Professional Development Capacity Building in Pennsylvania's Regional Staff Development Program: The "WorkNet" Project. Final Report [and] WorkNet Workplace Literacy Trainer's Guide.

ERIC Educational Resources Information Center

Carman, Priscilla S.

These two documents are products of a project to improve the capability of the Pennsylvania Regional Staff Development Centers to provide current, research-based workplace literacy training and technical assistance to adult basic and literacy education programs. The final report describes these project activities: development of training materials…

42 CFR 51.27 - Training.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 42 Public Health 1 2011-10-01 2011-10-01 false Training. 51.27 Section 51.27 Public Health PUBLIC... Training. A P&A system shall provide training for program staff, and may also provide training for...)(1) Training of program staff to work with family members of clients served by the program where the...

Institutional Ethnography as Materialist Framework for Writing Program Research and the Faculty-Staff Work Standpoints Project

ERIC Educational Resources Information Center

LaFrance, Michelle; Nicolas, Melissa

2012-01-01

Institutional ethnography seeks to uncover how things happen--how institutional discourse compels and shapes practice(s) and how norms of practice speak to, for, and over individuals. The Faculty and Staff Standpoints project is shaped by this methodology, as it explores writing center staff and faculty relationships to their work. (Contains 10…

UNAVCO's Education and Community Engagement Program: Evaluating Five years of Geoscience Education and Community Outreach

NASA Astrophysics Data System (ADS)

Charlevoix, D. J.; Dutilly, E.

2017-12-01

In 2013, UNAVCO, a facility co-sponsored by the NSF and NASA, received a five-year award from the NSF: Geodesy Advancing Geosciences and EarthScope (GAGE). Under GAGE, UNAVCO's Education and Community Engagement (ECE) program conducts outreach and education activities, in essence broader impacts for the scientific community and public. One major challenge of this evaluation was the breadth and depth of the dozens of projects conducted by the ECE program under the GAGE award. To efficiently solve this problem of a large-scale program evaluation, we adopted a deliberative democratic (DD) approach that afforded UNAVCO ECE staff a prominent voice in the process. The evaluator directed staff members to chose the projects they wished to highlight as case studies of their finest broader impacts work. The DD approach prizes inclusion, dialogue, and deliberation. The evaluator invited ECE staff to articulate qualities of great programs and develop a case study of their most valuable broader impacts work. To anchor the staff's opinion in more objectivity than opinion, the evaluator asked each staff member to articulate exemplary qualities of their chosen project, discuss how these qualities fit their case study, and helped staff to develop data collection systems that lead to an evidence-based argument in support of their project's unique value. The results of this evaluation show that the individual ECE work areas specialized in certain kinds of projects. However, when viewed at the aggregate level, ECE projects spanned almost the entire gamut of NSF broader impacts categories. Longitudinal analyses show that since the beginning of the GAGE award, many projects grew in impact from year 1 to year 5. While roughly half of the ECE projects were prior work projects, by year five at least 33% of projects were newly developed under GAGE. All selected case studies exemplified how education and outreach work can be productively tied to UNAVCO's core mission of promoting geodesy.

Effect of music therapy on oncologic staff bystanders: a substantive grounded theory.

PubMed

O'Callaghan, Clare; Magill, Lucanne

2009-06-01

Oncologic work can be satisfying but also stressful, as staff support patients and families through harsh treatment effects, uncertain illness trajectories, and occasional death. Although formal support programs are available, no research on the effects of staff witnessing patients' supportive therapies exists. This research examines staff responses to witnessing patient-focused music therapy (MT) programs in two comprehensive cancer centers. In Study 1, staff were invited to anonymously complete an open-ended questionnaire asking about the relevance of a music therapy program for patients and visitors (what it does; whether it helps). In Study 2, staff were theoretically sampled and interviewed regarding the personal effects of witnessing patient-centered music therapy. Data from each study were comparatively analyzed according to grounded theory procedures. Positive and negative cases were evident and data saturation arguably achieved. In Study 1, 38 staff unexpectedly described personally helpful emotional, cognitive, and team effects and consequent improved patient care. In Study 2, 62 staff described 197 multiple personal benefits and elicited patient care improvements. Respondents were mostly nursing (57) and medical (13) staff. Only three intrusive effects were reported: audibility, initial suspicion, and relaxation causing slowing of work pace. A substantive grounded theory emerged applicable to the two cancer centers: Staff witnessing MT can experience personally helpful emotions, moods, self-awarenesses, and teamwork and thus perceive improved patient care. Intrusive effects are uncommon. Music therapy's benefits for staff are attributed to the presence of live music, the human presence of the music therapist, and the observed positive effects in patients and families. Patient-centered oncologic music therapy in two cancer centers is an incidental supportive care modality for staff, which can reduce their stress and improve work environments and perceived patient care. Further investigation of the incidental benefits for oncologic staff witnessing patient-centered MT, through interpretive and positivist measures, is warranted.

Impact of School Staff Health on Work Productivity in Secondary Schools in Massachusetts

ERIC Educational Resources Information Center

Alker, Heather J.; Wang, Monica L.; Pbert, Lori; Thorsen, Nancy; Lemon, Stephenie C.

2015-01-01

Background: Healthy, productive employees are an integral part of school health programs. There have been few assessments of work productivity among secondary school staff. This study describes the frequency of 3 common health risk factors--obesity, depressive symptoms, and smoking--and their impact on work productivity in secondary school…

The Burn-Out Syndrome in the Day Care Setting

ERIC Educational Resources Information Center

Maslach, Christina; Pines, Ayala

1977-01-01

Results of a study of personal job-stress factors among day care center personnel focus on impact of staff-child ratio, working hours, time out, staff meetings and program structure. Recommended institutional changes for prevention of staff "burn-out" involve reduction in amount of direct staff-child contact, development of social-professional…

Specific features of after-school program quality: associations with children's functioning in middle childhood.

PubMed

Pierce, Kim M; Bolt, Daniel M; Vandell, Deborah Lowe

2010-06-01

This longitudinal study examined associations between three after-school program quality features (positive staff-child relations, available activities, programming flexibility) and child developmental outcomes (reading and math grades, work habits, and social skills with peers) in Grade 2 and then Grade 3. Participants (n = 120 in Grade 2, n = 91 in Grade 3) attended after-school programs more than 4 days per week, on average. Controlling for child and family background factors and children's prior functioning on the developmental outcomes, positive staff-child relations in the programs were positively associated with children's reading grades in both Grades 2 and 3, and math grades in Grade 2. Positive staff-child relations also were positively associated with social skills in Grade 2, for boys only. The availability of a diverse array of age-appropriate activities at the programs was positively associated with children's math grades and classroom work habits in Grade 3. Programming flexibility (child choice of activities) was not associated with child outcomes.

Using Financial Incentives to Motivate Staff: A Program that Works.

ERIC Educational Resources Information Center

Calhoun, A. Brian; Lestina, Ray

1986-01-01

Explains Triton College's incentive/bonus system used to promote the involvement and retention of Employee Development Institute staff. The six-step system involves determining departmental profit, establishing minimum profit figures and bonus base, calculating the bonus pool, determining individual bonus shares, adding special programing bonuses,…

[Effects of an intensive therapy program for behaviorally disordered mentally handicapped patients on staff personnel in residential care].

PubMed

Elbing, U; Rohmann, U H

1994-03-01

This study evaluates the effects of an intensive therapy program designed for mentally handicapped persons with severely disturbed or autistic behavior on their staff personal which had an active role in the program. The staff members rated their professional competence, quality of interaction with the client, team culture and work satisfaction before and after being engaged in the program, with additional ratings of their personal aims at the beginning of the program. Three sets of data were obtained with the program being conducted three times in a row. The testings of the related as well as the independent samples show differentiated program effects. The main effect is an increase of the professional competence and quality of interaction, especially by the qualified staff members. Trainees put emphasis on the development of their personal relationship with the client. The results are discussed in terms of the impact of learning processes specific to the roles of the staff members and motivational factors on learning and therapy outcome, along with institutional conditions influencing successful learning. Thus the program facilitates the professional and interpersonal learning process of staff members in a specific way with success as well as with limitations.

Perceptions of a hospital-based animal assisted intervention program: An exploratory study.

PubMed

Abrahamson, Kathleen; Cai, Yun; Richards, Elizabeth; Cline, Krista; O'Haire, Marguerite E

2016-11-01

Research has shown that there are multiple benefits of animal assisted interventions for patients. However, the impact of interaction with these animals in staff is understudied, particularly in the acute care setting, and is thus a novel contribution to the literature on human-animal interaction. The purpose of this qualitative pilot study was to contribute to the body of knowledge surrounding the experiences and perceptions of hospital staff who have participated in a hospital-based animal assisted intervention program. Nine face-to-face semi-structured interviews were conducted (4 staff nurses, 3 support staff members, and 2 hospital volunteers). Five themes emerged from the respondent interviews: (1) descriptions of the therapy dogs; (2) contacts with the dogs at work; (3) connection with the dogs outside of work; (4) benefits; (5) drawbacks. Our findings reflect abundantly positive hospital staff experiences. Copyright © 2016 Elsevier Ltd. All rights reserved.

Research Staff | Buildings | NREL

Science.gov Websites

Research Staff Research Staff Photo of Roderick Jackson Roderick Jackson Laboratory Program Manager -related research at NREL. He works closely with senior laboratory management to set the strategic agenda for NREL's buildings portfolio, including all research, development, and market implementation

28 CFR 545.31 - Training.

Code of Federal Regulations, 2010 CFR

2010-07-01

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

Working with Randolph-Sheppard Entrepreneurs Who Are Deafblind: A Qualitative Analysis

ERIC Educational Resources Information Center

Hierholzer, Anne C.; Bybee, Jacquelyn

2011-01-01

Introduction: The purpose of the study was to explore challenges facing deafblind entrepreneurs and the staff who work with them through the Randolph-Sheppard Business Enterprise Program. Methods: Interviews were conducted with 41 Randolph-Sheppard staff and deafblind entrepreneurs across the United States. Participants were selected using a…

A supported employment linkage intervention for people with schizophrenia who want a chance to work.

PubMed

Solar, Ann

2014-06-01

Investigate feasibility and development of a linkage intervention to the evidence-based Individual Placement and Support (IPS) approach to supported employment (SE) for patients with schizophrenia on a mental health unit who want to work in competitive employment. Literature review about the evidence-based IPS approach to SE in schizophrenia and why it might not be implemented in mental health services. Analysis of 10 adult mental health unit multidisciplinary staff interviews for categories in the literature review of IPS implementation barriers and whether these barriers could be overcome. There was lack of full staff knowledge of the IPS approach to SE. However, all staff knew respect for patient choice was paramount, community employment programs existed for the disabled, an outreach linkage process to such a program and ongoing support for people with schizophrenia would be required. There was staff ambivalence about SE for patients with schizophrenia. Despite staff ambivalence about SE for people with schizophrenia there was still enough staff knowledge and openness to shape an IPS linkage intervention from a staff perspective. © The Royal Australian and New Zealand College of Psychiatrists 2014.

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.

Employment and Roles of Counselors in Employee Assistance Programs.

ERIC Educational Resources Information Center

Hosie, Thomas W.; And Others

1993-01-01

Studied employment and roles of master's-level counselors in employee assistance programs (EAPs). Counselors were found to be similar to those with Master's of Social Work degrees in employment rate and percentage of EAP staff. Both groups were most frequently employed and constituted greatest percentage of professional mental health staff in…

[Training programs for staff at local Infectious Disease Surveillance Centers: the needs and usefulness].

PubMed

Suzuki, Tomoyuki; Kamiya, Nobuyuki; Yahata, Yuichiro; Ozeki, Yukie; Kishimoto, Tsuyoshi; Nadaoka, Yoko; Nakanishi, Yoshiko; Yoshimura, Takesumi; Shimada, Tomoe; Tada, Yuki; Shirabe, Komei; Kozawa, Kunihisa

2013-03-01

The objective of this study was to assess the need for and usefulness of training programs for Local Infectious Disease Surveillance Center (LIDSC) staff. A structured questionnaire survey was conducted to assess the needs and usefulness of training programs. The subjects of the survey were participants of a workshop held after an annual conference for the LIDSC staff. Data on demographic information, the necessity of training programs for LIDSC staff, the themes and contents of the training program, self-assessment of knowledge on epidemiology and statistics were covered by the questionnaire. A total of 55 local government officials responded to the questionnaire (response rate: 100%). Among these, 95% of participants believed that the training program for the LIDSC staff was necessary. Basic statistical analysis (85%), descriptive epidemiology (65%), outline of epidemiology (60%), interpretation of surveillance data (65%), background and objectives of national infectious disease surveillance in Japan (60%), methods of field epidemiology (60%), and methods of analysis data (51%) were selected by over half of the respondents as suitable themes for training programs. A total of 34 LIDSC staff answered the self-assessment question on knowledge of epidemiology. A majority of respondents selected "a little" or "none" for all questions about knowledge. Only a few respondents had received education in epidemiology. The results of this study indicate that LIDSC staff have basic demands for fundamental and specialized education to improve their work. Considering the current situation regarding the capacity of LIDSC staff, these training programs should be started immediately.

A holistic approach to supporting staff in a pediatric hospital setting.

PubMed

Schwerman, Nichole; Stellmacher, Judy

2012-09-01

Health care professionals experience significant stress in the workplace. Building opportunities for health care professionals to manage stress is essential. Children's Hospital of Wisconsin designed a holistic set of programs called the R&R Series to support the emotional, cognitive, and spiritual health of staff and assist staff in using self-care strategies to build resiliency. Six hundred seventy program evaluations were collected during a 1-year pilot series. Program participants were from a wide variety of departments throughout the health care system. Staff reported feeling more supported, being better able to manage work and life stress, and practicing the self-care techniques they learned. Programs such as the R&R Series are one way to promote the overall health and resiliency of health care professionals. Copyright 2012, SLACK Incorporated.

75 FR 9544 - Inmate Work and Performance Pay Program

Federal Register 2010, 2011, 2012, 2013, 2014

2010-03-03

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

Micmac Indian Social Work Education: A Model.

ERIC Educational Resources Information Center

Smith, Ann F. V.; Pace, Jacqueline M.

1987-01-01

Describes founding, goals, admissions, and implementation of a five-year Micmac Bachelor of Social Work Program at Dalhousie University. Discusses advantages and problems of a decentralized program sponsored by diverse organizations/agencies. Outlines degree requirements, staff qualifications, student personal/financial needs, and program changes…

Effectiveness of a Psycho-Educational Staff Training Program on Attitudes of Staff in a Long-Term Care Facility: A Pilot Study and Framework

ERIC Educational Resources Information Center

Elpers, Kathy; Amano, Takashi; DeCoster, Vaughn; Johnson, Missy

2017-01-01

Managing Behavioral and Psychological Symptoms of Dementia (BPSD) is a significant challenge for staff working in long-term care facilities. This study examines the effectiveness of a psycho-educational training aimed at changing staff's attitudes. The results indicated that participants' attitudes toward dementia were more positive,…

Family Adventure Questionnaire: Results and Discussion.

ERIC Educational Resources Information Center

Gillis, H. L.; And Others

This article presents the results of a survey conducted with 44 adventure programs working with families. Results of the survey show that the majority of families served by family adventure programs are step families. The source of the programs' primary referrals were mental health or medical staff. Programs reported that they worked almost…

Clinic-day surgery for children: a patient and staff perspective.

PubMed

Criss, Cory N; Brown, Johnathan; Gish, Joshua S; Gadepalli, Samir K; Hirschl, Ronald B

2018-07-01

For the past 3 years, our institution has implemented a same clinic-day surgery (CDS) program, where common surgical procedures are performed the same day as the initial clinic evaluation. We sought to evaluate the patient and faculty/staff satisfaction following the implementation of this program. After IRB approval, patients presenting for the CDS between 2014 and 2017 were retrospectively reviewed. Of these, patient families who received CDS were contacted to perform a telephone survey focusing on their overall satisfaction and to obtain feedback. In addition, feedback from faculty/staff members directly involved in the program was obtained to determine barriers and satisfaction with the program. Twenty-nine patients received CDS, with the most commonly performed procedures being inguinal hernia repair (34%) and umbilical hernia repair (24%). Twenty (69%) patients agreed to perform the telephone survey. Parents were overall satisfied with the CDS program, agreeing that the instructions were easy to understand. Overall, 79% of parents indicated that it decreased overall stress/anxiety, with 75% saying it allowed for less time away from work, and 95% agreeing to pursue CDS again if offered. The most common negative feedback was an unspecified operative start time (15%). While faculty/staff members agreed the program was patient-centered, there were concerns over low enrollment and surgeon continuity, because there were different evaluating and operating surgeons. This study successfully evaluated the satisfaction of patients and faculty/staff members after implementing a clinic-day surgery program. Our results demonstrated improved patient family satisfaction, with families reporting decreased anxiety and less time away from work. Despite this, faculty and staff members reported challenges with enrollment and surgeon continuity.

Train the trainer in dementia care. A program to foster communication skills in nursing home staff caring for dementia patients.

PubMed

Franzmann, J; Haberstroh, J; Pantel, J

2016-04-01

Improvement of communication skills in nursing home staff is key to provide better care for dementia patients and decrease occupational mental stress. An innovative train-the-trainer program to improve and maintain professional caregivers' social competencies in nursing home dementia care is described. Over a period of 6 months, a group of 6 senior staff members were qualified as program trainers (multiplicators) for the TANDEM training program, which qualified them to design, deliver, and evaluate training sessions that foster specific social competencies in dementia care. In a subsequent intervention study with 116 geriatric caregivers in 14 nursing homes, training was provided either by multiplicators (intervention group) or directly by project coworkers (control group). Participants in both groups improved their dementia-specific communication skills. In a follow-up survey, the intervention group also reported lasting reductions in mental stressors at work (p < 0.05) and occupational mental stress (p < 0.01) compared with the control group. The qualification of staff members in German nursing homes to be multiplicators for the TANDEM train-the-trainer program for dementia-specific communication skills has a beneficial influence on social competencies, mental stressors at work, and occupational mental stress of staff who care for dementia patients and may contribute to a sustainable implementation of dementia-specific social competencies.

IUPUI's Leadership in Dynamic Organizations Program: Translating Leadership into Application for Staff and Students

ERIC Educational Resources Information Center

Griffith, Daniel; Bedford, Marilyn; Hundley, Stephen

2008-01-01

Traditional leadership development programs for higher education staff are challenged to blend theory with a real-world context that is meaningful to participants' work. Standard student leadership curriculum is strong on theory, but often thin on providing this real-world context. Both HR training departments and academic units charged with…

Linking Academics and Social Learning: Perceptions of School Staff to a Violence Prevention Program at an Alternative School.

ERIC Educational Resources Information Center

Casella, Ronnie; Burstyn, Joan

2002-01-01

Examines how school staff conceptualize their work with alternative school adolescents after undergoing at least 1 year of a whole school violence prevention program. Results highlight the importance of linking social learning and academics in violence prevention strategies and of sustaining collaborative efforts that connect conflict resolution…

Some Measures of Evaluation and Effectiveness in Social Work Practice.

ERIC Educational Resources Information Center

Kapoor, J. M.

Measures of accountability and evaluation of social work program efforts are examined. Evaluation of program effort refers to an assessment of the amount and kinds of program activities considered necessary for the accomplishment of program goals within a particular stage of development. It refers not only to staff time, activity, and commitment,…

45 CFR 235.64 - FFP rates, and activities and costs matchable as training expenditures.

Code of Federal Regulations, 2012 CFR

2012-10-01

..., travel and per diem for: (1) Staff development personnel (including support staff) assigned full time to training functions and; (2) Staff development personnel assigned part time to training functions to the... of less than four consecutive work weeks, or part-time training programs; and (4) Stipends, travel...

45 CFR 235.64 - FFP rates, and activities and costs matchable as training expenditures.

Code of Federal Regulations, 2014 CFR

2014-10-01

..., travel and per diem for: (1) Staff development personnel (including support staff) assigned full time to training functions and; (2) Staff development personnel assigned part time to training functions to the... of less than four consecutive work weeks, or part-time training programs; and (4) Stipends, travel...

45 CFR 235.64 - FFP rates, and activities and costs matchable as training expenditures.

Code of Federal Regulations, 2011 CFR

2011-10-01

..., travel and per diem for: (1) Staff development personnel (including support staff) assigned full time to training functions and; (2) Staff development personnel assigned part time to training functions to the... of less than four consecutive work weeks, or part-time training programs; and (4) Stipends, travel...

A Comparison of Pyramidal Staff Training and Direct Staff Training in Community-Based Day Programs

ERIC Educational Resources Information Center

Haberlin, Alayna T.; Beauchamp, Ken; Agnew, Judy; O'Brien, Floyd

2012-01-01

This study evaluated two methods of training staff who were working with individuals with developmental disabilities: pyramidal training and consultant-led training. In the pyramidal training, supervisors were trained in the principles of applied behavior analysis (ABA) and in delivering feedback. The supervisors then trained their direct-care…

Wellness Wednesday. Invite Guests To Work Out with Students.

ERIC Educational Resources Information Center

Avalos, Benjamin

1996-01-01

Teachers in a large, urban school district created Wellness Wednesday, a program in which students invite family members and school staff members to join them every other Wednesday for an aerobic workout. The article describes how the program works and notes successful program ideas. (SM)

Staff members' perceptions of an animal-assisted activity.

PubMed

Bibbo, Jessica

2013-07-01

To examine the perceptions of staff members toward the implementation of an animal-assisted activity (AAA) in an outpatient regional cancer center. Quasi-experimental, post-test design. An adult outpatient regional cancer center in northern California. 34 facility staff members. Self-report questionnaire following four weeks of AAA visitation. Visits took place three times a week for a total of 12 visits. Perceptions of the AAA. Previous perceptions toward AAA influenced the perceptions of the visitation's efficacy. Direct and indirect interaction with the visiting AAA teams was positively associated with perceptions of the AAA. A disagreement occurred that the AAA had caused extra stress or work for staff. Enjoyment of interacting with the dog handler was not significantly different from interacting with the dog; however, it was more positively correlated to acceptance of the AAA. The study provided evidence that the AAA was generally accepted by staff members. Individual staff members' perceptions of dogs and AAAs can influence their receptivity to AAA interventions. Interaction with AAA teams should be voluntary and available for patients and staff members. AAA may be introduced into facilities without creating the perception of extra stress or work for staff members. Providing staff the opportunity to interact with visiting AAA teams may be beneficial for the success of such programs. The human handler in AAA teams may play a vital role in the staff acceptance of such programs.

EVALUATING THE UNIT APPROACH--FARM AND HOME DEVELOPMENT. (TITLE SUPPLIED).

ERIC Educational Resources Information Center

MAYER, RALPH E.; RIECK, ROBERT E.

IN AN EFFORT TO RESOLVE THE DEBATE OF STAFF-TO-FAMILY VS STAFF-TO-MASS RELATIONSHIPS IN FARM EXTENSION WORK, THE 1954 FEDERAL EXTENSION APPROPRIATION BILL AUTHORIZED INCEPTION OF A PERSONAL CONTACT, FAMILY UNIT APPROACH CALLED FARM AND HOME DEVELOPMENT (FHD). THE FHD AGENT WORKED WITH THE FARMER AND HIS WIFE IN AN EDUCATIONAL PROGRAM WHICH…

UPWP Unified Planning Work Program

DOT National Transportation Integrated Search

1995-05-01

The Unified Plannrng Work Program (UPWP) iS the planning document that guides the MPO staff in fulfilling its planning responstbilities for the upcoming year. Comprised of tasks that can be changed as the planning needs change. It is intended to serv...

The Meaning of Recovery from Co-Occurring Disorder: Views from Consumers and Staff Members Living and Working in Housing First Programming

PubMed Central

Rollins, Angela L.

2015-01-01

The current study seeks to understand the concept of recovery from the perspectives of consumers and staff living and working in a supportive housing model designed to serve those with co-occurring disorder. Interview and focus group data were collected from consumers and staff from four housing programs. Data analyzed using an approach that combined case study and grounded theory methodologies demonstrate that: consumers’ and staff members’ views of recovery were highly compatible and resistant to abstinence-based definitions of recovery; recovery is personal; stability is a foundation for recovery; recovery is a process; and the recovery process is not linear. These themes are more consistent with mental health-focused conceptions of recovery than those traditionally used within the substance abuse field, and they help demonstrate how recovery can be influenced by the organization of services in which consumers are embedded. PMID:26388709

Public-private partnerships to build human capacity in low income countries: findings from the Pfizer program

PubMed Central

Vian, Taryn; Richards, Sarah C; McCoy, Kelly; Connelly, Patrick; Feeley, Frank

2007-01-01

Background The ability of health organizations in developing countries to expand access to quality services depends in large part on organizational and human capacity. Capacity building includes professional development of staff, as well as efforts to create working environments conducive to high levels of performance. The current study evaluated an approach to public-private partnership where corporate volunteers give technical assistance to improve organizational and staff performance. From 2003 to 2005, the Pfizer Global Health Fellows program sent 72 employees to work with organizations in 19 countries. This evaluation was designed to assess program impact. Methods The researchers administered a survey to 60 Fellows and 48 Pfizer Supervisors. In addition, the team conducted over 100 interviews with partner organization staff and other key informants during site visits in Uganda, Kenya, Ghana, South Africa and India, the five countries where 60% of Fellows were placed. Results Over three-quarters of Fellowships appear to have imparted skills or enhanced operations of NGOs in HIV/AIDS and other health programs. Overall, 79% of Fellows reported meeting all or most technical assistance goals. Partner organization staff reported that the Fellows provided training to clinical and research personnel; strengthened laboratory, pharmacy, financial control, and human resource management systems; and helped expand Partner organization networks. Local staff also reported the Program changed their work habits and attitudes. The evaluation identified problems in defining goals of Fellowships and matching Organizations with Fellows. Capacity building success also appears related to size and sophistication of partner organization. Conclusion Public expectations have grown regarding the role corporations should play in improving health systems in developing countries. Corporate philanthropy programs based on "donations" of personnel can help build the organizational and human capacity of frontline agencies delivering health services. More attention is needed to measure and compare outcomes of international volunteering programs, and to identify appropriate strategies for expansion. PMID:17335578

"During early implementation you just muddle through": factors that impacted a statewide arthritis program's implementation.

PubMed

Conte, Kathleen P; Marie Harvey, S; Turner Goins, R

2017-12-01

The need to scale-up effective arthritis self-management programs is pressing as the prevalence of arthritis increases. The CDC Arthritis Program funds state health departments to work with local delivery systems to embed arthritis programs into their day-to-day work. To encourage organizational ownership and sustainability of programs, funding is restricted to offset program start-up costs. The purpose of this study was to identify factors that impacted the success of implementing an evidence-based arthritis self-management program, funded by the CDC Arthritis Program, into the Oregon Extension Service. We interviewed staff and partners involved in implementation who had and had not successfully delivered Walk With Ease (N = 12) to identify barriers and facilitators to scaling-up. Document analysis of administrative records was used to triangulate and expand on findings. Delivery goals defined by the funder were not met in Year 1: only 3 of the expected 28 programs were delivered. Barriers to implementation included insufficient planning for implementation driven by pressure to deliver programs and insufficient resources to support staff time. Facilitators included centralized administration of key implementation activities and staffs' previous experience implementing new programs. The importance of planning and preparing for implementation cannot be overlooked. Funders, however, eager to see deliverables, continue to define implementation goals in terms of program reach, exclusive of capacity-building. Lack of capacity-building can jeopardize staff buy-in, implementation quality, and sustainability. Based on our findings coupled with support from implementation literature, we offer recommendations for future large-scale implementation efforts operating under such funding restrictions.

Environmental Performance Information Use by Conservation Agency Staff

NASA Astrophysics Data System (ADS)

Wardropper, Chloe Bradley

2018-04-01

Performance-based conservation has long been recognized as crucial to improving program effectiveness, particularly when environmental conditions are dynamic. Yet few studies have investigated the use of environmental performance information by staff of conservation organizations. This article identifies attitudinal, policy and organizational factors influencing the use of a type of performance information—water quality information—by Soil and Water Conservation District staff in the Upper Mississippi River Basin region. An online survey ( n = 277) revealed a number of important variables associated with greater information use. Variables included employees' prosocial motivation, or the belief that they helped people and natural resources through their job, the perceived trustworthiness of data, the presence of a U.S. Clean Water Act Total Maximum Daily Load standard designation, and staff discretion to prioritize programs locally. Conservation programs that retain motivated staff and provide them the resources and flexibility to plan and evaluate their work with environmental data may increase conservation effectiveness under changing conditions.

Engaging Vulnerable Adolescents in a Pregnancy Prevention Program: Perspectives of Prime Time Staff

PubMed Central

Tanner, Amanda E.; Secor-Turner, Molly; Garwick, Ann; Sieving, Renee; Rush, Kayci

2011-01-01

Introduction Evaluating interventions for reducing unintended adolescent pregnancy is necessary to ensure quality and efficacy. The purpose of this study was to examine core case management practices and processes for engaging high-risk girls in Prime Time, an intensive multi-component intervention from the perspectives of intervention program staff. Method Structured individual interviews were conducted with the entire Prime Time program staff (N=7) to assess successes and challenges in engaging adolescent girls at high risk for early pregnancy recruited from school and community clinics. Results Program staff described different capacities of adolescents to engage with the program (easy, middle and difficult connecting adolescents) and provided specific recommendations for working with different connectors. Discussion Findings from this study support the notion that preventive interventions with vulnerable groups of adolescents must pay careful attention to strategies for establishing trusting youth-adult relationships. The ability of staff (e.g., case managers, nurses) to engage with adolescents is a crucial step in improving health outcomes. The identified strategies are useful in helping adolescents build skills, motivations and supports needed for healthy behavior change. PMID:22726710

The Evidence Base for Mental Health Consultation in Early Childhood Settings: Research Synthesis Addressing Staff and Program Outcomes

ERIC Educational Resources Information Center

Brennan, Eileen M.; Bradley, Jennifer R.; Allen, Mary Dallas; Perry, Deborah F.

