Center

Grubb, W. Norton

Recent studies of the effectiveness of the following types of job training programs were reviewed: mainstream job training (Comprehensive Employment and Training Act and Job Training Partnership Act programs); welfare-to-work; experimental; job training for specific population groups; and specific services. Special attention was paid to the…

A Guide to Job Analysis for the Preparation of Job Training Programmes.

ERIC Educational Resources Information Center

Ceramics, Glass, and Mineral Products Industry Training Board, Harrow (England).

The paper deals with job analysis for the preparation of job training programs. The analytical approach involves five steps: enlisting support, examining the job, describing the job, analyzing training requirements, and planning the programs. Appendixes include methods of producing training schemes--the simple job breakdown, straightforward…

30 CFR 250.1743 - How do I certify that a site is clear of obstructions?

Code of Federal Regulations, 2010 CFR

2010-07-01

... (6) A post-trawling job plot or map showing the trawled area. (b) For a platform or other facility... recovered; and (7) A post-trawling job plot or map showing the trawled area. [67 FR 35406, May 17, 2002; 67...

[Assessment of job satisfaction of the nursing staff].

PubMed

Cruz Cañas, E; Vázquez Gallego, J; Aguirre Trigo, V; Fernández San Martín, M I; Villagrasa, J R; Andradas Aragonés, V

1994-05-31

To find the overall and specific levels of job satisfaction of nursing staff in an Area's Health Institutions. Descriptive study of a crossover type of a population base. Primary (PC) and Specialist (SC) Care within INSALUD in Madrid's Area 10. Nursing staff with at least six months in their post. All 147 working in PC were included and a random sample of 130 from SC. The Font-Roja questionnaire, which measures overall job satisfaction and a series of specifics, was used. 68.2% replied. By means of a factorial analysis of the main components, 9 dimensions explaining 59.2% of the variance were obtained. There was average general job satisfaction (3.05 +/- 0.35). The most valued dimension was that which referred to work content (4.01 +/- 0.59) and the least valued was tension associated with the job (2.47 +/- 0.70). Nursing staff at both levels of Health Care are less satisfied in the areas of "tension associated with work," "promotion prospects" and "over-work". The greatest satisfaction was found in "work content" and "relationships with colleagues". PC nursing staff showed greater satisfaction in "communication with superiors", "satisfaction with the post", "tension associated with the job" and "professional autonomy." Temporary scored higher than permanent staff in "satisfaction with the post" and "tension associated with the post." In general the afternoon shift provides most satisfaction.

Motivated reasoning during recruitment.

PubMed

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

2018-03-01

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

75 FR 69151 - Small Business Jobs Act: 504 Loan Program Debt Refinancing

Federal Register 2010, 2011, 2012, 2013, 2014

2010-11-10

... SMALL BUSINESS ADMINISTRATION Small Business Jobs Act: 504 Loan Program Debt Refinancing AGENCY: U... regarding the Small Business Jobs Act: 504 Loan Program Debt Refinancing. The meeting will be open to the... the 504 Loan Program Debt Refinancing established by Sec. 1122 of the Small Business Jobs Act (Pub. L...

45 CFR 287.130 - Can NEW Program activities include job market assessments, job creation and economic development...

Code of Federal Regulations, 2012 CFR

2012-10-01

... Program Design and Operations § 287.130 Can NEW Program activities include job market assessments, job...) Communication with any training, research, or educational agencies that have produced economic development plans...-sufficiency of program participants; (6) Surveys to collect information regarding client characteristics; and...

45 CFR 287.130 - Can NEW Program activities include job market assessments, job creation and economic development...

Code of Federal Regulations, 2013 CFR

2013-10-01

... Program Design and Operations § 287.130 Can NEW Program activities include job market assessments, job...) Communication with any training, research, or educational agencies that have produced economic development plans...-sufficiency of program participants; (6) Surveys to collect information regarding client characteristics; and...

45 CFR 287.130 - Can NEW Program activities include job market assessments, job creation and economic development...

Code of Federal Regulations, 2010 CFR

2010-10-01

... Program Design and Operations § 287.130 Can NEW Program activities include job market assessments, job...) Communication with any training, research, or educational agencies that have produced economic development plans...-sufficiency of program participants; (6) Surveys to collect information regarding client characteristics; and...

Preplacement evaluation: thriving within the ADA guidelines.

PubMed

Pruitt, R H

1995-03-01

1. The intent of the Americans With Disabilities Act (ADA) is to remove barriers against those with known disabilities and to require reasonable accommodation to enable qualified employees to perform a job. The ADA is not meant to facilitate those with covert preexisting conditions in setting up workers' compensation and disability claims. 2. Essential job functions are physical and mental requirements for a job that are developed by the supervisor and the occupational health department. These functions should be included with the posting of any position. 3. Preplacement evaluation requirements: essential job functions that are used to determine what is included in the assessment; employee capability statement (with reasonable accommodation); and conditional offer of employment pending a satisfactory post-offer evaluation prior to beginning the job.

Domestic Job Shortage or Job Maldistribution? A Geographic Analysis of the Current Radiation Oncology Job Market.

PubMed

Chowdhary, Mudit; Chhabra, Arpit M; Switchenko, Jeffrey M; Jhaveri, Jaymin; Sen, Neilayan; Patel, Pretesh R; Curran, Walter J; Abrams, Ross A; Patel, Kirtesh R; Marwaha, Gaurav

2017-09-01

To examine whether permanent radiation oncologist (RO) employment opportunities vary based on geography. A database of full-time RO jobs was created by use of American Society for Radiation Oncology (ASTRO) Career Center website posts between March 28, 2016, and March 31, 2017. Jobs were first classified by region based on US Census Bureau data. Jobs were further categorized as academic or nonacademic depending on the employer. The prevalence of job openings per 10 million population was calculated to account for regional population differences. The χ 2 test was implemented to compare position type across regions. The number and locations of graduating RO during our study period was calculated using National Resident Matching Program data. The χ 2 goodness-of-fit test was then used to compare a set of observed proportions of jobs with a corresponding set of hypothesized proportions of jobs based on the proportions of graduates per region. A total of 211 unique jobs were recorded. The highest and lowest percentages of jobs were seen in the South (31.8%) and Northeast (18.5%), respectively. Of the total jobs, 82 (38.9%) were academic; the South had the highest percentage of overall academic jobs (35.4%), while the West had the lowest (14.6%). Regionally, the Northeast had the highest percentage of academic jobs (56.4%), while the West had the lowest (26.7%). A statistically significant difference was noted between regional academic and nonacademic job availability (P=.021). After we accounted for unit population, the Midwest had the highest number of total jobs per 10 million (9.0) while the South had the lowest (5.9). A significant difference was also observed in the proportion of RO graduates versus actual jobs per region (P=.003), with a surplus of trainees seen in the Northeast. This study presents a quantitative analysis of the RO job market. We found a disproportionately small number of opportunities compared with graduates trained in the Northeast, as well as a significant regional imbalance of academic versus nonacademic jobs. Long-term monitoring is required to confirm these results. Copyright © 2017 Elsevier Inc. All rights reserved.

75 FR 38145 - Announcing the New National Electronic Job Registry for Use in the H-2A Temporary Agricultural...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-07-01

...The Employment and Training Administration (ETA) is announcing that the National Electronic Job Registry (job registry) in which H-2A job orders will be posted and available to the public will be operational on July 8, 2010.

New approaches to job-sharing of training posts in the North Thames region.

PubMed

Goldberg, I; Paice, E

This paper proposes a new way of managing the provision of flexible training opportunities by job-sharing. It shows how the difficulties of implementing job-sharing can be overcome, and gives an example of implementation of job-sharing in the context of flexible training.

The Job Opportunities in the Business Sector Program: An Evaluation of Impact in Ten Standard Metropolitan Statistical Areas.

ERIC Educational Resources Information Center

Greenleigh Associates, Inc., New York, NY.

An evaluation of the Job Opportunities in the Business Sectors (JOBS) program revealed that JOBS should be continued as a Federally assisted manpower program since it has demonstrated a viable role for business in manpower training. As a result of JOBS disadvantaged, unemployed, and underemployed persons have been elevated above poverty income…

77 FR 56194 - Notice of Proposed Information Collection Requests; Office of the Secretary; Education Jobs...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-09-12

... Secretary; Education Jobs Annual Performance Report SUMMARY: The Education Jobs program provides $10 billion in assistance to States to save or create education jobs. Jobs funded under this program include... of Collection: Education Jobs Annual Performance Report. OMB Control Number: Pending. Type of Review...

Evaluation of a Multicomponent Psychosocial Skill Training Program for Junior Physicians in Their First Year at Work: A Pilot Study.

PubMed

Mache, Stefanie; Vitzthum, Karin; Klapp, Burghard F; Groneberg, David A

2015-10-01

The present study was designed to gather preliminary information regarding the feasibility of implementing a psychosocial resilience program and to assess if the program would potentially promote protective factors (such as resiliency, self-efficacy) and job satisfaction as well as decreasing perceived stress among a sample of German junior physicians. Eighty-two junior physicians in their first year after graduation took part in the project and were randomized in a controlled trial to either an intervention or a control group for 3 months. The intervention group was offered resilience training combined with cognitive behavioral and solution-focused counseling. Primary outcome measures included scales of the PSQ, BRCS, SWOPE, and COPSOQ. Two post-intervention follow-up measurements proved the effectiveness of the intervention. There was a significant improvement between baseline and follow-up intervention scores on measures of resilience, self-efficacy, optimism, and perceived stress observed in the intervention group compared to the control group. Job satisfaction did not significantly differ between baseline and follow-ups. These results indicate that the program to enhance resilience and decrease stress among physicians is feasible to implement as a group training program in a workplace setting. Further, the intervention provides statistically significant improvement in perceptions of distress and strengthens protective factors (such as resiliency).

Job Searching in the 21st Century. Myths and Realities No. 14.

ERIC Educational Resources Information Center

Kerka, Sandra

The Internet is changing the way people look for jobs, but these questions still remain: How effective is online job searching? and Are traditional methods now a waste of time? Surveys indicate only 5.5 percent of 99 million American households had done any online job hunting; a majority of 4,000 executives had job openings posted on their…

Predictors of nursing faculty's job satisfaction and intent to stay in academe.

PubMed

Derby-Davis, Marcia J

2014-01-01

The retention of nursing faculty is a growing concern in the United States and a major challenge for nursing education administrators. This descriptive study used Herzberg's Motivation-Hygiene Theory of Job Satisfaction to explore the factors that predict nursing faculty's job satisfaction and intent to stay in academe. Institutional review board approval was obtained, and consent forms with self-administered questionnaires were posted on Survey Monkey. Participants included a convenience sample of nursing faculty teaching in baccalaureate and graduate nursing programs in Florida during the months of May and June 2010. Participants (N = 134) were directed to an on-line site to retrieve and complete the following questionnaires: (a) Job Satisfaction Survey, (b) Nurse Educators' Intent to Stay in Academe Scale, and (c) a researcher-designed demographic questionnaire. Highly educated, experienced nursing faculty reported having more intent to stay (P < .05) in academe. Conversely, age, health-related conditions, and family responsibilities were not significantly related to intent to stay. A significant relationship was found between the motivation-hygiene factor score and the intent to stay score, F(4, 94) = 13.196, P < .00. The significant relationship between the motivational factors (job satisfiers) and the hygiene factors (job dissatisfiers) and intent to stay indicated that the nursing faculty overall were satisfied with their jobs. The mean job satisfaction score was 105.20, with a standard deviation of 30.712. The results provide support that Herzberg's Motivation-Hygiene Theory is a strong predictor of nursing faculty's intent to stay in academe in Florida. Copyright © 2014 Elsevier Inc. All rights reserved.

Photonics classes in high school

NASA Astrophysics Data System (ADS)

John, Pearl V.; Shanks, Richard A.

2002-05-01

In continuing the development of a three-year high school photonics program, the Columbia Area Career Center (Missouri, USA) faces the challenges associated with introducing a new subject area to career technical education in the public school system. The program was established to address the severe lack of Laser Electro-Optical Technicians (LEOTs) in the local manufacturing industry. Its goals are to increase student awareness of the expanding job opportunities available in photonics and optics, teach skills needed for the field, and foster close ties with industry and post-secondary institutions. This paper examines the success of the program to date and outlines the problems associated with teaching an advanced curriculum at the high school level.

Advanced proficiency EHR training: effect on physicians' EHR efficiency, EHR satisfaction and job satisfaction.

PubMed

Dastagir, M Tariq; Chin, Homer L; McNamara, Michael; Poteraj, Kathy; Battaglini, Sarah; Alstot, Lauren

2012-01-01

The best way to train clinicians to optimize their use of the Electronic Health Record (EHR) remains unclear. Approaches range from web-based training, class-room training, EHR functionality training, case-based training, role-based training, process-based training, mock-clinic training and "on the job" training. Similarly, the optimal timing of training remains unclear--whether to engage in extensive pre go-live training vs. minimal pre go-live training followed by more extensive post go-live training. In addition, the effectiveness of non-clinician trainers, clinician trainers, and peer-trainers, remains unclearly defined. This paper describes a program in which relatively experienced clinician users of an EHR underwent an intensive 3-day Peer-Led EHR advanced proficiency training, and the results of that training based on participant surveys. It highlights the effectiveness of Peer-Led Proficiency Training of existing experienced clinician EHR users in improving self-reported efficiency and satisfaction with an EHR and improvements in perceived work-life balance and job satisfaction.

25 CFR 26.29 - What is the scope of the Job Training Program?

Code of Federal Regulations, 2013 CFR

2013-04-01

... 25 Indians 1 2013-04-01 2013-04-01 false What is the scope of the Job Training Program? 26.29 Section 26.29 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.29 What is the scope of the Job Training Program? A...

25 CFR 26.29 - What is the scope of the Job Training Program?

Code of Federal Regulations, 2012 CFR

2012-04-01

... 25 Indians 1 2012-04-01 2011-04-01 true What is the scope of the Job Training Program? 26.29 Section 26.29 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.29 What is the scope of the Job Training Program? A...

25 CFR 26.29 - What is the scope of the Job Training Program?

Code of Federal Regulations, 2014 CFR

2014-04-01

... 25 Indians 1 2014-04-01 2014-04-01 false What is the scope of the Job Training Program? 26.29 Section 26.29 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.29 What is the scope of the Job Training Program? A...

25 CFR 26.29 - What is the scope of the Job Training Program?

Code of Federal Regulations, 2011 CFR

2011-04-01

... 25 Indians 1 2011-04-01 2011-04-01 false What is the scope of the Job Training Program? 26.29 Section 26.29 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.29 What is the scope of the Job Training Program? A...

34 CFR 692.30 - How does a State administer its community service-learning job program?

Code of Federal Regulations, 2010 CFR

2010-07-01

...-learning job program? 692.30 Section 692.30 Education Regulations of the Offices of the Department of... Administer Its Community Service-Learning Job Program? § 692.30 How does a State administer its community service-learning job program? (a)(1) Each year, a State may use up to 20 percent of its allotment for a...

34 CFR 692.30 - How does a State administer its community service-learning job program?

Code of Federal Regulations, 2011 CFR

2011-07-01

...-learning job program? 692.30 Section 692.30 Education Regulations of the Offices of the Department of... State Administer Its Community Service-Learning Job Program? § 692.30 How does a State administer its community service-learning job program? (a)(1) Each year, a State may use up to 20 percent of its allotment...

25 CFR 26.29 - What is the scope of the Job Training Program?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false What is the scope of the Job Training Program? 26.29 Section 26.29 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.29 What is the scope of the Job Training Program? A...

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

Code of Federal Regulations, 2010 CFR

2010-04-01

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

Evaluation of a Workplace-Based Sleep Education Program.

PubMed

Burton, Wayne N; Chen, Chin-Yu; Li, Xingquan; McCluskey, Maureen; Erickson, Denise; Barone, Daniel; Lattarulo, Charles; Schultz, Alyssa B

2016-09-01

Poor sleep is common among working adults. Chronic sleep deprivation is associated with health problems. A healthy sleep educational program (using webinars and other intranet-based resources) was offered to employees of a financial services corporation. In 2015, a total of 357 employees (50% completion rate) completed both a pre- and post-program questionnaire assessing sleep quality and workplace productivity. Many aspects of sleep statistically improved from T1 to T2 for program participants. These included improvements in hours of sleep, sleep quality, ease of getting asleep, feeling rested, nights of poor sleep, job performance, days of sleepiness, and others. Employees reporting any limitation in productivity also showed significant improvement. This workplace healthy sleep intervention was associated with significant improvements in sleep quality and quantity among program participants.

20 CFR 669.110 - What definitions apply to this program?

Code of Federal Regulations, 2010 CFR

2010-04-01

... NATIONAL FARMWORKER JOBS PROGRAM UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Purpose and Definitions... National Farmworker Jobs Program. Housing development assistance within the NFJP, is a type of related... Jobs Program (NFJP) is the nationally administered workforce investment program for farmworkers...

Get Involved in the Job Opportunities and Basic Skills Training Program (JOBS). What Local Areas Need To Know.

ERIC Educational Resources Information Center

JTPA Issues, 1989

1989-01-01

This Job Training Partnership Act (JTPA) Update provides a quick primer of some of the key areas where states have flexibility to develop their own programs and processes in the new Job Opportunities and Basic Skills (JOBS) program. This guide is organized in seven sections that cover the following topics: (1) introduction; (2) why local areas…

34 CFR 692.21 - What requirements must be met by a State program?

Code of Federal Regulations, 2010 CFR

2010-07-01

... State Administer Its Community Service-Learning Job Program? ... students; (h) Provides that— (1) The State will pay an amount for grants and work-study jobs under this... jobs under the LEAP Program represents an additional amount for grants and work-study jobs for students...

Librarian Recruitment Process at Home in the Wired Nation.

ERIC Educational Resources Information Center

Nesbeitt, Sarah

2003-01-01

Discusses the trend toward online recruitment for librarians and describes a survey of library employees who had posted jobs online. Topics include reasons for online job postings; where positions were advertised, including types of Web sites and print media; electronic communication and emailed resumes; and the future of online recruitment. (LRW)

Job Corps Amendments of 1984. Hearing before the Committee on Labor and Human Resources, United States Senate, Ninety-Eighth Congress, Second Session on S. 2111, to Amend Part B of Title IV of the Job Training Partnership Act, to Strengthen the Job Corps Program.

ERIC Educational Resources Information Center

Congress of the U.S., Washington, DC. Senate Committee on Labor and Human Resources.

This Congressional report contains testimony pertaining to amending the Job Training Partnership Act (JTPA) to strengthen the Job Corps Program. The primary focus of the hearing was on the current adequacy and future potential of the Job Corps' vocational and basic education programs, facilities and equipment, residential living and enrichment…

Job Satisfaction among Doctors of a Government Medical College and Hospital of Eastern India

PubMed Central

Ray, Kuntala; Kumar Roy, Jayanta; Mukherjee, Abhijit; Roy, Hironmoy; Datta, Saikat

2016-01-01

Background: Job satisfaction expresses the extent of congruence between an individual’s expectation of the job and the reward that the job provides.Job satisfaction among doctors is an issue that is of utmost importance because offactors like patient relationships and time pressures associated with managed care. The current study was done to determine the level of job satisfaction in doctors posted in a tertiary care hospital of eastern India and to find out the factors associated with it. Materials and Methods: A descriptive cross sectional study was conducted among 255 doctors posted in a tertiary care hospital of eastern India. Data werecollected using a self-reported questionnaire consisting of 49 items addressing the seven domains of job satisfaction, where higher values indicated higher level of satisfaction. The average scores of items were computed to construct factor scores for each individual. Two stage cluster analysis was performed to get the proportion of satisfied doctors and binary logistic regression was used for comparison of predictors of job satisfaction. Results: The proportion of job satisfaction was found to be 59.6% and the most important factor was found to be working space. On adjustment, the odds of being satisfied were found to be higher in the older age groups, among males, doctors posted in preclinical or paraclinical departments and those staying in present setting for 5 years or more. Conclusion: More than half of the doctors were found to be satisfied with their job which can help the policy makers to make necessary strategies to increase the level of satisfaction of the employees. . PMID:27822405

Social Justice and Job Distribution in Japan: Class, Minority and Gender.

ERIC Educational Resources Information Center

Okano, Kaori H.

2000-01-01

Provides a brief overview of Japanese high school students in terms of 1995 post-school destinations and types of jobs obtained. Describes the school-based job referral process that systematically regulates job distribution for high school graduates, including high school-employer networks and guidance for students in employment-related…

41 CFR 60-2.12 - Job group analysis.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 2-AFFIRMATIVE ACTION PROGRAMS Purpose and Contents of Affirmative Action Programs § 60-2.12 Job... jobs. If the establishment at which the jobs actually are located maintains an affirmative action...

Job sharing in medical training: an evaluation of a 3-year project.

PubMed

Goldberg, I; Paice, E

2000-02-01

Job sharing has been introduced on a major scale in one deanery to help accommodate increasing demand for flexible (part-time) training. We arranged 37 job shares for 74 trainees between 1996 and 1999. Job shares lasted from 6 months to 2 years. Trainees in job shares were as satisfied with their training as those in supernumerary posts or in full-time training.

Job retention and breast cancer: employee perspectives and implications for rehabilitation planning.

PubMed

Rumrill, P D; Nutter, D L; Hennessey, M; Ware, M E

1998-01-01

The article presents four case studies of employed women who have had breast cancer. Specifically, the authors examine respondents' career maintenance concerns in the areas of (a) worksite accessibility, (b) performance of essential job functions, (c) job mastery, and (d) job satisfaction. Post-employment strategies are presented to assist rehabilitation professionals in meeting the on-the-job needs of women with breast cancer.