2008-01-01

Research Findings: One strategy to support early childhood providers' work with children exhibiting challenging behavior is offering mental health consultation services in order to build staff skills and confidence and reduce staff stress and turnover. Through systematic search procedures, 26 recent studies were identified that addressed the…

The effect of a community mental health training program for multidisciplinary staff.

PubMed

Yang, Bing Xiang; Stone, Teresa E; Davis, Scott A

2018-06-01

Primary health workers play a critical role in providing health education to people with mental disorders. In China community health workers working with people with mental health problems lack experience and training in this area. Additionally, coordination between hospital and community staff is not well established. The aim of this study was to provide an interdisciplinary community mental health training program and to evaluate the effect of the training on staff knowledge about mental health and confidence in their roles. A three-day community mental health training program was offered specifically for interdisciplinary mental health professionals. Using a one-group pre-test post-test design, participants completed a self-assessment of mental health concepts and program evaluation which included asking participants to rate their satisfaction using a five-point Likert scale and to respond to open-ended questions. Forty-eight participants including health professionals from colleges, hospital and community health centers were recruited. Only 8.7% of participants had ever received community mental health training. Post-test evaluation demonstrated improvements in knowledge, and most participants were very satisfied with the program. The findings indicate that this brief interdisciplinary training program had a positive effect in improving knowledge about community mental health concepts and confidence in dealing with people with mental health disorders for multidisciplinary staff working in primary health care areas. Copyright © 2017 Elsevier Inc. All rights reserved.

Dementia-Related Work Activities of Home Care Nurses and Aides: Frequency, Perceived Competence, and Continuing Education Priorities

ERIC Educational Resources Information Center

Morgan, Debra G.; Kosteniuk, Julie G.; O'Connell, Megan E.; Dal Bello-Haas, Vanina; Stewart, Norma J.; Karunanayake, Chandima

2016-01-01

An understanding of the specific dementia learning needs of home care staff is needed to plan relevant continuing education (CE) programs and supports. The study's objective was to examine frequency and perceived competence in performing 20 dementia-related work activities, and identify CE priorities among home care staff. A cross-sectional survey…

The power of engagement: implementation of a career ladder program.

PubMed

Bourgeault, Robert; Newmark, Jason

2012-01-01

At Baystate Health in Massachusetts, the development and implementation of a career ladder program was implemented to reduce turnover and to improve employee satisfaction, morale, and recruitment efforts. There was significant initial expenditure in the program, as a result of promoting the large number of employees with significant experience and seniority. A smaller number of staff are expected to apply for advancement during successive cycles, allowing for decreased incremental expense going forward. Critical to the success of the program was understanding the time commitment, getting senior organizational support and staff buy-in, and justifying the associated expenses. The development and initiation of the program has done much to support a positive work environment with increased morale and higher performance among significant numbers of staff at all levels.

Make Program Failures Work for You.

ERIC Educational Resources Information Center

Keller, M. Jean; Mills, Helen H.

1984-01-01

Recreation program planners can learn from program failures. Failures should not be viewed as negative statements about personnel. Examining feelings in a supportive staff environment is suggested as a technique for developing competence. (DF)

Accreditation of Health Educational Programs. Part 1: Staff Working Papers.

ERIC Educational Resources Information Center

Study of Accreditation of Selected Health Educational Programs, Washington, DC.

This publication contains the first set of working papers concerned with structure, financing, research, and expansion as they relate to the accreditation of health education programs conducted by professional agencies. Texts of these papers are included: (1) "Historical Introduction to Accreditation of Health Educational Programs" by W.K. Selden,…

Motivation for Evaluation: A roadmap for Improving Program Efficacy

NASA Astrophysics Data System (ADS)

Taber, J. J.; Bohon, W.; Bravo, T. K.; Dorr, P. M.; Hubenthal, M.; Johnson, J. A.; Sumy, D. F.; Welti, R.; Davis, H. B.

2016-12-01

Over the past year, the Incorporated Research Institutions for Seismology (IRIS) Education and Public Outreach (EPO) program has undertaken a new effort to increase the rigor with which it evaluates its programs and products. More specifically we sought to make evaluation an integral part of our EPO staff's work, enable staff to demonstrate why we do the activities we do, enhance the impact or our products and programs, and empower staff to be able to make evidence-based claims. The challenges we faced included a modest budget, finding an applicable approach to both new and legacy programs ranging from formal and informal education to public outreach, and implementing the process without overwhelming staff. The Collaborative Impact Analysis Method (IAM; Davis and Scalice, 2015) was selected as it allowed us to combine the EPO staff's knowledge of programs, audiences and content with the expertise of an outside evaluation expert, through consultations and a qualitative rubric assessing the initial state of each product/program's evaluation. Staff then developed action plans to make incremental improvements to the evaluation of programs over time. We have found that this approach promotes the development of staff knowledge and skills regarding evaluation, provides a common language among staff, increases enthusiasm to collect and share data, encourages discussions of evaluative approaches when planning new activities, and improves each program's ability to capture the intended and unintended effects on the behaviors, attitudes, skills, interests, and/or knowledge of users/participants. We will share the initial IAM Scores for products and programs in the EPO portfolio, along with examples of the action plans for several key products and programs, and the impact that implementing those actions plans has had on our evaluations. Davis, H. & Scalice, D. (2015). Evaluate the Impact of your Education and Outreach Program Using the Quantitative Collaborative Impact Analysis Method (Invited). Abstract ED53D-0871 presented at 2015 Fall Meeting, AGU, San Francisco, Calif., 14 - 18 Dec.

Cultural Awareness Among Nursing Staff at an Academic Medical Center.

PubMed

McElroy, Jennifer; Smith-Miller, Cheryl A; Madigan, Catherine K; Li, Yin

2016-03-01

The goal is to identify areas for targeted improvement in regard to cultural awareness and competence among nursing staff and in the work environment. Many facilities have initiated programs to facilitate cultural competence development among nursing staff; however, there has been little examination of the effect of these initiatives, assessment of experienced nurses' cultural awareness, or investigation of nurse leader's role in promoting cultural competence in the literature. In this cross-sectional descriptive study, a cultural awareness survey was modified and electronically distributed to all registered nurses and assistive personnel at an academic medical center. The modified survey instrument showed good reliability and validity among the study population. Most nursing staff exhibited a moderate to high level of cultural awareness and held positive opinions about nursing leadership and the work environment with regard to cultural issues. In increasingly diverse work environments, assessing the cultural awareness of nursing staff enables nurse leaders to evaluate efforts in promoting cultural competence and to identify specific areas in which to target staff development efforts and leadership training.

Outcomes in knowledge, attitudes and confidence of nursing staff working in nursing and residential care homes following a dementia training programme.

PubMed

Scerri, Anthony; Scerri, Charles

2017-11-08

Dementia training programmes for staff working in long-term care settings have been found to be effective in improving staff outcomes. This study investigated the impact of a dementia training programme for all Maltese nursing staff working in public nursing/residential homes on their knowledge, attitudes and confidence. Additionally, we identified the predictors of these domains before and after the programme. A 14-hour training programme focusing on dementia management, care and policy was developed for all nursing staff working in public nursing and residential homes in Malta. A pretest-posttest design was used to evaluate the participants' knowledge of dementia, attitudes and confidence in working with residents with dementia using validated tools. Demographic variables were measured and compared with each staff domain. The majority of nursing staff attended the training programme with 261 fully completed questionnaires being collected pre-training and 214 post-training. The programme significantly improved nursing staff knowledge, attitudes and confidence. Stepwise regression analysis of each staff domain showed that the strongest predictor in all models at pre-training was the intensity of previous training programmes. Furthermore, staff who attended previous training continued to improve in their attitudes and confidence following programme completion. The study continues to shed further evidence on the impact of dementia training programs on staff outcomes. It also indicated that the intensity of previous participation in dementia training programmes was related to the participants' knowledge, attitudes and confidence and that continual exposure to training had a cumulative effect.

Evaluation of a counseling training program for nursing staff.

PubMed

Arranz, Pilar; Ulla, Sara M; Ramos, José L; Del Rincón, Carolina; López-Fando, Teresa

2005-02-01

One of the essential issues in nurses' daily work is interaction with patients, patients' families, and co-workers. However, in the Spanish academic programs for Nursing Schools, social interaction skills do not receive adequate attention and nurses often report communication problems. In order to diminish these difficulties and to train nursing staff to better manage interaction, an intensive counseling training program was designed and implemented in a General University Hospital. The main aim of this study was to evaluate the effects of a counseling training program and assessing the evolution of difficulties that professionals perceived in their work in three different periods: before the training, after the training, and at follow-up, 2 months after the program was delivered. According to the results, we can maintain the hypothesis that the counseling training program reduces perceived interaction difficulties in nursing staff. Consequently, we can expect a further improvement in the interaction performance with patients and their families after the training. These findings suggest that counseling training has to be taken into account to improve quality of care in health care providers, and it may also help to prevent professional burnout by increasing competence level at minimum personal cost.

A survey on clinical governance awareness among clinical staff: a cross-sectional study.

PubMed

Ravaghi, Hamid; Zarnaq, Rahim Khodayari; Adel, Amin; Badpa, Mahnaz; Adel, Moein; Abolhassani, Nazanin

2014-06-25

Clinical Governance (CG) program has been raised in Iran in order to improve the quality of clinical care. The purpose of this study is to investigate the awareness of clinical governance program among clinical staff working in selected teaching hospitals in Tehran, Iran. To investigate the CG awareness, a cross-sectional survey was conducted among 345 clinical staff working in 20 selected public hospitals in Tehran. Data were gathered using the standardized clinical governance awareness questionnaire. Descriptive statistics were used to analyze the data. The results showed that the level of staff awareness about the concept of CG was low. They perceived continuous quality improvement, responsibility, medical errors reduction and patient safety as the main concepts of the CG framework. Reaching agreement of standards concepts among staff and positive changes in attitudes were considered as two most observed changes. The main perceived barriers to the implementation of clinical governance included lack of proper management and leadership, lack of full support, inappropriate organizational culture, lack of knowledge, poor communication system and insufficient training. The concepts and goals of clinical governance have not been effectively conveyed to the staff and despite its implementation in the hospitals, there has been low clinical governance awareness among the staff. Clinical Governance must be implemented through comprehensive management support and participation of all staff and health professionals at both hospital and policy making level.

Mental Illness Training for Licensed Staff in Long-Term Care

PubMed Central

Irvine, A. Blair; Billow, Molly B.; Eberhage, Mark G.; Seeley, John R.; McMahon, Edward; Bourgeois, Michelle

2013-01-01

Licensed care staff working in long-term care facilities may be poorly prepared to work with residents with mental illness. This research reports on the program evaluation of Caring Skills: Working with Mental Illness, a training program delivered on the Internet. It was tested with a randomized treatment-control design, with an eight-week follow-up. The training provided video-based behavioral skills and knowledge training. Measures included video situations testing and assessment of psycho-social constructs including empathy and stigmatization. ANCOVA analysis at 4-weeks posttest showed significant positive effects with medium-large effect sizes, which were largely maintained at the 8-week follow-up. The training was well-received by the users. PMID:22364430

Using an intervention mapping framework to develop an online mental health continuing education program for pharmacy staff.

PubMed

Wheeler, Amanda; Fowler, Jane; Hattingh, Laetitia

2013-01-01

Current mental health policy in Australia recognizes that ongoing mental health workforce development is crucial to mental health care reform. Community pharmacy staff are well placed to assist people with mental illness living in the community; however, staff require the knowledge and skills to do this competently and effectively. This article presents the systematic planning and development process and content of an education and training program for community pharmacy staff, using a program planning approach called intervention mapping. The intervention mapping framework was used to guide development of an online continuing education program. Interviews with mental health consumers and carers (n = 285) and key stakeholders (n = 15), and a survey of pharmacy staff (n = 504) informed the needs assessment. Program objectives were identified specifying required attitudes, knowledge, skills, and confidence. These objectives were aligned with an education technique and delivery strategy. This was followed by development of an education program and comprehensive evaluation plan. The program was piloted face to face with 24 participants and then translated into an online program comprising eight 30-minute modules for pharmacists, 4 of which were also used for support staff. The evaluation plan provided for online participants (n ≅ 500) to be randomized into intervention (immediate access) or control groups (delayed training access). It included pre- and posttraining questionnaires and a reflective learning questionnaire for pharmacy staff and telephone interviews post pharmacy visit for consumers and carers. An online education program was developed to address mental health knowledge, attitudes, confidence, and skills required by pharmacy staff to work effectively with mental health consumers and carers. Intervention mapping provides a systematic and rigorous approach that can be used to develop a quality continuing education program for the health workforce. Copyright © 2013 The Alliance for Continuing Education in the Health Professions, the Society for Academic Continuing Medical Education, and the Council on CME, Association for Hospital Medical Education.

Take care! The evaluation of a team-based burnout intervention program for oncology care providers.

PubMed

Le Blanc, Pascale M; Hox, Joop J; Schaufeli, Wilmar B; Taris, Toon W; Peeters, Maria C W

2007-01-01

In this quasi-experimental study among staff of 29 oncology wards, the authors evaluated the effects of a team-based burnout intervention program combining a staff support group with a participatory action research approach. Nine wards were randomly selected to participate in the program. Before the program started (Time 1), directly after the program ended (Time 2), and 6 months later (Time 3), study participants filled out a questionnaire on their work situation and well-being. Results of multilevel analyses showed that staff in the experimental wards experienced significantly less emotional exhaustion at both Time 2 and Time 3 and less depersonalization at Time 2, compared with the control wards. Moreover, changes in burnout levels were significantly related to changes in the perception of job characteristics over time. 2007 APA, all rights reserved

The Physical and Mental Health of Head Start Staff: The Pennsylvania Head Start Staff Wellness Survey, 2012

PubMed Central

Becker, Brandon D.; Herman, Allison N.; Gooze, Rachel A.

2013-01-01

Introduction Despite attention to the health of low-income children in Head Start, little is known about the health of adults working for the program. The objective of our study was to compare the physical and mental health of women working in Pennsylvania Head Start programs with the health of US women who have similar sociodemographic characteristics. Methods We used data from a web-based survey in 2012 in which 2,199 of 3,375 (65.2%) staff in 66 Pennsylvania Head Start programs participated. For the 2,122 female respondents, we determined the prevalence of fair or poor health status, frequent (≥14 d/mo) unhealthy days, frequent (≥10 d/y) work absences due to illness, diagnosed depression, and 3 or more of 6 physical health conditions. We compared these prevalences with those found in 2 national samples of employed women of similar age, education, race/ethnicity, and marital status. Results Among Head Start staff, 85.7% were non-Hispanic white, 62.4% were married, and 60.3% had completed college. The prevalence (% [95% confidence interval]) of several health indicators was higher in Head Start staff than in the national samples: fair or poor health (14.6% [13.1%–16.1%] vs 5.1% [4.5%–5.6%]), frequent unhealthy days (28.3% [26.3%–30.2%] vs 14.5% [14.1%–14.9%]), diagnosed depression (23.5% [21.7%–25.3%] vs 17.6% [17.1%–18.0%]), and 3 or more physical health conditions (21.8% [20.0%–23.6%] vs 12.6% [11.7%–13.5%]). Conclusion Women working with children in Head Start programs have poorer physical and mental health than do US women who have similar sociodemographic characteristics. PMID:24176085

The Expanded Placement Process. Work Center Staff Training Programs.

ERIC Educational Resources Information Center

Woods, James; And Others

The manual describes the Focus Expanded Placement Process, an approach to implementing training programs in sheltered work centers. Trainers are offered solutions to common problems, with sections on the following topics: breaking down initial resistance to training; individualizing training; creating a learning atmosphere; making training…

Safety climate and workplace violence prevention in state-run residential addiction treatment centers.

PubMed

Lipscomb, Jane A; London, M; Chen, Y M; Flannery, K; Watt, M; Geiger-Brown, J; Johnson, J V; McPhaul, K

2012-01-01

To examine the association between violence prevention safety climate measures and self reported violence toward staff in state-run residential addiction treatment centers. In mid-2006, 409 staff from an Eastern United States state agency that oversees a system of thirteen residential addiction treatment centers (ATCs) completed a self-administered survey as part of a comprehensive risk assessment. The survey was undertaken to identify and measure facility-level risk factors for violence, including staff perceptions of the quality of existing US Occupational Safety and Health Administration (OSHA) program elements, and ultimately to guide violence prevention programming. Key informant interviews and staff focus groups provided researchers with qualitative data with which to understand safety climate and violence prevention efforts within these work settings. The frequency with which staff reported experiencing violent behavior ranged from 37% for "clients raised their voices in a threatening way to you" to 1% for "clients pushed, hit, kicked, or struck you". Findings from the staff survey included the following significant predictors of violence: "client actively resisting program" (OR=2.34, 95% CI=1.35, 4.05), "working with clients for whom the history of violence is unknown" (OR=1.91, 95% CI=1.18, 3.09) and "management commitment to violence prevention" reported as "never/hardly ever" and "seldom or sometimes" (OR=4.30 and OR=2.31 respectively), while controlling for other covariates. We utilized a combination of qualitative and quantitative research methods to begin to describe the risk and potential for violence prevention in this setting. The prevalence of staff physical violence within the agency's treatment facilities was lower than would be predicted. Possible explanations include the voluntary nature of treatment programs; strong policies and consequences for resident behavior and ongoing quality improvement efforts. Quantitative data identified low management commitment to violence prevention as a significant predictor of staff reported violence.

Patient Safety Executive Walkarounds

PubMed Central

Feitelberg, Steven P

2006-01-01

The KP Patient Safety Executive Walkarounds Program in the KP San Diego Service Area was developed to provide routine opportunities for senior KP leaders, staff, and clinicians to discuss patient safety concerns proactively, working closely with our labor partners to foster a culture of safety that supports our staff and physicians. Throughout the KP San Diego Service Area, the Walkarounds program plays a major part in promoting responsible identification and reporting of patient safety issues. Because each staff member has an equal voice in discussing patient safety concerns, the program enables all employees—union and nonunion alike—to engage directly in discussions about improving patient safety. The KPSC leadership has recognized this program as a major demonstration that the leadership supports patient safety and promotes reporting of safety issues in a “just culture.” PMID:21519438

Pathways to Program Success: A Qualitative Comparative Analysis (QCA) of Communities Putting Prevention to Work Case Study Programs

PubMed Central

Kane, Heather; Hinnant, Laurie; Day, Kristine; Council, Mary; Tzeng, Janice; Soler, Robin; Chambard, Megan; Roussel, Amy; Heirendt, Wendy

2016-01-01

Objective To examine the elements of capacity, a measure of organizational resources supporting program implementation that result in successful completion of public health program objectives in a public health initiative serving 50 communities. Design We used crisp set Qualitative Comparative Analysis (QCA) to analyze case study and quantitative data collected during the evaluation of the Communities Putting Prevention to Work (CPPW) program. Setting CPPW awardee program staff and partners implemented evidence-based public health improvements in counties, cities, and organizations (eg, worksites, schools). Participants Data came from case studies of 22 CPPW awardee programs that implemented evidence-based, community-and organizational-level public health improvements. Intervention Program staff implemented a range of evidence-based public health improvements related to tobacco control and obesity prevention. Main Outcome Measure The outcome measure was completion of approximately 60% of work plan objectives. Results Analysis of the capacity conditions revealed 2 combinations for completing most work plan objectives: (1) having experience implementing public health improvements in combination with having a history of collaboration with partners; and (2) not having experience implementing public health improvements in combination with having leadership support. Conclusion Awardees have varying levels of capacity. The combinations identified in this analysis provide important insights into how awardees with different combinations of elements of capacity achieved most of their work plan objectives. Even when awardees lack some elements of capacity, they can build it through strategies such as hiring staff and engaging new partners with expertise. In some instances, lacking 1 or more elements of capacity did not prevent an awardee from successfully completing objectives. Implications for Policy & Practice These findings can help funders and practitioners recognize and assemble different aspects of capacity to achieve more successful programs; awardees can draw on extant organizational strengths to compensate when other aspects of capacity are absent. PMID:27598714

The Gray Panthers Are Coming: Is Your Institution Ready?

ERIC Educational Resources Information Center

Clewis, John

1981-01-01

Problems facing older faculty and staff members who want to continue working are discussed, along with innovative ways to help them achieve a financially secure retirement. A retirement planning program and seminar plans to help faculty and staff avoid making poor retirement decisions are proposed. (MLW)

Staff survey of organizational structure and process for a Public Health Department.

PubMed

Dwyer, J J

1995-01-01

A survey of 227 North York Public Health Department (NYPHD) staff provided their perspective on the organizational structure. They perceived that (a) the departmental and divisional organizational structures are effective for program delivery, (b) the Central Resources structure and divisional and departmental reporting structures are moderately effective for program delivery, (c) the decentralized office structure is an advantage for service delivery but less so for administration and intra-division and inter-division communication, (d) the mandatory program structure involves low to moderate interdisciplinary teamwork and moderately impacts service delivery, (e) intra-division and management-staff communication are fair but inter-division and office communication are between poor and fair, (f) education, research, and service are moderately integrated, and (g) the divisional and departmental work atmospheres are a little positive. Management perceived greater participation in program planning, more frequent communication with other divisions, a number of education and research opportunities from various divisions/units, and more management recognition than front line staff did.

Assessing Clinical Trial-Associated Workload in Community-Based Research Programs Using the ASCO Clinical Trial Workload Assessment Tool.

PubMed

Good, Marjorie J; Hurley, Patricia; Woo, Kaitlin M; Szczepanek, Connie; Stewart, Teresa; Robert, Nicholas; Lyss, Alan; Gönen, Mithat; Lilenbaum, Rogerio

2016-05-01

Clinical research program managers are regularly faced with the quandary of determining how much of a workload research staff members can manage while they balance clinical practice and still achieve clinical trial accrual goals, maintain data quality and protocol compliance, and stay within budget. A tool was developed to measure clinical trial-associated workload, to apply objective metrics toward documentation of work, and to provide clearer insight to better meet clinical research program challenges and aid in balancing staff workloads. A project was conducted to assess the feasibility and utility of using this tool in diverse research settings. Community-based research programs were recruited to collect and enter clinical trial-associated monthly workload data into a web-based tool for 6 consecutive months. Descriptive statistics were computed for self-reported program characteristics and workload data, including staff acuity scores and number of patient encounters. Fifty-one research programs that represented 30 states participated. Median staff acuity scores were highest for staff with patients enrolled in studies and receiving treatment, relative to staff with patients in follow-up status. Treatment trials typically resulted in higher median staff acuity, relative to cancer control, observational/registry, and prevention trials. Industry trials exhibited higher median staff acuity scores than trials sponsored by the National Institutes of Health/National Cancer Institute, academic institutions, or others. The results from this project demonstrate that trial-specific acuity measurement is a better measure of workload than simply counting the number of patients. The tool was shown to be feasible and useable in diverse community-based research settings. Copyright © 2016 by American Society of Clinical Oncology.

Assessing Clinical Trial–Associated Workload in Community-Based Research Programs Using the ASCO Clinical Trial Workload Assessment Tool

PubMed Central

Hurley, Patricia; Woo, Kaitlin M.; Szczepanek, Connie; Stewart, Teresa; Robert, Nicholas; Lyss, Alan; Gönen, Mithat; Lilenbaum, Rogerio

2016-01-01

Purpose: Clinical research program managers are regularly faced with the quandary of determining how much of a workload research staff members can manage while they balance clinical practice and still achieve clinical trial accrual goals, maintain data quality and protocol compliance, and stay within budget. A tool was developed to measure clinical trial–associated workload, to apply objective metrics toward documentation of work, and to provide clearer insight to better meet clinical research program challenges and aid in balancing staff workloads. A project was conducted to assess the feasibility and utility of using this tool in diverse research settings. Methods: Community-based research programs were recruited to collect and enter clinical trial–associated monthly workload data into a web-based tool for 6 consecutive months. Descriptive statistics were computed for self-reported program characteristics and workload data, including staff acuity scores and number of patient encounters. Results: Fifty-one research programs that represented 30 states participated. Median staff acuity scores were highest for staff with patients enrolled in studies and receiving treatment, relative to staff with patients in follow-up status. Treatment trials typically resulted in higher median staff acuity, relative to cancer control, observational/registry, and prevention trials. Industry trials exhibited higher median staff acuity scores than trials sponsored by the National Institutes of Health/National Cancer Institute, academic institutions, or others. Conclusion: The results from this project demonstrate that trial-specific acuity measurement is a better measure of workload than simply counting the number of patients. The tool was shown to be feasible and useable in diverse community-based research settings. PMID:27006354

2017 LLNL Nuclear Forensics Summer Internship Program

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

Zavarin, Mavrik

The Lawrence Livermore National Laboratory (LLNL) Nuclear Forensics Summer Internship Program (NFSIP) is designed to give graduate students an opportunity to come to LLNL for 8-10 weeks of hands-on research. Students conduct research under the supervision of a staff scientist, attend a weekly lecture series, interact with other students, and present their work in poster format at the end of the program. Students can also meet staff scientists one-on-one, participate in LLNL facility tours (e.g., the National Ignition Facility and Center for Accelerator Mass Spectrometry), and gain a better understanding of the various science programs at LLNL.

Focus on Customer Service. Service Management: How to Plan for it Rather Than Hope for It [and] Learning to Say "Yes": A Customer Service Program for Library Staff [and] Maintaining Momentum in a Quality Improvement Process.

ERIC Educational Resources Information Center

Brewer, Julie; And Others

1995-01-01

Presents three articles that discuss customer service in libraries, with a focus on planning for service management, a customer service program for library staff, and a quality improvement process. Highlights include developing and implementing service strategies, dealing with requests, redefining work relationships, coworkers as customers,…

Energy Smart Colorado, Final Report

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

Gitchell, John M.; Palmer, Adam L.

2014-03-31

Energy Smart Colorado is an energy efficiency program established in 2011 in the central mountain region of Colorado. The program was funded through a grant of $4.9 million, awarded in August 2010 by the U.S. Department of Energy’s Better Buildings Program. As primary grant recipient, Eagle County coordinated program activities, managed the budget, and reported results. Eagle County staff worked closely with local community education and outreach partner Eagle Valley Alliance for Sustainability (now Walking Mountains Science Center) to engage residents in the program. Sub-recipients Pitkin County and Gunnison County assigned local implementation of the program in their regions tomore » their respective community efficiency organizations, Community Office for Resource Efficiency (CORE) in Pitkin County, and Office for Resource Efficiency (ORE) in Gunnison County. Utility partners contributed $166,600 to support Home Energy Assessments for their customers. Program staff opened Energy Resource Centers, engaged a network of qualified contractors, developed a work-flow, an enrollment website, a loan program, and a data management system to track results.« less

[Current status on management and needs related to education and training programs set for new employees at the provincial Centers for Disease Control and Prevention, in China].

PubMed

Ma, J; Meng, X D; Luo, H M; Zhou, H C; Qu, S L; Liu, X T; Dai, Z

2016-06-01

In order to understand the current management status on education/training and needs for training among new employees working at the provincial CDC in China during 2012-2014, so as to provide basis for setting up related programs at the CDC levels. Based on data gathered through questionnaire surveys run by CDCs from 32 provincial and 5 specifically-designated cities, microsoft excel was used to analyze the current status on management of education and training, for new employees. There were 156 management staff members working on education and training programs in 36 CDCs, with 70% of them having received intermediate or higher levels of education. Large differences were seen on equipment of training hardware in different regions. There were 1 214 teaching staff with 66 percent in the fields or related professional areas on public health, in 2014. 5084 new employees conducted pre/post training programs, from 2012 to 2014 with funding as 750 thousand RMB Yuan. 99.5% of the new employees expressed the needs for further training while. 74% of the new staff members expecting a 2-5 day training program to be implemented. 79% of the new staff members claimed that practice as the most appropriate method for training. Institutional programs set for education and training at the CDCs need to be clarified, with management team organized. It is important to provide more financial support on both hardware, software and human resources related to training programs which are set for new stuff members at all levels of CDCs.

Staff Training Tips: Focusing on Early Childhood Education and Services.

ERIC Educational Resources Information Center

2003

This document collects 15 brief guides to staff training in inclusive early childhood education settings. Guides offer examples of successful programs, research findings, and practical tips. Titles are: (1) "Giving Families Better Access to Early Intervention Services"; (2) "Creating Integrated Classrooms that Work"; (3) "Seamless Transition…

The Secondary School Principalship and the Challenge of Change.

ERIC Educational Resources Information Center

Tompkins, Ellsworth; Trump, J. Lloyd

In his role as the manager of educational change, the secondary school principal is responsible for determining programs and procedures, enlisting teacher aid in those determinations, resolving staff resistance to change, identifying staff members as effective change agents, and working with them to implement change. To produce significant gains…

Internal Medicine Residents' Clinical and Didactic Experiences After Work Hour Regulation

PubMed Central

Horwitz, Leora I; Krumholz, Harlan M; Huot, Stephen J; Green, Michael L

2006-01-01

BACKGROUND Work hour regulations for house staff were intended in part to improve resident clinical and educational performance. OBJECTIVE To characterize the effect of work hour regulation on internal medicine resident inpatient clinical experience and didactic education. DESIGN Cross-sectional mail survey. PARTICIPANTS Chief residents at all accredited U.S. internal medicine residency programs outside New York. MEASUREMENTS AND MAIN RESULTS The response rate was 62% (202/324). Most programs (72%) reported no change in average patient load per intern after work hour regulation. Many programs (48%) redistributed house staff admissions through the call cycle. The number of admissions per intern on long call (the day interns have the most admitting responsibility) decreased in 31% of programs, and the number of admissions on other days increased in 21% of programs. Residents on outpatient rotations were given new ward responsibilities in 36% of programs. Third-year resident ward and float time increased in 34% of programs, while third-year elective time decreased in 22% of programs. The mean weekly hours allotted to educational activities did not change significantly (12.7 vs 12.4, P = .12), but 56% of programs reported a decrease in intern attendance at educational activities. CONCLUSIONS In response to work hour regulation, many internal medicine programs redistributed rather than reduced residents' inpatient clinical experience. Hours allotted to educational activities did not change; however, most programs saw a decrease in intern attendance at conferences, and many reduced third-year elective time. PMID:16918742

Internal medicine residents' clinical and didactic experiences after work hour regulation: a survey of chief residents.