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

Code of Federal Regulations, 2014 CFR

2014-04-01

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

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

Code of Federal Regulations, 2011 CFR

2011-04-01

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

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

Code of Federal Regulations, 2013 CFR

2013-04-01

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

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

Code of Federal Regulations, 2013 CFR

2013-04-01

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

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

Code of Federal Regulations, 2014 CFR

2014-04-01

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

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

Code of Federal Regulations, 2012 CFR

2012-04-01

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

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

Code of Federal Regulations, 2012 CFR

2012-04-01

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

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

Code of Federal Regulations, 2011 CFR

2011-04-01

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

24 CFR 984.103 - Definitions.

Code of Federal Regulations, 2010 CFR

2010-04-01

... referral, transitional services, job retention, job advancement and other employment-related services that... family. JOBS Program means the Job Opportunities and Basic Skills Training Program authorized under part F of title IV of the Social Security Act (42 U.S.C. 402(a)(19)). JTPA means the Job Training...

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

PubMed

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

1999-03-01

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

Effects of a brief worksite stress management program on coping skills, psychological distress and physical complaints: a controlled trial.

PubMed

Shimazu, Akihito; Umanodan, Rino; Schaufeli, Wilmar B

2006-10-01

To examine the effects of single-session, small-group stress management program on knowledge about stress, coping skills, and psychological and physical distress. A total of 300 employees from a company in western Japan were invited to participate in the study. Those who consented to enter the study were assigned to an intervention (n=149) or waiting list control group (n=151). Participants in the intervention group received a small-group stress management program. The program was primarily aimed at increasing knowledge about stress and improving coping skills. To investigate the intervention effect, change scores in outcome variables were calculated by subtracting the scores at pre-intervention from those at post-intervention (8 weeks after the pre-intervention survey). Next, the difference in the scores between groups was examined using analyses of covariance (ANCOVA) with the pre-intervention score as the covariate. Favorable intervention effects were found on knowledge about stress and on coping skills (P<0.001 and P=0.012, respectively) and adverse effects on psychological distress (P=0.022). However, this adverse effect on psychological distress did not exist among those who initially perceived higher levels of job control. The single-session stress management program was effective on improving knowledge about stress, and coping skills, where job control moderated the effect of the program on psychological distress.

20 CFR 638.100 - General.

Code of Federal Regulations, 2010 CFR

2010-04-01

...' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Purpose and Scope § 638.100 General. (a) Purpose and scope. The... Job Corps program, authorized under title IV-B of the Job Training Partnership Act (Act). Job Corps is...

45 CFR 400.75 - Registration for employment services, participation in employability service programs and...

Code of Federal Regulations, 2010 CFR

2010-10-01

..., participation in employability service programs and targeted assistance programs, going to job interviews, and... service programs and targeted assistance programs, going to job interviews, and acceptance of appropriate... part. (2) Go to a job interview which is arranged by the State agency or its designee. (3) Accept at...

The Impact of Automation on Job Requirements and Qualifications for Catalogers and Reference Librarians in Academic Libraries.

ERIC Educational Resources Information Center

Xu, Hong

1996-01-01

Compares and analyzes job advertisements for catalogers and reference librarians in academic libraries from 1971 to 1990 to trace the impact of automation on job requirements and qualifications. Findings indicate that computer skills are needed, and there are more entry-level jobs being posted for both groups. (Author/JMV)

Forget the Desk Job: Current Roles and Responsibilities in Entry-Level Reference Job Advertisements

ERIC Educational Resources Information Center

Detmering, Robert; Sproles, Claudene

2012-01-01

This study examines the evolving roles and responsibilities of entry-level academic reference positions, as stated in recent job advertisements posted on the American Library Association's JobLIST Web site and other sources. Findings from a content analysis of these advertisements indicate that current entry-level reference positions in academic…

20 CFR 655.172 - Withdrawal of job order and application for temporary employment certification.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Withdrawal of job order and application for... Certification § 655.172 Withdrawal of job order and application for temporary employment certification. (a) Employers may withdraw a job order from intrastate posting if the employer no longer plans to file an...

Hollowing Out: Job Loss, Job Growth and Skills for the Future. Education and Training

ERIC Educational Resources Information Center

Halbert, Hannah C.; Krueger, Tim

2011-01-01

This report examines Ohio's changing economy and whether Ohio is well positioned to meet the shifting skill demand. After examining job losses and job growth projections by sector and education attainment, findings revealed that Ohio has a projected education attainment gap for workers with some post-secondary education but less than a college…

Welfare to Work: Effectiveness of Tribal JOBS Programs Unknown. Briefing Report to Congressional Committees.

ERIC Educational Resources Information Center

General Accounting Office, Washington, DC. Div. of Human Resources.

This report presents the results of a study of the Job Opportunities and Basic Skills Training (JOBS) programs operated by Indian tribes and Alaska Native organizations. Congress established the JOBS program to give recipients of Aid to Families with Dependent Children (AFDC) the education, training, work experience, and supportive services they…

Fostering supportive learning environments in long-term care: the case of WIN A STEP UP.

PubMed

Craft Morgan, Jennifer; Haviland, Sara B; Woodside, M Allyson; Konrad, Thomas R

2007-01-01

The education of direct care workers (DCWs) is key to improving job quality and the quality of care in long-term care (LTC). This paper describes the successful integration of a supervisory training program into a continuing education intervention (WIN A STEP UP) for DCWs, identifies the factors that appear to influence the integration of the learning into practice, and discusses the implications for educators. The WIN A STEP UP program achieved its strongest results when the DCW curriculum was paired with Coaching Supervision. Attention to pre-training, training and post-training conditions is necessary to successfully integrate learning into practice in LTC.

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

Melber, B.D.; Saari, L.M.; White, A.S.

This report assesses the job-relatedness of specialized educational programs for licensed nuclear reactor operators. The approach used involved systematically comparing the curriculum of specialized educational programs for college credit, to academic knowledge identified as necessary for carrying out the jobs of licenses reactor operators. A sample of eight programs, including A.S. degree, B.S. degree, and coursework programs were studied. Subject matter experts in the field of nuclear operations curriculum and training determined the extent to which individual program curricula covered the identified job-related academic knowledge. The major conclusions of the report are: There is a great deal of variation amongmore » individual programs, ranging from coverage of 15% to 65% of the job-related academic knowledge. Four schools cover at least half, and four schools cover less than one-third of this knowledge content; There is no systematic difference in the job-relatedness of the different types of specialized educational programs, A.S. degree, B.S. degree, and coursework; and Traditional B.S. degree programs in nuclear engineering cover as much job-related knowledge (about one-half of this knowledge content) as most of the specialized educational programs.« less

41 CFR 60-2.12 - Job group analysis.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 41 Public Contracts and Property Management 1 2013-07-01 2013-07-01 false Job group analysis. 60-2... 2-AFFIRMATIVE ACTION PROGRAMS Purpose and Contents of Affirmative Action Programs § 60-2.12 Job group analysis. (a) Purpose: A job group analysis is a method of combining job titles within the...

20 CFR 628.535 - Limitations on job search assistance.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false Limitations on job search assistance. 628.535... UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT Program Design Requirements for Programs Under Title II of the Job Training Partnership Act § 628.535 Limitations on job search assistance. (a) General...

20 CFR 628.535 - Limitations on job search assistance.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false Limitations on job search assistance. 628.535... UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT Program Design Requirements for Programs Under Title II of the Job Training Partnership Act § 628.535 Limitations on job search assistance. (a) General...

41 CFR 60-2.12 - Job group analysis.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 41 Public Contracts and Property Management 1 2012-07-01 2009-07-01 true Job group analysis. 60-2... 2-AFFIRMATIVE ACTION PROGRAMS Purpose and Contents of Affirmative Action Programs § 60-2.12 Job group analysis. (a) Purpose: A job group analysis is a method of combining job titles within the...

41 CFR 60-2.12 - Job group analysis.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 41 Public Contracts and Property Management 1 2014-07-01 2014-07-01 false Job group analysis. 60-2... 2-AFFIRMATIVE ACTION PROGRAMS Purpose and Contents of Affirmative Action Programs § 60-2.12 Job group analysis. (a) Purpose: A job group analysis is a method of combining job titles within the...

Lessons Learned about Workplace Literacy from Military Job-Specific Reading Programs.

ERIC Educational Resources Information Center

Philippi, Jorie W.

For almost half a century the United States military services have incorporated formal literacy programs into job training for those enlistees who are less than fully qualified. Over the years, several successful job-specific reading programs have evolved. In 1975, the Army began the Functional Literacy (FLIT) Program, a program based on a…

Job Corps Annual Report: Program Year July 1, 2005 - June 30, 2006

ERIC Educational Resources Information Center

Job Corps, 2006

2006-01-01

For more than 40 years, Job Corps has led America as one of the most successful job training programs nationwide, meeting the needs of high school graduates and those without a diploma who have the desire to embark on a successful career path. In Program Year 2005, Job Corps implemented a new initiative called STARS (Speakers, Tutors, Achievement,…

25 CFR 26.30 - Does the Job Training Program provide part-time training or short-term training?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false Does the Job Training Program provide part-time training or short-term training? 26.30 Section 26.30 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.30 Does the Job Training...

The active learning hypothesis of the job-demand-control model: an experimental examination.

PubMed

Häusser, Jan Alexander; Schulz-Hardt, Stefan; Mojzisch, Andreas

2014-01-01

The active learning hypothesis of the job-demand-control model [Karasek, R. A. 1979. "Job Demands, Job Decision Latitude, and Mental Strain: Implications for Job Redesign." Administration Science Quarterly 24: 285-307] proposes positive effects of high job demands and high job control on performance. We conducted a 2 (demands: high vs. low) × 2 (control: high vs. low) experimental office workplace simulation to examine this hypothesis. Since performance during a work simulation is confounded by the boundaries of the demands and control manipulations (e.g. time limits), we used a post-test, in which participants continued working at their task, but without any manipulation of demands and control. This post-test allowed for examining active learning (transfer) effects in an unconfounded fashion. Our results revealed that high demands had a positive effect on quantitative performance, without affecting task accuracy. In contrast, high control resulted in a speed-accuracy tradeoff, that is participants in the high control conditions worked slower but with greater accuracy than participants in the low control conditions.

Students enrolled in school-sponsored work programs: the effect of multiple jobs on workplace safety and school-based behaviors.

PubMed

Zierold, Kristina M; Appana, Savi; Anderson, Henry A

2011-08-01

Throughout the United States, over 70% of public schools with 12th grade offer school-sponsored work (SSW) programs for credit; 60% offer job-shadowing programs for students. Wisconsin offers a variety of work-based learning programs for students, including, but not limited to, job shadowing, internships, co-op education, and youth apprenticeship programs. No research has compared workplace injury and school-based behaviors in students enrolled in SSW programs who work only 1 job compared with those who work multiple jobs. A total of 6810 students in the 5 public health regions in Wisconsin responded to an anonymous questionnaire that was administered in 2003. The questionnaire asked about employment, injury, characteristics of injury, and school-based behaviors and performance. A total of 3411 high school students aged 14 to 18 reported they were employed during the school year. Among the working students, 13.5% were enrolled in a SSW program. Of the SSW students, 44% worked multiple jobs. SSW students who worked multiple jobs were more likely to do hazardous job tasks, to work after 11 PM, to work over 40 hours per week, to have a near-miss incident, to have a coworker injured, and to be injured at work. SSW students who are working multiple jobs are violating labor laws that put their safety and their school performance at risk. The responsibilities of employers and schools have to be addressed to ensure that SSW students are abiding by labor laws when working multiple jobs.

RN Job Satisfaction and Retention After an Interprofessional Team Intervention.

PubMed

Baik, Dawon; Zierler, Brenda

2018-04-01

Despite continuing interest in interprofessional teamwork to improve nurse outcomes and quality of care, there is little research that focuses on nurse job satisfaction and retention after an interprofessional team intervention. This study explored registered nurse (RN) job satisfaction and retention after a purposeful interprofessional team training and structured interprofessional bedside rounds were implemented. As part of a larger study, in this comparative cross-sectional study, pre- and post-intervention data on RN job satisfaction and turnover rate were collected and analyzed. It was found that RNs had significantly higher job satisfaction after the interprofessional team intervention. The 6-month period turnover rate in the post-intervention period was slightly lower than the 6-month period turnover rate in pre-intervention period; however, the rate was too low to provide statistical evidence. Ongoing coaching and supportive work environments to improve RN outcomes should be considered to enhance quality of care and patient safety in healthcare.

76 FR 18375 - Small Business Jobs Act: Eligible Loans for 504 Loan Program Debt Refinancing

Federal Register 2010, 2011, 2012, 2013, 2014

2011-04-04

... SMALL BUSINESS ADMINISTRATION 13 CFR Part 120 Small Business Jobs Act: Eligible Loans for 504 Loan... for debt refinancing under the Small Business Jobs Act. DATES: Effective Date: This document is... refinancing program authorized by the Small Business Jobs Act (Jobs Act), Public Law 111-240, 124 Stat. 2504...

Job Corps. Comparison of Federal Program with State Youth Training Initiatives. Report to Congressional Requesters.

ERIC Educational Resources Information Center

General Accounting Office, Washington, DC. Health, Education, and Human Services Div.

The General Accounting Office compared state youth training programs with the Job Corps using the four program features that, taken together, characterize the Job Corps program: (1) serving a severely disadvantaged population, (2) providing basic education instruction, (3) focusing on vocational training services, and (4) providing these services…

A Program for Job Related Reading Training.

ERIC Educational Resources Information Center

Fox, Lynn C.; Sticht, Thomas G.

A functional job-related reading program was developed to cope with literacy problems of Army personnel; the program involves students who work individually on instructional worksheets in six main modules, each designed to teach a specific job-related reading task. This paper presents an overview of background research for the program, which was…

Strategies for Involving the Private Sector in Job Training Programs.

ERIC Educational Resources Information Center

Greenwood, Katy; And Others

This two-part report describes various strategies for involving the private sector in job training programs and summarizes a study conducted with prime sponsors of Comprehensive Employment and Training Act (CETA) programs in Texas. Included in a discussion of involving the private sector in job training programs are the following topics: the new…

A program to reduce coronary heart disease risk by altering job stresses. Final Report, 1 Aug. 1971 - 30 Sep. 1973 - Ph.D. Thesis

NASA Technical Reports Server (NTRS)

Campbell, D. B.

1973-01-01

This study reports the design, implementation, and evaluation of a program attempting to reduce job stress by improving person-environment fit with respect to job aspects such as work load, responsibility, and interpersonal relationships. In order to assess the effects of the program, measures of both stress and strain were collected at three points in time--just prior to the program, immediately after the program, and three months after completion of the program. Measures of strain included systolic and diastolic blood pressure, determinations of glucose, cholesterol, and uric acid in the plasma, job satisfaction, and job related self-esteem. The findings were interpreted in light of both program incidents within specific experimental groups and general aspects of the program common to the experimental groups. Additional analyses indicated that both good person-environment fit with respect to participation predicts to good fit with respect to other job aspects over a three month interval and that stress causes strain, rather than the reverse.

Job Power: Career Management Resources for Librarians.

ERIC Educational Resources Information Center

Wein, Terren Ilana; Gagnon, Marjorie; Barrett, Maura

2003-01-01

Discusses prospects in the job market for information professionals and emphasizes the need to be flexible. Highlights include examining the gap in skills and knowledge that may be needed; resources for resumes; resources for networking and interview preparation; sources of job postings; general career tools; international opportunities; career…

[Implementing the "last mile" program in new nurse clinical education].

PubMed

Wang, Yu-Hsin; Jane, Sui-Whi; Fan, Jun-Yu; Chou, Shieu-Ming

2013-06-01

The shortage of working nurses has made Taiwan's low nursing retention rate a critical issue in domestic healthcare. Main reasons for new nurses leaving their jobs include high pressure, overtime work, heavy workload, interpersonal relationship problems with colleagues, and inadequate support from administrators. In response, nursing educators designed the "last mile" program to improve the hands-on competence of nursing students with the goal of increasing post-graduation retention rates. This article introduces the last mile program in its present form and discusses the challenges faced in transitioning the program from the classroom into the clinical training environment. The authors suggest establishing a challenge test prior to implementing the last mile program, recruiting role-model preceptors, adjusting training program / project budgets, and developing partnerships between nursing educators and clinicians to enhance the clinical competence of new nurses and ultimately increase professional nurse retention rates, competence, and accountability.

20 CFR 628.505 - Eligibility.

Code of Federal Regulations, 2010 CFR

2010-04-01

... Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR PROGRAMS UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT Program Design Requirements for Programs Under Title II of the Job... government policy, except for the limited exceptions described in the job training plan, including joint...

A pre-post test evaluation of the impact of the PELICAN MDT-TME Development Programme on the working lives of colorectal cancer team members

PubMed Central

2010-01-01

Background The PELICAN Multidisciplinary Team Total Mesorectal Excision (MDT-TME) Development Programme aimed to improve clinical outcomes for rectal cancer by educating colorectal cancer teams in precision surgery and related aspects of multidisciplinary care. The Programme reached almost all colorectal cancer teams across England. We took the opportunity to assess the impact of participating in this novel team-based Development Programme on the working lives of colorectal cancer team members. Methods The impact of participating in the programme on team members' self-reported job stress, job satisfaction and team performance was assessed in a pre-post course study. 333/568 (59%) team members, from the 75 multidisciplinary teams who attended the final year of the Programme, completed questionnaires pre-course, and 6-8 weeks post-course. Results Across all team members, the main sources of job satisfaction related to working in multidisciplinary teams; whilst feeling overloaded was the main source of job stress. Surgeons and clinical nurse specialists reported higher levels of job satisfaction than team members who do not provide direct patient care, whilst MDT coordinators reported the lowest levels of job satisfaction and job stress. Both job stress and satisfaction decreased after participating in the Programme for all team members. There was a small improvement in team performance. Conclusions Participation in the Development Programme had a mixed impact on the working lives of team members in the immediate aftermath of attending. The decrease in team members' job stress may reflect the improved knowledge and skills conferred by the Programme. The decrease in job satisfaction may be the consequence of being unable to apply these skills immediately in clinical practice because of a lack of required infrastructure and/or equipment. In addition, whilst the Programme raised awareness of the challenges of teamworking, a greater focus on tackling these issues may have improved working lives further. PMID:20587062

A pre-post test evaluation of the impact of the PELICAN MDT-TME Development Programme on the working lives of colorectal cancer team members.

PubMed

Taylor, Cath; Sippitt, Joanna M; Collins, Gary; McManus, Chris; Richardson, Alison; Dawson, Jeremy; Richards, Michael; Ramirez, Amanda J

2010-06-29

The PELICAN Multidisciplinary Team Total Mesorectal Excision (MDT-TME) Development Programme aimed to improve clinical outcomes for rectal cancer by educating colorectal cancer teams in precision surgery and related aspects of multidisciplinary care. The Programme reached almost all colorectal cancer teams across England. We took the opportunity to assess the impact of participating in this novel team-based Development Programme on the working lives of colorectal cancer team members. The impact of participating in the programme on team members' self-reported job stress, job satisfaction and team performance was assessed in a pre-post course study. 333/568 (59%) team members, from the 75 multidisciplinary teams who attended the final year of the Programme, completed questionnaires pre-course, and 6-8 weeks post-course. Across all team members, the main sources of job satisfaction related to working in multidisciplinary teams; whilst feeling overloaded was the main source of job stress. Surgeons and clinical nurse specialists reported higher levels of job satisfaction than team members who do not provide direct patient care, whilst MDT coordinators reported the lowest levels of job satisfaction and job stress. Both job stress and satisfaction decreased after participating in the Programme for all team members. There was a small improvement in team performance. Participation in the Development Programme had a mixed impact on the working lives of team members in the immediate aftermath of attending. The decrease in team members' job stress may reflect the improved knowledge and skills conferred by the Programme. The decrease in job satisfaction may be the consequence of being unable to apply these skills immediately in clinical practice because of a lack of required infrastructure and/or equipment. In addition, whilst the Programme raised awareness of the challenges of teamworking, a greater focus on tackling these issues may have improved working lives further.

Report: Environmental Job Training Program Implemented Well, But Focus Needed on Possible Duplication With Other EPA Programs

EPA Pesticide Factsheets

Report #12-P-0843, September 21, 2012. EPA effectively established and adhered to competitive criteria that resulted in the selection of job training proposals that addressed the broad goals of the Environmental Job Training program.

Academic Advisors and Their Diverse Advisees: Towards More Ethical Global Universities

ERIC Educational Resources Information Center

Lee, Yuko Ikegami; Metcalfe, Amy Scott

2017-01-01

In this comparative content analysis, job postings for academic advising personnel from U.S. and Canadian higher education institutions were examined to ascertain expectations for job candidates in terms of skills and duties, educational requirements, and compensation. Fifty-three job descriptions from 18 research-intensive, public universities…

20 CFR 670.400 - Who is eligible to participate in the Job Corps program?

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 4 2014-04-01 2014-04-01 false Who is eligible to participate in the Job..., DEPARTMENT OF LABOR (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Recruitment... the Job Corps program? To be eligible to participate in the Job Corps, an individual must be: (a) At...

The role of gender in MPH graduates' salaries.