PubMed

Horwitz, Leora I; Krumholz, Harlan M; Huot, Stephen J; Green, Michael L

2006-09-01

Work hour regulations for house staff were intended in part to improve resident clinical and educational performance. To characterize the effect of work hour regulation on internal medicine resident inpatient clinical experience and didactic education. Cross-sectional mail survey. Chief residents at all accredited U.S. internal medicine residency programs outside New York. The response rate was 62% (202/324). Most programs (72%) reported no change in average patient load per intern after work hour regulation. Many programs (48%) redistributed house staff admissions through the call cycle. The number of admissions per intern on long call (the day interns have the most admitting responsibility) decreased in 31% of programs, and the number of admissions on other days increased in 21% of programs. Residents on outpatient rotations were given new ward responsibilities in 36% of programs. Third-year resident ward and float time increased in 34% of programs, while third-year elective time decreased in 22% of programs. The mean weekly hours allotted to educational activities did not change significantly (12.7 vs 12.4, P = .12), but 56% of programs reported a decrease in intern attendance at educational activities. In response to work hour regulation, many internal medicine programs redistributed rather than reduced residents' inpatient clinical experience. Hours allotted to educational activities did not change; however, most programs saw a decrease in intern attendance at conferences, and many reduced third-year elective time.

Peer coaching and mentoring: a new model of educational intervention for safe patient handling in health care.

PubMed

Alamgir, Hasanat; Drebit, Sharla; Li, Helen Guiyun; Kidd, Catherine; Tam, Helen; Fast, Catherine

2011-08-01

To reduce the risk of patient handling-related musculoskeletal injury, overhead ceiling lifts have been installed in health care facilities. To increase ceiling lift usage for a variety of patient handling tasks, a peer coaching and mentoring program was implemented among the direct care staff in the long-term care subsector in British Columbia, Canada. They received a 4-day training program on body mechanics, ergonomics, patient-handling techniques, ceiling lift usage, in addition to coaching skills. A questionnaire was administered among staff before and after the intervention to evaluate the program's effectiveness. There were 403 and 200 respondents to the pre-intervention and post-intervention questionnaires. In general, staff perceived the peer-coaching program to be effective. The number of staff who reported to be using ceiling lifts "often and always" went higher from 64.5% to 80.5% (<0.001) after coaching program implementation. Furthermore, staff reported that they were using the ceiling lifts for more types of tasks post-intervention. Staff reported that the peer coaching program has increased their safety awareness at work and confidence in using the ceiling lifts. The findings suggest that this educational model can increase the uptake of mechanical interventions for occupational health and safety initiatives. It appears that the training led to a greater awareness of the availability of or increased perceptions of the number of ceiling lifts, presumably through coaches advocating their use. Copyright © 2011 Wiley-Liss, Inc.

Developing partnerships for implementing continental-scale citizen science programs at the local-level

NASA Astrophysics Data System (ADS)

Newman, S. J.; Henderson, S.; Ward, D.

2012-12-01

Project BudBurst is a citizen science project focused on monitoring plant phenology that resides at the National Ecological Observatory Network (NEON, Inc). A central question for Project BudBurst and other national outreach programs is: what are the most effective means of engaging and connecting with diverse communities throughout the country? How can continental scale programs like NEON's Project BudBurst engage audiences in such a way as to be relevant at both the local and continental scales? Staff with Project BudBurst pursued partnerships with several continental scale organizations: the National Wildlife Refuge System, the National Park Service, and botanic gardens to address these questions. The distributed nature of wildlife refuges, national parks, and botanic gardens around the country provided the opportunity to connect with participants locally while working with leadership at multiple scales. Project BudBurst staff talked with hundreds of staff and volunteers prior to setting a goal of obtaining and developing resources for several Refuge Partners, a pilot National Park partner, and an existing botanic garden partner during 2011. We were especially interested in learning best practices for future partnerships. The partnership efforts resulted in resource development for 12 Refuge partners, a pilot National Park partner, and 2 botanic garden partners. Early on, the importance of working with national level leaders to develop ownership of the partner program and input about resource needs became apparent. Once a framework for the partnership program was laid out, it became critical to work closely with staff and volunteers on the ground to ensure needs were met. In 2012 we began to develop an online assessment to allow our current and potential partners to provide feedback about whether or not the partnership program was meeting their needs and how the program could be improved. As the year progressed, the timeline for resource development became more of a suggestion than a set schedule. Maintaining flexibility was critical to the success of the partnerships. Unanticipated fieldwork, new priorities within organizations, and differing levels of involvement from partner staff, advisory boards, or Friends groups, led to varying resource development timelines. The distributed nature of and the willingness of partner staff and volunteers to implement Project BudBurst at their facilities have broadened the participation of the public in this program more than could have been accomplished alone. The new partners benefit from the free and customized education and outreach materials provided by Project BudBurst, while Project BudBurst benefits from the local knowledge and contacts with the public from the partner organizations.

The Impact of Organizational Stress and Burnout on Client Engagement

PubMed Central

Landrum, Brittany; Knight, Danica K.; Flynn, Patrick M.

2011-01-01

This paper explores the impact of organizational attributes on client engagement within substance abuse treatment. Previous research has identified organizational features, including small size, accreditation, and workplace practices that impact client engagement (Broome, Flynn, Knight, & Simpson, 2007). The current study sought to explore how aspects of the work environment impact client engagement. The sample included 89 programs located in 9 states across the U.S. Work environment measures included counselor perceptions of stress, burnout, and work satisfaction at each program, while engagement measures included client ratings of participation, counseling rapport, and treatment satisfaction. Using multiple regression, tests of moderation and mediation revealed that staff stress negatively predicted client participation in treatment. Burnout was related to stress, but was not related to participation. Two additional organizational measures – workload and influence – moderated the positive relationship between staff stress and burnout. Implications for drug treatment programs are discussed. PMID:22154029

Increasing your HCAHPS scores with Extreme Customer Service.

PubMed

Clouarte, Joe

2016-10-01

Providing great customer service is extremely critical in the healthcare setting, especially when it comes to HCAHBPS (Hospital Consumer Assessment of Health care Providers and Systems) scores, the author says. While there are several service training programs within healthcare, they often require six to eight minutes of interaction with patients or guests. This works well for clinical staff, he says, but when it comes to non-clinical staff, including security officers, many times they only have fifteen or thirty seconds to create positive patient or guest experience. In this article he describes Extreme Customer Service © a program he has developed to fill that customer gap for non-clinical staff.

Self Assessment Guidelines for Administrators of High School Cooperative Work Experience Programs.

ERIC Educational Resources Information Center

National Child Labor Committee, New York, NY.

A self-assessment questionnaire is presented in this document for use by high school administrators collecting information on which to base recommendations and plans for improving the effectiveness of cooperative work experience (CWE) programs. A format for assessment in each of the following areas is given: characteristics of students, staff, and…

REL Pacific Program Guide: Working Together to Answer Education Questions That Matter

ERIC Educational Resources Information Center

Regional Educational Laboratory Pacific, 2014

2014-01-01

The Regional Educational Laboratory of the Pacific (REL Pacific) program at McREL International partners with schools, state departments of education, and other education stakeholders to use data and research to drive data-informed decisions. Dedicated, experienced staff work closely with local experts, who provide support for ongoing regional…

76 FR 80970 - Records Schedules; Availability and Request for Comments

Federal Register 2010, 2011, 2012, 2013, 2014

2011-12-27

... studies working groups and other senior bodies, and substantive working papers. 11. Office of the Director... external web page material, and non-substantive working papers and drafts. Proposed for permanent retention... correspondence, staff-level working groups and committees, advisory program background information, non...

Fit WIC: attitudes, perceptions and practices of WIC staff toward addressing childhood overweight.

PubMed

Serrano, Elena; Gresock, Emily; Suttle, David; Keller, Adrienne; McGarvey, Elizabeth

2006-01-01

To assess the attitudes, perceptions, and practices of staff of the Special Supplemental Nutrition Program for Women, Infants, and Children (WIC) in providing nutrition education on childhood overweight topics with WIC participants. Descriptive and correlational study. WIC clinics in Virginia. 106 employees working in direct contact with WIC participants. Demographic information; comfort level and frequency of discussing childhood overweight-related topics with participants; perception of WIC's ability to prevent and help address overweight among children and adults; body mass index (BMI); and attitudes toward personal weight. Descriptive statistics, regression, and analysis of variance. WIC staff in this study reported a lack of comfort, practice, and confidence in addressing and/or preventing childhood overweight with WIC participants, with differences existing based on job title (P < .05). Barriers to implementing programs included perceived attitudes of participants, transportation, time, cultural issues, and childcare. Staff BMIs were significantly correlated to ethnicity, age, feeling overweight, unhappiness with current weight, and comfort level discussing fruit and vegetable intake and physical activity (P < .05). Staff training, health promotion programs, and culturally relevant educational materials are warranted for WIC staff to build a strong knowledge base and promote self-efficacy about childhood overweight-related topics.

Engaging pregnant and parenting teens: early challenges and lessons learned from the Evaluation of Adolescent Pregnancy Prevention Approaches.

PubMed

Asheer, Subuhi; Berger, Amanda; Meckstroth, Alicia; Kisker, Ellen; Keating, Betsy

2014-03-01

This article draws on data from the ongoing federal Evaluation of Adolescent Pregnancy Prevention Approaches to discuss the early implementation experiences of two new and innovative programs intended to delay rapid repeat pregnancy among teen mothers: (1) AIM 4 Teen Moms, in Los Angeles County, California; and (2) Teen Options to Prevent Pregnancy (T.O.P.P.), in Columbus, Ohio. Program staff report common challenges in working with teen mothers, particularly concerning recruitment and retention, staff capacity and training, barriers to participation, and participants' overarching service needs. Lessons learned in addressing these challenges provide useful guidance to program developers, providers, policy makers, and stakeholders working with similar populations. Copyright © 2014 Society for Adolescent Health and Medicine. All rights reserved.

What do junior doctors want in start-of-term orientation?

PubMed

Mulroy, Seonaid; Rogers, Ian R; Janakiramanan, Neela; Rodrigues, Michelle

2007-04-02

A comprehensive but succinct orientation is vital for junior doctors as they rotate through jobs during the early postgraduate years. The orientation process will become increasingly relevant in Australia with the change of work patterns to shorter hours and rotating shift rosters. Although orientation is often thought to be suboptimal, there is limited research published on this important process. Feedback from junior doctors suggests that formalised orientation programs at the start of term are highly valued. Junior doctors themselves should be involved in the development and delivery of the orientation program. Junior doctors appreciate the participation of senior staff in the orientation program, but much of it can be overseen by registrars, nursing staff and allied health staff. Use of a standardised proforma with peer-to-peer delivery can facilitate a smooth orientation.

2016 LLNL Nuclear Forensics Summer Program

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

Zavarin, Mavrik

The Lawrence Livermore National Laboratory (LLNL) Nuclear Forensics Summer Program is designed to give graduate students an opportunity to come to LLNL for 8–10 weeks for a hands-on research experience. Students conduct research under the supervision of a staff scientist, attend a weekly lecture series, interact with other students, and present their work in poster format at the end of the program. Students also have the opportunity to meet staff scientists one-on-one, participate in LLNL facility tours (e.g., the National Ignition Facility and Center for Accelerator Mass Spectrometry), and gain a better understanding of the various science programs at LLNL.

Testing Program Reveals Deficient Mathematics for Health Science Students Commencing University

ERIC Educational Resources Information Center

McNaught, Keith; Hoyne, Gerard

2013-01-01

In response to staff concerns about literacy and numeracy standards of commencing students, the School of Health Sciences at the University of Notre Dame Australia (UNDA) Fremantle campus worked with academic support staff from the University's Academic Enabling and Support Centre (AESC) to develop a Post Entrance Numeracy Assessment (PENA). The…

Sustaining a Healthy Environment: Training Guides for the Head Start Learning Community.

ERIC Educational Resources Information Center

Bowman (James) Associates, San Francisco, CA.

Exploring and working with environmental issues can be exciting and enriching for Head Start staff. The goal of the technical guide is to broaden Head Start staff members' understanding of the natural environment so they can better incorporate environmental enrichment and environmental protection into their programs. The guide is organized into…

The Effect of Peer-to-Peer Training on Staff Interactions with Adults with Dual Diagnoses

ERIC Educational Resources Information Center

Finn, Lori L.; Sturmey, Peter

2009-01-01

Researchers have demonstrated the importance of training behavioral skills to staff members working with consumers with developmental disabilities. A training program that does not rely solely on consultants or administrators may benefit human services agencies that have limited resources to allocate to training. In the present study, the…

Research program of the Geodynamics Branch

NASA Technical Reports Server (NTRS)

Kahn, W. D. (Editor); Cohen, S. C. (Editor); Boccucci, B. S. (Editor)

1986-01-01

This report is the Fourth Annual Summary of the Research Program of the Geodynamics Branch. The branch is located within the Laboratory for Terrestrial Physics of the Space and Earth Sciences Directorate of the Goddard Space Flight Center. The research activities of the branch staff cover a broad spectrum of geoscience disciplines including: tectonophysics, space geodesy, geopotential field modeling, and dynamic oceanography. The NASA programs which are supported by the work described in this document include the Geodynamics and Ocean Programs, the Crustal Dynamics Project and the proposed Ocean Topography Experiment (TOPEX). The reports highlight the investigations conducted by the Geodynamics Branch staff during calendar year 1985. The individual papers are grouped into chapters on Crustal Movements and Solid Earth Dynamics, Gravity Field Modeling and Sensing Techniques, and Sea Surface Topography. Further information on the activities of the branch or the particular research efforts described herein can be obtained through the branch office or from individual staff members.

Resident aggression toward staff at a center for the developmentally disabled.

PubMed

West, Christine A; Galloway, Ellen; Niemeier, Maureen T

2014-01-01

Few studies have examined factors contributing to nonfatal assaults to staff working in residential care facilities. The authors evaluated resident assaults toward direct care/nursing staff at an intermediate Care Facility for Individuals with Mental Retardation (ICF/MR), which included observations of work areas, employee interviews, calculation of injury and assault rates for 2004 to 2007 from Occupational Safety and Health Administration Logs, and review of state ICP/MR guidelines. Most staff interviewed reported having been injured during physical restraint of a resident and the average rate of injury from assault at the center evaluated was higher than the average national rates for the health care and social assistance sector for the same time period. The center lacked policies and developing a post-incident response and evaluation program to assist staff in coping with the consequences of assault and/or occupational injury.

The application of participatory ergonomics in a healthcare setting in Hong Kong.

PubMed

Lee, Edwin W C; Fok, Joan P C; Lam, Augustine T; Law, Rainbow K Y; Szeto, Grace P Y; Li, Philip P K

2014-01-01

Work-related musculoskeletal disorders (WRMDs) are recognized as a major source of significant pain and disability in the healthcare sector. However, they are preventable if appropriate surveillance and intervention programs are implemented. The purpose of this paper is to describe the holistic ergonomic approach that was used to address the multifactorial problems encountered by healthcare workers in their daily work. Using participatory ergonomics, healthcare workers in this study teamed up with management and staff with expertise in ergonomic analysis, design, and implementation of remedies. Selected participatory ergonomic intervention programs targeted at an organizational level are elaborated. Interventions included pre-work stretching, workplace surveillance at a psychiatric department, on-site ergonomic teaching for community nurses, and display screen equipment consultancy. Changes in workplace design, equipment re-arrangement, awareness of proper posture, and adoption of good work practices all play important roles in reducing musculoskeletal disorders among healthcare workers. Prompt occupational medicine and rehabilitation services were also provided to complement the work disability prevention process. The impact of the various intervention programs on staff health, costs and productivity of the organization are simultaneously discussed.

Workplace violence: protecting your practice from an epidemic.

PubMed

Calway, R C

2001-01-01

Workplace violence, in the form of verbal threats and/or intimidation and physical aggression, is commonplace in medical practices today. The practice must be prepared to respond to this disaster in the same manner with which they prepare for responses to a medical emergency, fire, or loss of electricity. The risks and liabilities of failing to build a robust program include low staff morale and productivity, employee injury, lost work time, regulatory fines and sanctions, and the risk of civil judgments against the practice. The most successful programs receive commitment (read: involvement) from management and include staff in program development and implementation.

The feasibility of implementing cognitive remediation for work in community based psychiatric rehabilitation programs.

PubMed

McGurk, Susan R; Mueser, Kim T; Watkins, Melanie A; Dalton, Carline M; Deutsch, Heather

2017-03-01

Adding cognitive remediation to vocational rehabilitation services improves cognitive and work functioning in people with serious mental illness, but despite interest, the uptake of cognitive programs into community services has been slow. This study evaluated the feasibility of implementing an empirically supported cognitive remediation program in routine rehabilitation services at 2 sites. The Thinking Skills for Work (TSW) program was adapted for implementation at 2 sites of a large psychiatric rehabilitation agency providing prevocational services, but not community-based vocational services, which were provided off-site. Agency staff were trained to deliver TSW to clients with work or educational goals. Cognitive assessments were conducted at baseline and posttreatment, with work and school activity tracked for 2 years. Eighty-three participants enrolled in TSW, of whom 79.5% completed at least 6 of the 24 computer cognitive exercise sessions (M = 16.7) over an average of 18 weeks. Participants improved significantly from baseline to posttreatment in verbal learning and memory, speed of processing, and overall cognitive functioning. Over the follow-up, 25.3% of participants worked and 47.0% were involved in work or school activity. Higher work rates were observed at the site where participants had easier access to vocational services. The results support the feasibility of implementing the TSW program by frontline staff in agencies providing psychiatric rehabilitation, and suggest that ease of access to vocational services may influence work outcomes. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Career Exploration and Specialization: A New Training Design for Adult and Youth Work Experience. Concept Paper [and Synopsis].

ERIC Educational Resources Information Center

Spann, Jerry

To address the Comprehensive Employment and Training Act (CETA) client's need for career development experience and skills, the Affirmative Action Office of Dane County (Wisconsin) and the Adult Work Experience Program (AWEP) staff plan to implement a year-long training program aimed at job exploration, internship, and personalized decision…

Lessons Learned from a State-Funded Workplace Literacy Program. Upjohn Institute Staff Working Paper No. 09-146

ERIC Educational Resources Information Center

Hollenbeck, Kevin; Timmeney, Bridget

2009-01-01

Findings from an evaluation of a workplace literacy program funded by the State of Indiana are presented. Working with employers, providers were given considerable latitude to design their own training regimens. The state awarded certificates to workers who achieved certain levels of proficiency in reading, math, critical thinking, problem solving…

Teaming Up with Girl Scouts for Online Nutrition Information

PubMed Central

Pullen, Kimberly; Tucker, Betty; Tarver, Talicia

2013-01-01

Three librarians at LSU Health Shreveport partnered with staff members at the Shreveport service center staff of the Girl Scouts of Louisiana – Pines to the Gulf to teach girls about nutrition. The librarians provided instruction to the staff on healthelinks, MedlinePlus, and the other National Library of Medicine databases. They worked with the staff to incorporate these online resources into the nutrition curriculum for the Girl Scout leaders to use with their troops. They also provided two laptop computers, promotional items, and teaching aids. The program was repeated in the summer for week-long day camps designed to introduce girls to Scouting. The librarians had the opportunity to work directly with over one hundred girls at these camps to introduce them to authoritative, age-appropriate web sites on nutrition. PMID:24223515

Working with childhood sexual abuse: a survey of mental health professionals.

PubMed

Day, Andrew; Thurlow, Katie; Woolliscroft, Jessica

2003-02-01

This study aimed to establish the views of a group of mental health professionals from various disciplines working in mental health service in a British hospital about the needs of clients who had experienced childhood sexual abuse. Staff members were asked to complete an anonymous survey which asked questions relating to knowledge of sexual abuse and its effects, and the needs of clients and staff in working with this client group. A total of 54 people responded to the survey, 42 were female, 11 male. Most (72%) reported having over 10 years experience working in mental health, working in both in-patient and out-patient settings. While respondents were reasonably knowledgeable about childhood sexual abuse, they were not very comfortable, competent or supported in their work with this client group. There were no differences in responses according to the age or gender of respondents, but less experienced staff were more likely to feel supported. Those that had received training and/or supervision felt significantly more capable in working with this client group. The study offers some support for the development of specialist training, consultancy and supervision programs for mental health staff in the area of child sexual abuse.

Guidance: Funding Development and Administration of Tribal Pesticide Field Program and Enforcement Cooperative Agreements

EPA Pesticide Factsheets

This guidance is intended for use by EPA staff as they work with federally-recognized Indian tribes that are assessing their pesticide programs and their need for a federal pesticide field program or enforcement grant for activities in their areas.

Paper and Process: How Youth Programs Manage Program Intake, Individual Service Strategy Development, and Case Files.

ERIC Educational Resources Information Center

Callahan, Jim; McLaughlin, Brenda

This guide presents information and materials to help youth programs manage program intake, design an individual service strategy (ISS) as mandated in the Workforce Investment Act, and manage case files. The materials are based on information obtained from staff working in seven successful youth workforce investment programs in Maryland,…

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.

[Relations between attitude and practice of smoking and the training program regarding tobacco control among community medical staff members in Hangzhou, Zhejiang province].

PubMed

Liu, Qing-Min; Ren, Yan-Jun; Cao, Cheng-Jian; Liu, Bing; Lv, Jun; Li, Li-Ming

2013-08-01

To investigate the relations between training and both the attitude and practice on smoking control among community medical staff members in Hangzhou, Zhejiang province. Three representative districts including Xiacheng, Gongshu and Westlake were chosen from Hangzhou city. Questionnaire survey was applied to collect information from the related community medical staff members. The survey mainly contained three aspects: knowledge, attitude and practice regarding smoking control involved in the community medical activities. Availability and application of the resources on smoking cessation were also studied. Logistic regression analysis was applied to explore the factors associated with the smoking control training programs. Differences of rates between groups were assessed with chi-square statistics. Wilcoxon rank sum test was used to study the relationships among knowledge, attitude and practice related to smoking control programs, targeted to the community medical staff members. Eight hundred forty-six community medical workers were involved. Sixty-five percent of the community medical staff members had learned related knowledge on smoking control. Proportion of the community medical staff who had taken lessons on smoking control with 3-10 working years was 1.77 times more than the ones with experience less than two years (OR = 1.77, 95% CI: 1.25-2.51). Eighty-eight point seven percent of the medical staff who had received smoking control training programs were identified with the consciousness that they should advise the patients to quit smoking, comparing to the proportion 81.60% (Z=-2.87, P=0.00) in the control group. In terms of the practice regarding smoking control, data showed that 21.62% of the medical staff who had received smoking control training programs would provide 'how to quit smoking' to more than 90% of the smoking patients, while the proportion in the control group was 10.65% (Z = -5.68, P = 0.00). The use of drugs, traditional Chinese medicine therapy and the smoking cessation hotline rate were all less than 30%. The training programs being used on smoking control seemed useful in improving the consciousness and practice towards the smoking control programs during their medical activities among the community medical staff members.

Cost Effective Delivery Strategies in Rural Areas: Programs for Young Handicapped Children. Vol. I. Making It Work in Rural Communities. A Rural Network Monograph.

ERIC Educational Resources Information Center

Black, Talbot, Ed.; Hutinger, Patricia, Ed.

Using a common format outlining program settings, agencies, children/families served, staff, services, delivery strategies, and program costs, descriptions of four cost-effective rural service delivery programs for young handicapped children provide evidence that good rural programs are affordable. The Early Lifestyle Program at King's Daughters'…

National Renewable Energy Laboratory To Reduce Staff

Science.gov Websites

employees. The reduction will occur in two phases. The first phase will be a Voluntary Separation Program to partners in industry and universities," said NREL Director Dr. Charles Gay. "Congressional budget mitigation of future staff reductions. NREL's work force reductions will be guided by a plan submitted to the

The Use of Technology to Improve Staff Performance

ERIC Educational Resources Information Center

Nepo, Kaori G.

2010-01-01

The on-going staff training is one of critical components for the effective programming for adolescents and adults with autism, although it is often overlooked. The available technology can be useful to improve not only productivity and organization of our daily life, but also the work performance. The purpose of this study was to examine the…

Affirmative Action Survey: Non Teacher-Certificated Female Staff. Prepared for the Non Teacher-Certificated Affirmative Action Advisory Committee.

ERIC Educational Resources Information Center

Peebles, Dorothy

This report presents findings of a survey of female staff members (secretaries, administrative assistants, clerks, matrons, psychoeducational consultants, teachers' aides, etc) in order to gain statistical evidence on which to build programs and formulate recommendations to improve their working conditions. Questionnaires were used in the survey…

Student and Staff Perceptions of Key Aspects of Computer Science Engineering Capstone Projects

ERIC Educational Resources Information Center

Olarte, Juan José; Dominguez, César; Jaime, Arturo; Garcia-Izquierdo, Francisco José

2016-01-01

In carrying out their capstone projects, students use knowledge and skills acquired throughout their degree program to create a product or provide a technical service. An assigned advisor guides the students and supervises the work, and a committee assesses the projects. This study compares student and staff perceptions of key aspects of…

Mission-Driven Advertising: "Makes You Want to Work There"

ERIC Educational Resources Information Center

Copeland, Margaret Leitch; Gimilaro, Susan; Sullivan, Nancy

2011-01-01

When directors sit down to advertise for new staff, it is often not a happy moment. Directors quite naturally write ads from their perspectives as employers and sometimes emphasize that attribute which the leave-taking staff member lacked, e.g. "must be reliable," leading an applicant to believe that reliability is a big issue at this program. The…

Family Night Out: An After School Program.

ERIC Educational Resources Information Center

Boileau, Penny L.

Discovering the value of after-school programs to school improvement initiatives and student achievement, one school district implemented a parent involvement component. Goals identified for the program were: to provide opportunities for parents and school staff to work as partners, and to share information about parent involvement and assets to…

Working Together. Multi Purpose Programs for Troubled Youth.

ERIC Educational Resources Information Center

Kuhn, Deborah; Pressman, Harvey

This paper provides program planners with some innovative ideas that have been used in all phases of various multi-service programs for high-risk youth. Chapter 2 focuses on strategies for assessing participant needs. Diagnosis, learning disabilities and remediation, and staff training are discussed. Chapter 3 considers elimination of service gaps…

The ABE/AMH Manual. An Instructional Guide for ABE Programs Serving Mentally Handicapped Adults.

ERIC Educational Resources Information Center

Lehman, Scott C.; Edgar, S. Keith

This handbook provides adult basic education teachers with instructional materials for working with adult mentally handicapped students. Section 1 examines planning programs for adult mentally retarded students (getting started, specific considerations, various kinds of program sites) and implementing instruction (staff selection and training).…

Computer Technology and Its Impact on Recreation and Sport Programs.

ERIC Educational Resources Information Center

Ross, Craig M.

This paper describes several types of computer programs that can be useful to sports and recreation programs. Computerized tournament scheduling software is helpful to recreation and parks staff working with tournaments of 50 teams/individuals or more. Important features include team capacity, league formation, scheduling conflicts, scheduling…

Museums and Community: The Benefits of Working Together

ERIC Educational Resources Information Center

Wickens, K. Allison

2012-01-01

This case study of "Listen, Look, & Do," a multi-visit preschool program at the Smithsonian's National Postal Museum, provides a model for how other history museums can program for young learners in their neighborhoods. In striving to meet local community audience needs identified by annual evaluations, staff created a program that…

Increasing the use of evaluation data collection in an EPO program

NASA Astrophysics Data System (ADS)

Taber, J. J.; Bohon, W.; Bravo, T. K.; Dordevic, M.; Dorr, P. M.; Hubenthal, M.; Johnson, J. A.; Sumy, D.; Welti, R.; Davis, H. B.

2017-12-01

Over the past two years, the Incorporated Research Institutions for Seismology Education and Public Outreach (EPO) program has sought to increase the evaluation rigor of its programs and products. Specifically we sought to make evaluation an integral part of our work; enabling staff to demonstrate why we do the activities we do, enhancing the impact or our products/programs, and empowering staff to make evidence-based claims. The Collaborative Impact Analysis Method (Davis and Scalice, 2015) was selected as it allowed us to combine staff's knowledge of programs, audiences and content with the expertise of an outside evaluation expert, through consultations and a qualitative rubric assessing the initial state of each product/program's evaluation. Staff then developed action plans to make improvements to the programs over time. A key part of the initial action plans has been the collection and analysis of new evaluation data. The most frequently used tools were surveys as they were relatively straightforward to implement and analyze, and could be adapted for different situations. Examples include: brand awareness, value of booth interactions, assessing community interest in a data app, and user surveys of social media and specific web pages. Other evaluation activities included beta testing of new software, and interviews with students and faculty involved in summer field experiences. The surveys have allowed us to document increased impact in some areas, to improve the usability of products and activities, and to provide baseline impact data. The direct involvement of staff in the process has helped staff appreciate the value of evaluation, but there are also challenges to this approach. Since many of the surveys are developed and conducted by EPO staff, rather than being primarily handled by the evaluator, the process takes considerably more staff time to implement. We are still determining how to best manage and present the data and analysis; our current approach is to post evaluation reports on our EPO website so that other groups may be able to benefit from our evaluation results. Davis, H. & Scalice, D. (2015). Evaluate the Impact of your Education and Outreach Program Using the Quantitative Collaborative Impact Analysis Method. Abstract ED53D-0871, 2015 Fall Meeting, AGU.

Cluster Randomized Controlled Trial of An Aged Care Specific Leadership and Management Program to Improve Work Environment, Staff Turnover, and Care Quality.

PubMed

Jeon, Yun-Hee; Simpson, Judy M; Li, Zhicheng; Cunich, Michelle M; Thomas, Tamsin H; Chenoweth, Lynn; Kendig, Hal L

2015-07-01

To evaluate the effectiveness of a leadership and management program in aged care. Double-blind cluster randomized controlled trial. Twelve residential and community-aged care sites in Australia. All care staff employed for 6 months or longer at the aged care sites were invited to participate in the surveys at 3 time points: baseline (time 1), 9 months from baseline (time 2), and 9 months after completion of time 2 (time 3) from 2011 to 2013. At each time point, at least 500 care staff completed a survey. At baseline (N = 503) the largest age group was 45 to 54 years (37%), and the majority of care staff were born in Australia (70%), spoke English (94%), and had at least completed secondary education (57%). A 12-month Clinical Leadership in Aged Care (CLiAC) program for middle managers, which aimed to further develop their leadership and management skills in creating positive workplace relationships and in enabling person-centered, evidence-based care. The primary outcomes were care staff ratings of the work environment, care quality and safety, and staff turnover rates. Secondary outcomes were care staff's intention to leave their employer and profession, workplace stress, job satisfaction, and cost-effectiveness of implementing the program. Absenteeism was excluded due to difficulty in obtaining reliable data. Managers' self-rated knowledge and skills in leadership and management are not included in this article, which focuses on care staff perceptions only. At 6 months after its completion, the CLiAC program was effective in improving care staff's perception of management support [mean difference 0.61, 95% confidence interval (CI) 0.04-1.18; P = .04]. Compared with the control sites, care staff at the intervention sites perceived their managers' leadership styles as more transformational (mean difference 0.30, 95% CI 0.09-0.51; P = .005), transactional (mean difference 0.22, 95% CI 0.05-0.39; P = .01), and less passive avoidant (mean difference 0.30, 95% CI 0.07-0.52; P = .01); and were rated higher on the overall leadership outcomes (mean difference 0.35, 95% CI 0.13-0.56; P = .001) as well as individual manager outcomes: extra effort (P = .004), effectiveness (P = .001), and satisfaction (P = .01). There was no evidence that CLiAC was effective in reducing staff turnover, or improving patient care quality and safety. While the CLiAC leadership program had direct impact on the primary process outcomes (management support, leadership actions, behaviors, and effects), this was insufficient to change the systems required to support care service quality and client safety. Nevertheless, the findings send a strong message that leadership and management skills in aged care managers can be nurtured and used to change leadership behaviors at a reasonable cost. Copyright © 2015 AMDA - The Society for Post-Acute and Long-Term Care Medicine. Published by Elsevier Inc. All rights reserved.

Leading a Successful Reading Program: Administrators and Reading Specialists Working Together to Make It Happen

ERIC Educational Resources Information Center

DeVries Guth, Nancy; Pettengill, Stephanie

2005-01-01

What's involved in establishing a high-quality literacy program? This book outlines elements such as a schoolwide literacy vision, an involved staff, a strong sense of community, a top-notch resource collection, a plan for monitoring progress, and the right tools to work effectively with students and parents. Here the reader will find: suggestions…

7 CFR 1486.301 - How is the working relationship established between CCC and the Recipient of program funding?

Code of Federal Regulations, 2010 CFR

2010-01-01

... 7 Agriculture 10 2010-01-01 2010-01-01 false How is the working relationship established between... relationship established between CCC and the Recipient of program funding? (a) FAS will send an approval letter... agreement and submit it to the Director, Marketing Operations Staff, FAS, USDA. The applicant may not be...

SRDC Plan of Work - Southern States' Title V Programs. SRDC Series Publication No. 22, June 1977.

ERIC Educational Resources Information Center

Southern Rural Development Center, State College, MS.

The Southern Rural Development Center's 1977 plan focuses on ways to move rural development program and research information to the users. One of four regional centers set by the 1972 Rural Development Act, the southern center works with research and extension staffs in 27 land-grant institutions in 13 states and Puerto Rico. Its publication…

78 FR 18630 - Records Schedules; Availability and Request for Comments

Federal Register 2010, 2011, 2012, 2013, 2014

2013-03-27

... speeches, program files, records of senior-level boards, and substantive working papers. 11. Office of the... reference materials, non-substantive drafts, routine briefings and speeches, staff level working groups, Web... speeches, drafts, non-substantive working papers, reference files, and the internal Web site. Proposed for...

Workplace Education Programs in Small and Medium-Sized Michigan Firms. Staff Working Paper 92-13.

ERIC Educational Resources Information Center

Hollenbeck, Kevin; Anderson, William

A project collected data from small and medium-sized firms (employing fewer than 500) in Michigan concerning workplace education programs. It addressed why firms were or were not offering programs, program characteristics, and program impacts on firms and employees. Case studies of 28 businesses were undertaken from May 1991-July 1992 and a…

Tribal CCDF Guide to "Financial Management, Grants Administration, and Program Accountability"

ERIC Educational Resources Information Center

Child Care Bureau, 2009

2009-01-01

Tribal managers and staff working with Federal grants must be fully knowledgeable of all applicable Federal requirements and skilled in applying these requirements to the daily operation of their programs, whether starting a new program or striving to maintain a quality program which meets the intent of the enacting legislation. It is the…

Programs for Strengthening Families of State Prison Staff

ERIC Educational Resources Information Center

Tripp, Paula J.

2010-01-01

This article describes "Training for Strong Families," a family strengthening program for officers working in the state prison system. The program was offered once per week on the same day and at the same time, and the sessions lasted 15-20 minutes. The new program included topics such as Budgeting 101, Relationships, and Stress Management.…

The gift of employee dissatisfaction.

PubMed

Edge, Roberta M

2002-01-01

Through an employee survey administered at Kaweah Delta Health Care District (KDHCD) in Visalia, Calif., several sources of dissatisfaction were noted, including communication, equipment, staffing and rapid growth. Perceiving no real movement toward resolving these issues, employees vented their frustrations to administration. As director of imaging services, I enlisted the help of two inside consultants, KDHCD's director of education and the director of the Employee Assistance Program (EAP). We initiated a process that is ongoing, to move the department toward working together as a team to solve problems within their control. We three directors decided to work with a leadership group to: assess the history of the department clarify the current reality create a vision of the future learn the Covey Habit 4, "Think Win-Win" capture agreements that lead staff and managers to work in self-motivated, self-directed work teams have the director of education present the work to the staff at large, and encourage the leadership team to continue to learn tools that would help the group to improve. The two inside consultants held a series of training meetings with the leadership group of 15, which included a staff member from each modality, site and support service. Participation was optional, and all who were asked agreed to participate. The meetings were held weekly for four weeks for two hours before regular work hours. At the conclusion of the training, the group agreed to continue to meet weekly. After the first four meetings, a summary of the training was presented at a meeting of the full imaging staff plus the vice president of professional services at KDHCD. Through this program, imaging services staff members at KDHCD have achieved an increased sense of cohesion in the group, learned that we have control over some things and not others, and are learning to hold each other accountable with kindness. We are giving each other the benefit of the doubt. We have not achieved perfection, however we have renewed hope for a brighter future.

The psychosocial atmosphere in community-based activity centers for people with psychiatric disabilities: visitor and staff perceptions.

PubMed

Jansson, Jan-Åke; Johansson, Håkan; Eklund, Mona

2013-12-01

This study investigated how visitors and staff in community-based activity centers in Sweden perceived the psychosocial atmosphere and whether this could be explained by the centers' orientation (work-oriented versus meeting place-oriented centers). Eighty-eight visitors and 37 staff members at three work-oriented and three meeting place-oriented centers participated. The Community-oriented Programs Environmental Scale was used to estimate the psychosocial atmosphere. The result showed that the psychosocial atmosphere at the centers was in accordance with a supportive ward atmosphere profile. Visitors and staff perceived several aspects of the psychosocial atmosphere differently, especially in the meeting place-oriented centers. The visitors in the meeting place-oriented centers did not perceive the psychosocial atmosphere differently from those visiting the work-oriented centers. The results indicated that the psychosocial atmosphere at the centers was in line with what previous research has shown to be beneficial for visitors regarding outcome and favorable for promoting a good therapeutic alliance and a good functioning in daily life.

Nursing staff intentions towards managing deteriorating health in nursing homes: A convergent parallel mixed-methods study using the theory of planned behaviour.

PubMed

O'Neill, Barbara J; Dwyer, Trudy; Reid-Searl, Kerry; Parkinson, Lynne

2018-03-01

To predict the factors that are most important in explaining nursing staff intentions towards early detection of the deteriorating health of a resident and providing subacute care in the nursing home setting. Nursing staff play a pivotal role in managing the deteriorating resident and determining whether the resident needs to be transferred to hospital or remain in the nursing home; however, there is a dearth of literature that explains the factors that influence their intentions. This information is needed to underpin hospital avoidance programs that aim to enhance nursing confidence and skills in this area. A convergent parallel mixed-methods study, using the theory of planned behaviour as a framework. Surveys and focus groups were conducted with nursing staff (n = 75) at a 94-bed nursing home at two points in time, prior to and following the implementation of a hospital avoidance program. The quantitative and qualitative data were analysed separately and merged during final analysis. Nursing staff had strong intentions, a positive attitude that became significantly more positive with the hospital avoidance program in place, and a reasonable sense of control; however, the influence of important referents was the strongest predictor of intention towards managing residents with deteriorating health. Support from a hospital avoidance program empowered staff and increased confidence to intervene. The theory of planned behaviour served as an effective framework for identifying the strong influence referents had on nursing staff intentions around managing residents with deteriorating health. Although nursing staff had a reasonable sense of control over this area of their work, they believed they benefitted from a hospital avoidance program initiated by the nursing home. Managers implementing hospital avoidance programs should consider the role of referents, appraise the known barriers and facilitators and take steps to identify those unique to their local situation. All levels of nursing staff play a role in preventing hospitalisation and should be consulted in the design, implementation and evaluation of any hospital avoidance strategies. © 2017 John Wiley & Sons Ltd.

Improving Community-Based Youth Work: Evaluation of an Action Research Approach

ERIC Educational Resources Information Center

VeLure Roholt, Ross; Rana, Sheetal

2011-01-01

Few formal post-secondary educational programs in the United States focus on youth work, thus youth workers often enter the field with diverse backgrounds and varying levels of experience working with youth. Drawing on mounting evidence that quality youth service requires skilled staff, professional-development opportunities have received…

28 CFR 545.27 - Inmate vacations.

Code of Federal Regulations, 2010 CFR

2010-07-01

... because of the inmate's poor performance or adverse behavior. [49 FR 38915, Oct. 1, 1984. Redesignated and... COMPENSATION Inmate Work and Performance Pay Program § 545.27 Inmate vacations. (a) An inmate who has worked... shall approve the request if the inmate's work performance qualifies for vacation credit. (b) Staff...

76 FR 24901 - Privacy Act of 1974; Department of Homeland Security United States Coast Guard-DHS/USCG-002...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-05-03

.... USCG Critical Incident Stress Management-related records: Work-Life staff, Peers, Incident commander... leadership personnel regarding alleged work place violence incidents; USCG Critical Incident Stress... Work-Life Offices who are responsible for providing services for the related programs described above...

Key role of staff competencies for patient and donor safety in a bone marrow transplantation unit: design and implementation of an accredited training and self-assessment program.

PubMed

Lamanna, C; Baroni, M; Bisin, S; Gianassi, S; Bambi, F; Caselli, D; Aricò, M

2010-01-01

Human resources represent at the moment the most critical factor in an hospital setting characterized by a high rate of staff turnover. It is important to ensure a consistent level of expertise and knowledge of professionals who work in health care facilities to provide quality services and simultaneously support the implementation of strategies for patient safety. Unfortunately, the development of effective interventions for training newly added staff and self-evaluation of skills possessed by trained staff are closely related to understanding critical aspects of the organization. At the new Center for Bone Marrow Transplantation and Blood Transfusion Service in Meyer Hospital, during the last year, a group of professional nurses and technicians completed a specific plan to train new staff and, at the same time, a program of self-assessment of skills for experienced staff. The main purpose of this project was to promote skills development by newly added as well as experienced staff, to identify areas of weaknesses, and to correct them with training (organized by the hospital, departmental, or individual) designed to improve performance. Copyright 2010 Elsevier Inc. All rights reserved.

From There to Here: Views and Advice from Former Staff.

ERIC Educational Resources Information Center

Ranard, Donald A.

1989-01-01

This issue of a newsletter on perspectives of refugee resettlement presents views and advice from 20 former members of the Overseas Refugee Training program who are now working with refugees in the United States. Topics discussed in this issue of the newsletter include the following: (1) the feelings of former staff on the effects of training; (2)…

Involving staff pharmacists in management decisions.

PubMed

Robinson, L A; Vanderveen, T W

1977-03-01

Various administrative techniques used to bring staff pharmacists in a decentralized, satellite pharmacy system into the managerial decision-making process are discussed. These techniques include a staff pharmacist on-call procedure to discourage absenteeism, and the concept of a head pharmacist to serve as a link with departmental administration. The head pharmacist works in the satelite pharmacy, is responsible for its daily operation and is the spokesman for the satellite. Active roles for the head pharmacist in the selection and evaluation of technicians are outlines. Management skills are developed in head pharmacists through a program of special classes and discussion groups. It is concluded that this program has improved the credibility of administrative decisions and has tapped an underused source of ideas and talent.

The Louisiana PIP Program: An Innovative Step Toward Quality Public Education or an Unmanageable Hydra.

ERIC Educational Resources Information Center

Chachere, Ernest G.; Nowatny, Franz A.

1982-01-01

Louisiana's Educational Employees' Professional Improvement Program (PIP) is described. The voluntary statewide program features: (1) use of individual professional development plans submitted by school staff participants; (2) a combination of academic work, inservice training, workshops, and conferences over a five-year period; and (3) salary…

Beyond communication: the development of a training program for hospital and hospice staff in the detection and management of psychological distress--preliminary results.

PubMed

Jenkins, Kate; Alberry, Beccy; Daniel, Jane; Dixie, Laura; North, Vivien; Patterson, Lawrence; Pestell, Sarah; North, Nigel

2010-03-01

In the United Kingdom, a Four-Tier Model of Psychological Support has been recommended for all patients with cancer and their families. This model suggests that staff at Tier 2, such as nurses, doctors, and allied health professionals, should be proficient in screening for psychological distress and intervening with techniques such as psycho-education and problem solving. Research has suggested that although communication skills training is essential for staff working in cancer services, it does not necessarily improve the detection of specific psychological disorder or staff confidence in intervening with highly distressed patients. The objective was therefore to design a training program that addressed this deficit and was easily accessible to hospital staff. A training package was developed to train staff in the recommended skills. A literature review of teaching modalities and the effectiveness of different formats was conducted. A four-session program was developed, to be administered by staff at Tiers 3 and 4 of the model, such as clinical psychologists and counsellors. Over 3 years, 255 sets of data were collected from staff who attended the course. Precourse, postcourse, and 6-month follow-up data were collected through the use of confidence questionnaires, developed from the literature. The data show a significant improvement in staff confidence across all domains measured, including confidence in the detection and management of psychological distress (p =.0001). Although the results have limitations and the data are subjective, we can conclude that this course significantly improves staff confidence in dealing with psychological distress and that this increased confidence is maintained over a 6-month follow-up period.

Mission Critical: Nursing Leadership Support for Compassion to Sustain Staff Well-being.

PubMed

Lown, Beth A

Compassion, the foundation of Nursing, is a source of both healing for those who suffer and of purpose and meaning for those who seek to heal others. Increasingly, however, the fast pace and volume of care and documentation requirements diminish time with patients and families and hinder the enactment of compassion. These issues and other aspects of the work environment decrease the satisfaction and well-being of professional caregivers and are contributing to a rising tide of burnout. Research suggests that employee engagement emerges from their satisfaction and well-being; however, it is difficult for an individual to engage when she or he feels depleted and unsupported. Nursing leaders and managers can play a significant role in support of compassionate practices for staff and improvement of the work environment and staff well-being. Compassion practices that recognize employees for the caring they show to patients and each other, and that provide the support needed to sustain their caring and compassion, are associated with significantly better patient ratings of their care experiences in hospitals and ambulatory settings. This article describes an example of a compassion practice, Schwartz Rounds®, a program that has been implemented internationally to enhance staff caring and compassion, teamwork, and psychological well-being. Schwartz Rounds have been included as a component of organizational initiatives to enhance staff well-being and patient experience, and as an individual program. Nurse leaders and managers who wish to engage their staff can do so by supporting their compassion and well-being.

Implementing a gender policy in ACORD: strategies, constraints, and challenges.

PubMed

Hadjipateras, A

1997-02-01

ACORD, a consortium of 11 nongovernmental organizations from Europe, Asia, and North America devoted to poverty alleviation in Africa, formally adopted a gender policy in 1990 aimed at reducing gender-based inequities in communities where ACORD works. A 1994-96 survey of field programs indicated that the greatest gains for women had been recorded in the areas of welfare, access to resources, conscientization (awareness of and will to alter gender inequalities), and, to a lesser extent, participation; minimal progress was noted in shifting the prevailing gender-based imbalance of power and control in public or private spheres. The research identified several programming and organizational strategies that have promoted positive outcomes for women: gender-awareness training for staff and community members, working with mixed groups, working with women-only groups, promotion of female leadership, gender-aware participatory planning and evaluation, spreading responsibility throughout the organization for implementing the gender policy, recruitment and promotion of women staff, networks for women staff, and direct field involvement in research. Also identified were internal and external factors that weakened policy implementation: a lack of clarity as to its aims, culture-based resistance, confusion regarding responsibilities and procedures, weak accountability mechanisms, lack of gender impact indicators, training inadequacies, underrepresentation of women staff, and inadequate resources. As a result of the review process, ACORD has given gender issues centrality in its current 5-year strategic plan.

Substance Abuse, Relapse, and Treatment Program Evaluation in Malaysia: Perspective of Rehab Patients and Staff Using the Mixed Method Approach

PubMed Central

Chie, Qiu Ting; Tam, Cai Lian; Bonn, Gregory; Dang, Hoang Minh; Khairuddin, Rozainee

2016-01-01

This study examined reasons for substance abuse and evaluated the effectiveness of substance treatment programs in Malaysia through interviews with rehab patients and staff. Substance rehab patients (aged 18–69 years; n = 30) and staff (ages 30–72 years; n = 10) participated in semi-structured interviews covering a range of topics, including family and peer relationships, substance use and treatment history, factors for substance use and relapse, motivation for entering treatment, work experience, job satisfaction, treatment evaluation, and patient satisfaction. Most patients did not demonstrate the substance progression trend and had normal family relationships. Most patients reported having peers from normal family backgrounds as well. Various environmental and personal factors was cited as contributing to substance abuse and relapse. There was no significant difference between patient and staff program evaluation scores although the mean score for patients was lower. A holistic treatment approach with a combination of cognitive–behavioral, medical, social, and spiritual components was favored by patients. Suggestions for improving existing programs include better tailoring treatment to individual needs, and providing more post-treatment group support. PMID:27303313

Teamwork in Task Analysis. Training Manual V. Evaluation of the Marine Corps Task Analysis Program. Technical Report No. 9.

ERIC Educational Resources Information Center

Kuriloff, Arthur H.; Yoder, Dale

This training manual provides guidelines for effective teamwork and work-team maintenance and development. It was designed for use in the Marine Corps Task Analysis program, in which staff members are organized to form a work-team whose continuing performance as an effective team is crucial for success of the project. Chapter 1, the major portion…

Working with Science Teachers to Transform the Opportunity Landscape for Regional and Rural Youth: A Qualitative Evaluation of the Science in Schools Program

ERIC Educational Resources Information Center

Sheehan, Grania R.; Mosse, Jennifer

2013-01-01

This article reports on a qualitative evaluation of the Science in Schools program; a suite of science based activities delivered by staff of a regional university campus and designed to provide professional development for science teachers working in non-metropolitan schools in a socioeconomically disadvantaged region of Australia. The research…

Resident Aggression Toward Staff at a Center for the Developmentally Disabled

PubMed Central

West, Christine A.; Galloway, Ellen; Niemeier, Maureen T.

2015-01-01

Few studies have examined factors contributing to nonfatal assaults to staff working in residential care facilities. The authors evaluated resident assaults toward direct care/nursing staff at an Intermediate Care Facility for Individuals with Mental Retardation (ICF/MR), which included observations of work areas, employee interviews, calculation of injury and assault rates for 2004 to 2007 from Occupational Safety and Health Administration Logs, and review of state ICF/MR guidelines. Most staff interviewed reported having been injured during physical restraint of a resident and the average rate of injury from assault at the center evaluated was higher than the average national rates for the health care and social assistance sector for the same time period. The center lacked policies for a safe workplace. The authors recommended review and maintenance of workplace violence prevention policies and developing a post-incident response and evaluation program to assist staff in coping with the consequences of assault and/or occupational injury. PMID:24571051

Acceptability of the 6-PACK falls prevention program: A pre-implementation study in hospitals participating in a cluster randomized controlled trial

PubMed Central

Hill, Keith D.; Brand, Caroline A.; Livingston, Patricia M.; Botti, Mari

2017-01-01

There is limited evidence to support the effectiveness of falls prevention interventions in the acute hospital setting. The 6-PACK falls prevention program includes a fall-risk tool; ‘falls alert’ signs; supervision of patients in the bathroom; ensuring patients’ walking aids are within reach; toileting regimes; low-low beds; and bed/chair alarms. This study explored the acceptability of the 6-PACK program from the perspective of nurses and senior staff prior to its implementation in a randomised controlled trial. A mixed-methods approach was applied involving 24 acute wards from six Australian hospitals. Participants were nurses working on participating wards and senior hospital staff including: Nurse Unit Managers; senior physicians; Directors of Nursing; and senior personnel involved in quality and safety or falls prevention. Information on program acceptability (suitability, practicality and benefits) was obtained by surveys, focus groups and interviews. Survey data were analysed descriptively, and focus group and interview data thematically. The survey response rate was 60%. Twelve focus groups (n = 96 nurses) and 24 interviews with senior staff were conducted. Falls were identified as a priority patient safety issue and nurses as key players in falls prevention. The 6-PACK program was perceived to offer practical benefits compared to current practice. Nurses agreed fall-risk tools, low-low beds and alert signs were useful for preventing falls (>70%). Views were mixed regarding positioning patients’ walking aid within reach. Practical issues raised included access to equipment; and risk of staff injury with low-low bed use. Bathroom supervision was seen to be beneficial, however not always practical. Views on the program appropriateness and benefits were consistent across nurses and senior staff. Staff perceived the 6-PACK program as suitable, practical and beneficial, and were open to adopting the program. Some practical concerns were raised highlighting issues to be addressed by the implementation plan. PMID:28199376

Effects of using nursing home residents to serve as group activity leaders: lessons learned from the RAP project.

PubMed

Skrajner, Michael J; Haberman, Jessica L; Camp, Cameron J; Tusick, Melanie; Frentiu, Cristina; Gorzelle, Gregg

2014-03-01

Previous research has demonstrated that persons with early to moderate stage dementia are capable of leading small group activities for persons with more advanced dementia. In this study, we built upon this previous work by training residents in long-term care facilities to fill the role of group activity leaders using a Resident-Assisted Programming (RAP) training regimen. There were two stages to the program. In the first stage, RAP training was provided by researchers. In the second stage, RAP training was provided to residents by activities staff members of long-term care facilities who had been trained by researchers. We examine the effects of RAP implemented by researchers and by activities staff member on long-term care resident with dementia who took part in these RAP activities. We also examined effects produced by two types of small group activities: two Montessori-based activities and an activity which focuses on persons with more advanced dementia, based on the work of Jitka Zgola. Results demonstrate that levels of positive engagement seen in players during RAP (resident-led activities) were typically higher than those observed during standard activities programming led by site staff. In general, Montessori-Based Dementia Programming® produced more constructive engagement than Zgola-based programming (ZBP), though ZBP did increase a positive form of engagement involving observing activities with interest. In addition, RAP implemented by activities staff members produced effects that were, on the whole, similar to those produced when RAP was implemented by researchers. Implications of these findings for providing meaningful social roles for persons with dementia residing in long-term care, and suggestions for further research in this area, are discussed.

Guidelines for successful self-scheduling on nursing units.

PubMed

Russell, Elizabeth; Hawkins, Jenna; Arnold, Kara A

2012-09-01

Self-scheduling programs are an increasingly popular strategy utilized by employers to address the individual and organizational challenges resulting from employee work-life imbalance among the nursing workforce. Certain key components will ensure buy-in and support from staff when self-scheduling programs are developed.

7 CFR 1486.301 - How is the working relationship established between CCC and the Recipient of program funding?

Code of Federal Regulations, 2011 CFR

2011-01-01

... relationship established between CCC and the Recipient of program funding? (a) FAS will send an approval letter... agreement and submit it to the Director, Marketing Operations Staff, FAS, USDA. The applicant may not be...

7 CFR 1486.301 - How is the working relationship established between CCC and the Recipient of program funding?

Code of Federal Regulations, 2012 CFR

2012-01-01

... CCC and the Recipient of program funding? (a) FAS will send an approval letter followed by a project... submit it to the Director, Marketing Operations Staff, FAS, USDA. The applicant may not be reimbursed for...

7 CFR 1486.301 - How is the working relationship established between CCC and the Recipient of program funding?

Code of Federal Regulations, 2013 CFR

2013-01-01

... CCC and the Recipient of program funding? (a) FAS will send an approval letter followed by a project... submit it to the Director, Marketing Operations Staff, FAS, USDA. The applicant may not be reimbursed for...

7 CFR 1486.301 - How is the working relationship established between CCC and the Recipient of program funding?

Code of Federal Regulations, 2014 CFR

2014-01-01

... CCC and the Recipient of program funding? (a) FAS will send an approval letter followed by a project... submit it to the Director, Marketing Operations Staff, FAS, USDA. The applicant may not be reimbursed for...

Effective Schools. What Makes a Public School Work Well?

ERIC Educational Resources Information Center

Our Children, 1998

1998-01-01

Most effective schools share a number of key characteristics, including clear-cut goals and objectives, adequate funding and financial management, quality academic programs, valid assessment programs, parent and family involvement, teacher and staff development, high expectations for students, community involvement, comprehensive support services,…

Science in the Stratosphere

NASA Technical Reports Server (NTRS)

Lester, Dan

1997-01-01

The Science in the Stratosphere program, first established in 1992, was conceived to introduce K-6 teachers to airborne infrared astronomy through the Kuiper Airborne Observatory (KAO), and to use this venue as a basis for seeing scientists at work in a mission-intensive program. The teachers selected for this program would bring their new perspectives back to their schools and students. Unlike the related FOSTER program, the emphasis of this program was on more intensive exposure of the KAO mission to a small number of teachers. The teachers in the Science in the Stratosphere program essentially lived with the project scientists and staff for almost a week. One related goal was to imbed the KAO project with perspectives of working teachers, thereby sensitizing the project staff and scientists to educational outreach efforts in general, which is an important goal of the NASA airborne astronomy program. A second related goal was to explore the ways in which K-5 educators could participate in airborne astronomy missions. Also unlike FOSTER, the Science in the Stratosphere program was intentionally relatively unstructured, in that the teacher participants were wholly embraced by the science team, and were encouraged to 'sniff out' the flavor of the whole facility by talking with people.

Developing tools and strategies for communicating climate change

NASA Astrophysics Data System (ADS)

Bader, D.; Yam, E. M.; Perkins, L.

2011-12-01

Research indicates that the public views zoos and aquariums as reliable and trusted sources for information on conservation. Additionally, visiting zoos and aquariums helps people reconsider their connections to conservation issues and solutions. The Aquarium of the Pacific, an AZA-accredited institution that serves the most ethnically diverse population of all aquariums in the nation, is using exhibit space, technology, public programming, and staff professional development to present a model for how aquariums can promote climate literacy. Our newest galleries and programs are designed to immerse our visitors in experiences that connect our live animal collection to larger themes on ocean change. The Aquarium is supporting our new programming with a multifaceted staff professional development that exposes our interpretive staff to current climate science and researchers as well as current social science on public perception of climate science. Our staff also leads workshops for scientists; these sessions allow us to examine learning theory and develop tools to communicate science and controversial subjects effectively. Through our partnerships in the science, social science, and informal science education communities, we are working to innovate and develop best practices in climate communication.

2014 Rural Clinical School Training and Support Program Snapshot survey.

PubMed

Mendis, Kumara; Greenhill, Jennene; Walker, Judi; Bailey, Jannine; Croft, Amanda; Doyle, Zelda; McCrossin, Timothy; Stevens, Wendy

2015-01-01

The Rural Clinical Training and Support (RCTS) program is an Australian Government initiative to address the shortage of medical practitioners within rural and remote Australia. There is a large amount of published information about the RCTS program and rural medical student cohorts who have undertaken short- and long-term rotations. However, very little is known about the academic and professional staff involved in the program, a knowledge gap that may impact workforce and succession planning. To address this, the Federation of Rural Australian Medical Educators (FRAME) initiated the pilot 2014 RCTS Snapshot survey to obtain data on the current RCTS workforce. All professional, academic and clinical academic staff (fixed-term and continuing, regardless of fraction) employed through the RCTS program were invited to complete a short, web-based survey. The survey was conducted from March to June 2014. The quantitative variables in the survey included demographics (age and gender), rural background and exposure, employment history in rural/regional areas and at rural clinical schools (RCS), experience and expertise, reasons for working at RCS, and future employment intentions. The last three questions also were of a qualitative open-ended format to allow respondents to provide additional details regarding their reasons for working at RCSs and their future intentions. The estimated total RCTS workforce was 970. A total of 413 responses were received and 316 (40.9%) complete responses analysed. The majority of respondents were female (71%), the 40-60-year age group was predominant (28%), and professional staff constituted the majority (62%). The below 40-year age group had more professionals than academics (21% vs 12%) and more than 62% of academics were aged above 50 years. Notably, there were no academics aged less than 30 years. The percentage of professional staff with a rural background was higher (62%) than that of academics with a rural background (42%). However, more than 70% of academics had previous exposure to a rural area as an adult and 32% had an exposure as a part of university or the TAFE (technical and further education) system. More than half (62%) of RCTS academics were aged more than 50 years and thus approaching retirement age. The implementation of a FRAME-sponsored leadership and succession program was considered by most staff (84%) as one strategy that could be used to prevent a future shortage of academics. Lifestyle reasons for working at an RCS were common to both academic (54%) and professional (63%) staff. A passion for rural health and building capacity within the rural health workforce were other central themes to emerge from the qualitative data. Uncertainty around contract renewal and future funding were dominant themes to emerge from respondents regarding their future employment intentions within the RCTS program. This study has provided valuable insights into the professional and academic staff's views and aspirations about the RCTS program. These data on the current RCTS workforce provide a benchmark to which future surveys of the workforce can be compared to monitor trends in turnover or predict future shortages due to cohort ageing.