PubMed

Bradley, E H; White, W; Anderson, E; Mattocks, K; Pistell, A

2000-01-01

Several studies have demonstrated that workforce roles and salaries differ substantially between men and women in administrative positions within the health care industry. Recent studies of graduates with masters of business administration (MBA) and masters of health administration (MHA) degrees have indicated that women tend to experience lower salaries, given like responsibilities. However, the impact of gender on salary has been less studied among masters of public health (MPH) graduates in the health care field. Our objective was to assess the impact of gender on salary among MPH degree graduates. Using a cross-sectional survey of all graduates from the MPH program at Yale University between 1991-1997 (n = 201, response rate = 51%), we ascertained graduates' reported salary in the first job post-graduation and reported salary in their current position. Bivariate and multivariate analyses were used to assess the unadjusted and adjusted associations between gender and salary. Salaries in both the first job post-graduation and in the current job differed significantly by gender, with women earning less than men (p-values < .05). Moreover, these differences persisted after controlling for a set of human capital measures including pre-MPH work experience, age at graduation, years since graduation, area of specialization within the MPH degree, and type of work site (governmental or nonprofit versus for-profit). Unlike studies of MBA and MHA graduates, however, this study did not find evidence that the gender-related salary gap widened as the years since graduation increased, although the sample size did not allow comprehensive testing of this trend.

VOCATIONAL STATUS AND ADJUSTMENT OF DEAF WOMEN. THE LEXINGTON SCHOOL FOR THE DEAF RESEARCH PUBLICATION SERIES NUMBER 1.

ERIC Educational Resources Information Center

LERMAN, ALAN; ROSENSTEIN, JOSEPH

THE OBJECTIVES OF THIS TWO YEAR STUDY WERE--(1) TABULATION OF VOCATIONAL STATUS, (2) DETERMINATION OF SCHOOL AND POST-SCHOOL FACTORS LEADING TO JOB SUCCESS OR FAILURE, AND (3) LOCATING PROBLEM AREAS IN TOTAL JOB PROCESS. POST-SCHOOL VOCATIONAL INFORMATION WAS OBTAINED FROM 177 DEAF WOMEN WHO HAD ATTENDED THE LEXINGTON SCHOOL FOR THE DEAF PRIOR TO…

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

Federal Register 2010, 2011, 2012, 2013, 2014

2011-03-31

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

The challenges and benefits of job sharing in palliative care education.

PubMed

Cooper, J; Spencer, D

This article examines the authors' experience of job sharing a post in palliative care education. It discusses the concept of job sharing and examines factors such as power sharing, compatibility and other people's perception of the job sharing role. Effective communication is identified as a key issue. Benefits such as reduced professional isolation, increased job satisfaction and the opportunity to offer the knowledge and skills of two people are highlighted. The authors identify the factors which they consider to be crucial to the success of job sharing.

EFFECT OF JOB SKILLS TRAINING ON EMPLOYMENT AND JOB SEEKING BEHAVIORS IN AN AMERICAN INDIAN SUBSTANCE ABUSE TREATMENT SAMPLE

PubMed Central

Foley, K.; Pallas, D.; Forcehimes, A. A.; Houck, J. M.; Bogenschutz, M. P.; Keyser-Marcus, L.; Svikis, D.

2011-01-01

Employment difficulties are common among American Indian individuals in substance abuse treatment. To address this problem, the Southwest Node of NIDA’s Clinical Trials Network conducted a single-site adaptation of its national Job Seekers Workshop study in an American Indian treatment program, Na’Nizhoozhi Center (NCI). 102 (80% men, 100% American Indian) participants who were in residential treatment and currently unemployed were randomized to (1) a three session, manualized program (Job seekers workshop: JSW) or (2) a 40-minute Job Interviewing Video: JIV). Outcomes were assessed at 3-month follow up: 1) number of days to a new taxed job or enrollment in a job-training program, and 2) total hours working or enrolled in a job-training program. No significant differences were found between the two groups for time to a new taxed job or enrollment in a job-training program. There were no significant differences between groups in substance use frequency at 3-month follow-up. These results do not support the use of the costly and time-consuming JSW intervention in this population and setting. Despite of the lack of a demonstrable treatment effect, this study established the feasibility of including a rural American Indian site in a rigorous CTN trial through a community-based participatory research approach. PMID:21818173

A study comparing public and medical librarians' perceptions of the role and duties of health information-providing librarians.

PubMed

Noh, Younghee

2015-12-01

This study proposed to define the role and duties of librarians who provide health information service in public and medical libraries. Appropriate education, career experience and starting salary for this position are also presented. This study analysed previous research and job advertisements to understand the current needs for this position. Almost all job advertisements studied were eventually retrieved from Salary.com (US job posting site). Public libraries seeking to fill health informationist positions were even more difficult to find in any of the above locations. Therefore, the researcher attempted to find cases using various search engines, including Google, and noticed that public libraries usually post job advertisements on their website. Finally, 32 job postings were selected as suitable. Fifty-four public and medical librarians were surveyed to validate the results in Korea. Public librarians chose 'health information librarian' as the most appropriate title for this position, while medical librarians answered 'medical librarian'. Therefore, librarians providing health information service in public libraries should be called 'health information librarians', while the position in medical libraries should be called 'medical librarian'. Accordingly, job postings and academic articles will be easily accessible. Both groups marked that the position should require a bachelor's degree in both LIS and a health science field, 2 years library experience and health-related user training. Other requirements included knowledge of health resources and medical terminology, search capabilities and a focus on user-centric service. For required duties, public librarians chose accessing information resources, while medical librarians selected collection management. Health information librarians will play a vital role in the future and must therefore be educated accordingly. © 2015 Health Libraries Group.

34 CFR 379.30 - What selection criteria does the Secretary use under this program?

Code of Federal Regulations, 2010 CFR

2010-07-01

... private industry in the planning, implementation, and evaluation of job development, job placement, career... identification of job and career opportunities within the community, consistent with the current and projected... placement programs designed to identify and develop job placement and career advancement opportunities. (3...

Adult Literacy Education Program Administrators' Perceptions of Occupational Stress and Coping Mechanisms

ERIC Educational Resources Information Center

Engelmann, Stephanie

2014-01-01

Job performance may be adversely affected by stress. Job stress is a primary contributor to serious physical and emotional health consequences. This quantitative study examined adult literacy program administrator perceptions of occupational stress and coping mechanisms related to job satisfaction, job efficacy, career longevity, and overall…

28 CFR 345.83 - Job safety training.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 28 Judicial Administration 2 2013-07-01 2013-07-01 false Job safety training. 345.83 Section 345... INDUSTRIES (FPI) INMATE WORK PROGRAMS FPI Inmate Training and Scholarship Programs § 345.83 Job safety training. FPI provides inmates with regular job safety training which is developed and scheduled in...

28 CFR 345.83 - Job safety training.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 28 Judicial Administration 2 2014-07-01 2014-07-01 false Job safety training. 345.83 Section 345... INDUSTRIES (FPI) INMATE WORK PROGRAMS FPI Inmate Training and Scholarship Programs § 345.83 Job safety training. FPI provides inmates with regular job safety training which is developed and scheduled in...

28 CFR 345.83 - Job safety training.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 28 Judicial Administration 2 2012-07-01 2012-07-01 false Job safety training. 345.83 Section 345... INDUSTRIES (FPI) INMATE WORK PROGRAMS FPI Inmate Training and Scholarship Programs § 345.83 Job safety training. FPI provides inmates with regular job safety training which is developed and scheduled in...

28 CFR 345.83 - Job safety training.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 28 Judicial Administration 2 2011-07-01 2011-07-01 false Job safety training. 345.83 Section 345... INDUSTRIES (FPI) INMATE WORK PROGRAMS FPI Inmate Training and Scholarship Programs § 345.83 Job safety training. FPI provides inmates with regular job safety training which is developed and scheduled in...

28 CFR 345.83 - Job safety training.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Job safety training. 345.83 Section 345... INDUSTRIES (FPI) INMATE WORK PROGRAMS FPI Inmate Training and Scholarship Programs § 345.83 Job safety training. FPI provides inmates with regular job safety training which is developed and scheduled in...

From Franchise to Programming: Jobs in Cable Television.

ERIC Educational Resources Information Center

Stanton, Michael

1985-01-01

This article takes a look at some of the key jobs at every level of the cable industry. It discusses winning a franchise, building and running the system, and programing and production. Job descriptions include engineer, market analyst, programers, financial analysts, strand mappers, customer service representatives, access coordinator, and studio…

20 CFR 628.550 - Transfer of funds.

Code of Federal Regulations, 2010 CFR

2010-04-01

... Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR PROGRAMS UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT Program Design Requirements for Programs Under Title II of the Job Training Partnership Act § 628.550 Transfer of funds. If described in the job training plan and approved by...

Reforming and Consolidating Federal Job Training Programs. Hearing on Examining Proposals To Reform and Consolidate Federal Job Training Programs, before the Committee on Labor and Human Resources. United States Senate, One Hundred Third Congress, Second Session.

ERIC Educational Resources Information Center

Congress of the U.S., Washington, DC. Senate Committee on Labor and Human Resources.

This hearing is a continuation of a bipartisan effort to consolidate, reform, and revitalize federally funded job training programs. Testimony includes statements of U.S. senators and individuals representing the following: National Association of State Job Training Coordinating Council and Human Resource Investment Council; American Federation of…

Harmful drinking after job loss: a stronger association during the post-2008 economic crisis?

PubMed

de Goeij, Moniek C M; Bruggink, Jan-Willem; Otten, Ferdy; Kunst, Anton E

2017-06-01

This study investigated, among the Dutch working population, whether job loss during the post-2008 economic crisis is associated with harmful drinking and whether this association is stronger than before the crisis. Repeated cross-sectional data from the Dutch Health Interview Survey 2004-2013 were used to define episodic drinking (≥6 glasses on 1 day ≥1/week) and chronic drinking (≥14 glasses/week for women and ≥21 for men). These data were linked to longitudinal data from tax registries, to measure the experience and duration of job loss during a 5-year working history. Before the crisis, job loss experience and duration were not associated with harmful drinking. During the crisis, job loss for more than 6 months was associated with episodic drinking [OR 1.40 (95% CI 1.01; 1.94)], while current job loss was associated with chronic drinking [OR 1.43 (95% CI 1.03; 1.98)]. These associations were most clear in men and different between the pre-crisis and crisis period (p interaction = 0.023 and 0.035, respectively). The results suggest that economic crises strengthen the potential impact of job loss on harmful drinking, predominately among men.

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

NASA Astrophysics Data System (ADS)

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

2011-04-01

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

Competencies and Responsibilities of Social Science Data Librarians: An Analysis of Job Descriptions

ERIC Educational Resources Information Center

Xia, Jingfeng; Wang, Minglu

2014-01-01

This study examines job announcements for social science data librarians and professionals to identify trends in the profession. A collection of 167 job postings in 2005-2012 from the International Association for Social Science Information Services & Technology website was analyzed on the frequencies of term occurrence and co-occurrence in…

20 CFR 668.500 - What services may INA grantees provide to or for employers under section 166?

Code of Federal Regulations, 2010 CFR

2010-04-01

...-employment training; (4) Customized training; (5) On-the-Job training (OJT); (6) Post-employment services, including training and support services to encourage job retention and upgrading; (7) Work experience for... participants, including job restructuring services; (2) Recruitment and assessment of potential employees, with...

20 CFR 655.1308 - Offered wage rate.

Code of Federal Regulations, 2010 CFR

2010-04-01

.... Recruitment for this purpose begins when the job order is accepted by the SWA for posting. (d) Wage offer. The... job offers for beginning level employees who have a basic understanding of the occupation. These... monitored and reviewed for accuracy. (2) Level II wage rates are assigned to job offers for employees who...

Rhetorical Analysis of Fast-Growth Businesses' Job Advertisements: Implications for Job Search

ERIC Educational Resources Information Center

Engstrom, Craig L.; Petre, James T.; Petre, Elizabeth A.

2017-01-01

This article presents findings from a rhetorical analysis of job advertisements posted by the fastest growing companies in the United States (Inc. 5000 rankings). The analysis suggests that companies rely on standard rhetorical figures and share similar rhetorical visions of novelty that likely effect their organizational culture, paradoxically…

Leadership: Industry Needs for Entry-Level Engineering Positions

ERIC Educational Resources Information Center

Hartmann, Beth Lin; Jahren, Charles T.

2015-01-01

This paper presents the results of a study that sought to identify what companies mean by the word "leadership" when used a job descriptions for entry-level, full-time engineering positions. Seven years of job posting data was analyzed to first understand the frequency and use of the word "leadership" in job descriptions. Using…

Economic Development Projects and Jobs: Lessons from the Targeted Jobs Demonstration Program.

ERIC Educational Resources Information Center

Van Horn, Carl; And Others

This guide, based on approaches for targeting jobs and business opportunities that were developed during the Targeted Jobs Demonstration Program (TJDP), contains strategies and techniques for ensuring that some of the benefits of economic development investments are directed to low-income individuals and small and minority businesses. Addressed in…

20 CFR 670.110 - What is the Job Corps program?

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false What is the Job Corps program? 670.110 Section 670.110 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Scope and Purpose § 670.110 What is the Job Corps...

20 CFR 670.110 - What is the Job Corps program?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What is the Job Corps program? 670.110 Section 670.110 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Scope and Purpose § 670.110 What is the Job Corps...

Community Jobs Outcomes Assessment & Program Evaluation.

ERIC Educational Resources Information Center

Case, Annette; Burchfield, Erin; Sommers, Paul

Unemployment wage data were evaluated to assess employment, job retention, and wage progression for graduates of Community Jobs (CJ), a short-term public job creation program for the hard to employ in the state of Washington. The following were among the findings: (1) 66% of all participants were employed after graduating from CJ; (2) 53% were…

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

Code of Federal Regulations, 2010 CFR

2010-04-01

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

Professional confidence and job satisfaction: an examination of counselors' perceptions in faith-based and non-faith-based drug treatment programs.

PubMed

Chu, Doris C; Sung, Hung-En

2014-08-01

Understanding substance abuse counselors' professional confidence and job satisfaction is important since such confidence and satisfaction can affect the way counselors go about their jobs. Analyzing data derived from a random sample of 110 counselors from faith-based and non-faith-based treatment programs, this study examines counselors' professional confidence and job satisfaction in both faith-based and non-faith-based programs. The multivariate analyses indicate years of experience and being a certified counselor were the only significant predictors of professional confidence. There was no significant difference in perceived job satisfaction and confidence between counselors in faith-based and non-faith-based programs. A majority of counselors in both groups expressed a high level of satisfaction with their job. Job experience in drug counseling and prior experience as an abuser were perceived by counselors as important components to facilitate counseling skills. Policy implications are discussed. © The Author(s) 2013.

Stated Preferences of Doctors for Choosing a Job in Rural Areas of Peru: A Discrete Choice Experiment

PubMed Central

Miranda, J. Jaime; Diez-Canseco, Francisco; Lema, Claudia; Lescano, Andrés G.; Lagarde, Mylene; Blaauw, Duane; Huicho, Luis

2012-01-01

Background Doctors’ scarcity in rural areas remains a serious problem in Latin America and Peru. Few studies have explored job preferences of doctors working in underserved areas. We aimed to investigate doctors’ stated preferences for rural jobs. Methods and Findings A labelled discrete choice experiment (DCE) was performed in Ayacucho, an underserved department of Peru. Preferences were assessed for three locations: rural community, Ayacucho city (Ayacucho’s capital) and other provincial capital city. Policy simulations were run to assess the effect of job attributes on uptake of a rural post. Multiple conditional logistic regressions were used to assess the relative importance of job attributes and of individual characteristics. A total of 102 doctors participated. They were five times more likely to choose a job post in Ayacucho city over a rural community (OR 4.97, 95%CI 1.2; 20.54). Salary increases and bonus points for specialization acted as incentives to choose a rural area, while increase in the number of years needed to get a permanent post acted as a disincentive. Being male and working in a hospital reduced considerably chances of choosing a rural job, while not living with a partner increased them. Policy simulations showed that a package of 75% salary increase, getting a permanent contract after two years in rural settings, and getting bonus points for further specialisation increased rural job uptake from 21% to 77%. A package of 50% salary increase plus bonus points for further specialisation would also increase the rural uptake from 21% to 52%. Conclusions Doctors are five times more likely to favour a job in urban areas over rural settings. This strong preference needs to be overcome by future policies aimed at improving the scarcity of rural doctors. Some incentives, alone or combined, seem feasible and sustainable, whilst others may pose a high fiscal burden. PMID:23272065

Career Skills Enhancement Program (CSEP). A National Workplace Literacy Program, Final Report To Cover Activities April 1, 1990-September 30, 1991.

ERIC Educational Resources Information Center

Gray, Brenda

The Career Skills Enhancement Program (CSEP) was a National Workplace Literacy Program offered to Santa Clara County (California) Office of Education (COE) employees. A job skills study involved personal interviews, job shadowing, and examination of job descriptions and materials used by employees. Based on the study and initial needs assessment,…

Job Development and Placement: CETA Program Models.

ERIC Educational Resources Information Center

Johnson, Miriam; Sugarman, Marged

One of a series on Comprehensive Employment and Training Act (CETA) program models, this monograph provides professionals employed in CETA programs with information on how job recruiting and searches take place to help them improve their job placement and development skills. The content is in four sections. The first section briefly covers the…

Workplace bullying and its relation with work characteristics, personality, and post-traumatic stress symptoms: an integrated model.

PubMed

Balducci, Cristian; Fraccaroli, Franco; Schaufeli, Wilmar B

2011-10-01

Workplace bullying refers to prolonged exposure to frequent hostile behaviors at work, which can lead to severe stress reactions. Research in this area has not revealed a clear picture on how bullying escalates in organizations. Drawing on recent developments in work stress theory, this study tested a comprehensive model of bullying in which work environmental and personality factors were hypothesized to act as antecedents of bullying and post-traumatic stress symptoms as an outcome. Structural equation modeling on data provided by 609 public sector employees in Italy showed that job demands (workload and role conflict) and job resources (decision authority, co-worker support and salary/promotion prospects) were related to bullying over and above neuroticism, and that bullying mediated the relationship between job demands and PTSD symptoms. Evidence also emerged for a buffering effect of job resources on the job demands-bullying relationship. Overall results are compatible with a view of bullying as a strain phenomenon, initiated by both work environmental and personality factors.

Workers' load and job-related stress after a reform and work system change in a hospital kitchen in Japan.

PubMed

Matsuzuki, Hiroe; Haruyama, Yasuo; Muto, Takashi; Aikawa, Kaoru; Ito, Akiyoshi; Katamoto, Shizuo

2013-03-01

Many kitchen work environments are considered to be severe; however, when kitchens are reformed or work systems are changed, the question of how this influences kitchen workers and environments arises. The purpose of this study is to examine whether there was a change in workload and job-related stress for workers after a workplace environment and work system change in a hospital kitchen. The study design is a pre-post comparison of a case, performed in 2006 and 2008. The air temperature and humidity in the workplace were measured. Regarding workload, work hours, fluid loss, heart rate, and amount of activity [metabolic equivalents of task (METs)] of 7 and 8 male subjects pre- and post-reform, respectively, were measured. Job-related stress was assessed using a self-reporting anonymous questionnaire for 53 and 45 workers pre- and post-system change, respectively. After the reform and work system change, the kitchen space had increased and air-conditioners had been installed. The workplace environment changes included the introduction of temperature-controlled wagons whose operators were limited to male workers. The kitchen air temperature decreased, so fluid loss in the subjects decreased significantly. However, heart rate and METs in the subjects increased significantly. As for job-related stress, although workplace environment scores improved, male workers' total job stress score increased. These results suggest that not only the workplace environment but also the work system influenced the workload and job stress on workers.

20 CFR 638.515 - Recreation/avocational program.

Code of Federal Regulations, 2010 CFR

2010-04-01

... Section 638.515 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Center Operations § 638.515 Recreation... procedures issued by the Job Corps Director. ...

20 CFR 638.504 - Occupational exploration program.

Code of Federal Regulations, 2010 CFR

2010-04-01

... Section 638.504 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Center Operations § 638.504 Occupational... procedures issued by the Job Corps Director. ...

Conception intervals and the substitution of fertility over time.

PubMed

Olsen, R J; Farkas, G

1985-04-01

This paper applies the waiting-time regression methods of Olsen and Wolpin (1983) to an analysis of fertility. A utility maximizing model is set up and used to provide some guidance for an empirical analysis. The data are from an experimental guaranteed job program, the Youth Incentive Entitlement Pilot Project, aimed at young women 16 to 20 years old, from poverty-level families, and not yet high school graduates. The waiting-time regression method of estimation permits the youth in question to be used as her own control revealing how eligibility for the jobs program changes the durations of periods between live-birth conceptions. 3890 women surveyed had 1 birth, 429 had 2, 112 had 3, 26 had 4, and 7 had 5. Without this person specific control described here, the most important factors affecting fertility are number of siblings (negative effect), labor market attachment by parents, especially the father, and the presence of the natural father. With the person specific control, the results predicted from economic theory do emerge: even adolescent and young women consider the economic consequences of fertility reflected in effects of fertility when wages are high in favor of fertility with lower wages. Post program effects (taking place after youths lose eligibility for the program) are a rather rapid making up for foregone fertility, reducing likelihood of net reductions of total fertility.

Getting a Job is Only Half the Battle: Maternal Job Loss and Child Classroom Behavior in Low-Income Families

PubMed Central

Hill, Heather D.; Morris, Pamela A.; Castells, Nina; Walker, Jessica Thornton

2011-01-01

This study uses data from an experimental employment program and instrumental variables (IV) estimation to examine the effects of maternal job loss on child classroom behavior. Random assignment to the treatment at one of three program sites is an exogenous predictor of employment patterns. Cross-site variation in treatment-control differences is used to identify the effects of employment levels and transitions. Under certain assumptions, this method controls for unobserved correlates of job loss and child well-being, as well as measurement error and simultaneity. IV estimates suggest that maternal job loss sharply increases problem behavior but has neutral effects on positive social behavior. Current employment programs concentrate primarily on job entry, but these findings point to the importance of promoting job stability for workers and their children. PMID:22162901

Job stress and burnout among urban and rural hospital physicians in Japan.