The Influence of the Art of Clinical Supervision Program on Nurses' Knowledge and Attitude About Working With Students.

PubMed

Russell, Kylie; Alliex, Selma; Gluyas, Heather

The Art of Clinical Supervision program was developed, implemented, and evaluated to determine nursing staff knowledge of and attitudes toward nursing students and the clinical supervision thereof. A key point of the program was the inclusion of strategies to promote one's attitude toward working with students. A mixed methods approach of surveys, online reflections, and interviews was used to determine the program's effect. The findings highlighted a positive impact on participants' self-knowledge and attitudes toward students and student clinical supervision.

7 CFR 1484.30 - How does FAS formalize its working relationship with approved Cooperators?

Code of Federal Regulations, 2010 CFR

2010-01-01

... 7 Agriculture 10 2010-01-01 2010-01-01 false How does FAS formalize its working relationship with... FAS formalize its working relationship with approved Cooperators? FAS will notify each applicant in... sign the program agreement and submit the signed agreement to the Director, Marketing Operations Staff...

Chapter 6: Essential Orientations and Practices

ERIC Educational Resources Information Center

Roholt, Ross VeLure; Hildreth, R. W.; Baizerman, Michael

2007-01-01

In civic youth work program staff focus on larger outcomes and do not often attend to the importance of seemingly mundane and simple tasks. Young people talk about how these simple tasks have powerful meaning for them and their work even as adult volunteers talked about the challenges of working democratically with young people. To integrate these…

Intervening with High Risk Youth: A Program Model.

ERIC Educational Resources Information Center

Davis, Ruth B.; And Others

1994-01-01

Describes a program for older adolescents exhibiting substance use problems. After initial assessment and referral, most patients enter outpatient treatment groups. Groups fulfill three purposes: (1) Staff monitors clients; (2) Help clients recognize the promise of recovery; and (3) Change behavior. Difficulties of working with multiple community…

45 CFR 1308.20 - Nutrition services.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 45 Public Welfare 4 2014-10-01 2014-10-01 false Nutrition services. 1308.20 Section 1308.20 Public... PROGRAM HEAD START PROGRAM PERFORMANCE STANDARDS ON SERVICES FOR CHILDREN WITH DISABILITIES Nutrition Performance Standards § 1308.20 Nutrition services. (a) The disabilities coordinator must work with staff to...

45 CFR 1308.20 - Nutrition services.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 45 Public Welfare 4 2011-10-01 2011-10-01 false Nutrition services. 1308.20 Section 1308.20 Public... PROGRAM HEAD START PROGRAM PERFORMANCE STANDARDS ON SERVICES FOR CHILDREN WITH DISABILITIES Nutrition Performance Standards § 1308.20 Nutrition services. (a) The disabilities coordinator must work with staff to...

45 CFR 1308.20 - Nutrition services.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 45 Public Welfare 4 2013-10-01 2013-10-01 false Nutrition services. 1308.20 Section 1308.20 Public... PROGRAM HEAD START PROGRAM PERFORMANCE STANDARDS ON SERVICES FOR CHILDREN WITH DISABILITIES Nutrition Performance Standards § 1308.20 Nutrition services. (a) The disabilities coordinator must work with staff to...

45 CFR 1308.20 - Nutrition services.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 4 2010-10-01 2010-10-01 false Nutrition services. 1308.20 Section 1308.20 Public... PROGRAM HEAD START PROGRAM PERFORMANCE STANDARDS ON SERVICES FOR CHILDREN WITH DISABILITIES Nutrition Performance Standards § 1308.20 Nutrition services. (a) The disabilities coordinator must work with staff to...

45 CFR 1308.20 - Nutrition services.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 45 Public Welfare 4 2012-10-01 2012-10-01 false Nutrition services. 1308.20 Section 1308.20 Public... PROGRAM HEAD START PROGRAM PERFORMANCE STANDARDS ON SERVICES FOR CHILDREN WITH DISABILITIES Nutrition Performance Standards § 1308.20 Nutrition services. (a) The disabilities coordinator must work with staff to...

28 CFR 544.75 - Disciplinary action.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Disciplinary action. 544.75 Section 544... EDUCATION Literacy Program § 544.75 Disciplinary action. As with other mandatory programs, such as work assignments, staff may take disciplinary action against an inmate lacking a GED credential or high school...

"Writing Our Stories": An Anti-Violence Creative Writing Program.

ERIC Educational Resources Information Center

Smitherman, Tracy; Thompson, Jeanie

2002-01-01

Juvenile offenders studied creative writing and had their work published in anthologies as part of a therapeutic program that is a partnership between a writers' forum and the Alabama Department of Youth Services. A curriculum was developed to train department staff and writers who participate. (SK)

Income Replacement and Reemployment Programs in Michigan and Neighboring States. W.E. Upjohn Institute Staff Working Paper.

ERIC Educational Resources Information Center

Woodbury, Stephen A.

Income replacement and reemployment programs in Michigan and its neighboring states were examined in the context of recent changes in federal policy regarding compensation and services for individuals who have lost their jobs or sustained job-related injuries. The analysis focused primarily on the following programs: (1) Unemployment Insurance…

Urban Tree Risk Management:A Community Guide to Program Design and Implementation

Treesearch

Jill Pokorny; Joseph O' Brien; Richard Hauer; Gary Johnson; Jana Albers; Peter Bedker; Manfred Mielke

2003-01-01

Urban Tree Risk Management: A Community Guide to Program Design and Implementation is a fully illustrated, easy to read training manual written for community leaders, administrators, city foresters, parks and public works staff, and private tree care practitioners. The manual is designed to assist communities design, adopt and implement tree risk management programs,...

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

ERIC Educational Resources Information Center

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

2012-01-01

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

The Complexities of a Third-Space Partnership in an Urban Teacher Residency

ERIC Educational Resources Information Center

Beck, Jori S.

2016-01-01

Urban teacher residency (UTR) programs have been widely endorsed (National Education Association, 2014; Thorpe, 2014), yet the body of literature on these programs has not definitively identified the benefits of UTRs over and above traditional teacher education programs--if any exist. The current study explored how faculty and staff working in one…

28 CFR 545.31 - Training.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 28 Judicial Administration 2 2011-07-01 2011-07-01 false Training. 545.31 Section 545.31 Judicial Administration BUREAU OF PRISONS, DEPARTMENT OF JUSTICE INSTITUTIONAL MANAGEMENT WORK AND COMPENSATION Inmate Work and Performance Pay Program § 545.31 Training. The Warden shall ensure that staff receive training...

Intervention for depression among palliative care patients and their families: A study protocol for evaluation of a training program for professional care staff.

PubMed

Hallford, David J; McCabe, Marita P; Mellor, David; Davison, Tanya E; Goldhammer, Denisa L; George, Kuruvilla; Storer, Shane

2011-06-13

Clinical depression is highly prevalent yet under-detected and under-treated in palliative care settings and is associated with a number of adverse medical and psychological outcomes for patients and their family members. This article presents a study protocol to evaluate a training intervention for non-physician palliative care staff to improve the recognition of depression and provide support for depressed patients and their family members. Details of the hypotheses and expected outcomes, study design, training program development and evaluation measures are described. A randomised controlled trial will be implemented across two palliative care services to evaluate the "Training program for professional carers to recognise and manage depression in palliative care settings". Pre-, post- and three-month follow-up data will be collected to assess: the impact of the training on the knowledge, attitudes, self-efficacy and perceived barriers of palliative care staff when working with depression; referral rates for depression; and changes to staff practices. Quantitative and qualitative methods, in the form of self-report questionnaires and interviews with staff and family members, will be used to evaluate the effectiveness of the intervention. This study will determine the effectiveness of an intervention that aims to respond to the urgent need for innovative programs to target depression in the palliative care setting. The expected outcome of this study is the validation of an evidence-based training program to improve staff recognition and appropriate referrals for depression, as well as improve psychosocial support for depressed patients and their family members. Australia and New Zealand Clinical Trials Register (ANZCTR): ACTRN12610000183088.

From making pamphlets to making policies: results from a collaborative training to increase knowledge, motivation, and self-efficacy for achieving public health policy and systems change.

PubMed

Dilley, Julia A; Reuer, Jennifer R; Colman, Victor; Norman, Robbi Kay

2009-04-01

Steps to a Healthier Washington, in collaboration with other programs in the Washington State Department of Health and external partners, has implemented training to improve public health practice and create greater organizational and staff capacity for promoting effective policy and systems changes, including reducing disparities. The training is grounded in behavior change and adult learning theories. A comprehensive post training evaluation found long-term improvements in self-efficacy, reported changes in work, and attribution of those changes to the training. Organizations working to refocus public health work on policy and systems change should consider providing skills-based policy training to their staff. This study suggests that an integrated training, using adult learning theory, has led to long-term improvements in capacity among public health staff and partners.

Innovating team-based outpatient mental health care in the Veterans Health Administration: Staff-perceived benefits and challenges to pilot implementation of the Behavioral Health Interdisciplinary Program (BHIP).

PubMed

Barry, Catherine N; Abraham, Kristen M; Weaver, Kendra R; Bowersox, Nicholas W

2016-05-01

In the past decade, the demand for Veterans Health Administration (VHA) mental health care has increased rapidly. In response to the increased demand, the VHA developed the Behavioral Health Interdisciplinary Program (BHIP) team model as an innovative approach to transform VHA general outpatient mental health delivery. The present formative evaluation gathered information about pilot implementation of BHIP to understand the struggles and successes that staff experienced during facility transitions to the BHIP model. Using a purposive, nonrandom sampling approach, we conducted 1-on-1, semistructured interviews with 37 licensed and nonlicensed clinical providers and 13 clerical support staff assigned to BHIP teams in 21 facilities across the VHA. Interviews revealed that having actively involved facility mental health leaders, obtaining adequate staffing for teams to meet the requirements of the BHIP model, creating clear descriptions and expectations for team member roles within the BHIP framework, and allocating designated time for BHIP team meetings challenged many VHA sites but are crucial for successful BHIP implementation. Despite the challenges, staff reported that the transition to BHIP improved team work and improved patient care. Staff specifically highlighted the potential for the BHIP model to improve staff working relationships and enhance communication, collaboration, morale, and veteran treatment consistency. Future evaluations of the BHIP implementation process and BHIP team functioning focusing on patient outcomes, organizational outcomes, and staff functioning are recommended for fully understanding effects of transitioning to the BHIP model within VHA general mental health clinics and to identify best practices and areas for improvement. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Training in Radiological Protection: Curricula and Programming.

ERIC Educational Resources Information Center

International Atomic Energy Agency, Vienna (Austria).

A summary of training programs relating to radiation health and safety is presented in this report. Training courses are primarily categorized into five types, respectively, for specialists, personnel whose work is closely related to radiation, radiation users, nuclear installation staff, and the general public. To meet the present world needs,…

Serving Up Success

ERIC Educational Resources Information Center

Powell, Joanne M.

2006-01-01

In Ohio, a food service program is partnering with a national restaurant chain to help students with learning disabilities transition from school to work. The Greene County Career Center in Xenia, Ohio, has a food service program satisfying the appetites of visitors, students and staff, as well as meeting the training goals of students with…

Making Health Communication Programs Work. A Planner's Guide.

ERIC Educational Resources Information Center

Arkin, Elaine Bratic

This manual, designed to assist professionals in health and health-related agencies, offers guidance for planning a health communication program about cancer based on social marketing and other principles as well as the experiences of National Cancer Institute staff and other practitioners. The six chapters are arranged by sequentially ordered…

Vocational Services for Older Adults or "I Want to Work, But . . ."

ERIC Educational Resources Information Center

Smith, S. Mae; Golden, Bonnie J.

1982-01-01

Describes a program designed to meet the needs of adults over 55 who are unemployed or underemployed. The program includes 12-hour job readiness workshops, mini-workshops, and an employment information showcase. Participant evaluation and feedback indicated the format and staff efforts have been successful. (Author/JAC)

20 CFR 652.210 - What are the Act's requirements for administration of the work test and assistance to UI claimants?

Code of Federal Regulations, 2010 CFR

2010-04-01

...; and (3) UI program staff receive information about UI claimants' ability or availability for work, or... administration of the work test and assistance to UI claimants? 652.210 Section 652.210 Employees' Benefits... requirements for administration of the work test and assistance to UI claimants? (a) State UI law or rules...

20 CFR 652.210 - What are the Act's requirements for administration of the work test and assistance to UI claimants?

Code of Federal Regulations, 2013 CFR

2013-04-01

...; and (3) UI program staff receive information about UI claimants' ability or availability for work, or... administration of the work test and assistance to UI claimants? 652.210 Section 652.210 Employees' Benefits... requirements for administration of the work test and assistance to UI claimants? (a) State UI law or rules...

20 CFR 652.210 - What are the Act's requirements for administration of the work test and assistance to UI claimants?

Code of Federal Regulations, 2012 CFR

2012-04-01

...; and (3) UI program staff receive information about UI claimants' ability or availability for work, or... administration of the work test and assistance to UI claimants? 652.210 Section 652.210 Employees' Benefits... requirements for administration of the work test and assistance to UI claimants? (a) State UI law or rules...

20 CFR 652.210 - What are the Act's requirements for administration of the work test and assistance to UI claimants?

Code of Federal Regulations, 2014 CFR

2014-04-01

...; and (3) UI program staff receive information about UI claimants' ability or availability for work, or... administration of the work test and assistance to UI claimants? 652.210 Section 652.210 Employees' Benefits... requirements for administration of the work test and assistance to UI claimants? (a) State UI law or rules...

20 CFR 652.210 - What are the Act's requirements for administration of the work test and assistance to UI claimants?

Code of Federal Regulations, 2011 CFR

2011-04-01

...; and (3) UI program staff receive information about UI claimants' ability or availability for work, or... administration of the work test and assistance to UI claimants? 652.210 Section 652.210 Employees' Benefits... requirements for administration of the work test and assistance to UI claimants? (a) State UI law or rules...

Touching the Future by Training Students as Technology Workers.

ERIC Educational Resources Information Center

Wodarz, Nan

1999-01-01

Describes a technology consultant's training of promising students as network administrators as part of a high-school work-study program. Success hinged on combining work with education, providing supervision and mentoring, using knowledgeable trainers, not substituting students for staff shortcomings, and installing adequate computer security.…

Learning Tasks

ERIC Educational Resources Information Center

Baskas, Richard S.

2012-01-01

Government budget constraints had forced the Emergency Dispatch Center (EDC) at a military installation to work with less than the normal number of staff. A Program Proposal was developed previously that had determined that a learning gap existed in the researcher's work environment at a military installation. To counter this gap, Learning Tasks…

Theater Sustainment Reserve for the Rwanda Defence Forces

DTIC Science & Technology

2016-06-10

ORGANIZATION NAME( S ) AND ADDRESS(ES) U.S. Army Command and General Staff College ATTN: ATZL-SWD-GD Fort Leavenworth, KS 66027-2301 8. PERFORMING ORG...Staff College in partial fulfillment of the requirements for the degree MASTER OF MILITARY ART AND SCIENCE General Studies by RUKI...PROGRAM ELEMENT NUMBER 6. AUTHOR( S ) Ruki Karusisi, Major 5d. PROJECT NUMBER 5e. TASK NUMBER 5f. WORK UNIT NUMBER 7. PERFORMING

Results of a Veterans Affairs employee education program on antimicrobial stewardship for older adults.

PubMed

Heath, Barbara; Bernhardt, Jaime; Michalski, Thomas J; Crnich, Christopher J; Moehring, Rebekah; Schmader, Kenneth E; Olds, Danielle; Higgins, Patricia A; Jump, Robin L P

2016-03-01

We describe a course in the Veterans Affairs (VA) Employee Education System designed to engage nursing staff working in VA long-term care facilities as partners in antimicrobial stewardship. We found that the course addressed an important knowledge gap. Our outcomes suggest opportunities to engage nursing staff in advancing antimicrobial stewardship, particularly in the long-term care setting. Published by Elsevier Inc.

The impact of work rewards on radiographers' organizational commitment.

PubMed

Akroyd, D; Mulkey, W; Utley-Smith, Q

1995-01-01

Organizational commitment is an affective work outcome that has been used to predict work-related behaviors such as turnover, absenteeism and intent-to-leave. There has been little research in organizational commitment for the allied health professions and no empirical studies in the radiologic sciences. The purpose of this study was to examine the predictive value of selected intrinsic and extrinsic work reward variables--involvement, significance, autonomy, general working conditions, supervision and salary--on staff radiographers' organizational commitment. In this study of 600 full-time staff radiographers in North and South Carolina, supervision (for ages 20-37 years) and involvement (for ages 38-66 years) were significant predictors of organizational commitment. The results of the study indicate that healthcare organizations should provide potential supervisors with managerial training, especially for radiographers who move to supervisory positions based on clinical skills and years of experience. In the long run, such programs are much less expensive than costs associated with replacing employees who leave the organization because of low organizational commitment. Also, management strategies and programs to redesign and enhance job tasks may help maintain or increase organizational commitment.

Engaging Education: Integrating Work, Technology and Learning for Adults.

ERIC Educational Resources Information Center

Department of Housing and Urban Development, Washington, DC.

This guide is for Neighborhood Networks center staff and volunteers who want to learn how centers across the country are helping adults meet work force demands. It provides resources to work force development programs so examples can be tailored to meet the needs of other communities. It focuses on challenges that integrating academics and job…

Show that you care.

PubMed

Wesolowski, C E

1990-01-01

Are you an Ebenezer Scrooge when it comes to reward and recognition for your staff? How many times last week did you phone a member of your staff, or better yet, visit in person to say that you appreciated something they did? When was the last time you wrote a note of thanks? Do you routinely recognize special efforts during staff meetings? When was the last time you awarded a certificate of appreciation to an employee for a job well done? Are employees working "behind the scenes" recognized? Do you have a system in place to recognize groups who work well as a team? If you answered "no" to most of these questions, don't fret. Establishing a reward and recognition program is relatively easy to do. And, it won't break the budget either.

Engaging Frontline Staff in Performance Improvement: The American Organization of Nurse Executives Implementation of Transforming Care at the Bedside Collaborative.

PubMed

Needleman, Jack; Pearson, Marjorie L; Upenieks, Valda V; Yee, Tracy; Wolstein, Joelle; Parkerton, Melissa

2016-02-01

Process improvement stresses the importance of engaging frontline staff in implementing new processes and methods. Yet questions remain on how to incorporate these activities into the workday of hospital staff or how to create and maintain its commitment. In a 15-month American Organization of Nurse Executives collaborative involving frontline medical/surgical staff from 67 hospitals, Transforming Care at the Bedside (TCAB) was evaluated to assess whether participating units successfully implemented recommended change processes, engaged staff, implemented innovations, and generated support from hospital leadership and staff. In a mixed-methods analysis, multiple data sources, including leader surveys, unit staff surveys, administrative data, time study data, and collaborative documents were used. All units reported establishing unit-based teams, of which >90% succeeded in conducting tests of change, with unit staff selecting topics and making decisions on adoption. Fifty-five percent of unit staff reported participating in unit meetings, and 64%, in tests of change. Unit managers reported substantial increase in staff support for the initiative. An average 36 tests of change were conducted per unit, with 46% of tested innovations sustained, and 20% spread to other units. Some 95% of managers and 97% of chief nursing officers believed that the program had made unit staff more likely to initiate change. Among staff, 83% would encourage adoption of the initiative. Given the strong positive assessment of TCAB, evidence of substantial engagement of staff in the work, and the high volume of innovations tested, implemented, and sustained, TCAB appears to be a productive model for organizing and implementing a program of frontline-led improvement.

Impact of school staff health on work productivity in secondary schools in Massachusetts.

PubMed

Alker, Heather J; Wang, Monica L; Pbert, Lori; Thorsen, Nancy; Lemon, Stephenie C

2015-06-01

Healthy, productive employees are an integral part of school health programs. There have been few assessments of work productivity among secondary school staff. This study describes the frequency of 3 common health risk factors--obesity, depressive symptoms, and smoking--and their impact on work productivity in secondary school employees. Employees of secondary schools in Massachusetts (N = 630) participated in a longitudinal weight gain prevention intervention study. Assessment completed at baseline, 1-year and 2-year follow-up included survey assessments of health risk factors as well as measurements for height, weight, and body mass index (BMI). The survey also included a depression inventory and Work Limitations Questionnaire. Data analysis included multivariate mixed effect models to identify productivity differences in relation to BMI, depressive symptoms, and smoking in this population stratified by position type (teacher and other school staff). The sample included 361 teachers and 269 other school staff. Obesity, depressive symptoms, and smoking were significantly associated with work productivity, including workdays missed because of health concerns (absenteeism) and decreases in on-the-job productivity because of health concerns (presenteeism). Three common health conditions, namely obesity, depressive symptoms, and smoking, adversely affect the productivity of high school employees. © 2015, American School Health Association.

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

INSTRUMENTATION DIVISION STAFF

To develop state-of-the-art instrumentation required for experimental research programs at BNL, and to maintain the expertise and facilities in specialized high technology areas essential for this work. Development of facilities is motivated by present BNL research programs and anticipated future directions of BNL research. The Division's research efforts also have a significant impact on programs throughout the world that rely on state-of-the-art radiation detectors and readout electronics. Our staff scientists are encouraged to: Become involved in challenging problems in collaborations with other scientists; Offer unique expertise in solving problems; and Develop new devices and instruments when not commercially available. Scientistsmore » from other BNL Departments are encouraged to bring problems and ideas directly to the Division staff members with the appropriate expertise. Division staff is encouraged to become involved with research problems in other Departments to advance the application of new ideas in instrumentation. The Division Head integrates these efforts when they evolve into larger projects, within available staff and budget resources, and defines the priorities and direction with concurrence of appropriate Laboratory program leaders. The Division Head also ensures that these efforts are accompanied by strict adherence to all ES and H regulatory mandates and policies of the Laboratory. The responsibility for safety and environmental protection is integrated with supervision of particular facilities and conduct of operations.« less

Pilot Student-Teacher Aide Program for the Lincoln Parish School Board. Final Report.

ERIC Educational Resources Information Center

Coco, Harold B.

The Lincoln Parish School Board, with assistance from the Gulf South Research Institute staff, conducted a 10-week pilot student-teacher aide program in which 72 college education majors worked as teacher aides in eight high schools and elementary schools for approximately 10 hours a week at $1.50 per hour. Consultants for the program were hired…

Bertolette Selected as EHS Champion of Safety | Poster

Cancer.gov

Dan Bertolette has been selected as the most recent NCI at Frederick Champion of Safety, as part of the Champions of Safety Program sponsored by the Environment, Health, and Safety Program (EHS). The goal of the program, which began last year, is to raise awareness and promote a culture of safety by showing NCI at Frederick staff at work in their respective workplaces,

Adolescent Illiteracy: What Libraries Can Do to Solve the Problem--A Report on the Research of the Project on Adolescent Illiteracy.

ERIC Educational Resources Information Center

Davidson, Judith

1988-01-01

Describes characteristics of effective adolescent literacy programs and discusses the role of the public library. Library collections for adolescents with literacy needs and the professionals who work with them, referral to literacy programs, library sponsored programs, and staff development are identified as areas that public libraries need to…

ORNL superconducting technology program for electric power systems

NASA Astrophysics Data System (ADS)

Hawsey, R. A.

1994-04-01

The Oak Ridge National Laboratory (ORNL) Superconducting Technology Program is conducted as part of a national effort by the US Department of Energy's Office of Energy Efficiency and Renewable Energy to develop the technology base needed by US industry for commercial development of electric power applications of high-temperature superconductivity. The two major elements of this program are conductor development and applications development. This document describes the major research and development activities for this program together with related accomplishments. The technical progress reported was summarized from information prepared for the FY 1993 Annual Program Review held July 28--29, 1993. This ORNL program is highly leveraged by the staff and other resources of US industry and universities. In fact, nearly three-fourths of the ORNL effort is devoted to industrial competitiveness projects with private companies. Interlaboratory teams are also in place on a number of industry-driven projects. Patent disclosures, working group meetings, staff exchanges, and joint publications and presentations ensure that there is technology transfer to US industry. Working together, the collaborative teams are making rapid progress in solving the scientific and technical issues necessary for the commercialization of long lengths of practical high-temperature superconductor wire and wire products.

ORNL superconducting technology program for electric energy systems

NASA Astrophysics Data System (ADS)

Hawsey, R. A.

1993-02-01

The Oak Ridge National Laboratory (ORNL) Superconducting Technology Program is conducted as part of a national effort by the US Department of Energy's (DOE's) Office of Conservation and Renewable Energy to develop the technology base needed by US industry for commercial development of electric power applications of high-temperature superconductivity. The two major elements of this program are wire development and systems development. This document describes the major research and development activities for this program together with related accomplishments. The technical progress reported was summarized from information prepared for the FY-92 Peer Review of Projects, which was conducted by DOE's Office of Program Analysis, Office of Energy Research. This ORNL program is highly leveraged by the staff and other resources of US industry and universities. Interlaboratory teams are also in place on a number of industry-driven projects. Patent disclosures, working group meetings, staff exchanges, and joint publications and presentations ensure that there is technology transfer to US industry. Working together, the collaborative teams are making tremendous progress in solving the scientific and technical issues necessary for the commercialization of long lengths of practical high-temperature superconductor wire and wire products.

Qualified and Unqualified (N-R C) mental health nursing staff--minor differences in sources of stress and burnout. A European multi-centre study.

PubMed

Sorgaard, Knut W; Ryan, Peter; Dawson, Ian

2010-06-14

Unqualified/non-registered caregivers (N-R Cs) will continue to play important roles in the mental health services. This study compares levels of burnout and sources of stress among qualified and N-R Cs working in acute mental health care. A total of 196 nursing staff --124 qualified staff (mainly nurses) and 72 N-R Cs with a variety of different educational backgrounds--working in acute wards or community mental teams from 5 European countries filled out the Maslach Burnout Inventory (MBI), the Mental Health Professional Scale (MHPSS) and the Psychosocial Work Environment and Stress Questionnaire (PWSQ). (a) The univariate differences were generally small and restricted to a few variables. Only Social relations (N-R Cs being less satisfied) at Work demands (nurses reporting higher demands) were different at the .05 level. (b) The absolute scores both groups was highest on variables that measured feelings of not being able to influence a work situation characterised by great demands and insufficient resources. Routines and educational programs for dealing with stress should be available on a routine basis. (c) Multivariate analyses identified three extreme groups: (i) a small group dominated by unqualified staff with high depersonalization, (ii) a large group that was low on depersonalisation and high on work demands with a majority of qualified staff, and (iii) a small N-R C-dominated group (low depersonalization, low work demands) with high scores on professional self-doubt. In contrast to (ii) the small and N-R C-dominated groups in (i) and (iii) reflected mainly centre-dependent problems. The differences in burnout and sources of stress between the two groups were generally small. With the exception of high work demands the main differences between the two groups appeared to be centre-dependent. High work demands characterized primarily qualified staff. The main implication of the study is that no special measures addressed towards N-R Cs in general with regard to stress and burnout seem necessary. The results also suggest that centre-specific problems may cause more stress among N-R Cs compared to the qualified staff (e.g. professional self-doubt).

7 CFR 1700.32 - Program Accounting and Regulatory Analysis.

Code of Federal Regulations, 2011 CFR

2011-01-01

... accounting and financial services with respect to electric and telecommunications borrowers and directs and... Southern Region) work directly with borrowers. Each regional office has a staff of headquarters and field...

Creating a Positive Work Environment

ERIC Educational Resources Information Center

Anderson, Susan

2010-01-01

The author believes happy staff make for happy classrooms and happy classrooms make for happy children. However, with all the pressures facing child care programs--from the economy to state requirements--creating and maintaining a positive work environment becomes tougher and tougher. In this article, the author discusses the importance of…

Accommodating to Restrictions on Residents' Working Hours.

ERIC Educational Resources Information Center

Foster, Henry W., Jr.; Seltzer, Vicki L.

1991-01-01

In response to New York State legislation limiting house staff working hours, a survey of obstetrics and gynecology resident programs (n=26) was conducted. Results were used to construct a prototype call schedule and a hypothetical monthly schedule indicating how a single resident would function without violating any state regulations. (MSE)

Working with a Board of Directors: Making the Partnership Stronger.

ERIC Educational Resources Information Center

Ratekin, Cindy; Bess, Gary

1996-01-01

Focuses on the role of the board of directors within nonprofit child care centers and how the board and center staff can work well together for the agency. Outlines each partner's role in the four areas of center responsibility: financial oversight, program planning, resource development, and personnel management. (EV)

Accreditation of Health Educational Programs. Part II: Staff Working Papers.

ERIC Educational Resources Information Center

Study of Accreditation of Selected Health Educational Programs, Washington, DC.

This publication contains a second set of working papers concerned with procedures of the accrediting agencies in the health fields, the accountability and social responsibility of accreditation, and the relationship of accreditation to certification, licensure, and registration. Texts of these papers are included: (1) "Dilemmas of Accreditation…

The effectiveness of an aged care specific leadership and management program on workforce, work environment, and care quality outcomes: design of a cluster randomised controlled trial.

PubMed

Jeon, Yun-Hee; Simpson, Judy M; Chenoweth, Lynn; Cunich, Michelle; Kendig, Hal

2013-10-25

A plethora of observational evidence exists concerning the impact of management and leadership on workforce, work environment, and care quality. Yet, no randomised controlled trial has been conducted to test the effectiveness of leadership and management interventions in aged care. An innovative aged care clinical leadership program (Clinical Leadership in Aged Care--CLiAC) was developed to improve managers' leadership capacities to support the delivery of quality care in Australia. This paper describes the study design of the cluster randomised controlled trial testing the effectiveness of the program. Twenty-four residential and community aged care sites were recruited as managers at each site agreed in writing to participate in the study and ensure that leaders allocated to the control arm would not be offered the intervention program. Sites undergoing major managerial or structural changes were excluded. The 24 sites were randomly allocated to receive the CLiAC program (intervention) or usual care (control), stratified by type (residential vs. community, six each for each arm). Treatment allocation was masked to assessors and staff of all participating sites. The objective is to establish the effectiveness of the CLiAC program in improving work environment, workforce retention, as well as care safety and quality, when compared to usual care. The primary outcomes are measures of work environment, care quality and safety, and staff turnover rates. Secondary outcomes include manager leadership capacity, staff absenteeism, intention to leave, stress levels, and job satisfaction. Differences between intervention and control groups will be analysed by researchers blinded to treatment allocation using linear regression of individual results adjusted for stratification and clustering by site (primary analysis), and additionally for baseline values and potential confounders (secondary analysis). Outcomes measured at the site level will be compared by cluster-level analysis. The overall costs and benefits of the program will also be assessed. The outcomes of the trial have the potential to inform actions to enhance leadership and management capabilities of the aged care workforce, address pressing issues about workforce shortages, and increase the quality of aged care services. Australian New Zealand Clinical Trials Registry (ACTRN12611001070921).

'It's complicated': Staff nurse perceptions of their influence on nursing students' learning. A qualitative descriptive study.

PubMed

Hanson, Sarah E; MacLeod, Martha L; Schiller, Catharine J

2018-04-01

During both teacher-led clinical practica and precepted practica, students interact with, and learn from, staff nurses who work on the clinical units. It is understood that learning in clinical practice is enhanced by positive interactions between staff nurses and nursing students. While much is known about preceptors' experiences of working with nursing students, there is little evidence to date about staff nurses' perspectives of their interactions with students in teacher-led practica. To understand teacher-led clinical practica from the perspective of staff nurses. A qualitative descriptive approach answers the question: How do staff nurses perceive their contributions to nursing students' learning during teacher-led practica? Nine staff Registered Nurses (RNs) working within a regional acute care hospital in western Canada were interviewed using semi-structured interviews. Interview transcripts were analyzed using cross case analysis to discover themes and findings were checked by several experienced RNs. Analysis showed that nurses' interactions with nursing students are complicated. Nurses want to "train up" their future colleagues but feel a heavy burden of responsibility for students on the wards. This sense of burden for the staff nurses is influenced by several factors: the practice environment, the clinical instructor, the students themselves, and the nurses' understanding of their own contributions to student learning. Staff nurses remain willing to support student learning despite multiple factors that contribute to a sense of burden during teacher-led practica. Workplace environment, nursing program, and personal supports are needed to support their continuing engagement in student learning. Nurses need to know how important they are as role models, and the impact their casual interactions have on student nurses' socialization into the profession. Crown Copyright © 2018. Published by Elsevier Ltd. All rights reserved.

Fiscal loss and program fidelity: impact of the economic downturn on HIV/STI prevention program fidelity.

PubMed

Catania, Joseph A; Dolcini, M Margaret; Gandelman, Alice A; Narayanan, Vasudha; McKay, Virginia R

2014-03-01

The economic downturn of 2007 created significant fiscal losses for public and private agencies conducting behavioral prevention. Such macro-economic changes may influence program implementation and sustainability. We examined how public and private agencies conducting RESPECT, a brief HIV/STI (sexually transmitted infection) counseling and testing intervention, adapted to fiscal loss and how these adaptations impacted program fidelity. We collected qualitative and quantitative data in a national sample of 15 agencies experiencing fiscal loss. Using qualitative analyses, we examined how program fidelity varied with different types of adaptations. Agencies reported three levels of adaptation: agency-level, program-level, and direct fiscal remedies. Private agencies tended to use direct fiscal remedies, which were associated with higher fidelity. Some agency-level adaptations contributed to reductions in procedural fit, leading to negative staff morale and decreased confidence in program effectiveness, which in turn, contributed to poor fidelity. Findings describe a "work stress pathway" that links program fiscal losses to poor staff morale and low program fidelity.

Caring to learn, learning to care: Inmate Hospice Volunteers and the Delivery of Prison End-of-Life Care

PubMed Central

Cloyes, Kristin G.; Rosenkranz, Susan J.; Supiano, Katherine P.; Berry, Patricia H.; Routt, Meghan; Llanque, Sarah M.; Shannon-Dorcy, Kathleen

2017-01-01

The increasing numbers of aging and chronically ill prisoners incarcerated in Western nations is well documented, as is the growing need for prison-based palliative and end-of-life care. Less often discussed is specifically how end-of-life care can and should be provided, by whom, and with what resources. One strategy incorporates prisoner volunteers into end-of-life services within a peer care program. This article reports on one such program based on focused ethnographic study including in-depth interviews with inmate hospice volunteers, nursing staff, and corrections officers working in the hospice program. We describe how inmate volunteers learn hospice care through formal education and training, supervised practice, guidance from more experienced inmates, and support from correctional staff. We discuss how emergent values of mentorship and stewardship are seen by volunteers and staff as integral to prison hospice sustainability and discuss implications of this volunteer-centric model for response-ability for the end-of-life care of prisoners. PMID:28100141

Caring to Learn and Learning to Care.

PubMed

Cloyes, Kristin G; Rosenkranz, Susan J; Supiano, Katherine P; Berry, Patricia H; Routt, Meghan; Llanque, Sarah M; Shannon-Dorcy, Kathleen

2017-01-01

The increasing numbers of aging and chronically ill prisoners incarcerated in Western nations is well-documented, as is the growing need for prison-based palliative and end-of-life care. Less often discussed is specifically how end-of-life care can and should be provided, by whom, and with what resources. One strategy incorporates prisoner volunteers into end-of-life services within a peer-care program. This article reports on one such program based on focused ethnographic study including in-depth interviews with inmate hospice volunteers, nursing staff, and corrections officers working in the hospice program. We describe how inmate volunteers learn hospice care through formal education and training, supervised practice, guidance from more experienced inmates, and support from correctional staff. We discuss how emergent values of mentorship and stewardship are seen by volunteers and staff as integral to prison hospice sustainability and discuss implications of this volunteer-centric model for response-ability for the end-of-life care of prisoners.

[Willingness and preferences of actual service suppliers regarding cancer screening programs: a multi-center survey in urban China].

PubMed

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

2018-02-10

Objective: From the perspective of actual service suppliers regarding cancer screening, this study aimed to assess the long-term sustainability of cancer screening programs in China. Methods: Based on a Cancer Screening Program in Urban China (CanSPUC), our survey focused on all the hospitals, centers for disease control and prevention (CDC) and community service centers across 16 provinces in China which participated in the programs between 2013 and 2015. All the managers (institutional/department level) and professional staff involved in the program were interviewed using either paper-based questionnaire or online approach. Results: A total of 4 626 participants completed the interview. It showed that the main gains from providing screening service emphasized promotion in social value (63.6%), local reputation (35.9%), and professional skills (30.6%), whereas difficulties encountered included inadequate compensation (30.9%) and discordance among information systems (28.3%). When the service remuneration amounts to about 50 Chinese Yuan per screening item, those professional staff self-reported that they would like to work overtime. More than half (63.7%) of the staff expressed willingness to provide routine screening service, the main expectations were to promote their reputation to the local residents (48.7%) and to promote professional skills (43.1%). Those who were not willing to provide screening services were worried about the potential heavy workload (59.8%) or being interfered with their routine work (49.8%). Further detailed results regarding the different organization types and program roles were presented in the following detailed report. Conclusions: Findings of gains and difficulties showed that if cancer screening is expected to become a long-term running, incentive mechanism from the program, external promotion and advocacy as well as capacity building should be strengthened; furthermore, rewards to staff's screening services should be raised according to the local situations. Results regarding the "willingness to provide service" showed that management of the program should also be strengthened, including information system building and inter-agency and inter-department coordination at the government levels.

Moving the Margins: Successful Programs for Marginalised Youth.

ERIC Educational Resources Information Center

McClimont, Julie

2000-01-01

The Salvation Army Brunswick (Australia) Job Placement and Training (JPET) project was first established as a recreational project for connecting workers with young people, but it grew to address the educational needs of at-risk youth. Staff working in the program follow a non-conflict, adult education model, emphasizing the development of a…

The Economic Payoffs to Workplace Literacy. Upjohn Institute Staff Working Paper 93-21.

ERIC Educational Resources Information Center

Hollenbeck, Kevin

Although a substantial literature has addressed workplace literacy programs, only two studies have attempted to evaluate rigorously the economic benefits to workplace education. A multivariate model has been suggested that provides evidence about the productivity impacts of participation in a workplace literacy program. The data used in this paper…

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…

Evaluation Techniques for the Sandy Point Discovery Center, Great Bay National Estuarine Research Reserve.

ERIC Educational Resources Information Center

Heffernan, Bernadette M.

1998-01-01

Describes work done to provide staff of the Sandy Point Discovery Center with methods for evaluating exhibits and interpretive programming. Quantitative and qualitative evaluation measures were designed to assess the program's objective of estuary education. Pretest-posttest questionnaires and interviews are used to measure subjects' knowledge and…

77 FR 36277 - Academic Development of a Training Program for Good Laboratory Practices in High Containment...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-06-18

... requirements in high and maximum biocontainment, scientists working in this environment and FDA staff who will...] Academic Development of a Training Program for Good Laboratory Practices in High Containment Environments... Containment Environments (U24).'' In this FOA, FDA announces its intention to accept and consider a single...

An Intervention to Increase Early Childhood Staff Capacity for Promoting Children's Social-Emotional Development in Preschool Settings

ERIC Educational Resources Information Center

Green, Beth L.; Malsch, Anna M.; Kothari, Brianne Hood; Busse, Jessica; Brennan, Eileen

2012-01-01

This article describes the development, implementation, and outcomes of a pilot intervention designed to enhance preschool programs' ability to support children's social-emotional development. Working with two Head Start programs, the intervention included (1) restructuring existing early childhood mental health consultation services; (2) engaging…

Humor, Rapport, and Uncomfortable Moments in Interactions with Adults with Traumatic Brain Injury

ERIC Educational Resources Information Center

Kovarsky, Dana; Schiemer, Christine; Murray, Allison

2011-01-01

We examined uncomfortable moments that damaged rapport during group interactions between college students in training to become speech-language pathologists and adults with traumatic brain injury. The students worked as staff in a community-based program affiliated with a university training program that functioned as a recreational gathering…

Non-formal educator use of evaluation results.

PubMed

Baughman, Sarah; Boyd, Heather H; Franz, Nancy K

2012-08-01

Increasing demands for accountability in educational programming have resulted in increasing calls for program evaluation in educational organizations. Many organizations include conducting program evaluations as part of the job responsibilities of program staff. Cooperative Extension is a complex organization offering non-formal educational programs through land grant universities. Many Extension services require non-formal educational program evaluations be conducted by field-based Extension educators. Evaluation research has focused primarily on the efforts of professional, external evaluators. The work of program staff with many responsibilities including program evaluation has received little attention. This study examined how field based Extension educators (i.e. program staff) in four Extension services use the results of evaluations of programs that they have conducted themselves. Four types of evaluation use are measured and explored; instrumental use, conceptual use, persuasive use and process use. Results indicate that there are few programmatic changes as a result of evaluation findings among the non-formal educators surveyed in this study. Extension educators tend to use evaluation results to persuade others about the value of their programs and learn from the evaluation process. Evaluation use is driven by accountability measures with very little program improvement use as measured in this study. Practical implications include delineating accountability and program improvement tasks within complex organizations in order to align evaluation efforts and to improve the results of both. There is some evidence that evaluation capacity building efforts may be increasing instrumental use by educators evaluating their own programs. Copyright © 2011 Elsevier Ltd. All rights reserved.

Effect of the Civil-Military Relationship on the Philippine-American War

DTIC Science & Technology

2016-08-04

NUMBER 7. PERFORMING ORGANIZATION NAME( S ) AND ADDRESS(ES) 8. PERFORMING ORGANIZATION REPORT NUMBER U.S . Army Command and General Staff College ...Military Studies United States Army Command and General Staff College Fort Leavenworth, Kansas 2016 REPORT DOCUMENTATION PAGE Form Approved OMB No...Philippine-American War Sb. GRANT NUMBER Sc. PROGRAM ELEMENT NUMBER 6. AUTHOR( S ) Sd. PROJECT NUMBER MAJ Michael B. Long Se. TASK NUMBER Sf. WORK UNIT

Practical solutions for staff recruitment & retention.

PubMed

Vander Hoek, N

2001-01-01

There are three essential topics for radiology managers to consider in light of persistent staffing shortages: support of the profession and educational programs, perks as recruitment tools and incentives as retention tools. Some activities that can help support departments and educational programs for radiologic technologists are job shadowing, training for volunteer services, advanced placement for school applicants, sponsoring an educational program or clinical training site, creating a positive work environment and supporting outreach projects geared to local high schools. Traditional perks used in recruitment efforts have included relocation assistance, travel and lodging expenses during the interview process, loan repayment, scholarships and sign-on bonuses. Some common incentives for retaining employees are tuition reimbursement, cross training, availability of educational resources, continuing education opportunities, professional development and incremental increases in salary. There are many other tools that can be used, such as career ladders, creating an environment conducive to teamwork or a more personal atmosphere and showcasing talents of various staff members. There is much overlap among these suggestions in support of the profession and educational programs, recruitment and retention of qualified staff radiologic technologists. Radiology managers can and should be creative in developing different programs to build loyalty and commitment to a radiology department.

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

PubMed

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

2014-11-01

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

A Preservation Program for the Colorado State University Libraries. The Final Report of the ARL/OMS Preservation Planning Program.

ERIC Educational Resources Information Center

Green, Stephen; And Others

This final report is a product of a Preservation Planning Program (PPP) self-study conducted by the Colorado State University Library (CSUL) working with the Association of Research Libraries' (ARL) Office of Management Studies (OMS). Designed to put self-help tools into the hands of library staff responsible for developing plans and procedures…

Distributional Effects of Early Childhood Programs and Business Incentives and Their Implications for Policy. Upjohn Institute Staff Working Paper No. 09-151

ERIC Educational Resources Information Center

Bartik, Timothy J.

2009-01-01

This paper is a draft of Chapter 8 of a planned book, "Preschool and Jobs: Human Development as Economic Development, and Vice Versa". This book analyzes early childhood programs' effects on regional economic development. Four early childhood programs are considered: (1) universally accessible preschool for four-year-olds of similar…

Performance Measures in Out-of-School Time Evaluation. Out-of-School Time Evaluation Snapshot, Number 3.

ERIC Educational Resources Information Center

Harvard University Harvard Family Research Project, 2004

2004-01-01

Increasingly, out-of-school time programs are being asked to provide data that documents their progress and demonstrates their results. But for many OST programs and their over-worked staff this added responsibility is the "straw that broke the camel?s back." Across the country there is a cry from programs for help in deciding what to measure and…

Project LEAP: The Labor Education Achievement Program. A Program To Improve the Literacy Level and Productivity of the Workforce. Final Project Report. April 1, 1991-September 30, 1992.

ERIC Educational Resources Information Center

Metropolitan Baltimore Council of AFL-CIO Unions, MD.

Maryland's Labor Education Achievement Program (LEAP) worked with a wide diversity of union workers in multiple industries and within numerous private companies and public agencies over a dispersed geographic area. Staff development included a workshop for local coordinators and a teacher inservice training session. LEAP provided…

Workers Compensation Cost Containment

DTIC Science & Technology

1995-12-01

16 Return to Work Program Q1. Q2. Q3. Does your company have a modified work (light duty) program for industrial injured workers ? Yes - 14 No - 2...your Medical Department monitor the outside medical treatment of industrial injuries? Yes - 13 companies No - 3 companies On average how long does your...site - 6 On site - 10 b. Do you have a legal counsel on the claim staff to compensation claims? Yes - 4 No - 12 litigate workers ’ NSRB.SRB PAGE 18 DATE

Impact of a provider training program on the treatment of children with autism spectrum disorder at psychosocial care units in Brazil.

PubMed

Silva, Luciana C; Teixeira, Maria C T V; Ribeiro, Edith L; Paula, Cristiane S

2017-12-18

To develop, implement, and verify the impact of a training program for health care providers working with children with autism spectrum disorder (ASD) in psychosocial care centers for children and adolescents (Centro de Atenção Psicossocial à Infância e à Adolescência - CAPSi) in São Paulo, Brazil. This quasi-experimental study was conducted with 14 professionals from four CAPSi units. The training program consisted of six phases: 1) pre-intervention observation; 2) meeting with staff to assess the main needs of the training program; 3) developing materials for training and evaluation; 4) meetings to discuss program implementation; 5) a final meeting for case discussion and evaluation; and 6) distance supervision. Three measures were used to evaluate the training program: i) the Knowledge, Attitudes, and Practices (KAP) questionnaire; ii) videos containing questions designed to assess program comprehension; and iii) a satisfaction survey. Thirteen videos were produced to as visual aids for use during the training program, and a further 26 videos were developed to evaluate it. The program was well evaluated by the participants. The video responses and KAP questionnaire scores suggest that staff knowledge and attitudes improved after training. The positive findings of this study suggest that the tested training program is feasible for use with multidisciplinary teams working in the CAPSi environment.

Staff Development Program Evaluation.

ERIC Educational Resources Information Center

Ashur, Nina E.; And Others

An evaluation of the staff development program at College of the Canyons (California) was conducted in 1991 to provide information applicable to program improvement. Questionnaires were distributed to all faculty, classified staff, and flexible calendar program committee and staff development advisory committee members, resulting in response rates…

Slip, Trip and Fall Prevention for Healthcare Workers

MedlinePlus

... compensation claims. Researchers worked with hospital staff to design, implement, and evaluate a comprehensive STF prevention program ... hospital building Figure 4.2. Area of sloped pavement that should be highlighted with Safety Yellow paint ...

76 FR 17999 - Geriatrics and Gerontology Advisory Committee; Notice of Meeting

Federal Register 2010, 2011, 2012, 2013, 2014

2011-03-31

... and programs to meet the medical, psychological, and social needs of older Veterans and evaluates VA... on VA's employee staff working in the area of geriatrics (to include training, recruitment and...

[Introduction of Shimane University's outside funded support project for female researchers and healthcare staff].

PubMed

Tsumori, Toshiko

2013-09-01

Shimane University has started to provide facilities and services to female researchers and healthcare staff who have worked for the university or its hospital after 2007. This initiative had been supported by grants from the Japanese Ministry of Education, Culture, Sports, Science and Technology until 2010. Over time, it has become clear that these efforts, including a day-and-night nursery, day-care for sick children, temporary day-care, after-school programs, and research support system have effectively sustained female researchers and staff in maintaining a balance between private life and work. It is essential that the university devote part of its budget along with outside funding for continued childcare, which has so motivated these female employees. Moreover, it is expected that these efforts will become an effective recruitment tool for excellent young teachers and researchers.

Prison Education's Role in Challenging Offending Behaviour. Mendip Papers MP 047.

ERIC Educational Resources Information Center

Ripley, Paul

Prison education can play a positive role in challenging offending behavior of prisoners. A drop in recidivism rates can be achieved by education that works toward attitudinal change, according to programs being implemented in the United Kingdom. To ensure that staff in prison education understand the implications of working toward the reduction…

"Good Work Awards:" Effects on Children's Families. Technical Report #12.

ERIC Educational Resources Information Center

Chun, Sherlyn; Mays, Violet

This brief report describes parental reaction to a reinforcement strategy used with children in the Kamehameha Early Education Program (KEEP). Staff members report that "Good Work Awards" (GWAs) are viewed favorably by mothers of students. GWAs are dittoed notes sent home with children when they have met a minimum criterion for daily…

Nurse retention in a correctional facility: a study of the relationship between the nurses' perceived barriers and benefits.

PubMed

Chafin, W Sue; Biddle, Wendy L

2013-04-01

Retention of nursing staff is more complex in a correctional facility. After a period of 3 years, only 20% of the staff remained employed at this study facility. Without retention of qualified correctional nurses, there are decreases in access to care, gaps in continuity of care, and less time for mentorship. Trained correctional nurses improve patient and staff safety, provide more education, and are more team-oriented. The purpose of this study was to identify barriers and benefits to nursing staff satisfaction with their job and the likelihood that they will continue to work in correctional settings. Practice and patient care will be favorably impacted if correctional nurses are provided with services such as new hire orientation, clinical ladder programs to recruit and retain nursing staff, and teambuilding.

The work and recovery project: changing organizational culture and practice in New York City outpatient services.

PubMed

Pascaris, Alysia; Shields, Leslie Reed; Wolf, Jessica

2008-01-01

Complex and multiple barriers confront out-patient programs in promoting recovery and addressing mental health recipients' work-related goals. This article describes a focused organizational change project utilizing intensive consultation and technical assistance within five New York City outpatient psychiatric services. The project aimed to increase staff exposure to, understanding and use of work-related and recovery-based concepts to promote consumers' recovery and attainment of employment goals. Tailored assessment, curriculum delivery, and identification and implementation of change objectives were useful strategies in promoting change. This change model can serve to assist programs in their efforts to integrate new approaches and to better understand changes among leadership, staff and consumers, and changes in organizational culture and practice required to support a work and recovery-oriented service paradigm. The project experience suggests that adopting and embracing new practices takes time. Varied and incremental steps toward programmatic and operational changes can be significant and can reap authentic sustainable change occurring in the process of learning, experiencing, internalizing and adjusting to new methods of practice.

Assessment of an intervention to train teaching hospital care providers in quality management

PubMed Central

Francois, P; Vinck, D; Labarere, J; Reverdy, T; Peyrin, J

2005-01-01

Background: Successful implementation of continuous quality improvement (CQI) programs in hospitals remains rare in all countries, making it necessary to experiment with implementation methods while considering the cultural factors of resistance to change. Objective: To assess the impact of an educational intervention on involvement of clinical department staff in the quality process. Setting: Twelve voluntary clinical departments (six experimental and six controls) in a French 2000-bed university hospital comprising 40 clinical departments. Intervention: Three day training seminar to a group of 12–20 staff members from each department. Design: Quasi-experimental post-test only design study with control group conducted 12 months after the intervention with a questionnaire completed in a face-to-face interview. Subjects: 98 trained staff and 100 untrained staff from the six experimental departments and 100 staff from the six control departments. Principal measurements: Declared knowledge of the CQI methods and participation in quality management activities. Results: 286 people (96%) were involved in the study. More of the trained staff knew the CQI methods (62.4%) than staff in the control departments (16.5%) (adjusted odds ratio (ORa) = 10.6 (95% CI 4.97 to 22.62)). More trained staff also participated in quality improvement work groups than control department staff (76.3% v 14.0%; ORa = 27.4 (95% CI 11.6 to 64.4)). In the experimental departments the untrained staff's knowledge of CQI methods and their participation in work groups did not differ from that of control department staff. Conclusions: A continuing education intervention can involve care providers in CQI. Dissemination of knowledge from trained personnel to other staff members remains limited. PMID:16076785

Staff empowerment: a medical record department's preliminary experiences with continuous quality improvement.

PubMed

Markon, E

1992-11-01

After observing the results of continuous quality improvement, no one would argue against its value in the workplace. However, learning to apply the concepts requires change on everyone's part, and the challenge lies in effecting this change. Not everyone will want to work in this type of environment and, if the organization is truly committed to continuous quality improvement, those individuals may have to make hard decisions as to whether the organization is the right place for them to work. Certain skills are required for staff empowerment to be successful, and training in these skills is essential. The medical record department staff learned early in this process that, although the group possessed job skills, interaction and team skills were lacking. The Development Dimensions International program helped the managers and staff identify the weaknesses of the group and provided educational tools for improvement. The changes often are so subtle, the group does not realize anything has changed. It was not until recently, when the medical record department staff was requested by administration to identify department quality improvement projects, that the group looked back at where the process started and realized how different things are today from three years ago--now staff members lead team meetings, work-groups are redesigning their job processes, and teams update the rest of the department staff on its progress at department meetings. Everyone expressed a sense of pride and accomplishment that the group had indeed responded to the challenge. The experiences of the medical record department thus far clearly support empowerment of employees.(ABSTRACT TRUNCATED AT 250 WORDS)

Head Start Staff Reactions to a Novel Tobacco Intervention: A Qualitative Analysis.

PubMed

Keske, Robyn R; Barker, Kathryn M; Geller, Alan C; Hamasaka, Laura; Sparks, Michael; Moody-Thomas, Sarah; Jolicoeur, Denise; Rees, Vaughan W

2016-11-01

As tobacco use becomes increasingly concentrated in communities of low socio-economic position (SEP), scalable cessation interventions are needed. Head Start programs offer one setting in which a family-focused intervention can be implemented in low SEP communities. We assessed the experiences of Head Start (HS) staff who received training in a pilot motivational interviewing (MI) tobacco intervention, to improve future feasibility. Focus group interviews were conducted with HS staff to assess their reactions to MI training and their use of MI in their work with families. Transcripts were analyzed using thematic analysis and a 4-step approach informed by grounded theory. HS staff reported advantages of MI beyond its use as a tobacco intervention, despite systematic barriers to broad implementation. Facilitators of MI use included enhanced engagement with families, and opportunities for professional development. Barriers to MI use included limited institutional support and low priority for a tobacco intervention among families with pressing social and financial concerns. HS Staff voiced support for broader training in MI interventions in HS programs. System-wide standards to ensure adequate training and support for an MI tobacco intervention were identified as priorities.

Developing a Staff Physical Activity Program at Your School: Implementing the Lesser-Used Component of the CSPAP Model

ERIC Educational Resources Information Center

Langley, Katherine; Kulinna, Pamela Hodges

2018-01-01

The purpose of this article is to explore staff physical activity programs in the school setting, describe a viable option for a staff walking program in an elementary school, and determine elementary school staff members' participation and perceptions in one such program. Previous research has shown that placing a focus on staff involvement and…

Personal and professional challenges confronted by hospital staff following hurricane sandy: a qualitative assessment of management perspectives.

PubMed

Morris, Andrea M; Ricci, Karen A; Griffin, Anne R; Heslin, Kevin C; Dobalian, Aram

2016-05-05

Adequate hospital staffing during and after a disaster is critical to meet increased health care demands and to ensure continuity of care and patient safety. However, when a disaster occurs, staff may become both victim and responder, decreasing their ability and willingness to report for work. This qualitative study assessed the personal and professional challenges that affected staff decisions to report to work following a natural disaster and examined the role of management in addressing staff needs and concerns. Semi-structured interviews were conducted with individuals who filled key management roles in the United States Department of Veterans Affairs New York Harbor Healthcare System's response to Superstorm Sandy and during the facility's initial recovery phase. All interviews were audio recorded and transcribed. Three major themes were identified: 1) Barriers to reporting ("Barriers"), 2) Facilitators to reporting ("Facilitators"), and 3) Responses to staff needs and concerns ("Responses"). Atlas.ti 7.1.6 software program was used for the management and analysis of the transcripts. Results indicated that staff encountered several barriers that impeded their ability to report to work at mobile vans at the temporarily nonoperational Manhattan campus or at two other VA facilities in Brooklyn and the Bronx in the initial post-Sandy period including transportation problems, personal property damage, and communication issues. In addition, we found evidence of facilitators to reporting as expressed through descriptions of professional duty. Our findings also revealed that management was aware of the challenges that staff was facing and made efforts to reduce barriers and accommodate staff affected by the storm. During and after a disaster event, hospital staff is often confronted with challenges that affect decisions to report for work and perform effectively under potentially harsh conditions. This study examined barriers and facilitators that hospital staff encountered following a major natural disaster from the management perspective. Insights gained from this study can be used to inform future disaster planning and preparedness efforts, and help ensure that there is adequate staffing to mount an effective response when a disaster occurs, and to recover from its aftermath.

"Wish we would have known that!" Communication Breakdown Impedes Person-Centered Care.

PubMed

Kolanowski, Ann; Van Haitsma, Kimberly; Penrod, Janice; Hill, Nikki; Yevchak, Andrea

2015-06-01

To understand how nursing home staff obtain information needed for implementing person-centered care (PCC) to residents with dementia who exhibit behavioral and psychological symptoms of dementia (BPSD), and how they communicate this information to other staff. Barriers to PCC and information exchange were also explored. Participants were 59 staff from two nursing homes. Focus group methodology captured discussions in eight 1-hr sessions. Sessions were audiotaped and transcribed. Data were analyzed using qualitative content analysis to provide a comprehensive summary of real world context of implementing PCC. To deliver PCC staff identified a need for access to psychosocial/medical history of the resident and knowledge of strategies families used for managing BPSD in the past. However, resident information is not routinely shared with all staff and written documentation systems for communicating resident-specific information do not support the time-pressured work pattern of certified nursing assistants (CNAs). Word-of-mouth was considered more reliable and expedient than educational sessions. CNAs described themselves as visual learners who prefer educational programs addressing individual resident emergent behaviors and programs that are scheduled at dedicated times. To improve PCC the flow of information exchange requires: inclusion of all staff, particularly CNAs; systems of communication that consider the time and resource constraints of nursing homes; development of educational programs for BPSD that are responsive to staff learning styles; administrative investment in nursing leadership to effect these changes; and reimbursement approaches to encourage culture change investments. © The Author 2015. Published by Oxford University Press on behalf of The Gerontological Society of America. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

Work-Related Stressors Among Maternal, Infant, and Early Childhood Home Visiting (MIECHV) Home Visitors: A Qualitative Study.