PubMed

Saijo, Yasuaki; Chiba, Shigeru; Yoshioka, Eiji; Kawanishi, Yasuyuki; Nakagi, Yoshihiko; Ito, Toshihiro; Sugioka, Yoshihiko; Kitaoka-Higashiguchi, Kazuyo; Yoshida, Takahiko

2013-08-01

To elucidate the differences in job stress and burnout status of Japanese hospital physicians between large cities, small cities, and towns and villages. Cross-sectional study. Postal self-administered questionnaires were distributed to 2937 alumni of Asahikawa Medical University. Four hundred and twenty-two hospital physicians. The Brief Job Stress Questionnaire was used to evaluate job demand, job control and social support. The Japanese version of the Maslach Burnout Inventory-General Survey (MBI-GS) was used to evaluate burnout. An analysis of covariance was conducted on the mean scores on the Brief Job Stress Questionnaire and the MBI-GS scales after adjusting for sex, age and specialties. In adjusted analyses, the job demand score was significantly different among physicians in the three areas. In Bonferroni post-hoc tests, scores in large cities was significantly higher than those in small cities and towns and villages. The job control score showed a significant difference and a marginally significant trend, with large cities associated with lower job control. There were significant differences in support from supervisors and that from family/friends, and scores in large cities was significantly higher than those in small cities in the post-hoc test. There was a significant effect on the exhaustion scale of the MBI-GS, with large cities associated with higher exhaustion, and scores in large cities was significantly higher than those in small cities. Urban hospital physicians had more job demand, less job control and exhaustion caused by burnout, and rural hospital physicians had less social support. © 2013 The Authors. Australian Journal of Rural Health © National Rural Health Alliance Inc.

Using a Computer Simulation to Improve Psychological Readiness for Job Interviewing in Unemployed Individuals of Pre-Retirement Age

PubMed Central

Aysina, Rimma M.; Efremova, Galina I.; Maksimenko, Zhanna A.; Nikiforov, Mikhail V.

2017-01-01

Unemployed individuals of pre-retirement age face significant challenges in finding a new job. This may be partly due to their lack of psychological readiness to go through a job interview. We view psychological readiness as one of the psychological attitude components. It is an active conscious readiness to interact with a certain aspect of reality, based on previously acquired experience. It includes a persons’ special competence to manage their activities and cope with anxiety. We created Job Interview Simulation Training (JIST) – a computer-based simulator, which allowed unemployed job seekers to practice interviewing repeatedly in a stress-free environment. We hypothesized that completion of JIST would be related to increase in pre-retirement job seekers’ psychological readiness for job interviewing in real life. Participants were randomized into control (n = 18) and experimental (n = 21) conditions. Both groups completed pre- and post-intervention job interview role-plays and self-reporting forms of psychological readiness for job interviewing. JIST consisted of 5 sessions of a simulated job interview, and the experimental group found it easy to use and navigate as well as helpful to prepare for interviewing. After finishing JIST-sessions the experimental group had significant decrease in heart rate during the post-intervention role-play and demonstrated significant increase in their self-rated psychological readiness, whereas the control group did not have changes in these variables. Future research may help clarify whether JIST is related to an increase in re-employment of pre-retirement job seekers. PMID:28580025

Using a Computer Simulation to Improve Psychological Readiness for Job Interviewing in Unemployed Individuals of Pre-Retirement Age.

PubMed

Aysina, Rimma M; Efremova, Galina I; Maksimenko, Zhanna A; Nikiforov, Mikhail V

2017-05-01

Unemployed individuals of pre-retirement age face significant challenges in finding a new job. This may be partly due to their lack of psychological readiness to go through a job interview. We view psychological readiness as one of the psychological attitude components. It is an active conscious readiness to interact with a certain aspect of reality, based on previously acquired experience. It includes a persons' special competence to manage their activities and cope with anxiety. We created Job Interview Simulation Training (JIST) - a computer-based simulator, which allowed unemployed job seekers to practice interviewing repeatedly in a stress-free environment. We hypothesized that completion of JIST would be related to increase in pre-retirement job seekers' psychological readiness for job interviewing in real life. Participants were randomized into control (n = 18) and experimental (n = 21) conditions. Both groups completed pre- and post-intervention job interview role-plays and self-reporting forms of psychological readiness for job interviewing. JIST consisted of 5 sessions of a simulated job interview, and the experimental group found it easy to use and navigate as well as helpful to prepare for interviewing. After finishing JIST-sessions the experimental group had significant decrease in heart rate during the post-intervention role-play and demonstrated significant increase in their self-rated psychological readiness, whereas the control group did not have changes in these variables. Future research may help clarify whether JIST is related to an increase in re-employment of pre-retirement job seekers.

A.I.D.P. Part Time Jobs 1988-89. OREA Report.

ERIC Educational Resources Information Center

Mei, Dolores M.; And Others

The Part-Time Jobs portion of the Attendance Improvement Dropout Prevention (AIDP) Program in New York City provided job-readiness training and job placements in an effort to motivate students to improve academic achievement and school attendance. Programs were implemented at schools with a student attendance rate at or below the citywide median…

20 CFR 627.240 - On-the-job training.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false On-the-job training. 627.240 Section 627.240... PROGRAMS UNDER TITLES I, II, AND III OF THE ACT Program Requirements § 627.240 On-the-job training. (a) General—(1) On-the-job training (OJT) means training by an employer in the private or public sector given...

20 CFR 627.240 - On-the-job training.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false On-the-job training. 627.240 Section 627.240... PROGRAMS UNDER TITLES I, II, AND III OF THE ACT Program Requirements § 627.240 On-the-job training. (a) General—(1) On-the-job training (OJT) means training by an employer in the private or public sector given...

Correspondence between Video CD-ROM and Community-Based Job Preferences for Individuals with Developmental Disabilities

ERIC Educational Resources Information Center

Ellerd, David A.; Morgan, Robert L.; Salzberg, Charles L.

2006-01-01

This study examined correspondence in selections of job preference across a video CD-ROM assessment program, community jobs observed during employment site visits, and photographs of employment sites. For 20 participants ages 18 - 22 with developmental disabilities, the video CD-ROM program was initially administered to identify preferred jobs,…

20 CFR 627.240 - On-the-job training.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false On-the-job training. 627.240 Section 627.240... PROGRAMS UNDER TITLES I, II, AND III OF THE ACT Program Requirements § 627.240 On-the-job training. (a) General—(1) On-the-job training (OJT) means training by an employer in the private or public sector given...

Federal Pay Equity Act of 1984. Part 1. 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. (April 3-4, 1984).

ERIC Educational Resources Information Center

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

This document contains two congressional hearings on H.R. 4599, the Federal Pay Equity Act of 1984, and H.R. 5092, the Pay Equity Act of 1984. These bills would mandate the Office of Personnel Management to study wage discrepancies in the Federal classification structure and to devise a more equitable job evaluation program and would require…

VA Benefits: Increasing Outreach and Measuring Outcomes Would Improve the Post-9/11 GI Bill On-the-Job Training and Apprenticeship Programs

DTIC Science & Technology

2015-11-01

and also contained two outreach flyers.54 One flyer was designed for veterans. The other, for Registered Apprenticeship sponsors, provided detailed...made minor revisions to the survey instrument based upon these pretests . We launched the web- based survey on June 11, 2015, and sent two follow-up...these pretests . We launched the web- based survey on June 10, 2015 and sent follow-up emails to sampled veterans on June 17 and June 24, 2015. We made

The who, what, when, and how of choosing a dietetics career.

PubMed

Lordly, Daphne; Dubé, Nicole

2012-01-01

We describe factors influencing the career choices of students enrolled in Canadian dietetics programs. A survey was administered, in class or online, to core first- and fourth-year classes in seven dietetics programs in various provinces (n=397). Data were analyzed with the use of descriptive statistics. Chi-square testing for independence established significant relationships. Students ranked personal satisfaction, job security, and a professional career as important general career outcomes. These factors were also perceived to be attainable through a dietetics career. The majority of students chose dietetics while they were enrolled in a post-secondary degree program (44%), were primarily influenced by family members (54%), and based their choice on information acquired through the media (50%). Motivations for choosing dietetics included an interest in nutrition (91%) and health (90%), and a desire to help others (82%). Younger students placed more importance on economic rewards and having a position of authority than did older students. Older students identified personal satisfaction as more important in career selection than did younger students. Female respondents placed higher value on job flexibility than did their male counterparts. Career choice is based on a variety of internal and external factors. Opportunities exist for strategic recruitment efforts by educators and the profession.

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

PubMed

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

2013-11-01

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

An Empirical Study of the Influence of the Concept of "Job-Hunting" on Graduates' Employment

ERIC Educational Resources Information Center

Chen, Chengwen; Hu, Guiying

2008-01-01

The concept of job-hunting is an important factor affecting university students' employment. This empirical study shows that while hunting for a job, graduates witness negative correlation between their expectation of the nature of work and the demand for occupational types and the accessibility to a post and monthly income; positive correlation…

The Online College Labor Market: Where the Jobs Are

ERIC Educational Resources Information Center

Carnevale, Anthony P.; Jayasundera, Tamara; Repnikov, Dmitri

2014-01-01

More than 80 percent of job openings for workers with a bachelor's degree or better are posted online, compared to less than 50 percent of job openings for workers with less education, according to a new report from the Georgetown University Center on Education and the Workforce. The report's findings suggest that careers in STEM fields--Science,…

Evaluation Results of the CDC/ASPH Institute for HIV Prevention Leadership: A Capacity-building Educational Program for HIV Prevention Program Managers

PubMed Central

Richter, Donna L.; Dauner, Kim Nichols; Lindley, Lisa L.; Reininger, Belinda M.; Oglesby, Willie H.; Prince, Mary S.; Thompson-Robinson, Melva; Jones, Rhondette; Potts, Linda H.

2011-01-01

Objective The goal of this research was to evaluate changes over time in the capacity of participants of the CDC/ASPH Institute for HIV Prevention Leadership (Institute), a capacity-building program for HIV prevention program managers in minority-based, community-based organizations, Capacity was defined as the application of new skills and knowledge to participants’ jobs and confidence in using those new skills and knowledge to strategically manage and apply “best practices” to their HIV prevention activities. Methods This is a longitudinal study involving measuring scholar capacity at three points in time; pre-Institute, post-Institute, and 6 months’ post-Institute. Only responses from participants who completed all three surveys are included in this final analysis of the data (N = 94). Results Results indicate that participants from 3 years of the institute (2002–2004) increased their capacity in HIV prevention programming and strategic planning and management. Significant changes were seen in the frequency and self-efficacy with which participants conduct several HIV prevention programming activities. Participants also reported conducting strategic planning activities at more appropriate intervals and were significantly more confident in conducting these activities. Conclusion The Institute has positively and significantly increased the capacity of participants to conduct more effective HIV prevention programs on a national level. PMID:17159470

Job variation in Australian advanced training in neurology.

PubMed

Lueck, C J; Morris, J; Pepper, E

2008-07-01

Like training posts in other medical specialties, many of the 38 Australian core training posts in neurology have been criticized over a variety of issues relating to the quality of training provided. These issues include excessive hours of work (often related to understaffing), high inpatient workload and inadequate exposure to outpatients and/or specialist procedures. To examine these issues, we conducted an audit of Australian advanced training posts in neurology to obtain baseline data. Two questionnaires were sent out, one to each head of department and another to the advanced trainees currently in post, requesting information about each of the training posts. The posts were compared with each other on an individual basis and by grouping them into three geographically related groups. There was complete ascertainment and a wide variation in most of the measures examined, including inpatient and ward consult numbers, staffing levels, general neurological and specialist outpatient clinic exposure and overtime requirements. Exposure to neurophysiology clinics and training in electroencephalogram was more uniform. Core advanced training jobs in neurology vary considerably across Australia, largely for historical reasons. This situation is suboptimal for many reasons. Training jobs ideally need to be modified to take into account the changing needs of trainees rather than just the service requirements of the various departments, but there are many resource issues involved in achieving this.

The New CETA; A Sensible Approach to Making the Jobs Program Work.

ERIC Educational Resources Information Center

Employment and Training Administration (DOL), Washington, DC.

This booklet describes specific proposed and/or implemented strategies for dealing with some of the problems encountered in the CETA program. These strategies are directed toward four goals: (1) helping those who need help most; (2) creating a jobs program that goes where the jobs are: the private sector; (3) better management, delivering more job…

34 CFR 692.30 - How does a State administer its community service-learning job program?

Code of Federal Regulations, 2014 CFR

2014-07-01

... for work and not a grant. (b)(1) The community service-learning job program must be administered by... reasonable, based on such factors as type of work performed, geographical region, and proficiency of the...-learning job program? 692.30 Section 692.30 Education Regulations of the Offices of the Department of...

34 CFR 692.30 - How does a State administer its community service-learning job program?

Code of Federal Regulations, 2013 CFR

2013-07-01

... for work and not a grant. (b)(1) The community service-learning job program must be administered by... reasonable, based on such factors as type of work performed, geographical region, and proficiency of the...-learning job program? 692.30 Section 692.30 Education Regulations of the Offices of the Department of...

34 CFR 692.30 - How does a State administer its community service-learning job program?

Code of Federal Regulations, 2012 CFR

2012-07-01

... for work and not a grant. (b)(1) The community service-learning job program must be administered by... reasonable, based on such factors as type of work performed, geographical region, and proficiency of the...-learning job program? 692.30 Section 692.30 Education Regulations of the Offices of the Department of...

Welfare to Work. JOBS Automated Systems Do Not Focus on Program's Employment Objective. Report to Congressional Requesters.

ERIC Educational Resources Information Center

General Accounting Office, Washington, DC. Accounting and Information Management Div.

A study examined states' development of automated systems for the Job Opportunities and Basic Skills (JOBS) program administered by the states, with the Administration for Children and Families (ACF) responsible for program oversight and direction. Results indicated that ACF had not provided direction and focus in its systems development guidance…

Effectiveness of a psycho-oncology training program for oncology nurses: a randomized controlled trial.

PubMed

Kubota, Yosuke; Okuyama, Toru; Uchida, Megumi; Umezawa, Shino; Nakaguchi, Tomohiro; Sugano, Koji; Ito, Yoshinori; Katsuki, Fujika; Nakano, Yumi; Nishiyama, Takeshi; Katayama, Yoshiko; Akechi, Tatsuo

2016-06-01

Oncology nurses are expected to play an important role in psychosocial care for cancer patients. The aim of this study was to examine whether a novel training program aimed at enhancing oncology nurses' ability to assess and manage common psychological problems in cancer patients would improve participants' self-reported confidence, knowledge, and attitudes regarding care of patients with common psychological problems (trial register: UMIN000008559). Oncology nurses were assigned randomly to either the intervention group (N = 50) or the waiting list control group (N = 46). The intervention group received a 16-h program, the content of which focused on four psychological issues: normal reactions, clinically significant distress, suicidal thoughts, and delirium. Each session included a role-play exercise, group work, and didactic lecture regarding assessment and management of each problem. Primary outcomes were changes in self-reported confidence, knowledge, and attitudes toward the common psychological problems between pre-intervention and 3 months post-intervention. Secondary outcomes were job-related stress and burnout. Intervention acceptability to participants was also assessed. In the intervention group, confidence and knowledge but not attitudes were significantly improved relative to the control group. No significant intervention effects were found for job- related stress and burnout. A high percentage (98%) of participants considered the program useful in clinical practice. This psycho-oncology training program improved oncology nurses' confidence and knowledge regarding care for patients with psychological problems. Copyright © 2015 John Wiley & Sons, Ltd. Copyright © 2015 John Wiley & Sons, Ltd.

Rural practice preferences among medical students in Ghana: a discrete choice experiment

PubMed Central

Johnson, Jennifer C; Gyakobo, Mawuli; Agyei-Baffour, Peter; Asabir, Kwesi; Kotha, S Rani; Kwansah, Janet; Nakua, Emmanuel; Snow, Rachel C; Dzodzomenyo, Mawuli

2010-01-01

Abstract Objective To determine how specific job attributes influenced fourth year medical students’ stated preference for hypothetical rural job postings in Ghana. Methods Based on discussions with medical student focus groups and physicians in practice and in the Ministry of Health, we created a discrete choice experiment (DCE) that assessed how students’ stated preference for certain rural postings was influenced by various job attributes: a higher salary, free superior housing, an educational allowance for children, improved equipment, supportive management, shorter contracts before study leave and a car. We conducted the DCE among all fourth year medical students in Ghana using a brief structured questionnaire and used mixed logit models to estimate the utility of each job attribute. Findings Complete data for DCE analysis were available for 302 of 310 (97%) students. All attribute parameter estimates differed significantly from zero and had the expected signs. In the main effects mixed logit model, improved equipment and supportive management were most strongly associated with job preference (β = 1.42; 95% confidence interval, CI: 1.17 to 1.66, and β = 1.17; 95% CI: 0.96 to 1.39, respectively), although shorter contracts and salary bonuses were also associated. Discontinuing the provision of basic housing had a large negative influence (β = −1.59; 95% CI: −1.88 to −1.31). In models including gender interaction terms, women’s preferences were more influenced by supportive management and men’s preferences by superior housing. Conclusion Better working conditions were strongly associated with the stated choice of hypothetical rural postings among fourth year Ghanaian medical students. Studies are needed to find out whether job attributes determine the actual uptake of rural jobs by graduating physicians. PMID:20458371

Using CODAP Job Analysis for the Development of Integrated Training Requirements for Three Army Civilian Career Fields.

ERIC Educational Resources Information Center

Fisher, Gerald P.; And Others

A multiuse Comprehensive Occupational Data Analysis Program (CODAP) job analysis is being used to develop training requirements and selection criteria for three interrelated Army civilian logistics career fields. Individual job task lists for the 20 job series within the three career programs were developed. The lists were based on a review of…

Job Rotation Designed to Prevent Musculoskeletal Disorders and Control Risk in Manufacturing Industries: A Systematic Review

PubMed Central

Padula, Rosimeire Simprini; Comper, Maria Luiza Caires; Sparer, Emily H.; Dennerlein, Jack T

2017-01-01

To better understand job rotation in the manufacturing industry, we completed a systematic review asking the following questions: 1) How do job-rotation programs impact work-related musculoskeletal disorders (MSDs) and related risk control for these MSDs, as well as psychosocial factors? and 2) How best should the job rotation programs be designed? We searched MEDLINE, EMBASE, Business Source Premier, ISI Web of Knowledge, CINAHL, PsyINFO, Scopus, and SciELO databases for articles published in peer-reviewed journals. Eligible studies were examined by two independent reviewers for relevance (population of manufacturing workers, outcomes of musculoskeletal disease, physical factors, psychosocial factors, and strategies used in job-rotation implantation) and methodological quality rating. From 10,809 potential articles, 71 were read for full text analysis. Of the 14 studies included for data extraction, two were non-randomized control trial studies, one was a case-control study, and 11 were cross-sectional comparisons. Only one, with a case-control design, was scored with good methodological quality. Currently, weak evidence exists supporting job rotation as a strategy for the prevention and control of musculoskeletal disorders. Job rotation did not appear to reduce the exposure of physical risk factors; yet, there are positive correlations between job rotation and higher job satisfaction. Worker training has been described as a crucial component of a successful job-rotation program. The studies reported a range of parameters used to implement and measure job-rotation programs. More rigorous studies are needed to better understand the full impact of job rotation on production and health. PMID:27633235

School-sponsored work programs: a first look at differences in work and injury outcomes of teens enrolled in school-to-work programs compared to other-working teens.

PubMed

Zierold, Kristina M; Appana, Savi; Anderson, Henry A

2011-11-01

To evaluate work experiences among teens enrolled in school-sponsored work (SSW) programs and compare the findings to other-working teens. This study, the first to assess work-related safety and health for teens in SSW programs, includes teens working one job and teens working multiple jobs. A survey was conducted among 6810 teens in school districts in five public health regions in Wisconsin. Information on demographics, work characteristics, injury and school performance was collected. Of 3411 high school teens (14-18 years old) working during the school year, 461 were enrolled in SSW programs. SSW teens were more likely to hold multiple jobs, work over 40 h per week, and work 2 or more days per week before 8:00 h compared with other-working teens. SSW teens working only one job were no more likely to be injured than other-working teens. However, SSW teens working multiple jobs were significantly more likely to be severely injured compared to other-working teens (AOR 3.49; 95% CI 1.52 to 8.02). SSW programs were created to prepare youth for transition into the workforce after high school. This first study suggests that students in SSW programs working only one job are no more likely to be injured at work compared with other-working teens. However, being enrolled in SSW programs is not protective against work injury, which would have been expected based on the philosophy of these programs. Furthermore, when students work multiple jobs, those enrolled in SSW programs are more likely to be severely injured. Possible explanations are provided.

45 CFR 287.125 - What supportive and job retention services may be provided under the NEW Program?

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 2 2010-10-01 2010-10-01 false What supportive and job retention services may be provided under the NEW Program? 287.125 Section 287.125 Public Welfare Regulations Relating to Public... Operations § 287.125 What supportive and job retention services may be provided under the NEW Program? The...

Job strain, rank, and mental health in the UK Armed Forces.

PubMed

Fear, Nicola Townsend; Rubin, G James; Hatch, Stephani; Hull, Lisa; Jones, Margaret; Hotopf, Matthew; Wessely, Simon; Rona, Roberto J

2009-01-01

We assessed whether job demand and job control have independent effects on psychological symptoms or whether job control modifies effect of job demand; we also assessed whether rank modified associations between job strain and psychological symptoms. We used the Post Traumatic Stress Disorder (PTSD) Checklist (PCL-C), General Health Questionnaire-12 (GHQ-12), Chalder Fatigue Scale, a checklist of 53 physical symptoms, and the WHO's Alcohol Use Disorders Identification Test (AUDIT). Job control, job demand, and rank were independently associated with PTSD, common mental disorders, multiple physical symptoms, and fatigue, but not with severe alcohol problems. Job control and demand had additive effects on psychological symptoms. Commissioned officers had lower risk of caseness for psychological symptoms than other ranks. Adjustment for rank had negligible effect on level of association between job strain and psychological symptoms. Reported job strain and rank contributed independently to psychological symptoms.