PubMed

Alitz, Paige J; Geary, Shana; Birriel, Pamela C; Sayi, Takudzwa; Ramakrishnan, Rema; Balogun, Omotola; Salloum, Alison; Marshall, Jennifer T

2018-05-31

Background The Florida Maternal, Infant, and Early Childhood Home Visiting (MIECHV) program delivers evidence-based home visiting services to over 1400 families each year. Home visitors are integral in providing resources for families to promote healthy pregnancy, child development, family wellness, and self-sufficiency. Due to the nature of this work, home visitors experience work-related pressures and stressors that can impact staff well-being and retention. Objectives The purpose of this study was to understand primary sources of work-related stress experienced by home visitors, subsequent effects on their engagement with program participants, and to learn of coping mechanisms used to manage stress. Methods In 2015, Florida MIECHV program evaluators conducted ten focus groups with 49 home visitors during which they ranked and discussed their top sources of work-related stress. Qualitative analysis was conducted to identify emergent themes in work-related stressors and coping/supports. Results Across all sites, the burden of paperwork and data entry were the highest ranked work-related stressors perceived as interfering with home visitors' engagement with participants. The second-highest ranked stressors included caseload management, followed by a lack of resources for families, and dangerous environments. Home visitors reported gratification in their helping relationships families, and relied on coworkers or supervisors as primary sources of workplace support along with self-care (e.g. mini-vacations, recreation, and counseling). Conclusions for practice Florida MIECHV home visitors across all ten focus groups shared similar work-related stressors that they felt diminished engagement with program participants and could impact participant and staff retention. In response, Florida MIECHV increased resources to support home visitor compensation and reduce caseloads, and obtained a competitive award from HRSA to implement a mindfulness-based stress reduction training statewide.

Quality Career/Technical Programs Prepare Students to Succeed in a New, More Challenging Economy

ERIC Educational Resources Information Center

Southern Regional Education Board (SREB), 2008

2008-01-01

Quality career/technical education and its role in school improvement was a primary theme of the 2008 "High Schools That Work" ("HSTW") Staff Development Conference. This newsletter covers crucial topics in quality CTE (career and technical education), including assessing the quality and effectiveness of CT programs, preparing students to succeed…

Family Well-Being in a Participant-directed Autism Waiver Program: The Role of Relational Coordination

ERIC Educational Resources Information Center

Warfield, M. E.; Chiri, G.; Leutz, W. N.; Timberlake, M.

2014-01-01

Background: Massachusetts is one of a very limited number of states exclusively employing participant-direction to deliver autism waiver services to children. A crucial element of this waiver program is the work conducted by the state's Department of Developmental Services (DDS) staff and state-approved providers with waiver families to facilitate…

Preservation at Stony Brook. Preservation Planning Program. Study Report.

ERIC Educational Resources Information Center

Cook, Donald C.; And Others

This final report is a product of a Preservation Planning Program (PPP) self-study conducted by the State University of New York (SUNY), Stony Brook, working with the Association of Research Libraries' (ARL) Office of Management Studies (OMS). The PPP is designed to put self-help tools into the hands of library staff responsible for developing…

Preservation Planning Program. Study Report. Iowa State University Library. Final Report.

ERIC Educational Resources Information Center

Galejs, John; And Others

This final report is a product of a Preservation Planning Program (PPP) self-study conducted by the Iowa State University, working with the Association of Research Libraries' (ARL) Office of Management Studies. The PPP is designed to put self-help tools into the hands of library staff responsible for developing plans and procedures for preserving…

AED's HIV/AIDS Prevention, Care, and Support Programs: International

ERIC Educational Resources Information Center

Academy for Educational Development, 2008

2008-01-01

Founded in 1961, the Academy for Educational Development (AED) is a nonprofit organization working globally to improve health, education, and economic opportunity--the foundation of thriving societies. With a global staff of more than 2,000 focusing on the underserved, AED implements more than 250 programs serving people in all 50 U.S. states and…

AED's HIV/AIDS Prevention, Care, and Support Programs: Domestic

ERIC Educational Resources Information Center

Academy for Educational Development, 2008

2008-01-01

Founded in 1961, the Academy for Educational Development (AED) is a nonprofit organization working globally to improve health, education, and economic opportunity--the foundation of thriving societies. With a global staff of more than 2,000 focusing on the underserved, AED implements more than 250 programs serving people in all 50 U.S. states and…

Working Together To Become Proficient Readers. Early Impact of the Talent Development Middle School's Student Team Literature Program. Report No. 15.

ERIC Educational Resources Information Center

Mac Iver, Douglas J.; Plank, Stephen B.; Balfanz, Robert

The Talent Development Model of Middle School Reform includes a "Student Team Literature" (STL) program that relies on: (1) curricular materials designed to assist students to study great literature; (2) recommended instructional practices, peer assistance processes, and assessments; and (3) staff development, mentoring, and advising to…

Occupational Safety and Health in Vocational Education: A Guide for Administrators, Faculty, and Staff.

ERIC Educational Resources Information Center

Godbey, Frank W.

This guide is intended to help administrators at schools having vocational education programs assess their occupational safety and health needs and establish a program to ensure a safer and more healthful work environment. It consists of three sections: (1) administrative guidelines, (2) technical-regulatory guidelines, and (3) a self-evaluation…

Improving Scientific Communication and Publication Output in a Multidisciplinary Laboratory: Changing Culture Through Staff Development Workshops

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

Noonan, Christine F.; Stratton, Kelly G.

Communication plays a fundamental role in science and engineering disciplines. However, many higher education programs provide little, if any, technical communication coursework. Without strong communication skills scientists and engineers have less opportunity to publish, obtain competitive research funds, or grow their careers. This article describes the role of scientific communication training as an innovative staff development program in a learning-intensive workplace – a national scientific research and development laboratory. The findings show that involvement in the workshop has increased overall participating staff annual publications by an average of 61 percent compared to their pre-workshop publishing performance as well as confidencemore » level in their ability to write and publish peer-reviewed literature. Secondary benefits include improved information literacy skills and the development of informal communities of practice. This work provides insight into adult education in the workplace.« less

HIV and STD testing in prisons: perspectives of in-prison service providers.

PubMed

Grinstead, Olga; Seal, David W; Wolitski, Richard; Flanigan, Timothy; Fitzgerald, Christine; Nealey-Moore, Jill; Askew, John

2003-12-01

Because individuals at risk for HIV and STDs are concentrated in prisons and jails, incarceration is an opportunity to provide HIV and STD testing. We interviewed 72 service providers working in U.S. prisons in four states about their experiences with and perceptions regarding HIV and STD testing in prison. Providers' job duties represented administration, education, security, counseling, and medical care. Providers' knowledge of prison procedures and programs related to HIV and STD testing was narrowly limited to their specific job duties, resulting in many missed opportunities for prevention counseling and referral. Suggestions include increasing health care and counseling staff so posttest counseling can be provided for those with negative as well as positive test results, providing additional prevention programs for incarcerated persons, improving staff training about HIV and STD testing, and improving communication among in-prison providers as well as between corrections and public health staff.

ACHP | News | ACHP Issues Program Comments for DoD

Science.gov Websites

the Secretary of the Interior's Standards. The development of these initial five treatment measures is Artistic and Historic Works and ACHP staff. The ACHP looks forward to the development of further treatment

Employee Resistance to Computer Technology.

ERIC Educational Resources Information Center

Ewert, Alan

1984-01-01

The introduction of computers to the work place may cause employee stress. Aggressive, protective, and avoidance behaviors are forms of staff resistance. The development of good training programs will enhance productivity. Suggestions for evaluating computer systems are offered. (DF)

Case management's value is finally recognized. What happens now? .

PubMed

2015-10-01

In recent years, case management has been recognized as a key in improving healthcare quality and reducing costs, but while hospitals are giving case managers more responsibilities, many administrators are not approving an increase in staff to handle the extra work. Case managers can help their hospital succeed with the Centers for Medicare & Medicaid Services' Value-based Purchasing program, the readmission reduction program, and bundled payments. Case management directors should make sure the hospital's senior leadership understands the roles and responsibilities of case managers and how their interventions can affect outcomes and the bottom line. The number of caseloads depends on the case management model, the responsibilities of case managers, and whether they have assistants or case management extenders who can take over some tasks and allow the licensed staff to work at the top of their licenses. Don't let technology replace communication and patient-centered interactions.

25 CFR 36.86 - Are there staff training requirements?

Code of Federal Regulations, 2011 CFR

2011-04-01

... 25 Indians 1 2011-04-01 2011-04-01 false Are there staff training requirements? 36.86 Section 36... Programs Staffing § 36.86 Are there staff training requirements? (a) All homeliving program staff as well... licensing requirements. (b) All homeliving program staff as well as all employees who supervise students...

25 CFR 36.86 - Are there staff training requirements?

Code of Federal Regulations, 2013 CFR

2013-04-01

... 25 Indians 1 2013-04-01 2013-04-01 false Are there staff training requirements? 36.86 Section 36... Programs Staffing § 36.86 Are there staff training requirements? (a) All homeliving program staff as well... licensing requirements. (b) All homeliving program staff as well as all employees who supervise students...

25 CFR 36.86 - Are there staff training requirements?

Code of Federal Regulations, 2014 CFR

2014-04-01

... 25 Indians 1 2014-04-01 2014-04-01 false Are there staff training requirements? 36.86 Section 36... Programs Staffing § 36.86 Are there staff training requirements? (a) All homeliving program staff as well... licensing requirements. (b) All homeliving program staff as well as all employees who supervise students...

25 CFR 36.86 - Are there staff training requirements?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false Are there staff training requirements? 36.86 Section 36... Programs Staffing § 36.86 Are there staff training requirements? (a) All homeliving program staff as well... licensing requirements. (b) All homeliving program staff as well as all employees who supervise students...

Self-reporting of internal medicine house staff work hours.

PubMed

Saunders, David L; Kehoe, Kimberly C; Rinehart, Vivian H; Berg, Benjamin W

2005-01-01

The 80-hour workweek became a reality for residency programs nationwide on July 1, 2003. In this review of administrative data, we examine the self-reporting of work hours by a cohort of Internal Medicine residents. Data was collected from 27 residents in training at Tripler Army Medical Center over a 4 month period from September 1 to December 31 2002. House staff reported their hours on a daily basis by responding to an email message, as well as on a monthly basis utilizing the Army's UCAPERs (Uniform Chart of Account Personnel System) mandatory monthly workload tracking system. Data from the two separate reporting systems was compared for accuracy, completeness and internal consistency. Compliance with daily reporting was variable (67-97% with overall compliance rate of 86%) but lower when compared with the mandatory military monthly reporting system (95-100%). There were large differences in reporting of average weekly work hours among individual residents when monthly reporting was compared to daily reporting of data with higher averages with monthly data reporting. Weekly totals averaged nearly 12 hours higher when reported monthly compared to reporting on a daily basis (p < 0.0001). A total of 18 residents reported that they worked more than 80 hours per week during one month using monthly data, while only 7 reported that they averaged more than 80 hours with the daily reporting data. When average weekly hours reported on a daily basis were compared with the total number of inpatient days worked over the four month period using a simple regression model, there was a significant relationship with average hours increasing with increasing number of inpatient days worked (adjusted R square = 0. 19, p = 0.01). Little internal consistency was found in the comparison of daily versus monthly work hour reporting, indicating that self-reporting may not provide accurate data. Complying with the 80-hour workweek is crucial for residency programs to maintain accreditation, and thus programs will need a way to accurately capture consistent resident work hour data. Further studies are indicated to determine the most accurate way of assessing house staff work hours.

Helping people in a minimally conscious state develop responding and stimulation control through a microswitch-aided program.

PubMed

Lancioni, Giulio E; Singh, Nirbhay N; O'Reilly, Mark F; Sigafoos, Jeff; D'Amico, Fiora; Buonocunto, Francesca; Navarro, Jorge; Lanzilotti, Crocifissa; Fiore, Pietro; Megna, Marisa; Damiani, Sabino; Marvulli, Riccardo

2017-06-01

Postcoma persons in a minimally conscious state (MCS) and with extensive motor impairment cannot independently access and control environmental stimulation. Assessing the effects of a microswitch-aided program aimed at helping MCS persons develop responding and stimulation control and conducting a social validation/evaluation of the program. A single-subject ABAB design was used for each participant to determine the impact of the program on his or her responding. Staff interviews were used for the social validation/evaluation of the program. Rehabilitation and care facilities that the participants attended. Eleven MCS persons with extensive motor impairment and lack of speech or any other functional communication. For each participant, baseline (A) phases were alternated with intervention (B) phases during which the program was used. The program relied on microswitches to monitor participants' specific responses (e.g., prolonged eyelid closures) and on a computer system to enable those responses to control stimulation. In practice, the participants could use a simple response such as prolonged eyelid closure to generate a new stimulation input. Sixty-six staff people took part in the social validation of the program. They were to compare the program to basic and elaborate forms of externally controlled stimulation, scoring each of them on a six-item questionnaire. All participants showed increased response frequencies (and thus higher levels of independent stimulation input/control) during the B phases of the study. Their frequencies for each intervention phase more than doubled their frequencies for the preceding baseline phase with the difference between the two being clearly significant (P<0.01). Staff involved in the social validation procedure provided significantly higher scoring (P<0.01) for the program on five of the six questionnaire items. A microswitch-aided program can be an effective and socially acceptable tool in the work with MCS persons. The participants and staff's data can be taken as an encouragement for the use of a microswitch-aided program within care and rehabilitation settings for MCS persons.

32 CFR 191.7 - Civilian EEO program staff.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 32 National Defense 2 2010-07-01 2010-07-01 false Civilian EEO program staff. 191.7 Section 191.7...) MISCELLANEOUS THE DOD CIVILIAN EQUAL EMPLOYMENT OPPORTUNITY (EEO) PROGRAM § 191.7 Civilian EEO program staff. (a) EEO Managers, including SEP Managers and other staff who are responsible for EEO and affirmative...

32 CFR 191.7 - Civilian EEO program staff.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 32 National Defense 2 2013-07-01 2013-07-01 false Civilian EEO program staff. 191.7 Section 191.7...) MISCELLANEOUS THE DOD CIVILIAN EQUAL EMPLOYMENT OPPORTUNITY (EEO) PROGRAM § 191.7 Civilian EEO program staff. (a) EEO Managers, including SEP Managers and other staff who are responsible for EEO and affirmative...

32 CFR 191.7 - Civilian EEO program staff.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 32 National Defense 2 2011-07-01 2011-07-01 false Civilian EEO program staff. 191.7 Section 191.7...) MISCELLANEOUS THE DOD CIVILIAN EQUAL EMPLOYMENT OPPORTUNITY (EEO) PROGRAM § 191.7 Civilian EEO program staff. (a) EEO Managers, including SEP Managers and other staff who are responsible for EEO and affirmative...

32 CFR 191.7 - Civilian EEO program staff.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 32 National Defense 2 2012-07-01 2012-07-01 false Civilian EEO program staff. 191.7 Section 191.7...) MISCELLANEOUS THE DOD CIVILIAN EQUAL EMPLOYMENT OPPORTUNITY (EEO) PROGRAM § 191.7 Civilian EEO program staff. (a) EEO Managers, including SEP Managers and other staff who are responsible for EEO and affirmative...

32 CFR 191.7 - Civilian EEO program staff.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 32 National Defense 2 2014-07-01 2014-07-01 false Civilian EEO program staff. 191.7 Section 191.7...) MISCELLANEOUS THE DOD CIVILIAN EQUAL EMPLOYMENT OPPORTUNITY (EEO) PROGRAM § 191.7 Civilian EEO program staff. (a) EEO Managers, including SEP Managers and other staff who are responsible for EEO and affirmative...

Qualified and Unqualified (N-R C) mental health nursing staff - minor differences in sources of stress and burnout. A European multi-centre study

PubMed Central

2010-01-01

Background Unqualified/non-registered caregivers (N-R Cs) will continue to play important roles in the mental health services. This study compares levels of burnout and sources of stress among qualified and N-R Cs working in acute mental health care. Methods A total of 196 nursing staff - 124 qualified staff (mainly nurses) and 72 N-R Cs with a variety of different educational backgrounds - working in acute wards or community mental teams from 5 European countries filled out the Maslach Burnout Inventory (MBI), the Mental Health Professional Scale (MHPSS) and the Psychosocial Work Environment and Stress Questionnaire (PWSQ). Results (a) The univariate differences were generally small and restricted to a few variables. Only Social relations (N-R Cs being less satisfied) at Work demands (nurses reporting higher demands) were different at the .05 level. (b) The absolute scores both groups was highest on variables that measured feelings of not being able to influence a work situation characterised by great demands and insufficient resources. Routines and educational programs for dealing with stress should be available on a routine basis. (c) Multivariate analyses identified three extreme groups: (i) a small group dominated by unqualified staff with high depersonalization, (ii) a large group that was low on depersonalisation and high on work demands with a majority of qualified staff, and (iii) a small N-R C-dominated group (low depersonalization, low work demands) with high scores on professional self-doubt. In contrast to (ii) the small and N-R C-dominated groups in (i) and (iii) reflected mainly centre-dependent problems. Conclusion The differences in burnout and sources of stress between the two groups were generally small. With the exception of high work demands the main differences between the two groups appeared to be centre-dependent. High work demands characterized primarily qualified staff. The main implication of the study is that no special measures addressed towards N-R Cs in general with regard to stress and burnout seem necessary. The results also suggest that centre-specific problems may cause more stress among N-R Cs compared to the qualified staff (e.g. professional self-doubt). PMID:20546587

Partnerships in obesity prevention: maximising co-benefits.

PubMed

Jones, Michelle; Verity, Fiona

2017-03-01

Issue addressed Partnerships were used to increase healthy eating and active living in children for the Obesity Prevention and Lifestyle (OPAL) program, a systems-wide, community-based childhood obesity prevention program in South Australia. This part of the multi-component evaluation examines stakeholders' perceptions of how OPAL staff worked in partnership and factors contributing to strong partnerships. Methods Pre- and post-interviews and focus groups with multi-sector stakeholders (n=131) across six OPAL communities were analysed using NVivo8 qualitative data analysis software. Results Stakeholders reflected positively on projects developed in partnership with OPAL, reporting that staff worked to establish co-benefits. They identified several factors that contributed to the strengthening of partnerships: staff skills, visibility, resources and sustainability. Conclusions Rather than implementing projects with stakeholders with shared organisational goals, local shared projects were implemented that included a breadth of co-benefits, allowing multi-sector stakeholders to meet their own organisational goals. Practitioners who have the capacity to be flexible, persistent, knowledgeable and skilled communicators are required to negotiate projects, achieving benefit for both health and stakeholders' organisational goals. So what? Engaging in partnership practice to broker co-benefits at the micro or program level has been an effective model for community engagement and change in OPAL. It foregrounds the need for the inclusion of value to partners, which differs from situations in which organisations come together around common goals.

The effects of arts-in-medicine programming on the medical-surgical work environment

PubMed Central

Sonke, Jill; Pesata, Virginia; Arce, Lauren; Carytsas, Ferol P.; Zemina, Kristen; Jokisch, Christine

2015-01-01

Background: Arts in medicine programs have significant impacts on patients and staff in long-term care environments, but the literature lacks evidence of effectiveness on hospital units with shorter average lengths of stay. Methods: The qualitative study used individual structured interviews to assess the impacts of arts programming on job satisfaction, stress, unit culture, support, quality of care, and patient outcomes on a short-term medical-surgical unit, and used a qualitative cross comparison grounded theory methodology to analyze data. Results: The study confirmed that arts programming can positively affect unit culture, nursing practice, and quality of care on short-stay medical-surgical units. Significant insights related to nursing practice and the art program were found, including that music can cause negative distraction for staff. Conclusions: While positive impacts of arts programming on the medical-surgical environment are clear, potential negative effects also need to be considered in the development of practice protocols for artists. PMID:25544861

Stress Levels of Nurses in Oncology Outpatient Units.

PubMed

Ko, Woonhwa; Kiser-Larson, Norma

2016-04-01

Oncology nursing is often a source of substantial stress for nurses. Many nurses, particularly novice nurses, have inadequate preparation to care for patients at the end of life and their families. Unless nurses prevent or manage work-related stress by using effective coping strategies, oncology nursing staff will continue to suffer from burnout and compassion fatigue. The purpose of this article is to identify stress levels and stressful factors of nurses working in oncology outpatient units and to explore coping behaviors for work-related stress of oncology staff nurses in outpatient units. A descriptive, cross-sectional design was used to identify stress levels and stressful factors for outpatient oncology nurses, investigate differences in stress levels among nurses' demographic characteristics, and explore coping behaviors of the nurses. Study participants (N = 40) included RNs and licensed practical nurses who completed the Nursing Stress Scale, three open-ended questions, and a demographic questionnaire. The highest sources of stress were workload and patient death and dying. Demographic variables of age and work experience in nursing showed a significant positive relationship to work-related stress scores. The three most frequently used coping behaviors were verbalizing, exercising or relaxing, and taking time for self. Continuing education programs on stress management are highly recommended. Outpatient oncology nurses should be nurtured and supported through tailored interventions at multiple levels to help them find effective coping strategies and develop self-care competencies. Although younger and less experienced nurses had lower mean stress scores than older and more experienced nurses, the continuing education programs and tailored interventions would be helpful for all oncology nursing staff.

Student-Authored Hypermedia in Veterinary Anatomy: Teaching and Learning Outcomes of Group Project Work.

ERIC Educational Resources Information Center

Garvin, Anthony; Carrington, Stephen

1997-01-01

Describes the Directed-Self Education program at the University of Bristol (England) for undergraduate small-group project work in veterinary science that was designed to support students in developing personal study and information technology skills. It also produced student-authored hypermedia tools which could be repurposed by staff as teaching…

Sharing the Load: Understanding the Roles of Academics and Host Supervisors in Work-Integrated Learning

ERIC Educational Resources Information Center

Winchester-Seeto, Theresa; Rowe, Anna; Mackaway, Jacqueline

2016-01-01

Student supervision is a key factor underpinning the success of work-integrated learning programs. Supervisory responsibilities can be shared across a number of stakeholders including university staff and host/workplace supervisors. While there have been attempts to understand the roles played by each of these stakeholders, little research has…

In Final Months, Education Department Seeks Teachers' Advice

ERIC Educational Resources Information Center

Hoff, David J.; Keller, Bess

2008-01-01

This article reports that by next fall--only months before she leaves office--U.S. Secretary of Education Margaret Spellings plans to have five teachers on her staff and set up a group of 20 ad hoc advisers still working in classrooms. Under the Teaching Ambassador Fellowship program the teachers would work at the department for one year starting…

Developing Globally Competent Engineering Researchers: Outcomes-Based Instructional and Assessment Strategies from the IREE 2010 China Research Abroad Program

ERIC Educational Resources Information Center

Jesiek, Brent K.; Haller, Yating; Thompson, Julia

2014-01-01

Responding to globalization trends, many engineering schools are internationalizing their courses and curricula to prepare graduates for careers that involve working across countries and cultures. As a result, both students and staff are looking beyond study abroad to international work, research, and service learning opportunities as alternate…

Workplace Communication Skills, Workplace Basic Skills, & Literacy Training in UAW-Chrysler Region 3. Final Performance Report.

ERIC Educational Resources Information Center

Indiana Vocational Technical Coll., Indianapolis.

A workplace literacy partnership program model was demonstrated at four Chrysler plants in Indiana. Objectives were to improve workers' individual skills, enhance personal productivity, and increase work force job security and plant competitiveness. During the 3-month start-up phase, project staff worked with management and labor representatives…

Shark Bite Meetings for Creative Program Planning

ERIC Educational Resources Information Center

Pellien, Tamara; Yergeau, Steven

2017-01-01

The strength of Cooperative Extension lies in the breadth of knowledge and experience of its faculty and staff. Yet those working in Extension can get so bogged down by the weight of this knowledge and become so focused on details, ownership, and process that it can be hard to respond to emerging needs or work effectively as a group. "Shark…

Integrated Pest Management in Schools Program Brochure

EPA Pesticide Factsheets

Our Nation's children spend a considerable amount of their time in schools, as do teachers and school support staff. EPA is working to reduce the risk that both children and employees experience from pests and pesticides in and around schools.

Mental Illness Training on the Internet for Nurse Aides: A Replication Study

PubMed Central

Irvine, A. Blair; Billow, Molly B.; McMahon, Edward; Eberhage, Mark G.; Seeley, John R.; Bourgeois, Michelle

2013-01-01

Internet training courses for Nurse Aides (NA) in long term care facilities (LTCs) have been shown to be effective., Little is known, however, about Internet training effects on NAs in a non-research context, or about continued utilization of an available training program. In this research, a replication study was conducted with the Internet training program Caring Skills: Working with Mental Illness. Three LTCs provided the training to all NAs, each within a one-month interval scheduled during consecutive months. Supervisors were interviewed subsequently about their experiences organizing and supervising the training. Participants in all three LTCs showed positive pre-posttests effects with large effect sizes on situational knowledge and self-efficacy, and knowledge about mental illness. Users rated the program highly, and they indicated that it would improve quality of their resident care. Supervisors praised the training, and they said NAs were using recommended training behaviors. Although available to all staff, nursing and other staff made little use of the training in subsequent months. Training for NAs on the internet thus appears feasible, and it is perceived to be beneficial for resident care. Plans for continued utilization and dissemination of best practices to other staff, however, should be integrated when planning for staff training on the Internet. PMID:23379724

Bullying in Senior Living Facilities: Perspectives of Long-Term Care Staff.

PubMed

Andresen, Felicia J; Buchanan, Jeffrey A

2017-07-01

Resident-to-resident bullying has attracted attention in the media, but little empirical literature exists related to the topic of senior bullying. The aim of the current study was to better understand resident-to-resident bullying from the perspective of staff who work with older adults. Forty-five long-term care staff members were interviewed regarding their observations of bullying. Results indicate that most staff members have observed bullying. Verbal bullying was the most observed type of bullying, but social bullying was also prevalent. Victims and perpetrators were reported to commonly have cognitive and physical disabilities. More than one half of participants had not received formal training and only 21% reported their facility had a formal policy to address bullying. The implications of these results support the need for detailed policies and training programs for staff to effectively intervene when bullying occurs. [Journal of Gerontological Nursing, 43(7), 34-41.]. Copyright 2017, SLACK Incorporated.

Client-centered design of residential addiction and mental health care facilities: staff perceptions of their work environment.

PubMed

Novotná, Gabriela; Urbanoski, Karen A; Rush, Brian R

2011-11-01

In this article we discuss the findings from a series of focus groups conducted as part of a 3-year, mixed-method evaluation of clinical programs in a large mental health and substance use treatment facility in Canada. We examined the perceptions of clinical personnel on the physical design of new treatment units and the impact on service delivery and the work environment. The new physical design appeared to support client recovery and reduce stigma; however, it brought certain challenges. Participants reported a compromised ability to monitor clients, a lack of designated therapeutic spaces, and insufficient workspace for staff. They also thought that physical design positively facilitated communication and therapeutic relationships among clinicians and clients, and increased team cohesion. We suggest that, from these findings, new avenues for research on achieving the important balance between client and staff needs in health facility design can be explored.

The Role of Containment: American Middle East Policy and the Islamic Republic of Iran

DTIC Science & Technology

2016-06-10

WORK UNIT NUMBER 7. PERFORMING ORGANIZATION NAME( S ) AND ADDRESS(ES) U.S. Army Command and General Staff College ATTN: ATZL-SWD-GD Fort Leavenworth...the U.S. Army Command and General Staff College in partial fulfillment of the requirements for the degree MASTER OF MILITARY ART AND SCIENCE...NUMBER 5b. GRANT NUMBER 5c. PROGRAM ELEMENT NUMBER 6. AUTHOR( S ) CDR Andrew J. Gustafson 5d. PROJECT NUMBER 5e. TASK NUMBER 5f

How Do Leaders Enable Performance in Adverse Conditions Leadership in Defense of the Alcazar

DTIC Science & Technology

2016-06-10

WORK UNIT NUMBER 7. PERFORMING ORGANIZATION NAME( S ) AND ADDRESS(ES) U.S. Army Command and General Staff College ATTN: ATZL-SWD-GD Fort...of the U.S. Army Command and General Staff College in partial fulfillment of the requirements for the degree MASTER OF MILITARY ART AND SCIENCE...CONTRACT NUMBER 5b. GRANT NUMBER 5c. PROGRAM ELEMENT NUMBER 6. AUTHOR( S ) Edward Clark III 5d. PROJECT NUMBER 5e. TASK NUMBER 5f

Hospital safeguards capital program through private sector partnership.

PubMed

Thomas, J; Lungo, A; Bobrow, M

1984-02-01

As access to capital tightens, more hospitals are exploring the benefits of partnerships with private companies. A California hospital, burdened by the long-term debt it incurred for a medical office building, worked together with its medical staff and an outside real estate developer. By selling the building to the developer, not only was the hospital able to finance a much-needed expansion and reconstruction project, but the hospital's medical staff had an opportunity to become limited partners in the ownership of the building.

"The feasibility of implementing cognitive remediation for work in community based psychiatric rehabilitation programs": Correction to McGurk et al. (2017).