American Society of Nuclear Cardiology

MedlinePlus

... Society of Nuclear Cardiology Career Center Search for jobs. Post a resume or job. Member Login Enter Forgot your password? Meetings & Events ... Extended! Missed ASNC2017? Save $100 -Order Meeting On Demand by Oct. 31 Wednesday, October 25, 2017 admin ...

20 CFR 638.811 - Review and evaluation.

Code of Federal Regulations, 2010 CFR

2010-04-01

....811 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Administrative Provisions § 638.811 Review and evaluation. The Job Corps Director shall establish adequate program management to provide continuous...

Job Profiles of Biomedical Informatics Graduates. Results of a Graduate Survey.

PubMed

Ammenwerth, E; Hackl, W O

2015-01-01

Biomedical informatics programs exist in many countries. Some analyses of the skills needed and of recommendations for curricular content for such programs have been published. However, not much is known of the job profiles and job careers of their graduates. To analyse the job profiles and job careers of 175 graduates of the biomedical informatics bachelor and master program of the Tyrolean university UMIT. Survey of all biomedical informatics students who graduated from UMIT between 2001 and 2013. Information is available for 170 graduates. Eight percent of graduates are male. Of all bachelor graduates, 86% started a master program. Of all master graduates, 36% started a PhD. The job profiles are quite diverse: at the time of the survey, 35% of all master graduates worked in the health IT industry, 24% at research institutions, 9% in hospitals, 9% as medical doctors, 17% as informaticians outside the health care sector, and 6% in other areas. Overall, 68% of the graduates are working as biomedical informaticians. The results of the survey indicate a good job situation for the graduates. The job opportunities for biomedical informaticians who graduated with a bachelor or master degree from UMIT seem to be quite good. The majority of graduates are working as biomedical informaticians. A larger number of comparable surveys of graduates from other biomedical informatics programs would help to enhance our knowledge about careers in biomedical informatics.

[The independent professionals as providers of jobs. A survey carried out in Spring 2006 in France].

PubMed

Doan, Bui Dang Ha; Lévy, Danièle; Teitelbaum, Juan; Allemand, Hélène; Pavot, Jeanne

2007-01-01

A survey based on postal questionnaire was carried out in France in Spring 2006 among a sample of 4100 independent professionals from 8 occupations: architects, lawyers, notaries, physicians, dentists, biologists, accountants and sellers of insurance contracts. The objective of the survey is to assess the pool of new jobs which may be created by the independent professionals whose the number in France is approximatively 550000 (total population of France in early 2006 : 62.9 millions). Legally and financially, an independent professional can conduct his business in his own office or within a society gathering several professionals. In the first case (called "solo practice") he may be helped by salaried employees and, recently by other professionals who act as associates. In the second case (called "society practice") he is one of the partners of the society which has generally one or several salaried employees. After the answers gathered by the survey, the number of jobs that the professionals envisage to create during one year is rather important. In the low variant, it is estimated 165200 posts, in the high variant, it may reach 226000 posts. These numbers include salaried employees and professional associates. They cover newly created posts and vacant posts filled in by newcomers. In other words, every 100 French independent professionals plan to create during the coming year between 30 and 41 jobs.

Job attributes, job satisfaction and the return to health after breast cancer diagnosis and treatment

PubMed Central

Barnes, Andrew J.; Robert, Nicholas; Bradley, Cathy J.

2015-01-01

Background As detection and treatment of cancer has advanced, the number of working age women with breast cancer has increased. This study provides new information on the intersection of breast cancer treatment and job tasks and how, together, they impact employed and newly diagnosed women. Methods The sample comprised 493 employed women within 2 months of initiating treatment. Job satisfaction and demands were assessed by a pre-diagnosis recall along with measures of mental and physical health and assessed again 9 months after initiating treatment. Using seemingly unrelated regression, we tested the effect of job tasks and satisfaction on mental and physical health 9 months post-treatment initiation, controlling for pre-diagnosis health status, patient characteristics, and job tasks. Results Physical job demands prior to diagnosis were not significantly associated with mental or physical health 9 months after treatment initiation. Employment in cognitively demanding and less satisfying jobs was associated with decreases in mental health and increases in problems with work or daily activities 9 months post-treatment initiation (p<0.05). Women who received five or more cycles of chemotherapy reported lower vitality, social functioning, and worse measures of physical health compared with those who did not receive chemotherapy (p<0.05). Conclusions Employment in cognitively demanding and unsatisfying jobs may impede mental health recovery, particularly in patients who receive longer chemotherapy regimens. Such information may be used by patients and clinicians in deciding when to undergo chemotherapy and whether job tasks can be restructured to hasten recovery. PMID:24000141

Employee Turnover and Post Decision Accommodation Processes.

DTIC Science & Technology

1979-11-01

Turnover consequences Job expectations Individual differences Behavioral cues Job performance Organizational characteristics Job attitudes Attribution theory...and Meglino, 1979; Muchinsky and Tuttle, 1979; Pettman, 1973; Porter and Steers, 1973; Price, 1977; Schuh, 1967; Stoikov and Raimon, 1968; Vroom , 1964...Simon, 1958; Vroom , 1964; Price, 1977; Mobley, 1977). Although the details of the models differ, turnover is generally thought to be a function of

Knowledge and Skill Requirements for Marketing Jobs in the 21st Century

ERIC Educational Resources Information Center

Schlee, Regina Pefanis; Harich, Katrin R.

2010-01-01

This study examines the skills and conceptual knowledge that employers require for marketing positions at different levels ranging from entry- or lower-level jobs to middle- and senior-level positions. The data for this research are based on a content analysis of 500 marketing jobs posted on Monster.com for Atlanta, Chicago, Los Angeles, New York…

The Midwest Challenge: Matching Jobs with Education in the Post-Recession Economy

ERIC Educational Resources Information Center

Carnevale, Anthony P.; Smith, Nicole

2011-01-01

No one has had it worse than the Midwest. Job losses in the "great recession" of 2007 spared no region, but the bulk of industries hardest hit were in the Midwestern states. This is the second of a series of reports detailing the job and educational demand prospects for workers, by major census regions. When compared to all other…

History Jobs Decline 15% after Years of Growth

ERIC Educational Resources Information Center

Wilson, Robin

2009-01-01

This article reports that a five-year stretch of steady growth in the job market for academic historians is over. The number of job advertisements colleges have posted with the American Historical Association so far this academic year is down 15 percent from last year--the first decline since a slump that occurred in 2001-2002 and 2002-2003. The…

Family nursing hospital training and the outcome on job demands, control and support.

PubMed

Sigurdardottir, Anna Olafia; Svavarsdottir, Erla Kolbrun; Juliusdottir, Sigrun

2015-07-01

The purpose of this study was to evaluate the impact of a family systems nursing hospital training educational program (ETI program) on nurses' and midwives' perception of job demands, control, and/or support. Of the nurses and midwives who were working in the Women's and Children's Services Division at The National University Hospital in Iceland, 479 participated in the study on three time periods from 2009 to 2011. Scores for the characteristics of job demands and job control were created to categorize participants into four job types (Karasek and Theorell, 1990). These four job types are high strain (high demand, low control), passive (low demand, low control), low strain (low demand, high control), and active (high demand, high control). However, when the data were evaluated based on the proportion of job characteristics as reported by the nurses and the midwives, no significant difference was found over time (2009 to 2011) (χ(2)=5.203, p=.518). However, based on the results from the independent t-tests at time 1, a significant difference was found amongst the high strain job group regarding perceived support from administrators and colleagues among the nurses and midwives who had taken the ETI program compared to those who had not taken the program (χ(2)=2.218, p=.034). This indicates that the health care professionals who characterized their job to be of high demand but with low control evaluated the support from their administrators and colleagues to be significantly higher if they had taken the ETI program than did the nurses and midwives who did not take the ETI program. These findings are promising because they might, in the long run, increase the nurses' and midwives' autonomy and control over their own work. Copyright © 2015 Elsevier Ltd. All rights reserved.

An ethnographic study of job seeking among people with severe mental illness.

PubMed

Alverson, Hoyt; Carpenter, Elizabeth; Drake, Robert E

2006-01-01

An ethnographic study employing intensive participant observation methods identified critical differences in styles of searching for competitive employment among people with severe mental illness and explored the social/cultural correlates of these job-seeking styles. Propensity for active job seeking was strongly associated with younger age, with participants' involvement in interdependent kin networks or households, with ethno-racial minority background, and with capacity for coherent discourse. Active job seekers did particularly well in a supported employment program, but also were able to find employment when assigned to other programs; passive job seekers had little success in any vocational program. The authors discuss several implications of these findings for vocational services.

Effects of Unit Design on Acute Care Nurses' Walking Distances, Energy Expenditure, and Job Satisfaction: A Pre-Post Relocation Study.

PubMed

Copeland, Darcy; Chambers, Misty

2017-07-01

The purpose of this study was to determine what differences occurred in steps taken and energy expenditure among acute care nurses when their work environment moved from a hospital with centralized nurses' stations to a hospital with decentralized nurses' stations. Additional goals were to determine design features nurses perceived as contributing to or deterring from their work activities and what changes occurred in reported job satisfaction. Since design features can also affect patient outcomes, patient falls were monitored. The construction of a replacement facility for a 224-bed Level 1 trauma center provided the opportunity to compare the effects of centralized versus decentralized nurses' stations on nurses' experiences of their work environments. A pre-post quasi-experimental design was used. RN participants completed an open-ended questionnaire and recorded pedometer data at the end of each shift, working for 3-month pre-relocation and for 3-month post-relocation. Nine months passed between the move and post-relocation data collection. There were significant reductions in nurses' energy expenditure ( p < .001) and steps taken ( p = .041) post-relocation. Overall, nurses' job satisfaction was high and improved post-relocation, and patient falls decreased by 55%. Post-relocation, a number of the dissatisfiers associated with the physical environment were eliminated, and nurses identified more satisfiers (in general and related to the physical environment). Patients are safer post-relocation as indicated by a decrease in falls. This decrease is even more noteworthy when considering that the numbers of patient beds on each unit is higher post-relocation.

Feasibility of Using Soccer and Job Training to Prevent Drug Abuse and HIV

PubMed Central

Rotheram-Borus, Mary Jane; Tomlinson, Mark; Durkin, Andrew; Baird, Kelly; DeCelles, Jeff; Swendeman, Dallas

2016-01-01

Background Many young, South African men use alcohol and drugs and have multiple partners, but avoid health care settings – the primary site for delivery of HIV intervention activities. Objectives To identify the feasibility of engaging men in HIV testing and reducing substance use with soccer and vocational training programs. Methods In two Cape Town neighborhoods, all unemployed men aged 18–25 years were recruited and randomized by neighborhood to: 1) an immediate intervention condition with access to a soccer program, random rapid diagnostic tests (RDT) for alcohol and drug use, and an opportunity to enter a vocational training program (n=72); or 2) a delayed control condition (n=70). Young men were assessed at baseline and six months later by an independent team. Results Almost all young men in the two neighborhoods participated (98%); 85% attended at least one practice (M = 42.3, SD= 34.4); 71% typically attended practice. Access to job training was provided to the 35 young men with the most on-time arrivals at practice, drug-free RDT, and no red cards for violence. The percentage of young men agreeing to complete RDT at soccer increased significantly over time; RDTs with evidence of alcohol and drug use decreased over time. At the pre-post assessments, the frequency of substance use decreased; and employment and income increased in the immediate condition compared to the delayed condition. HIV testing rates, health care contacts, sexual behaviors, HIV knowledge, condom use and attitudes towards women were similar over time. Discussion Alternative engagement strategies are critical pathways to prevent HIV among young men. This feasibility study shows that soccer and job training offer such an alternative, and suggest that a more robust evaluation of this intervention strategy be pursued. PMID:26837624

Feasibility of Using Soccer and Job Training to Prevent Drug Abuse and HIV.

PubMed

Rotheram-Borus, Mary Jane; Tomlinson, Mark; Durkin, Andrew; Baird, Kelly; DeCelles, Jeff; Swendeman, Dallas

2016-09-01

Many young, South African men use alcohol and drugs and have multiple partners, but avoid health care settings-the primary site for delivery of HIV intervention activities. To identify the feasibility of engaging men in HIV testing and reducing substance use with soccer and vocational training programs. In two Cape Town neighborhoods, all unemployed men aged 18-25 years were recruited and randomized by neighborhood to: (1) an immediate intervention condition with access to a soccer program, random rapid diagnostic tests (RDT) for alcohol and drug use, and an opportunity to enter a vocational training program (n = 72); or (2) a delayed control condition (n = 70). Young men were assessed at baseline and 6 months later by an independent team. Almost all young men in the two neighborhoods participated (98 %); 85 % attended at least one practice (M = 42.3, SD = 34.4); 71 % typically attended practice. Access to job training was provided to the 35 young men with the most on-time arrivals at practice, drug-free RDT, and no red cards for violence. The percentage of young men agreeing to complete RDT at soccer increased significantly over time; RDTs with evidence of alcohol and drug use decreased over time. At the pre-post assessments, the frequency of substance use decreased; and employment and income increased in the immediate condition compared to the delayed condition. HIV testing rates, health care contacts, sexual behaviors, HIV knowledge, condom use and attitudes towards women were similar over time. Alternative engagement strategies are critical pathways to prevent HIV among young men. This feasibility study shows that soccer and job training offer such an alternative, and suggest that a more robust evaluation of this intervention strategy be pursued.

Work satisfaction and quality of life in cancer survivors in the first year after oncological rehabilitation.

PubMed

Mehnert, Anja; Koch, Uwe

2013-01-01

Since a growing number of patients are likely to return to work (RTW) after cancer diagnosis and treatment, there is an increasing recognition of the work situation, and the physical as well as psychosocial functioning among those survivors who returned to work. To prospectively examine Health Related quality of Life (HRQoL) and different aspects of work satisfaction in cancer survivors. N=702 employed cancer patients (85% women) were recruited on average 11 months post diagnosis and assessed at the beginning (t_1), the end (t_2) and 12 months after cancer rehabilitation program (t_3). Participants completed validated measures assessing work satisfaction, working conditions, job strain and HRQoL. Participants showed a high work satisfaction and were most satisfied with job related activities and least satisfied with work organization and leadership. Total work satisfaction was significantly associated with older age, higher monthly income, higher school education, and HRQoL, but not with any cancer- or treatment related characteristics. No significant changes in work satisfaction over time were observed except for a significant deterioration in satisfaction with job related activities (p=0.002; η ^2 =0.019), professional acknowledgement (p=0.036; η ^2 =0.009), and overall work satisfaction (p < 0.001; η ^2 =0.087) with small to moderate effect sizes. Our findings emphasize the need for comprehensive cancer rehabilitation programs and specific vocational interventions.

Survey of the Child Neurology Program Coordinator Association: Workforce Issues and Readiness for the Next Accreditation System.

PubMed

Feist, Terri B; Campbell, Julia L; LaBare, Julie A; Gilbert, Donald L

2016-03-01

In preparation for the implementation of the Next Accreditation System in Child Neurology, the authors organized the first meeting of child neurology program coordinators in October 2014. A workforce and program-readiness survey was conducted initially. Coordinator job titles varied widely. Most respondents (65%) managed 1 or more fellowships plus child neurology residency. Most had worked in graduate medical education less than 5 years (53%), with no career path (88%), supervised by someone without graduate medical education experience (85%), in divisions where faculty knowledge was judged inadequate (72%). A small proportion of programs had established clinical competency committee policies (28%) and was ready to implement milestone-based evaluations (56%). A post-conference survey demonstrated substantial improvements in relevant skills. The complexity of residency program management in the Next Accreditation System era supports substantive modifications to the program coordinator role. Such changes should include defined career pathway, managerial classification, administrative support, and continuing education. © The Author(s) 2015.

A Japanese Stress Check Program screening tool predicts employee long-term sickness absence: a prospective study.

PubMed

Tsutsumi, Akizumi; Shimazu, Akihito; Eguchi, Hisashi; Inoue, Akiomi; Kawakami, Norito

2018-01-25

On December 1, 2015, the Japanese government launched the Stress Check Program, a new occupational health policy to screen employees for high psychosocial stress in the workplace. As only weak evidence exists for the effectiveness of the program, we sought to estimate the risk of stress-associated long-term sickness absence as defined in the program manual. Participants were 7356 male and 7362 female employees in a financial service company who completed the Brief Job Stress Questionnaire (BJSQ). We followed them for 1 year and used company records to identify employees with sickness absence of 1 month or longer. We defined high-risk employees using the BJSQ and criteria recommended by the program manual. We used the Cox proportional regression model to evaluate the prospective association between stress and long-term sickness absence. During the follow-up period, we identified 34 male and 35 female employees who took long-term sickness absence. After adjustment for age, length of service, job type, position, and post-examination interview, hazard ratios (95% confidence intervals) for incident long-term sickness absence in high-stress employees were 6.59 (3.04-14.25) for men and 2.77 (1.32-5.83) for women. The corresponding population attributable risks for high stress were 23.8% (10.3-42.6) for men and 21.0% (4.6-42.1) for women. During the 1-year follow-up, employees identified as high stress (as defined by the Stress Check Program manual) had significantly elevated risks for long-term sickness absence.

Federal transit administration : progress and challenges in implementing and evaluating the job access and reverse commute program.

DOT National Transportation Integrated Search

2010-05-01

Established in 1998, the Job Access and Reverse Commute Program (JARC)administered by the Federal Transit Administration (FTA)awards grants to states and localities to provide transportation to help low-income individuals access jobs. In 2005, ...

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

PubMed

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

2018-04-01

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

41 CFR 60-2.1 - Scope and application.

Code of Federal Regulations, 2010 CFR

2010-07-01

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

Job-Related Adult Basic Education. Volume I. Summary and Recommendations. Volume II. Approach and Detailed Findings.

ERIC Educational Resources Information Center

System Development Corp., Falls Church, VA.

The aims of this project have been to collect and analyze information on existing Adult Basic Education (ABE) programs, to identify types of programs which are successful in job-related settings, and to recommend promising new models for job-related ABE. Eighty programs were selected as possible for the study. When it was found impossible to…

77 FR 55229 - National Farmworker Jobs Program (NFJP) Information Collection Forms; Comment Request for Regular...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-09-07

... DEPARTMENT OF LABOR Employment and Training Administration National Farmworker Jobs Program (NFJP... Comment Request for Regular Extension of approval (with revisions) for the National Farmworker Jobs... ETA to calculate the common performance measures for entered employment, retention, and earnings. The...

49 CFR 25.520 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-10-01

... IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 25.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

22 CFR 229.520 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-04-01

... SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 229.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

22 CFR 229.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-04-01

... SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 229.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

22 CFR 146.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-04-01

... IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 146.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

22 CFR 146.520 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-04-01

... IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 146.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

22 CFR 229.520 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-04-01

... SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 229.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

49 CFR 25.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-10-01

... IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 25.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

22 CFR 146.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-04-01

... IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 146.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

28 CFR 54.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-07-01

... SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 54.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

22 CFR 229.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-04-01

... SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 229.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

10 CFR 1042.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-01-01

... EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 1042.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or...

22 CFR 229.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-04-01

... SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 229.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

10 CFR 1042.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-01-01

... EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 1042.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or...

28 CFR 54.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-07-01

... SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 54.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

28 CFR 54.520 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-07-01

... SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 54.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

22 CFR 146.520 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-04-01

... IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 146.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

28 CFR 54.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-07-01

... SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 54.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

49 CFR 25.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-10-01

... IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 25.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

49 CFR 25.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-10-01

... IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 25.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

10 CFR 1042.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-01-01

... EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 1042.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or...

10 CFR 1042.520 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-01-01

... EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 1042.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or...

22 CFR 146.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-04-01

... IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 146.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

20 CFR 638.503 - Vocational training.

Code of Federal Regulations, 2010 CFR

2010-04-01

... Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Center Operations § 638.503 Vocational training. (a) Each... training programs offered at individual centers will be subject to the approval of the Job Corps Director...

Job rotation designed to prevent musculoskeletal disorders and control risk in manufacturing industries: A systematic review.

PubMed

Padula, Rosimeire Simprini; Comper, Maria Luiza Caires; Sparer, Emily H; Dennerlein, Jack T

2017-01-01

To better understand job rotation in the manufacturing industry, we completed a systematic review asking the following questions: 1) How do job-rotation programs impact work-related musculoskeletal disorders (MSDs) and related risk control for these MSDs, as well as psychosocial factors? and 2) How best should the job rotation programs be designed? We searched MEDLINE, EMBASE, Business Source Premier, ISI Web of Knowledge, CINAHL, PsyINFO, Scopus, and SciELO databases for articles published in peer-reviewed journals. Eligible studies were examined by two independent reviewers for relevance (population of manufacturing workers, outcomes of musculoskeletal disorders, physical factors, psychosocial factors, and strategies used in job-rotation implantation) and methodological quality rating. From 10,809 potential articles, 71 were read for full text analysis. Of the 14 studies included for data extraction, two were non-randomized control trial studies, one was a case-control study, and 11 were cross-sectional comparisons. Only one, with a case-control design, was scored with good methodological quality. Currently, weak evidence exists supporting job rotation as a strategy for the prevention and control of musculoskeletal disorders. Job rotation did not appear to reduce the exposure of physical risk factors; yet, there are positive correlations between job rotation and higher job satisfaction. Worker training has been described as a crucial component of a successful job-rotation program. The studies reported a range of parameters used to implement and measure job-rotation programs. More rigorous studies are needed to better understand the full impact of job rotation on production and health. CRD42014013319. Copyright © 2016 Elsevier Ltd. All rights reserved.

Your Personal Analysis Toolkit - An Open Source Solution

NASA Astrophysics Data System (ADS)

Mitchell, T.

2009-12-01

Open source software is commonly known for its web browsers, word processors and programming languages. However, there is a vast array of open source software focused on geographic information management and geospatial application building in general. As geo-professionals, having easy access to tools for our jobs is crucial. Open source software provides the opportunity to add a tool to your tool belt and carry it with you for your entire career - with no license fees, a supportive community and the opportunity to test, adopt and upgrade at your own pace. OSGeo is a US registered non-profit representing more than a dozen mature geospatial data management applications and programming resources. Tools cover areas such as desktop GIS, web-based mapping frameworks, metadata cataloging, spatial database analysis, image processing and more. Learn about some of these tools as they apply to AGU members, as well as how you can join OSGeo and its members in getting the job done with powerful open source tools. If you haven't heard of OSSIM, MapServer, OpenLayers, PostGIS, GRASS GIS or the many other projects under our umbrella - then you need to hear this talk. Invest in yourself - use open source!

Post-traumatic stress disorder and job stress among firefighters of urban Japan.

PubMed

Saijo, Yasuaki; Ueno, Takeji; Hashimoto, Yoshihiro

2012-02-01

Post-traumatic stress disorder (PTSD) is a common condition among Japanese firefighters. The purpose of this study was to clarify the relationship of PTSD scores to job stress, social support, and depressive stress among Japanese firefighters. A total of 1,667 Japanese firefighters working for the local government completed a questionnaire that was used to gather information pertaining to age, gender, job type, job class, marital status, and smoking and drinking habits. Questionnaires from the Center for Epidemiologic Studies Depression Scale (CES-D), the Japanese version of the U.S. National Institute for Occupational Safety and Health (NIOSH) Generic Job Stress Questionnaire, and the IES-R were also used. After adjustment for age and gender, subjects in the PTSD-positive group had significantly higher scores for inter-group conflict, role ambiguity, and CES-D, as well as significantly lower scores for social support from their supervisors compared to those in the PTSD-negative group. High inter-group conflict and role ambiguity, as well as low social support from supervisors and the presence of depressive symptoms, may influence the development of PTSD among Japanese firefighters.

Up-scaling expectations among Pakistan's HIV bureaucrats: entrepreneurs of the self and job precariousness post-scale-up.

PubMed

Qureshi, Ayaz

2014-01-01

Existing research has documented how the expansion of HIV programming has produced new subjectivities among the recipients of interventions. However, this paper contends that changes in politics, power and subjectivities may also be seen among the HIV bureaucracy in the decade of scale-up. One year's ethnographic fieldwork was conducted among AIDS control officials in Pakistan at a moment of rolling back a World Bank-financed Enhanced Programme. In 2003, the World Bank convinced the Musharraf regime to scale up the HIV response, offering a multimillion dollar soft loan package. I explore how the Enhanced Programme initiated government employees into a new transient work culture and turned the AIDS control programmes into a hybrid bureaucracy. However, the donor money did not last long and individuals' entrepreneurial abilities were tested in a time of crisis engendered by dependence on aid, leaving them precariously exposed to job insecurity, and undermining the continuity of AIDS prevention and treatment in the country. I do not offer a story of global 'best practices' thwarted by local 'lack of capacity', but an ethnographic critique of the transnational HIV apparatus and its neoliberal underpinning. I suggest that this Pakistan-derived analysis is more widely relevant in the post-scale-up decade.

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

Code of Federal Regulations, 2011 CFR

2011-04-01

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

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

Code of Federal Regulations, 2012 CFR

2012-04-01

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

Academic Job Placements in Library and Information Science Field: A Case Study Performed on ALISE Web-Based Postings

ERIC Educational Resources Information Center

Abouserie, Hossam Eldin Mohamed Refaat

2010-01-01

The study investigated and analyzed the state of academic web-based job announcements in Library and Information Science Field. The purpose of study was to get in depth understanding about main characteristics and trends of academic job market in Library and Information science field. The study focused on web-based version announcement as it was…

20 CFR 628.540 - Volunteer program.

Code of Federal Regulations, 2010 CFR

2010-04-01

... Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR PROGRAMS UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT Program Design Requirements for Programs Under Title II of the Job Training Partnership Act § 628.540 Volunteer program. Pursuant to sections 204(c)(6) and 264(d)(7) of the...

20 CFR 628.530 - Referrals of participants to non-title II programs.

Code of Federal Regulations, 2010 CFR

2010-04-01

... programs. 628.530 Section 628.530 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR PROGRAMS UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT Program Design Requirements for Programs Under Title II of the Job Training Partnership Act § 628.530 Referrals of participants to non...

Relationship Between the Number of Clinical Sites in Radiography Programs and Job Placement Rates of Graduates.

PubMed

Harrell, Angela; Matthews, Eric

2016-07-01

To determine whether a relationship exists between the number of clinical sites available in radiography programs accredited by the Joint Review Committee on Education in Radiologic Technology and the job placement rates of graduates. We performed a secondary analysis of data on job placement rates and the number of clinical sites available in 438 degree-granting radiography programs from January 2015 to March 2015. A weak, negative, nonsignificant correlation existed between the number of clinical sites and the job placement rate (Spearman's rho = -.113, n = 438, P = .018). The coefficient of determination was 1.28%.Discussion Research evaluating factors contributing to graduate employability is limited but indicates no need for radiography program administrators to adjust clinical site numbers solely on the basis of improving graduate employability. The number of clinical sites available in a radiography program is not related to the job placement rate of its graduates. ©2016 American Society of Radiologic Technologists.

20 CFR 628.525 - Limitations.

Code of Federal Regulations, 2010 CFR

2010-04-01

... Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR PROGRAMS UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT Program Design Requirements for Programs Under Title II of the Job Training Partnership Act § 628.525 Limitations. Neither eligibility for nor participation in a JTPA program...

RETRAINING OF THE UNDERPRIVILEGED--THE JOB CORPS AND PROGRAMS FOR WELFARE RECIPIENTS.

ERIC Educational Resources Information Center

HOOS, IDA R.

THIS STUDY ASSESSES JOB CORPS CURRICULUM AND FACILITIES FOR BASIC ORIENTATION AND EDUCATION OF UNEMPLOYED, DISADVANTAGED, POORLY MOTIVATED YOUTH, AND REVIEWS TRAINING PROGRAMS FOR WELFARE RECIPIENTS IN SANTA CLARA AND ALAMEDA COUNTIES, CALIFORNIA. OBSERVATIONS OF SELECTED JOB CORPS CENTERS REVEALED SUPERIOR PHYSICAL FACILITIES BUT LESS THAN…

Adapting Job Analysis Methodology to Improve Evaluation Practice

ERIC Educational Resources Information Center

Jenkins, Susan M.; Curtin, Patrick

2006-01-01

This article describes how job analysis, a method commonly used in personnel research and organizational psychology, provides a systematic method for documenting program staffing and service delivery that can improve evaluators' knowledge about program operations. Job analysis data can be used to increase evaluators' insight into how staffs…

76 FR 38577 - Bond Guarantee Program

Federal Register 2010, 2011, 2012, 2013, 2014

2011-07-01

... Institutions (CDFI) Bond Guarantee Program created by the Small Business Jobs Act of 2010. All materials... enacted through the Small Business Jobs Act of 2010 (Pub. L. 111-240) on September 27, 2010. The CDFI Fund... 1134 and 1703 of the Small Business Jobs Act, which amended the Community Development Banking and...

Quality Indicators for California Community College Job Placement Programs.

ERIC Educational Resources Information Center

Mount San Antonio Community Coll. District, Walnut, CA.

Designed to help California community colleges in assessing their job placement services, identifying strengths and needs for improvement, and establishing priorities for the future, this color-coded guide lists specific tasks and responsibilities within the four essential functional areas of job placement programs and includes quality indicators…

6 CFR 17.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-01-01

... ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 17.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

43 CFR 41.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-10-01

... BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 41.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

41 CFR 101-4.520 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-07-01

... EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 101-4.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or...

43 CFR 41.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-10-01

... BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 41.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

10 CFR 5.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-01-01

... Energy NUCLEAR REGULATORY COMMISSION NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR... Education Programs or Activities Prohibited § 5.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines of...

29 CFR 36.520 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-07-01

... Labor Office of the Secretary of Labor NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR... Education Programs or Activities Prohibited § 36.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines of...

6 CFR 17.520 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-01-01

... ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 17.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

41 CFR 101-4.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-07-01

... EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 101-4.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or...

44 CFR 19.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-10-01

..., DEPARTMENT OF HOMELAND SECURITY GENERAL NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR... Education Programs or Activities Prohibited § 19.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines of...

43 CFR 41.520 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-10-01

... BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 41.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

10 CFR 5.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-01-01

... Energy NUCLEAR REGULATORY COMMISSION NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR... Education Programs or Activities Prohibited § 5.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines of...

14 CFR 1253.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-01-01

... THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 1253.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

14 CFR 1253.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-01-01

... THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 1253.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

29 CFR 36.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-07-01

... Labor Office of the Secretary of Labor NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR... Education Programs or Activities Prohibited § 36.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines of...

6 CFR 17.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-01-01

... ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 17.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

41 CFR 101-4.520 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-07-01

... EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 101-4.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or...

44 CFR 19.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-10-01

..., DEPARTMENT OF HOMELAND SECURITY GENERAL NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR... Education Programs or Activities Prohibited § 19.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines of...

29 CFR 36.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-07-01

... Labor Office of the Secretary of Labor NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR... Education Programs or Activities Prohibited § 36.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines of...

6 CFR 17.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-01-01

... ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 17.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

45 CFR 86.55 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-10-01

... THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 86.55 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

45 CFR 86.55 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-10-01

... THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 86.55 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

41 CFR 101-4.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-07-01

... EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 101-4.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or...

10 CFR 5.520 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-01-01

... Energy NUCLEAR REGULATORY COMMISSION NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR... Education Programs or Activities Prohibited § 5.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines of...

40 CFR 5.520 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-07-01

... BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 5.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

43 CFR 41.520 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-10-01

... BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 41.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

41 CFR 101-4.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-07-01

... EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 101-4.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or...

40 CFR 5.520 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-07-01

... BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 5.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

45 CFR 86.55 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-10-01

... THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 86.55 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

43 CFR 41.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-10-01

... BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 41.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

10 CFR 5.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-01-01

... Energy NUCLEAR REGULATORY COMMISSION NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR... Education Programs or Activities Prohibited § 5.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines of...

45 CFR 86.55 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-10-01

... THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 86.55 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

14 CFR 1253.520 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-01-01

... THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 1253.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

45 CFR 86.55 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-10-01

... THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 86.55 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

44 CFR 19.520 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-10-01

..., DEPARTMENT OF HOMELAND SECURITY GENERAL NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR... Education Programs or Activities Prohibited § 19.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines of...

14 CFR 1253.520 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-01-01

... THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 1253.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

44 CFR 19.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-10-01

..., DEPARTMENT OF HOMELAND SECURITY GENERAL NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR... Education Programs or Activities Prohibited § 19.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines of...

40 CFR 5.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-07-01

... BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 5.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

44 CFR 19.520 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-10-01

..., DEPARTMENT OF HOMELAND SECURITY GENERAL NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR... Education Programs or Activities Prohibited § 19.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines of...

40 CFR 5.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-07-01

... BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 5.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

10 CFR 5.520 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-01-01

... Energy NUCLEAR REGULATORY COMMISSION NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR... Education Programs or Activities Prohibited § 5.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b) Maintain or establish separate lines of...

6 CFR 17.520 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-01-01

... ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 17.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

Learning on the Job

ERIC Educational Resources Information Center

Hand, Alyse; Winningham, Kathleen

2009-01-01

Many students recognizes the value of participating in an internship program. The experience benefits not only students and potential future employers, but colleges, too--not the mention the workforce. Internships often equip students with a competitive advantage over other job seekers. On-the-job programs not only allow students to discover the…

GO, an exec for running the programs: CELL, COLLIDER, MAGIC, PATRICIA, PETROS, TRANSPORT, and TURTLE

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

Shoaee, H.

1982-05-01

An exec has been written and placed on the PEP group's public disk to facilitate the use of several PEP related computer programs available on VM. The exec's program list currently includes: CELL, COLLIDER, MAGIC, PATRICIA, PETROS, TRANSPORT, and TURTLE. In addition, provisions have been made to allow addition of new programs to this list as they become available. The GO exec is directly callable from inside the Wylbur editor (in fact, currently this is the only way to use the GO exec.). It provides the option of running any of the above programs in either interactive or batch mode.more » In the batch mode, the GO exec sends the data in the Wylbur active file along with the information required to run the job to the batch monitor (BMON, a virtual machine that schedules and controls execution of batch jobs). This enables the user to proceed with other VM activities at his/her terminal while the job executes, thus making it of particular interest to the users with jobs requiring much CPU time to execute and/or those wishing to run multiple jobs independently. In the interactive mode, useful for small jobs requiring less CPU time, the job is executed by the user's own Virtual Machine using the data in the active file as input. At the termination of an interactive job, the GO exec facilitates examination of the output by placing it in the Wylbur active file.« less

GO, an exec for running the programs: CELL, COLLIDER, MAGIC, PATRICIA, PETROS, TRANSPORT and TURTLE

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

Shoaee, H.

1982-05-01

An exec has been written and placed on the PEP group's public disk (PUBRL 192) to facilitate the use of several PEP related computer programs available on VM. The exec's program list currently includes: CELL, COLLIDER, MAGIC, PATRICIA, PETROS, TRANSPORT, and TURTLE. In addition, provisions have been made to allow addition of new programs to this list as they become available. The GO exec is directly callable from inside the Wylbur editor (in fact, currently this is the only way to use the GO exec.) It provides the option of running any of the above programs in either interactive ormore » batch mode. In the batch mode, the GO exec sends the data in the Wylbur active file along with the information required to run the job to the batch monitor (BMON, a virtual machine that schedules and controls execution of batch jobs). This enables the user to proceed with other VM activities at his/her terminal while the job executes, thus making it of particular interest to the users with jobs requiring much CPU time to execute and/or those wishing to run multiple jobs independently. In the interactive mode, useful for small jobs requiring less CPU time, the job is executed by the user's own Virtual Machine using the data in the active file as input. At the termination of an interactive job, the GO exec facilitates examination of the output by placing it in the Wylbur active file.« less

Preliminary Analysis of the Jobs and Economic Impacts of Renewable Energy Projects Supported by the §1603 Treasury Grant Program

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

Steinberg, Daniel; Porro, Gian; Goldberg, Marshall

This analysis responds to a request from the Department of Energy Office of Energy Efficiency and Renewable Energy to the National Renewable Energy Laboratory (NREL) to estimate the direct and indirect jobs and economic impacts of projects supported by the §1603 Treasury grant program. The analysis employs the Jobs and Economic Development Impacts (JEDI) models to estimate the gross jobs, earnings, and economic output supported by the construction and operation of the large wind (greater than 1 MW) and solar photovoltaic (PV) projects funded by the §1603 grant program.

Preliminary Analysis of the Jobs and Economic Impacts of Renewable Energy Projects Supported by the ..Section..1603 Treasury Grant Program

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

Steinberg, D.; Porro, G.; Goldberg, M.

This analysis responds to a request from the Department of Energy Office of Energy Efficiency and Renewable Energy to the National Renewable Energy Laboratory (NREL) to estimate the direct and indirect jobs and economic impacts of projects supported by the Section 1603 Treasury grant program. The analysis employs the Jobs and Economic Development Impacts (JEDI) models to estimate the gross jobs, earnings, and economic output supported by the construction and operation of the large wind (greater than 1 MW) and solar photovoltaic (PV) projects funded by the Section 1603 grant program.

Preliminary Analysis of the Jobs and Economic Impacts of Renewable Energy Projects Supported by the §1603Treasury Grant Program

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

Steinberg, Daniel; Porro, Gian; Goldberg, Marshall

2012-04-01

This analysis responds to a request from the Department of Energy Office of Energy Efficiency and Renewable Energy to the National Renewable Energy Laboratory (NREL) to estimate the direct and indirect jobs and economic impacts of projects supported by the §1603 Treasury grant program. The analysis employs the Jobs and Economic Development Impacts (JEDI) models to estimate the gross jobs, earnings, and economic output supported by the construction and operation of the large wind (greater than 1 MW) and solar photovoltaic (PV) projects funded by the §1603 grant program.

Algorithms for Large-Scale Astronomical Problems

DTIC Science & Technology

2013-08-01

implemented as a succession of Hadoop MapReduce jobs and sequential programs written in Java . The sampling and splitting stages are implemented as...one MapReduce job, the partitioning and clustering phases make up another job. The merging stage is implemented as a stand-alone Java program. The...Merging. The merging stage is implemented as a sequential Java program that reads the files with the shell information, which were generated by

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

ERIC Educational Resources Information Center

Bjorkquist, David C.

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

Web Based Information System for Job Training Activities Using Personal Extreme Programming (PXP)

NASA Astrophysics Data System (ADS)

Asri, S. A.; Sunaya, I. G. A. M.; Rudiastari, E.; Setiawan, W.

2018-01-01

Job training is one of the subjects in university or polytechnic that involves many users and reporting activities. Time and distance became problems for users to reporting and to do obligations tasks during job training due to the location where the job training took place. This research tried to develop a web based information system of job training to overcome the problems. This system was developed using Personal Extreme Programming (PXP). PXP is one of the agile methods is combination of Extreme Programming (XP) and Personal Software Process (PSP). The information system that has developed and tested which are 24% of users are strongly agree, 74% are agree, 1% disagree and 0% strongly disagree about system functionality.

From job training to green jobs: a case study for a young adult employment program centered on environmental restoration in New York City, USA

Treesearch

Nancy Falxa-Raymond; Erika Svendsen; Lindsay K. Campbell

2013-01-01

The demand for a well-trained green-collar labor force will increase as many cities implement sustainability and green infrastructure plans. Additionally, many green jobs training programs are intended to provide pathways out of poverty for low-skilled workers. In this case study, we analyze the experiences of graduates from a New York City, USA green jobs training...

20 CFR 670.620 - Are Job Corps students eligible to receive cash allowances and performance bonuses?

Code of Federal Regulations, 2014 CFR

2014-04-01

... performance bonuses? (a) Yes, according to criteria and rates established by the Secretary, Job Corps students... students with post-separation allowances. (b) In the event of a student's death, any amount due under this...

20 CFR 670.620 - Are Job Corps students eligible to receive cash allowances and performance bonuses?

Code of Federal Regulations, 2013 CFR

2013-04-01

... performance bonuses? (a) Yes, according to criteria and rates established by the Secretary, Job Corps students... students with post-separation allowances. (b) In the event of a student's death, any amount due under this...

20 CFR 670.620 - Are Job Corps students eligible to receive cash allowances and performance bonuses?

Code of Federal Regulations, 2012 CFR

2012-04-01

... performance bonuses? (a) Yes, according to criteria and rates established by the Secretary, Job Corps students... students with post-separation allowances. (b) In the event of a student's death, any amount due under this...

20 CFR 670.620 - Are Job Corps students eligible to receive cash allowances and performance bonuses?

Code of Federal Regulations, 2010 CFR

2010-04-01

... bonuses? (a) Yes, according to criteria and rates established by the Secretary, Job Corps students receive... students with post-separation allowances. (b) In the event of a student's death, any amount due under this...

20 CFR 670.620 - Are Job Corps students eligible to receive cash allowances and performance bonuses?

Code of Federal Regulations, 2011 CFR

2011-04-01

... bonuses? (a) Yes, according to criteria and rates established by the Secretary, Job Corps students receive... students with post-separation allowances. (b) In the event of a student's death, any amount due under this...

Job shop fails choosy nurses.

PubMed

1993-10-13

Only 181 people have used the Clearing House set up to find jobs for redundant London nurses. And almost a quarter have rejected the posts which it says are suitable for them, with 21 per cent of employers turning down candidates selected by the initiative.

Getting Started in Academic Careers: On the Cutting Edge Resources for Graduate Students, Postdoctoral Fellows, and Early Career Faculty

NASA Astrophysics Data System (ADS)

MacDonald, R.; Ormand, C.; Manduca, C. A.; Wright-Dunbar, R.; Allen-King, R.

2007-12-01

The professional development program,'On the Cutting Edge', offers on-line resources and annual multi-day workshops for graduate students and post-doctoral fellows interested in pursuing academic careers. Pre- workshop surveys reveal that early career faculty, post-docs, and graduate students have many questions about teaching (e.g., what are effective teaching strategies, how to design a course, how to prepare a syllabus, how to teach large courses), research (e.g., initiate and fund future research, set up and manage a lab, obtain equipment), and career management (e.g., understand tenure requirements, balance all it all). The graduate students and post-docs also have questions about jobs and the job search process. Their questions show a lack of familiarity with the nature of academic positions at different kinds of educational institutions (two-year colleges, primarily undergraduate institutions, and research universities). In particular, they are uncertain about what educational setting will best fit their values and career goals and how teaching loads and research expectations vary by institution. Common questions related to the job search process include where to find job listings (the most common question in recent years), when to start the job search process, how to stand out as an applicant, and how to prepare for interviews. Both groups have questions about how to develop new skills: how to develop, plan and prepare a new course (without it taking all of their time), how to expand beyond their PhD (or postdoc) research projects, how to develop a research plan, and where to apply for funding. These are important topics for advisors to discuss with all of their students and postdocs who are planning on careers in academia. On the Cutting Edge offers workshops and web resources to help current and future faculty navigate these critical stages of their careers. The four-day workshop for Early Career Geoscience Faculty: Teaching, Research, and Managing Your Career has been offered since 1999 and provides sessions on teaching strategies, course design, developing a strategic plan for research, supervising student researchers, navigating departmental and institutional politics, tenure, time and task management, and much more. The workshop, Preparing for an Academic Career in the Geosciences, has been offered since 2003 and provides a panel about academic careers in different institutional settings, session on research on learning, various teaching strategies, design of effective classroom activities, moving research forward to new settings, negotiation, and presenting oneself to others. Participants in both workshops have many opportunities to talk informally with leaders and other participants. Assessment results indicate that the workshops are helpful for both current and future faculty. Participants particularly appreciate the practical ideas and the opportunity to interact with, and learn from, a diverse leadership team and other participants. Two on-line resource collections provides information in these areas useful for students, post-docs, early career faculty and advisors.

20 CFR 638.800 - Program management.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false Program management. 638.800 Section 638.800... TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Administrative Provisions § 638.800 Program management. (a) The Job Corps Director shall establish and use internal program management procedures sufficient...

20 CFR 638.800 - Program management.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false Program management. 638.800 Section 638.800... TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Administrative Provisions § 638.800 Program management. (a) The Job Corps Director shall establish and use internal program management procedures sufficient...

20 CFR 638.500 - Orientation program.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Orientation program. 638.500 Section 638.500 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Center Operations § 638.500 Orientation program. The...

20 CFR 638.800 - Program management.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Program management. 638.800 Section 638.800... TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Administrative Provisions § 638.800 Program management. (a) The Job Corps Director shall establish and use internal program management procedures sufficient...

41 CFR 60-2.1 - Scope and application.

Code of Federal Regulations, 2011 CFR

2011-07-01

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

76 FR 63151 - Small Business Jobs Act: 504 Loan Program Debt Refinancing

Federal Register 2010, 2011, 2012, 2013, 2014

2011-10-12

... SMALL BUSINESS ADMINISTRATION 13 CFR Part 120 RIN 3245-AG17 Small Business Jobs Act: 504 Loan Program Debt Refinancing AGENCY: U.S. Small Business Administration. ACTION: Final rule. SUMMARY: This rule finalizes the interim final rule that implemented section 1122 of the Small Business Jobs Act of...

An Evaluation of Washington State's Job Skills Program.

ERIC Educational Resources Information Center

Washington State Workforce Training and Education Coordinating Board, Olympia.

The Job Skills Program (JSP) in Washington State provides job training customized to meet the needs of employers through partnerships of employers and training institutions. The JSP funds up to one-half the cost of training, with employers providing a match. Training can be provided for new employees, for upgrading employees receiving promotions,…

Training Programs for Nontraditional Jobs for Older Adults. Final Report.

ERIC Educational Resources Information Center

Branscum, Shelba Y.

A project proposed to organize and teach a series of training programs on nontraditional jobs for adults over age 55. Nontraditional was defined as any work situation other than full-time, historically-typical jobs in a community. Project staff developed four training classes in small appliance repair, plant care, mother's care, food preparation…

Job Skills Program Biennial Report 1985-1987.

ERIC Educational Resources Information Center

Washington State Board for Vocational Education, Olympia.

The Washington State Job Skills Program (JSP) was established by the legislature in 1983 as an economic development incentive to provide customized, quick-start training to meet the employment needs of new or expanding businesses in the state. Funds are granted to public and private educational institutions to train people for new jobs, prepare…

20 CFR 670.975 - How is the performance of the Job Corps program assessed?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false How is the performance of the Job Corps program assessed? 670.975 Section 670.975 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Administrative and Management...

Workplace Literacy Programs: A Review of the Literature.

ERIC Educational Resources Information Center

Dunn-Rankin, Patricia; Beil, Drake

This literature review observes that (1) there is an increasing need for enhancing job literacy skills among workers; (2) workplace literacy programs cover both basic literacy and job-related technical training; (3) successful curricula use job-related tasks and materials; and (4) management needs to be heavily involved and committed if a program…

Safety and You on the Job.

ERIC Educational Resources Information Center

West Virginia State Vocational Curriculum Lab., Cedar Lakes.

Designed to assist instructors to be consistent with the Fair Labor Standards Act, which requires schools to provide safety instruction to students involved in any type of work experience or on-the-job training program, this curriculum guide presents a program to prepare students to perform their job function in a safe and healthy fashion. There…

Job Creation: The Role of Local and State Leaders in Vocational Education.

ERIC Educational Resources Information Center

Russell, Earl B.

Vocational education can contribute to the creation of new jobs through educational programs for employers or prospective employers and through collaborative efforts with community leaders. Local leadership is the most essential ingredient in successful job creation programs at the community level. Local leaders can work to obtain baseline…

18 CFR 1317.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-04-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 1317.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

45 CFR 618.520 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-10-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 618.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

18 CFR 1317.520 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-04-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 1317.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

15 CFR 8a.520 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-01-01

... THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 8a.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

31 CFR 28.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-07-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 28.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

31 CFR 28.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-07-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 28.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

45 CFR 618.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-10-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 618.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

15 CFR 8a.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-01-01

... THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 8a.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

15 CFR 8a.520 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-01-01

... THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 8a.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

15 CFR 8a.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-01-01

... THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 8a.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

31 CFR 28.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-07-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 28.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

31 CFR 28.520 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-07-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 28.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

18 CFR 1317.520 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-04-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 1317.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

45 CFR 618.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-10-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 618.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

18 CFR 1317.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-04-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 1317.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

45 CFR 618.520 - Job classification and structure.

Code of Federal Regulations, 2011 CFR

2011-10-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 618.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

31 CFR 28.520 - Job classification and structure.

Code of Federal Regulations, 2013 CFR

2013-07-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 28.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

45 CFR 618.520 - Job classification and structure.

Code of Federal Regulations, 2010 CFR

2010-10-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 618.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

14 CFR § 1253.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-01-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 1253.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

15 CFR 8a.520 - Job classification and structure.

Code of Federal Regulations, 2012 CFR

2012-01-01

... THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 8a.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

18 CFR 1317.520 - Job classification and structure.

Code of Federal Regulations, 2014 CFR

2014-04-01

... NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Employment in Education Programs or Activities Prohibited § 1317.520 Job classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

The New Networkers: The Path to Hot IT Jobs Begins in High School.

ERIC Educational Resources Information Center

Bushweller, Kevin

2001-01-01

Some graduates of information-technology training programs are bypassing a traditional college education to take high-paying jobs straight out of high school. Others (both sexes) are taking IT skills to college and nabbing lucrative part-time jobs. Programs by Cisco Systems and other organizations are profiled. (MLH)

The Effects of Tenure and Task Orientation on Air Force Program Manager’s Role Stress

DTIC Science & Technology

1976-06-16

Force Systems Command (AFSC) Manuals called the 虇 series’- that, in detail, pre- scribed the Air Force form of project management—program...related jobs. These jobs are con- ducive to low tenure policies because organizacional dis- ruption is minimal when individuals rotate. Other jobs

Using register data to estimate causal effects of interventions: An ex post synthetic control-group approach.

PubMed

Bygren, Magnus; Szulkin, Ryszard

2017-07-01

It is common in the context of evaluations that participants have not been selected on the basis of transparent participation criteria, and researchers and evaluators many times have to make do with observational data to estimate effects of job training programs and similar interventions. The techniques developed by researchers in such endeavours are useful not only to researchers narrowly focused on evaluations, but also to social and population science more generally, as observational data overwhelmingly are the norm, and the endogeneity challenges encountered in the estimation of causal effects with such data are not trivial. The aim of this article is to illustrate how register data can be used strategically to evaluate programs and interventions and to estimate causal effects of participation in these. We use propensity score matching on pretreatment-period variables to derive a synthetic control group, and we use this group as a comparison to estimate the employment-treatment effect of participation in a large job-training program. We find the effect of treatment to be small and positive but transient. Our method reveals a strong regression to the mean effect, extremely easy to interpret as a treatment effect had a less advanced design been used (e.g. a within-subjects panel data analysis), and illustrates one of the unique advantages of using population register data for research purposes.

User’s Guide for COMBIMAN Programs (COMputerized BIomechanical MAN-Model). Version 4.

DTIC Science & Technology

1981-01-01

103 2.2.23 STATE SWITCH Function (PFK29) 105 2.2.24 RESTART PROGRAM Function (PFK30) 110 2.2.25 END PROGRAM Function (PFK31) il 2.3 EXECUTING THE JOB...108 40 Transformation Equation Developed for Positioning Stomach Link (Set State Switch 72 ON) 109 41 JOB CONTROL CARDS to Execute CBM04. 114 42...154 50b Program CBMAM Survey Member Dimension Definition Cards. 154 51 Example of Survey, or Type 1, Member. 155 52 Job Control Cards to Execute CBMAM

Careers for Homemakers (A Displaced Homemakers Program).

ERIC Educational Resources Information Center

Hanks, Marlene

St. Louis Community College's Careers for Homemakers program is a vocational counseling program designed to help displaced homemakers enter the job market for the first time or after a significant absence. The program's goal is to place participants, chosen according to academic or economic disadvantaged eligibility, in jobs consistent with their…

Genetic programming for evolving due-date assignment models in job shop environments.

PubMed

Nguyen, Su; Zhang, Mengjie; Johnston, Mark; Tan, Kay Chen

2014-01-01

Due-date assignment plays an important role in scheduling systems and strongly influences the delivery performance of job shops. Because of the stochastic and dynamic nature of job shops, the development of general due-date assignment models (DDAMs) is complicated. In this study, two genetic programming (GP) methods are proposed to evolve DDAMs for job shop environments. The experimental results show that the evolved DDAMs can make more accurate estimates than other existing dynamic DDAMs with promising reusability. In addition, the evolved operation-based DDAMs show better performance than the evolved DDAMs employing aggregate information of jobs and machines.

Older Workers and Federal Work Programs: The Korean Senior Employment Program (KSEP).

PubMed

Choi, Eunhee

2016-01-01

Federal older worker programs are attracting attention due to the growing number of older workers across the world. They are uniquely situated to provide out-of-market work opportunities to older job seekers, who often find their age a barrier to securing desirable jobs. In 2004, the Korean government established its own program, the Korean Senior Employment Program (KSEP); however, literature for international readers on this innovative program is lacking. Thus, this article aims to provide an in-depth description of KSEP and a brief comparison between the Senior Community Service Employment Program in the U.S. and KSEP. The unique characteristics of KSEP include having the dual program foci on supplemental income and social participation; expanding work opportunities in the private sector beyond community-based jobs; accepting participants who are financially disadvantaged as well as those with a high desire for social participation regardless of their income; and broadening work opportunities for those with professional skills beyond repetitive, simple, and temporary jobs. This article may offer helpful insights to older worker advocates from various countries in creating or modifying their programs.

"Right tool," wrong "job": Manual vacuum aspiration, post-abortion care and transnational population politics in Senegal.

PubMed

Suh, Siri

2015-06-01

The "rightness" of a technology for completing a particular task is negotiated by medical professionals, patients, state institutions, manufacturing companies, and non-governmental organizations. This paper shows how certain technologies may challenge the meaning of the "job" they are designed to accomplish. Manual vacuum aspiration (MVA) is a syringe device for uterine evacuation that can be used to treat complications of incomplete abortion, known as post-abortion care (PAC), or to terminate pregnancy. I explore how negotiations over the rightness of MVA as well as PAC unfold at the intersection of national and global reproductive politics during the daily treatment of abortion complications at three hospitals in Senegal, where PAC is permitted but induced abortion is legally prohibited. Although state health authorities have championed MVA as the "preferred" PAC technology, the primary donor for PAC, the United States Agency for International Development, does not support the purchase of abortifacient technologies. I conducted an ethnography of Senegal's PAC program between 2010 and 2011. Data collection methods included interviews with 49 health professionals, observation of PAC treatment and review of abortion records at three hospitals, and a review of transnational literature on MVA and PAC. While MVA was the most frequently employed form of uterine evacuation in hospitals, concerns about off-label MVA practices contributed to the persistence of less effective methods such as dilation and curettage (D&C) and digital curettage. Anxieties about MVA's capacity to induce abortion have constrained its integration into routine obstetric care. This capacity also raises questions about what the "job," PAC, represents in Senegalese hospitals. The prioritization of MVA's security over women's access to the preferred technology reinforces gendered inequalities in health care. Copyright © 2015 Elsevier Ltd. All rights reserved.

Job Corps Intergroup Relations Program.

ERIC Educational Resources Information Center

Job Corps (DOL), Washington, DC.

The Job Corps Intergroup Relations Program provides an integrated curriculum involving orientation, residential living, education, and vocational training. These instructional materials for the program provide guidelines and materials emphasizing ethnic contributions in order to improve human relations among ethnic groups and between women and…

Partial Support of MAST Academy Outreach Program, Summer 1992

DTIC Science & Technology

1993-01-01

ENVIRONMENTAL SCIENCE INTERNSHIP PROGRAM July 6 through August 21, 1992 KXARIVE ;UM~ XNVIRMMUXgIL 8C111C2 "NRZ"SHIP PROCftXK JOB DE8C1ZP~TION X"A...Requirements ~~f- c (ie: ski~lls, courza prarequistia,et-c.) Dress Requirementa ____________________ JOB DESCRIPTION iX~ MARINE AND ENVIRONMENTAL SCIENCE INTERNSUIP...MARINE AND ENVIRONMENTAL SCIENCE INTERNSHIP PROGRAM JOB DESCRIPTION MAST Academy 3979 Rickenbacker Causeway Virginia Key, Florida 33149 Position Summer

Comprehensive Erosion and Sediment Control Training Program for Job Superintendents and Inspectors.

ERIC Educational Resources Information Center

Porter, Harry L., Jr.

One of two training program texts built around the Virginia Erosion and Sediment Control Law and Program, this guide presents a program designed to meet the needs of job superintendents and inspectors. (The other guide, containing a program for engineers, architects, and planners, was designed to train professional people who need engineering and…

Help for Out-of-Work Youth; a Manual for a Job Preparation Program in Your Community.

ERIC Educational Resources Information Center

National Committee on Employment of Youth, New York, NY.

A descriptive review of three job preparation programs for out-of-work youth and guidelines for organizing similar programs in local communities are presented. The programs ranged from a large operation in Detroit to smaller individualized programs initiated by Kalamazoo, Michigan, and North Richmond, California. They were designed primarily to…

Summer-Jobs-for-Youth Program Guide. How to Develop and Manage a Summer Youth Jobs Program. A Technical Assistance Guide.

ERIC Educational Resources Information Center

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

This guide offers a practical approach for operating summer youth employment programs that involves cooperation among private businesses and local organizations. A timetable provides a month-by-month schedule. Seven sections discuss management responsibilities. Program Planning covers scope, goals, and coordination. Program Management addresses…

Job rotation in nursing: a study of job rotation among nursing personnel from the literature and via a questionnaire.

PubMed

Järvi, Maija; Uusitalo, Tarja

2004-09-01

To obtain information on job rotation among nursing personnel from the literature and via a questionnaire. A nursing career no longer means a series of steps leading up a hierarchy. It has become more like a process of individual growth, involving improvement of employee expertise and skills. Job rotation in connection with career development in a Finnish hospital is considered essential, and participating in job rotation is one requirement for newly vacant nursing posts. Describing job rotation by means of reference to literature, and studying a survey on attitudes of ophthalmic nurses (n = 84) to job rotation. There has been little theoretical or empirical research on job rotation. In this study, one in three had participated in job rotation that was most often considered a positive experience. Self-development was rated substantially useful, but fewer were interested in participating in various kinds of developmental activities. Employee's motivation is the foundation of successful development activity, e.g. job rotation.

A Survey of Community Employment Placements: Where Are Youth and Adults with Disabilities Working?.

ERIC Educational Resources Information Center

Morgan, Robert L.; Ellerd, David A.; Jensen, Kari; Taylor, Matthew J.

2000-01-01

A survey of 109 high school transition programs and 55 adult supported employment programs found that of 7,553 job placements for youth and adults with disabilities, the most frequent category was in food and beverage preparation services. Emerging markets for job placements included tourism and casino jobs. (Contains references.) (Author/CR)

Effect of Time Management Program on Job Satisfaction for Head Nurses

ERIC Educational Resources Information Center

Elsabahy, Hanan ELsayed; Sleem, Wafaa Fathi; El Atroush, Hala Gaber

2015-01-01

Background: Time management and job satisfaction all related to each other and greatly affect success of organization. Subjects and Methods: The study aimed to evaluate the efficacy of a designed program of time management on job satisfaction for head nurses. A Quasi-experimental design was used for a total number of head nurses participated. Two…

Jobs-Plus Site-by-Site: An Early Look at Program Implementation. A Jobs-Plus Working Paper.

ERIC Educational Resources Information Center

Bloom, Susan Philipson, Ed.

This working paper assembles chapters written by onsite researchers about program implementation in each of seven cities included in the Job-Plus Community Revitalization Initiative for Public Housing Families. This report, which provides a "snapshot" of each site, documents the nature and extent of implementation as of that point in…

20 CFR 670.430 - What entities conduct outreach and admissions activities for the Job Corps program?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What entities conduct outreach and admissions activities for the Job Corps program? 670.430 Section 670.430 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Recruitment...

Jobs for Florida's Graduates Program Becomes Independent and Its Performance Improves. OPPAGA Status Report.

ERIC Educational Resources Information Center

Allen, Pam; Pardue, Don

The Jobs for Florida's Graduates (JFG) program targets high school students and provides services to help these students graduate and to continue their education or find meaningful employment within one year of graduation. School managers and "job specialists" serve as mentors, identify at-risk high school students, and provide them with…

20 CFR 670.965 - What procedures apply to disclosure of information about Job Corps students and program activities?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What procedures apply to disclosure of information about Job Corps students and program activities? 670.965 Section 670.965 Employees' Benefits... as a screening agency, contract center operator, or placement agency on behalf of the Job Corps. ...

Effects of a Training Program on the Job Readiness of Physically Handicapped Sheltered Workshop Employees.

ERIC Educational Resources Information Center

Tesolowski, Dennis G.; Halpin, Gerald

Twenty-two physically handicapped sheltered workshop employees were matched on the severity of their disabilities and randomly assigned to either an experimental or control group. Those in the experimental group participated in a one-hour-per-day, fifteen-day job readiness training program in addition to their regular sheltered workshop jobs while…

Performance-Reward Contingencies: The Role and Relationships of Perceived Equity in the Job Performance-Job Satisfaction Question.

ERIC Educational Resources Information Center

Van Tilburg, Emmalou

A study examined the relationship between reward contingencies and the levels of job performance and job satisfaction of Cooperative Extension Service county agents. Variables included self-rating of job performance; overall job satisfaction; satisfaction with pay, promotion, co-workers, the work itself, and supervision; agent program area; the…

Job-Preference and Job-Matching Assessment Results and Their Association with Job Performance and Satisfaction among Young Adults with Developmental Disabilities

ERIC Educational Resources Information Center

Hall, Julie; Morgan, Robert L.; Salzberg, Charles L.

2014-01-01

We investigated the effects of preference and degree of match on job performance of four 19 to 20-year-old young adults with developmental disabilities placed in community-based job conditions. We identified high-preference, high-matched and low-preference, low-matched job tasks using a video web-based assessment program. The job matching…

Career Services | College of Engineering & Applied Science

Science.gov Websites

Engineering & Applied Science uses the university's PantherJobs to help students post resumes, search and ' resumes, post available positions and schedule interviews. Co-ops and Internships Co-ops and Internships

A novel method of assessing quality of postgraduate psychiatry training: experiences from a large training programme

PubMed Central

2013-01-01

Background Most assessments of the quality of postgraduate training are based on anonymised questionnaires of trainees. We report a comprehensive assessment of the quality of training at a large postgraduate psychiatry training institute using non-anonymised face-to-face interviews with trainees and their trainers. Methods Two consultant psychiatrists interviewed 99 trainees and 109 trainers. Scoring of interview responses was determined by using a pre-defined criteria. Additional comments were recorded as free text. Interviews covered 13 domains, including: Clinical, teaching, research and management opportunities, clinical environment, clinical supervision, adequacy of job description, absence of bullying and job satisfaction. Multiple interview domain scores were combined, generating a ‘Combined’ score for each post. Results The interview response rate was 97% for trainers 88% for trainees. There was a significant correlation between trainee and trainer scores for the same interview domains (Pearson’s r = 0.968, p< 0.001). Overall scores were significantly higher for specialist psychiatry posts as compared to general adult psychiatry posts (Two tailed t-test, p < 0.001, 95% CI: -0.398 to −0.132), and significantly higher for liaison psychiatry as compared to other specialist psychiatry posts (t-test: p = 0.038, 95% CI: -0.3901, -0.0118). Job satisfaction scores of year 1 to year 3 core trainees showed a significant increase with increasing seniority (Linear regression coefficient = 0.273, 95% CI: 0.033 to 0.513, ANOVA p= 0.026). Conclusions This in-depth examination of the quality of training on a large psychiatry training programme successfully elicited strengths and weakness of our programme. Such an interview scheme could be easily implemented in smaller schemes and may well provide important information to allow for targeted improvement of training. Additionally, trends in quality of training and job satisfaction amongst various psychiatric specialities were identified; specifically speciality posts and liaison posts in psychiatry were revealed to be the most popular with trainees. PMID:23768083

A novel method of assessing quality of postgraduate psychiatry training: experiences from a large training programme.

PubMed

Bizrah, Mukhtar; Iacoponi, Eduardo; Parker, Elizabeth; Rymer, Janice; Iversen, Amy; Wessely, Simon

2013-06-14

Most assessments of the quality of postgraduate training are based on anonymised questionnaires of trainees. We report a comprehensive assessment of the quality of training at a large postgraduate psychiatry training institute using non-anonymised face-to-face interviews with trainees and their trainers. Two consultant psychiatrists interviewed 99 trainees and 109 trainers. Scoring of interview responses was determined by using a pre-defined criteria. Additional comments were recorded as free text. Interviews covered 13 domains, including: Clinical, teaching, research and management opportunities, clinical environment, clinical supervision, adequacy of job description, absence of bullying and job satisfaction. Multiple interview domain scores were combined, generating a 'Combined' score for each post. The interview response rate was 97% for trainers 88% for trainees. There was a significant correlation between trainee and trainer scores for the same interview domains (Pearson's r = 0.968, p< 0.001). Overall scores were significantly higher for specialist psychiatry posts as compared to general adult psychiatry posts (Two tailed t-test, p < 0.001, 95% CI: -0.398 to -0.132), and significantly higher for liaison psychiatry as compared to other specialist psychiatry posts (t-test: p = 0.038, 95% CI: -0.3901, -0.0118). Job satisfaction scores of year 1 to year 3 core trainees showed a significant increase with increasing seniority (Linear regression coefficient = 0.273, 95% CI: 0.033 to 0.513, ANOVA p= 0.026). This in-depth examination of the quality of training on a large psychiatry training programme successfully elicited strengths and weakness of our programme. Such an interview scheme could be easily implemented in smaller schemes and may well provide important information to allow for targeted improvement of training. Additionally, trends in quality of training and job satisfaction amongst various psychiatric specialities were identified; specifically speciality posts and liaison posts in psychiatry were revealed to be the most popular with trainees.

Innovative Older-Worker Programs.

ERIC Educational Resources Information Center

Jessup, Denise; Greenberg, Barbara

1989-01-01

Describes program innovations to keep older workers employed: retraining, job sharing, flexible working hours, job redesign, and phased retirement. Addresses costs and savings, disincentives for workers and employers, and future trends. (SK)

Advanced Proficiency EHR Training: Effect on Physicians’ EHR Efficiency, EHR Satisfaction and Job Satisfaction

PubMed Central

Dastagir, M. Tariq; Chin, Homer L.; McNamara, Michael; Poteraj, Kathy; Battaglini, Sarah; Alstot, Lauren

2012-01-01

The best way to train clinicians to optimize their use of the Electronic Health Record (EHR) remains unclear. Approaches range from web-based training, class-room training, EHR functionality training, case-based training, role-based training, process-based training, mock-clinic training and “on the job” training. Similarly, the optimal timing of training remains unclear--whether to engage in extensive pre go-live training vs. minimal pre go-live training followed by more extensive post go-live training. In addition, the effectiveness of non-clinician trainers, clinician trainers, and peer-trainers, remains unclearly defined. This paper describes a program in which relatively experienced clinician users of an EHR underwent an intensive 3-day Peer-Led EHR advanced proficiency training, and the results of that training based on participant surveys. It highlights the effectiveness of Peer-Led Proficiency Training of existing experienced clinician EHR users in improving self-reported efficiency and satisfaction with an EHR and improvements in perceived work-life balance and job satisfaction. PMID:23304282

20 CFR 628.210 - State Job Training Coordinating Council.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false State Job Training Coordinating Council. 628... PROGRAMS UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT State Planning § 628.210 State Job Training Coordinating Council. (a) The Governor shall appoint a State Job Training Coordinating Council (SJTCC) pursuant...

20 CFR 638.541 - Job Corps training opportunities.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false Job Corps training opportunities. 638.541 Section 638.541 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Center Operations § 638.541 Job Corps...

20 CFR 628.210 - State Job Training Coordinating Council.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false State Job Training Coordinating Council. 628... PROGRAMS UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT State Planning § 628.210 State Job Training Coordinating Council. (a) The Governor shall appoint a State Job Training Coordinating Council (SJTCC) pursuant...

20 CFR 638.541 - Job Corps training opportunities.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false Job Corps training opportunities. 638.541 Section 638.541 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Center Operations § 638.541 Job Corps...

Job Seeker Resources

Science.gov Websites

to return to the AJCN Home page State of Alaska > DOLWD > Alaska Job Center Network > Job Job Center Network is an equal opportunity employer/program. Auxiliary aids and services are available Alaska Job Center Network (AJCN). Positions filled through AJCN are recruited at the local level through

Job Evaluation's Role in Employee Relations

ERIC Educational Resources Information Center

Dick, Arthur H.

1974-01-01

Jobs are evaluated to provide a fair basis for payment of wages; this procedure must be communicated to employees so they can see they are being treated equitably. Job ranking, grading or job classification, factor comparison, the point method, and direct pricing are methods used in job evaluation programs. (AG)

20 CFR 628.210 - State Job Training Coordinating Council.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false State Job Training Coordinating Council. 628... PROGRAMS UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT State Planning § 628.210 State Job Training Coordinating Council. (a) The Governor shall appoint a State Job Training Coordinating Council (SJTCC) pursuant...

20 CFR 638.541 - Job Corps training opportunities.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Job Corps training opportunities. 638.541 Section 638.541 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Center Operations § 638.541 Job Corps...

20 CFR 641.864 - What functions and activities constitute programmatic activity costs?

Code of Federal Regulations, 2012 CFR

2012-04-01

..., DEPARTMENT OF LABOR PROVISIONS GOVERNING THE SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM Administrative... training, as described in § 641.540, which may be provided before commencing or during a community service..., including job development and job search assistance, job fairs, job clubs, and job referrals; and (e...

20 CFR 641.864 - What functions and activities constitute programmatic activity costs?

Code of Federal Regulations, 2013 CFR

2013-04-01

..., DEPARTMENT OF LABOR PROVISIONS GOVERNING THE SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM Administrative... training, as described in § 641.540, which may be provided before commencing or during a community service..., including job development and job search assistance, job fairs, job clubs, and job referrals; and (e...

Direct care worker's perceptions of job satisfaction following implementation of work-based learning.

PubMed

Lopez, Cynthia; White, Diana L; Carder, Paula C

2014-02-01

The purpose of this study was to understand the impact of a work-based learning program on the work lives of Direct Care Workers (DCWs) at assisted living (AL) residences. The research questions were addressed using focus group data collected as part of a larger evaluation of a work-based learning (WBL) program called Jobs to Careers. The theoretical perspective of symbolic interactionism was used to frame the qualitative data analysis. Results indicated that the WBL program impacted DCWs' job satisfaction through the program curriculum and design and through three primary categories: relational aspects of work, worker identity, and finding time. This article presents a conceptual model for understanding how these categories are interrelated and the implications for WBL programs. Job satisfaction is an important topic that has been linked to quality of care and reduced turnover in long-term care settings.

Beyond Job Search or Basic Education: Rethinking the Role of Skills in Welfare Reform.

ERIC Educational Resources Information Center

Strawn, Julie

Most welfare-to-work programs may be classified as quick employment programs emphasizing individual or group job searches or skill-building programs emphasizing basic education. Although both types of programs offer benefits, they also suffer from significant limitations. To be more effective than their predecessors, current-generation…

76 FR 20799 - Intermediary Lending Pilot Program Meeting

Federal Register 2010, 2011, 2012, 2013, 2014

2011-04-13

... Pilot (ILP) program established by the Small Business Jobs Act of 2010. The meetings will be open to the... holding open meetings to discuss the ILP program established in the Small Business Jobs Act of 2010 (Pub... program public meeting, please contact: 1. San Francisco--Steve Bangs, (415) 744-6792, fax (415) 744-6812...

Specialized Vocational Services for the Individual with Epilepsy.

ERIC Educational Resources Information Center

Fraser, Robert T.; And Others

A specialized vocational program served 108 epileptic individuals who participated in the program during the first 18 months of its operation. The following are some of the aspects of the program: utilization of the neuropsychological data in rehabilitation planning, brief work adjustment, a job station program, training in job seeking skills,…

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

Federal Register 2010, 2011, 2012, 2013, 2014

2012-05-24

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

Security, Dignity, Caring Relationships, and Meaningful Work: Needs Motivating Participation in a Job-Training Program

ERIC Educational Resources Information Center

Ayers, David F.; Miller-Dyce, Cherrel; Carlone, David

2008-01-01

Researchers asked 17 participants in a job-training program to describe their personal struggles following an economic restructuring. Examined through a critical theoretical lens, findings indicate that the learners enrolled in the program to reclaim security, dignity, meaningful work, and caring relationships. Program planners at community…

20 CFR 628.500 - Scope and purpose.

Code of Federal Regulations, 2010 CFR

2010-04-01

... Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR PROGRAMS UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT Program Design Requirements for Programs Under Title II of the Job Training Partnership Act § 628.500 Scope and purpose. This subpart contains the regulations pertaining to...

20 CFR 628.205 - Governor's coordination and special services plan.

Code of Federal Regulations, 2010 CFR

2010-04-01

... Job Opportunities and Basic Skills (JOBS) program; the certification of the implementation of the... performance; program administration; program financial management and audit resolution procedures; capacity... information described in paragraph (c)(1) of this section shall be provided to SDA's in sufficient time for...

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

Code of Federal Regulations, 2010 CFR

2010-04-01

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

Getting a Job Is Only Half the Battle: Maternal Job Loss and Child Classroom Behavior in Low-Income Families

ERIC Educational Resources Information Center

Hill, Heather D.; Morris, Pamela A.; Castells, Nina; Walker, Jessica Thornton

2011-01-01

This study uses data from an experimental employment program and instrumental variables (IV) estimation to examine the effects of maternal job loss on child classroom behavior. Random assignment to the treatment at one of three program sites is an exogenous predictor of employment patterns. Cross-site variation in treatment-control differences is…

Job Stressors and Teacher Job Satisfaction in Programs Serving Students with Emotional and Behavioral Disorders

ERIC Educational Resources Information Center

Adera, Beatrice A.; Bullock, Lyndal M.

2010-01-01

Teacher turnover is problem that continues to plague the field of special education, given the associated costs when a teacher leaves his or her job. The challenges associated with recruitment and retention of quality teachers, especially in programs serving students with emotional and behavioral disorders (E/BD) have been attributed to a variety…

Working with Organizations to Develop "New Careers" Programs. Technical Monograph No. 10, Publication No. 110.

ERIC Educational Resources Information Center

Pruger, Robert; Specht, Harry

This report on a job creation program for poor people deals with the organizations within which jobs were created, the responses of the organizations to the jobs, and the techniques which seemed useful in working with the organizations. Major sections include: (1) Employment, Unemployment and New Careers, (2) Organizational Barriers, (3) The Forms…

Programming Design Guide for Computer Implementation of Job Aid for Selecting Instructional Setting. Final Report.

ERIC Educational Resources Information Center

Schulz, Russel E.; And Others

This Programming Design Guide (PDG) was developed to permit the offline Job Aid for Selecting Instructional Setting, which is one of 13 job aids presently available for use with the Instructional Systems Development (ISD) model, to be available in an inquiry-type, online version. It is intended to provide computer programmers with all of the…

Pennsylvania Blue Shield's Job Linked Skills Program. A Basic Skills Education Program. Final Performance Report.

ERIC Educational Resources Information Center

Pennsylvania Blue Shield, Camp Hill.

A project developed a model curriculum to be delivered by computer-based instruction to teach the required literacy skills for entry workers in the health insurance industry. Literacy task analyses were performed for the targeted jobs and then validated with focus groups. The job tasks and related basic skills were divided into modules. The job…

Table-top job analysis

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

Not Available

1994-12-01

The purpose of this Handbook is to establish general training program guidelines for training personnel in developing training for operation, maintenance, and technical support personnel at Department of Energy (DOE) nuclear facilities. TTJA is not the only method of job analysis; however, when conducted properly TTJA can be cost effective, efficient, and self-validating, and represents an effective method of defining job requirements. The table-top job analysis is suggested in the DOE Training Accreditation Program manuals as an acceptable alternative to traditional methods of analyzing job requirements. DOE 5480-20A strongly endorses and recommends it as the preferred method for analyzing jobsmore » for positions addressed by the Order.« less

Factors Predicting Ethiopian Anesthetists' Intention to Leave Their Job.

PubMed

Kols, Adrienne; Kibwana, Sharon; Molla, Yohannes; Ayalew, Firew; Teshome, Mihereteab; van Roosmalen, Jos; Stekelenburg, Jelle

2018-05-01

Ethiopia has rapidly expanded training programs for associate clinician anesthetists in order to address shortages of anesthesia providers. However, retaining them in the public health sector has proven challenging. This study aimed to determine anesthetists' intentions to leave their jobs and identify factors that predict turnover intentions. A nationally representative, cross-sectional survey of 251 anesthetists working in public-sector hospitals in Ethiopia was conducted in 2014. Respondents were asked whether they planned to leave the job in the next year and what factors they considered important when making decisions to quit. Bivariate and multivariable logistic regressions were conducted to investigate 16 potential predictors of turnover intentions, including personal and facility characteristics as well as decision-making factors. Almost half (n = 120; 47.8%) of anesthetists planned to leave their jobs in the next year, and turnover intentions peaked among those with 2-5 years of experience. Turnover intentions were not associated with the compulsory service obligation. Anesthetists rated salary and opportunities for professional development as the most important factors in decisions to quit. Five predictors of turnover intentions were significant in the multivariable model: younger age, working at a district rather than regional or referral hospital, the perceived importance of living conditions, opportunities for professional development, and conditions at the workplace. Human resources strategies focused on improving living conditions for anesthetists and expanding professional development opportunities may increase retention. Special attention should be focused on younger anesthetists and those posted at district hospitals.

TNWRRC | The University of Tennessee, Knoxville

Science.gov Websites

Resources Job Postings & Job Boards Funding & Research Opportunities Web Resources Water Expertise Give to UT Tennessee Water Resources Research Center (TNWRRC) Institute for a Secure and Sustainable Environment (ISSE) various pictures from WRRC projects The Tennessee Water Resources Research Center (TNWRRC

Advancing nursing leadership: a model for program implementation and measurement.

PubMed

Omoike, Osei; Stratton, Karen M; Brooks, Beth A; Ohlson, Susan; Storfjell, Judy Lloyd

2011-01-01

Despite the abundant literature documenting the need for nurse management education and career development, only recently have professional standards been targeted for this group. Competency standards for nurse leaders repeatedly identify systems-level concepts including finance and budget, communication skills, strategic management, human resources management, change management, and computer technology skills. However, educational initiatives to meet these standards are still at the early stages and most nurse leaders continue to acquire knowledge and experience through "on-the-job" training. This article will illustrate the need for partnerships and collaboration between academia and hospitals to advance nursing leadership to the next century. In addition, a tool to measure the impact of a graduate certificate program in nursing administration on nurse leader competencies is presented. Overall, the certificate program has been successful in multiple ways; it has "graduated" almost 80 nurse leaders, improved participant competence in their role at the systems level, as well as providing an impetus for completion of a graduate degree post program.

Job sharing: a retention strategy for nurses.

PubMed

Kane, D

1999-01-01

Job sharing is a part-time employment alternative which offers advantages for employers interested in retaining experienced staff and nurses who are seeking a more equitable balance between work life and home life responsibilities. This quasi experimental, ex post facto research study was designed to determine if there are differences in job satisfaction, burnout, and desire to leave their position, in nurses who are employed in full-time, part-time, or job sharing positions. The sample (N = 269) was drawn from a large Canadian teaching and referral hospital. Three sample groups were developed, consisting of job sharing, full-time, and part-time nurses, respectively. Descriptive statistics were used to identify characteristics of the selected population. Analysis of variance was used to examine differences between the three employment groups on the outcome measures of job satisfaction, burnout, and desire to leave their position. The results of this study significantly support the belief that job sharing has a positive impact on job satisfaction and job retention. Implications for nursing administrators as well as individual nurses will be discussed.

20 CFR 670.500 - What services must Job Corps centers provide?

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 4 2012-04-01 2012-04-01 false What services must Job Corps centers provide... LABOR (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.500 What services must Job Corps centers provide? (a) Job Corps centers must...

20 CFR 670.500 - What services must Job Corps centers provide?

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 4 2013-04-01 2013-04-01 false What services must Job Corps centers provide... LABOR (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.500 What services must Job Corps centers provide? (a) Job Corps centers must...

20 CFR 670.500 - What services must Job Corps centers provide?

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 4 2014-04-01 2014-04-01 false What services must Job Corps centers provide... LABOR (CONTINUED) THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.500 What services must Job Corps centers provide? (a) Job Corps centers must...

20 CFR 670.500 - What services must Job Corps centers provide?

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false What services must Job Corps centers provide... LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.500 What services must Job Corps centers provide? (a) Job Corps centers must provide: (1...

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

ERIC Educational Resources Information Center

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

2007-01-01

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

Video Job Shadows. Project SEED.

ERIC Educational Resources Information Center

Kucinkas, Gene; Noyce, Gary

Video Job Shadows encourages students to develop questions about a job and offers them the chance to videotape a business person answering those questions about his or her job. The program can be an effective method of teaching high school students about the world of work and the specific requirements and responsibilities of some jobs in their…

20 CFR 670.500 - What services must Job Corps centers provide?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What services must Job Corps centers provide... LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.500 What services must Job Corps centers provide? (a) Job Corps centers must provide: (1...

The Bridges Program.

ERIC Educational Resources Information Center

Bohnen, Elizabeth; Klie, Judy

This report describes BRIDGES, an employment equity special measures training program developed by the City of Toronto (Ontario, Canada). It was designed to help women employees move from their traditional jobs into trades, technical or operation (TTO) jobs within their own organization. The program is a combination of classroom sessions, shop…

20 CFR 638.543 - Community relations program.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Community relations program. 638.543 Section 638.543 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Center Operations § 638.543 Community...

20 CFR 638.502 - Job Corps basic education program.

Code of Federal Regulations, 2011 CFR

2011-04-01

... education program. The Job Corps Director shall prescribe or provide for basic education curricula to be... Educational Development (GED); (d) World of work; (e) Health education; (f) Driver education; and (g) English...

IIT Kharagpur at TREC 2008 Blog Track

DTIC Science & Technology

2008-10-25

blog) examples. Each one is the entire HTML content of 2 Title: iFractal: Steve Jobs Keynote at Macworld: Black T-Shirt, Jeans, and a Lot of...Preparation Post: Steve Jobs Keynote at Macworld: Black T-Shirt, Jeans, and a Lot of Preparation. Scott McNulty at TUAW pointed me to Behind the Magic Curtain...which is about how Steve Jobs is preparing for his keynote speech at Macworld Expo next week in San Francisco. From the article: When Apple

Exposure of mental health nurses to violence associated with job stress, life satisfaction, staff resilience, and post-traumatic growth.

PubMed

Itzhaki, Michal; Peles-Bortz, Anat; Kostistky, Hava; Barnoy, Dor; Filshtinsky, Vivian; Bluvstein, Irit

2015-10-01

Workplace violence towards health workers in hospitals and in mental health units in particular is increasing. The aim of the present study was to explore the effects of exposure to violence, job stress, staff resilience, and post-traumatic growth (PTG) on the life satisfaction of mental health nurses. A descriptive, cross-sectional design was used. The sample consisted of mental health nurses (n = 118) working in a large mental health centre in Israel. Verbal violence by patients was reported by 88.1% of the nurses, and 58.4% experienced physical violence in the past year. Physical and verbal violence towards nurses was correlated with job stress, and life satisfaction was correlated with PTG and staff resilience. Linear regression analyses indicated that life satisfaction was mainly affected by PTG, staff resilience, and job stress, and less by exposure to verbal and physical violence. The present study is the first to show that, although mental health nurses are frequently exposed to violence, their life satisfaction is affected more by staff resilience, PTG, and job stress than by workplace violence. Therefore, it is recommended that intervention programmes that contribute to PTG and staff resilience, as well as those that reduce job stress among mental health nurses, be explored and implemented. © 2015 Australian College of Mental Health Nurses Inc.

Impact of an alcohol misuse intervention for health care workers --2: Employee assistance programme utilization, on-the-job injuries, job loss and health services utilization.

PubMed

Lapham, Sandra C; McMillan, Garnett; Gregory, Cindy

2003-01-01

We evaluated the effects of an enhanced substance misuse (SM) prevention/early intervention programme on referrals to an employee assistance programme, health care utilization rates, on-the-job injury rates and job termination rates among health care professionals employed in a managed care organization. The intervention was implemented at one site, with the remaining sites serving as the comparison group. Existing data from hospital databases were used to compare events occurring in the periods before and after initiation of the intervention. To account for baseline differences in age, gender and job class, logistic regression models produced adjusted means for events per employee month-at-risk. We found that employee assistance referrals and non-SM-related in-patient hospitalizations increased significantly post-intervention, while rates of total out-patient SM-related visits decreased at both the intervention and comparison sites post-intervention. There was a small, statistically significant decrease in the monthly rate (OR = 0.92) of non-SM out-patient utilization at the intervention site, once the intervention was in place. No differences potentially attributable to the intervention were detected in job turnover or injury rates. We conclude that, while the intervention did not appear to affect health care utilization for SM-related problems, it was associated with increased referrals for employee assistance.

English Language and Skills Training for Entry-Level Health Care Jobs. Program Guide.

ERIC Educational Resources Information Center

Vaidya, Elma

The guide describes a vocational English-as-a-Second-Language program for pre-employment training of Southeast Asians seeking work in entry-level health care jobs. The program was conducted in cooperation with a hospital in Massachusetts. The guide describes the program and its four instructional units in detail, and includes lesson plans,…