PubMed

2017-06-01

Reports an error in "The feasibility of implementing cognitive remediation for work in community based psychiatric rehabilitation programs" by Susan R. McGurk, Kim T. Mueser, Melanie A. Watkins, Carline M. Dalton and Heather Deutsch ( Psychiatric Rehabilitation Journal , 2017[Mar], Vol 40[1], 79-86). In the article, the author order was incorrect due to a printer error. The online version of this article has been corrected. (The following abstract of the original article appeared in record 2017-13255-004.) Objective: Adding cognitive remediation to vocational rehabilitation services improves cognitive and work functioning in people with serious mental illness, but despite interest, the uptake of cognitive programs into community services has been slow. This study evaluated the feasibility of implementing an empirically supported cognitive remediation program in routine rehabilitation services at 2 sites. The Thinking Skills for Work (TSW) program was adapted for implementation at 2 sites of a large psychiatric rehabilitation agency providing prevocational services, but not community-based vocational services, which were provided off-site. Agency staff were trained to deliver TSW to clients with work or educational goals. Cognitive assessments were conducted at baseline and posttreatment, with work and school activity tracked for 2 years. Eighty-three participants enrolled in TSW, of whom 79.5% completed at least 6 of the 24 computer cognitive exercise sessions (M = 16.7) over an average of 18 weeks. Participants improved significantly from baseline to posttreatment in verbal learning and memory, speed of processing, and overall cognitive functioning. Over the follow-up, 25.3% of participants worked and 47.0% were involved in work or school activity. Higher work rates were observed at the site where participants had easier access to vocational services. The results support the feasibility of implementing the TSW program by frontline staff in agencies providing psychiatric rehabilitation, and suggest that ease of access to vocational services may influence work outcomes. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

The effectiveness of an aged care specific leadership and management program on workforce, work environment, and care quality outcomes: design of a cluster randomised controlled trial

PubMed Central

2013-01-01

Background A plethora of observational evidence exists concerning the impact of management and leadership on workforce, work environment, and care quality. Yet, no randomised controlled trial has been conducted to test the effectiveness of leadership and management interventions in aged care. An innovative aged care clinical leadership program (Clinical Leadership in Aged Care − CLiAC) was developed to improve managers’ leadership capacities to support the delivery of quality care in Australia. This paper describes the study design of the cluster randomised controlled trial testing the effectiveness of the program. Methods Twenty-four residential and community aged care sites were recruited as managers at each site agreed in writing to participate in the study and ensure that leaders allocated to the control arm would not be offered the intervention program. Sites undergoing major managerial or structural changes were excluded. The 24 sites were randomly allocated to receive the CLiAC program (intervention) or usual care (control), stratified by type (residential vs. community, six each for each arm). Treatment allocation was masked to assessors and staff of all participating sites. The objective is to establish the effectiveness of the CLiAC program in improving work environment, workforce retention, as well as care safety and quality, when compared to usual care. The primary outcomes are measures of work environment, care quality and safety, and staff turnover rates. Secondary outcomes include manager leadership capacity, staff absenteeism, intention to leave, stress levels, and job satisfaction. Differences between intervention and control groups will be analysed by researchers blinded to treatment allocation using linear regression of individual results adjusted for stratification and clustering by site (primary analysis), and additionally for baseline values and potential confounders (secondary analysis). Outcomes measured at the site level will be compared by cluster-level analysis. The overall costs and benefits of the program will also be assessed. Discussion The outcomes of the trial have the potential to inform actions to enhance leadership and management capabilities of the aged care workforce, address pressing issues about workforce shortages, and increase the quality of aged care services. Trial registration Australian New Zealand Clinical Trials Registry (ACTRN12611001070921) PMID:24160714

Clinical Partnership at a Distance: A Design That Transforms Teaching and Leadership

ERIC Educational Resources Information Center

Adams, Alyson; Ross, Dorene D.

2014-01-01

In this article we describe a graduate program for practicing teachers at the University of Florida. Offered in a blended format (mostly online but supported by a local faculty member), the program embeds graduate work within school reform efforts in hard to staff schools in partner school districts up to 350 miles away from campus in order to…

It's off to Work We Go: Attitude toward Disability at Vocational Training Programs at Jewish Summer Camps

ERIC Educational Resources Information Center

Olson, Daniel

2017-01-01

Baglieri and Shapiro (2012) argue that considering attitudes toward disability is an important step toward building a more inclusive society. This study examines attitudes toward disability of staff members of vocational and independent living skills programs for young adults with disabilities in four Jewish summer camps. McDermott and Varenne's…

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

Burton, J. C.; Environmental Research

The Commodity Credit Corporation (CCC) of the U.S. Department of Agriculture (USDA) has entered into an interagency agreement with the U.S. Department of Energy (DOE) under which Argonne National Laboratory provides technical assistance for hazardous waste site characterization and remediation for the CCC/USDA. Carbon tetrachloride is the contaminant of primary concern at sites in Kansas where former CCC/USDA grain storage facilities were located. Argonne applies its QuickSite(reg sign) Expedited Site Characterization (ESC) approach to these former facilities. The QuickSite environmental site characterization methodology is Argonne's proprietary implementation of the ESC process (ASTM 1998). Argonne has used this approach at severalmore » former CCC/USDA facilities in Kansas, including Agenda, Agra, Everest, and Frankfort. The Argonne ESC approach revolves around a multidisciplinary, team-oriented approach to problem solving. The basic features and steps of the QuickSite methodology are as follows: (1) A team of scientists with diverse expertise and strong field experience is required to make the process work. The Argonne team is composed of geologists, geochemists, geophysicists, hydrogeologists, chemists, biologists, engineers, computer scientists, health and safety personnel, and regulatory staff, as well as technical support staff. Most of the staff scientists are at the Ph.D. level; each has on average, more than 15 years of experience. The technical team works together throughout the process. In other words, the team that plans the program also implements the program in the field and writes the reports. More experienced scientists do not remain in the office while individuals with lesser degrees or experience carry out the field work. (2) The technical team reviews, evaluates, and interprets existing data for the site and the contaminants there to determine which data sets are technically valid and can be used in initially designing the field program. A basic mistake sometimes made in the site characterization process is failure to use technically sound available data to form working hypotheses on hydrogeology, contaminant distribution, etc. for initial testing. (3) After assembling and interpreting existing data for the site, the entire technical team visits the site to identify as a group the site characteristics that might prohibit or enhance any particular technological approach. Logistic and community constraints are also identified at this point. (4) After the field visit, the team selects a suite of technologies appropriate to the problem and completes the design of the field program. No one technique works well at all sites, and a suite of techniques is necessary to delineate site features fully. In addition, multiple technologies are employed to increase confidence in conclusions about site features. Noninvasive and minimally invasive technologies are emphasized to minimize risk to the environment, the community, and the staff. In no case is the traditional approach of installing a massive number of monitoring wells followed. A dynamic work plan that outlines the program is produced for the sponsoring and regulatory agencies. The word ''dynamic'' is emphasized because the work plan is viewed as a guide, subject to modification, for the site characterization activity, rather than a document that is absolute and unchangeable. Therefore, the health and safety plan and the quality assurance/quality control plan must be broad and encompass all possible alterations to the plan. The cooperation of the regulating agency is essential in successful implementation of this process. The sponsoring and regulatory agencies are notified if significant changes to the site-specific work plan are necessary. (5) The entire team participates in the technical field program. Several technical activities are undertaken simultaneously. These may range from different surface geophysics investigations to vegetation sampling. Data from the various activities are reduced and interpreted each day by the technical staff. Various computer programs are used to visualize and integrate the data. However, people do the data interpretation and integration, not the computers, which are just one more tool at the site. At the end of the day, the staff members meet, review results, and modify the next day's program as necessary to optimize activities that are generating overlapping or confirming site details. Data are not arbitrarily discarded -- each finding must be explained and understood. Anomalous readings may be due to equipment malfunctions, laboratory error, or the inability of a technique to work in a given setting. The suite of selected technologies is adjusted in the field if necessary. (6) The end result of this process is the optimization of the field activity to produce a high-quality technical product that is cost and time effective.« less

Marketing and social work--synergy in long-term care.

PubMed

Loomis, L M; Bufano, J T

1985-08-01

The concept of marketing is new to the long-term care industry. Limited financial resources dictate that administrators investigate ways to supplement marketing staff. St. John's Home in Rochester, New York, has focused attention on the way in which social work can enhance the effectiveness of the marketing program. Presented here is the role of social work in the marketing mix: product, place, price, promotion, and public relations.

Training Out-of-School Time Staff. Part 2 in a Series on Implementing Evidence-Based Practices in Out-of-School Time Programs: The Role of Frontline Staff. Research-to-Results Brief. Publication #2009-05

ERIC Educational Resources Information Center

Metz, Allison J. R.; Burkhauser; Mary; Bowie, Lillian

2009-01-01

A skilled and sustainable workforce is one of the most important markers of high-quality out-of-school time programs. Given the links between skilled staff, high-quality programs, and better youth outcomes, staff training has become an essential part of program implementation. To expand what is known about staff training, Child Trends recently…

French Interim MALE UAV Program

DTIC Science & Technology

2003-09-02

MINISTÈRE DE LA DÉFENSE June, 13th 2002 Lcl Monsterleet FAF Staff J. Caron EADS S&DE-ISR FRENCH INTERIM MALE UAV PROGRAM 4 INDUSTRIAL STATUS Report...2003 2. REPORT TYPE N/A 3. DATES COVERED - 4. TITLE AND SUBTITLE French Interim Male UAV Program 5a. CONTRACT NUMBER 5b. GRANT NUMBER 5c...PROGRAM ELEMENT NUMBER 6. AUTHOR(S) 5d. PROJECT NUMBER 5e. TASK NUMBER 5f. WORK UNIT NUMBER 7. PERFORMING ORGANIZATION NAME(S) AND ADDRESS(ES) EADS

28 CFR 545.11 - Procedures.

Code of Federal Regulations, 2010 CFR

2010-07-01

... Judicial Administration BUREAU OF PRISONS, DEPARTMENT OF JUSTICE INSTITUTIONAL MANAGEMENT WORK AND COMPENSATION Inmate Financial Responsibility Program § 545.11 Procedures. When an inmate has a financial obligation, unit staff shall help that inmate develop a financial plan and shall monitor the inmate's...

A Quality Approach to Writing Assessment.

ERIC Educational Resources Information Center

Andrade, Joanne; Ryley, Helen

1992-01-01

A Colorado elementary school began its Total Quality Management work about a year ago after several staff members participated in an IBM Leadership Training Program addressing applications of Deming's theories. The school's new writing assessment has increased collegiality and cross-grade collaboration. (MLH)

Integration of Staff Development and Research: Description of the Staff Development Project in Progress for the School Year 1975-1976. Technical Report #62.

ERIC Educational Resources Information Center

Speidel, Gisela E.

This report from the Kamehameha Early Education Program (KEEP) describes the 1975-76 KEEP staff development program, which was designed to integrate staff development and research. Specific purposes of the program were: (1) to develop the abilities of the teaching staff in teaching, consultation, and research; (2) to conduct pilot research in…

The Training Process of the Organization Development and Training Office

NASA Technical Reports Server (NTRS)

Johnson, Melissa S.

2004-01-01

The Organization Development and Training Office provides training and development opportunities to employees at NASA Glenn Research Center, as a division of the Office of Human Resources and Workforce Planning. Center-wide required trainings, new employee trainings, workshops and career development programs are organized by the OD&TO staff. They also arrange all academic, non-academic, headquarters, fellowship and learning center sponsored courses. They also service organizations wishing to work more effectively by facilitating teambuilding exercises. Equal Opportunity programs and upward mobility programs such as the STEP and GO programs for administrative staff. In working with my mentor I am very involved with Cuyahoga Community College classes, mandatory supervisory training and administrative staff workshops. My largest tasks are in the secretarial training category. The Supporting Organizations And Relationships workshop for administrative personnel, commonly known as SOAR, began last year and continued this summer with follow-up workshops. Months before a workshop or class is brought to Glenn, a need has to be realized. In this case, administrative staff did not feel they had an opportunity to receive relevant training and develop skills through teambuilding, networking and communication. A Statement of work is then created as several companies are contacted about providing the training. After the company best suited to meet the target group s needs is selected, the course is announced with an outline of all pertinent information. A reservation for a facility is made and applications or nominations, depending on the announcement s guidelines, are received from interested employees. Confirmations are sent to participants and final preparations are made but there are still several concluding steps. A training office staff member also assists the facilitator with setting up the facility and introducing the class. After the class, participants evaluations are read and summarized to determine the effectiveness of the class and instructor. In addition to the SOAR workshops, I have several projects and daily tasks to complete. Coding training applications, which require me to be familiar with Glenn s budgetary allocations and policies on training, is an ongoing process. It also requires verifying information reported by an employee via her C-478 form, more commonly known as the training application. I am also the point of contact for the Cuyahoga Community College Advising Sessions held here at NASA Glenn which involves coordinating counselors visits with employees schedules. Two databases had to be created. The first database holds information on administrative staff, and the other tracks supervisors training histories. Through these assignments I gained experience in Microsoft Access 2002 and spreadsheet creation, communicating with co-workers, and successfully facilitating a training to serve specific purposes. With trainings and evaluations to assessment them, the Organization Development and Training Office can assure a quality product and continued customer satisfaction.

Santa Fe Community College Staff Development Programs, Policies and Procedures.

ERIC Educational Resources Information Center

Santa Fe Community Coll., NM.

This collection of materials describes various aspects of Santa Fe Community College's (SFCC's) faculty and staff development program. Part 1 explains the philosophy that underpins staff development at SFCC; the planning, programming, information dissemination, and evaluation phases of staff development; and the use of professional development…

Implementation and outcomes of an evidence-based precepting program for burn nurses.

PubMed

Robbins, Johnnie R; Valdez-Delgado, Krystal K; Caldwell, Nicole W; Yoder, Linda H; Hayes, Elizabeth J; Barba, Michaèl G; Greeley, Hope L; Mitchell, Colleen; Mann-Salinas, Elizabeth A

2017-11-01

There is significant nationwide interest in transitioning new and new-to-specialty nurses into practice, especially in burn care. Lack of a structured transition program in our Burn Center was recognized as a contributing factor for nursing dissatisfaction and increased turnover compared to other hospital units. Employee evaluations exposed a need for more didactic instruction, hands-on learning, and preceptor support. The goal of this project was to implement an evidence-based transition to practice program specific to the burn specialty. The Iowa Model of Evidence-based Practice served as the model for this project. A working group was formed consisting of nurse scientists, clinical nurse leaders, clinical nurse specialists, lead preceptors, staff nurse preceptors and wound care coordinators. A systematic review of the literature was conducted focusing on nurse transition; preceptor development and transitioning nurse training programs with competency assessment, ongoing multifaceted evaluation and retention strategies were created. The evidence-based Vermont Nurses in Partnership (VNIP) Clinical Transition Framework was selected and subsequent education was provided to all Burn Center leaders and staff. Benchmarks for basic knowledge assessment (BKAT) and burn wound care were established among current staff by work site and education level to help evaluate transitioning nurses. Policies were modified to count each preceptor/transitioning nurse dyad as half an employee on the schedule. Multiple high-fidelity simulation scenarios were created to expand hands-on opportunities. From September 2012-December 2013, 110 (57% acute care nursing) Burn Center staff attended the VNIP Clinical Coaching Course, to include 34 interdisciplinary staff (rehabilitation, education, respiratory therapy, and outpatient clinic staff) and 100% of identified preceptors (n=33). A total of 30 new nurses participated in the transition program: 26 (87%) completed, 3 (10%) did not complete, and 1 (3%) received exception (no patient care). Transitioning nurses achieved passing BKAT scores (n=22; 76%) and WC scores (n=24; 93%); individual remediation was provided for those failing to achieve unit benchmarks and transition training was modified to improve areas of weakness. Transitioning nurses' weekly competency progression average initial ratings on a 10 point scale (10 most competent) were 5±2; final ratings averaged 9±1 (n=25) (p<0.0001). An evidence-based team practice approach toward preceptorship created a standardized, comprehensive and flexible precepting program to assist and support transition to specialty burn practice for experienced nurses. Use of objective metrics enabled ongoing assessment and made training adaptable, individualized, and cost effective. Application of this standardized approach across our organization may improve consistency for all transitions in practice specialty. Copyright © 2017. Published by Elsevier Ltd.

Staff Attitudes Regarding the Impact of a Therapy Dog Program on Military Behavioral Health Patients.

PubMed

Brisson, Sara; Dekker, Anthony H

Human-animal interactions in the form of animal-assisted therapy (AAT) have become common in both civilian and military health care facilities. Evidence supports AAT as a beneficial therapeutic alternative for patients with physical disabilities and psychological disorders. Few studies have been conducted in the civilian health care setting to evaluate staff attitudes regarding the impact of an AAT program on behavioral health (BH) patients. To our knowledge, no research has examined staff attitudes on the impact and effectiveness of AAT on active-duty Servicemembers in a BH program at a military facility. At the completion of a year-long AAT dog program and after institutional review board exemption, an anonymous, six-question survey was used to examine staff attitudes (n = 29) regarding the impact and continuation of the program with military BH patients. Most staff members (86%) believed the AAT dog program had a positive impact on the BH patients, including improved patient mood, greater patient relaxation, improved patient attitude toward therapy, and increased social interactions among patients. All the staff reported a desire to continue the program at the military facility. Most BH staff thought the year-long AAT dog program had a positive impact on patients. All staff supported continuation of the program. 2017.

On the role of correctional officers in prison mental health.

PubMed

Dvoskin, Joel A; Spiers, Erin M

2004-01-01

This article discusses the role of correctional line staff in treatment of prison inmates with serious mental illness. The authors assert that many roles and duties traditionally attributed to clinicians can and often should be performed not only by mental health professionals, but by line staff such as correctional officers and nurses. Moreover, the optimal climate for effective treatment is one in which mental health professionals and line staff work collaboratively, especially since line staff alone are in contact with inmates 24 hours per day. The specific activities which comprise mental health treatment in prison are described as: 1) counseling and psychotherapy-talking with inmates, 2) consultation-talking about inmates, 3) special housing, activities, and behavioral programs, and 4) medication. Case examples demonstrate how correctional officers, nurses, and other line staff perform each of these activities. Recognition and nurturance of these activities will improve the quality of services and reduce stress on staff and inmates alike. Consultation with line staff, joint training, and use of multi-disciplinary treatment teams are advocated as methods of reaching these goals.

Say YES to a Youngster`s Future{trademark}. Final quarterly technical report, November 1995--August 1996

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

Martin-Ross, B.V.

1996-09-01

Those persons more greatly affected negatively by social violence have often survived circumstances which seemed insurmountable to others in society, who are better isolated economically and socially from social ills. Such is the case of the young students and their families in the West Las Vegas, Nevada community. This year`s Say YES Family Learning Center began in the midst of drive-by shootings, fear and apprehension on the part of both Say YES staff members and their clients. Meetings were held with community leaders and parents. Not much was done to resolve the core problems that caused the shootings, but justmore » the communal gathering and sharing was enough to move on, to keep working, trying to make a difference for the younger generation. Though the NUC and Department of Energy administrators and support staff did their best at trying to reconcile the many differences and conflicts, tension continued to characterize the work at the Las Vegas Family Learning Centers. The staff appeared distrustful of any delays or inaction due to the frozen finances of the US government, and of the resulting cutbacks. Inclement weather in the nation`s capital did not help an already strained program. Still children and their parents and/or adult assistants learned Hands-On Family Math, Science, and Technology the Say YES way. The veteran Family Learning Center staff worked diligently despite human and bureaucratic shortcomings. Teachers in the Clark County School District were once again trained and made ready to share their knowledge daily in the classroom. This report describes the Say YES program and its implementation in West Las Vegas, NV.« less

[Application of multiple-attribute utility technology (MAUT) to decisions about a work-site stress-control intervention for public-sector office workers].

PubMed

Hagihara, Akihito; Tarumi, Kimio

2013-01-01

The reasons behind the establishment of particular health-promotion programs in community or work settings are often unclear, and such programs are rarely evaluated from a broad perspective after they are implemented. Thus, multiattribute utility technology (MAUT) was used to design a work-site stress-control program. The sample consisted of public-sector workers in B City in Japan. Stakeholders in the work-site stress-control program included employers (municipal authorities), employees (public workers), and healthcare personnel. Six goals and three strategies (i.e., personnel, self-care, and staff) related to stress-control programs were considered. The results showed that the self-care strategy received the highest score for overall utility (i.e., 96.2), and the overall-utility score for the remaining two strategies was approximately 70. The self-care strategy emerged as the most useful of the three strategies for developing a stress-control program in a target work place. The application of MAUT may be useful for developing an effective stress-control program in occupational settings.

Implications for patient safety in the use of safe patient handling equipment: a national survey.

PubMed

Elnitsky, Christine A; Lind, Jason D; Rugs, Deborah; Powell-Cope, Gail

2014-12-01

The prevalence of musculoskeletal injuries among nursing staff has been high due to patient handling and movement. Internationally, healthcare organizations are integrating technological equipment into patient handling and movement to improve safety. Although evidence shows that safe patient handling programs reduce work-related musculoskeletal injuries in nursing staff, it is not clear how safe these new programs are for patients. The objective of this study was to explore adverse patient events associated with safe patient handling programs and preventive approaches in US Veterans Affairs medical centers. The study surveyed a convenience sample of safe patient handling program managers from 51 US Department of Veterans Affairs medical centers to collect data on skin-related and fall-related adverse patient events. Both skin- and fall-related adverse patient events associated with safe patient handling occurred at VA Medical centers. Skin-related events included abrasions, contusions, pressure ulcers and lacerations. Fall-related events included sprains and strains, fractures, concussions and bleeding. Program managers described contextual factors in these adverse events and ways of preventing the events. The use of safe patient handling equipment can pose risks for patients. This study found that organizational factors, human factors and technology factors were associated with patient adverse events. The findings have implications for how nursing professionals can implement safe patient handling programs in ways that are safe for both staff and patients. Published by Elsevier Ltd.

A pharmacy leadership action study.

PubMed

Louie, Clifton; Mertz, Elizabeth; Penfil, Brett; O'Neil, Edward

2009-01-01

To report on the creation of a leadership development program targeted exclusively at pharmacists working in management in the professional community. Large staff-model health maintenance organization (HMO) in California between 2004 and 2008. The Pharmacy Leadership Institute (PLI; a joint effort of the School of Pharmacy and the Center for the Health Professions at the University of California, San Francisco) tested a program in a large staff-model HMO with hundreds of pharmacists in leadership roles. This program included learning seminars, psychometric assessments, leadership goals, intersession activities, coaching/mentoring, and leadership projects. Not applicable. PLI collected survey data in order to evaluate the effectiveness of the institute's leadership development program. In addition, an external evaluator was hired to conduct interviews with the pharmacy directors of the organization which chose to pilot the program. The evaluations from the participants indicate that the leadership development program met many but not all of its initial objectives. Consistent with action research methodology, the faculty of the institute met to redesign some sections of the program in order to meet the established goals. Adjustments were made to different components of the program over the next 4 years. Evaluation data show that these revisions were successful. In addition, follow-up evaluations with participants showed a lasting impact of the program on both individual leadership skills and organizational outcomes. Given the positive outcomes indicated by the evaluation data used in this study, the work of PLI indicates that broader leadership skills can be identified and enhanced within a group of pharmacy managers.

Care homes and the Mental Capacity Act 2005: Changes in understanding and practice over time.

PubMed

Manthorpe, Jill; Samsi, Kritika

2016-07-01

The Mental Capacity Act 2005 provides the legal framework in England and Wales for the making of decisions in respect of people who have never had or have lost decision-making capacity. As part of a 5-year research program investigating the implementation and adoption of the Mental Capacity Act in dementia practice, we interviewed staff working in different care homes at two time points (32 staff at Time 1 in 2008 and 27 staff at Time 2 in 2012) in South East England. At baseline Time 1, daily practice seemed to resonate with Mental Capacity Act principles of respecting decisions and trying to act in a person's best interests. This paper reports Time 2 findings. We found that few care home staff interviewed specifically reported finding the Mental Capacity Act helpful in crystallizing the legal basis of their work. Most continued to offer illustrations of day-to-day practice in which they paid attention to individual choices, took account of the wishes of residents' families, and tried to act in residents' best interests but referred major decisions to their seniors. This study highlights the potential of referring to specific day-to-day practice in care homes when offering training or scrutinizing practice in dementia care more generally so that the work is set in its legal as well as moral framework. Care home staff in this study reported that advanced planning and pre-specifying preferences were more common among new care home residents, especially those with dementia, indicating that greater understanding of these is required by staff. © The Author(s) 2014.

Evaluation of a depression screening and treatment program in primary care for patients with diabetes mellitus: insights and future directions.

PubMed

Palmer, Carrie; Vorderstrasse, Allison; Weil, Amy; Colford, Cristin; Dolan-Soto, Diane

2015-03-01

To evaluate a collaborative depression care program by assessing adherence to the program by internal medicine clinic (IMC) staff, and the program's effectiveness in treating depression in patients with diabetes mellitus. We also describe the rate of depression among patients with diabetes in the IMC. Data for this program were obtained from a de-identified disease registry and included 1312 outpatient IMC visits in adult patients with diabetes between March 2011 and September 2011. Collaborative depression care results in high rates of screening for and identification of depression, high rates of antidepressant utilization, and improved depression scores; however, more focused interventions are needed to improve diabetes outcomes in patients with depression and diabetes. The results indicate that the multidisciplinary IMC staff can work together with patients to identify and monitor depression within primary care. This study provides valuable information about models of depression care that can be implemented and evaluated in a clinical setting. ©2014 American Association of Nurse Practitioners.

CONNECT for quality: protocol of a cluster randomized controlled trial to improve fall prevention in nursing homes

PubMed Central

2012-01-01

Background Quality improvement (QI) programs focused on mastery of content by individual staff members are the current standard to improve resident outcomes in nursing homes. However, complexity science suggests that learning is a social process that occurs within the context of relationships and interactions among individuals. Thus, QI programs will not result in optimal changes in staff behavior unless the context for social learning is present. Accordingly, we developed CONNECT, an intervention to foster systematic use of management practices, which we propose will enhance effectiveness of a nursing home Falls QI program by strengthening the staff-to-staff interactions necessary for clinical problem-solving about complex problems such as falls. The study aims are to compare the impact of the CONNECT intervention, plus a falls reduction QI intervention (CONNECT + FALLS), to the falls reduction QI intervention alone (FALLS), on fall-related process measures, fall rates, and staff interaction measures. Methods/design Sixteen nursing homes will be randomized to one of two study arms, CONNECT + FALLS or FALLS alone. Subjects (staff and residents) are clustered within nursing homes because the intervention addresses social processes and thus must be delivered within the social context, rather than to individuals. Nursing homes randomized to CONNECT + FALLS will receive three months of CONNECT first, followed by three months of FALLS. Nursing homes randomized to FALLS alone receive three months of FALLs QI and are offered CONNECT after data collection is completed. Complexity science measures, which reflect staff perceptions of communication, safety climate, and care quality, will be collected from staff at baseline, three months after, and six months after baseline to evaluate immediate and sustained impacts. FALLS measures including quality indicators (process measures) and fall rates will be collected for the six months prior to baseline and the six months after the end of the intervention. Analysis will use a three-level mixed model. Discussion By focusing on improving local interactions, CONNECT is expected to maximize staff's ability to implement content learned in a falls QI program and integrate it into knowledge and action. Our previous pilot work shows that CONNECT is feasible, acceptable and appropriate. Trial Registration ClinicalTrials.gov: NCT00636675 PMID:22376375

Stop Occupational Stress (S.O.S.): An Occupational Stress Management Program for Youth Counselors.

ERIC Educational Resources Information Center

Powers, Catherine A.

This practicum was designed to address the declining morale and the elevated job-related stress among the staff of a multiproblem human service agency. The participants were over 90 youth counselors and supervisors. Their educational experience ranged from some college to doctoral-level course work and their work experience varied from .5 years to…

Counselors and Special Educators in Rural Schools Working Together to Create a Positive School Community

ERIC Educational Resources Information Center

Thornton, Frank

2018-01-01

School counselors and special educators in rural areas working together can be a powerful team to help schools create a positive school community. In one rural school community, they partnered with faculty and staff to implement a School Wide Positive Behavior support program to improve student outcomes. The counselor and special educator, through…

Common and specific process factors in cardiac rehabilitation: independent and interactive effects of the working alliance and self-efficacy.

PubMed

Burns, John W; Evon, Donna

2007-11-01

Therapeutic processes in cardiac rehabilitation programs are virtually unexamined. Models were tested by which changes in the working alliance between patient and staff (agreement on goals/tasks; emotional bond) may affect outcomes in conjunction with changes in patient self-efficacy to change their diets and increase exercise. Cardiac patients (n = 79) participated in a 12-week program, and completed assessments at early, mid, and late treatment. Changes in cardiac depression, physical health, perceived exertion during exercise, rate/pressure product at submaximal exercise tolerance, weight loss, return to work, total fat intake. Early-treatment changes in agreement on goals/tasks were related to changes in psychosocial factors and perceived exertion during exercise independent of effects of changes in self-efficacy. Early-treatment changes in goals/tasks and self-efficacy interacted to predict changes in cardiorespiratory fitness, weight loss, and return to work such that patients high on both goals/tasks and self-efficacy showed the most gains. Sound therapeutic relationships between patients and staff may play an important role in facilitating the achievement of a wide-range of salutary outcomes during cardiac rehabilitation. (PsycINFO Database Record (c) 2007 APA, all rights reserved).

Building capacity for change: evaluation of an organisation-wide leadership development program.

PubMed

Schultz, Tim; Shoobridge, Jodie; Harvey, Gill; Carter, Libby; Kitson, Alison

2018-05-23

Objective. This study evaluated Leading 4 Change, a change leadership development program designed to support healthcare middle managers through a period of significant organisational change and enhance workplace resilience. Methods. A mixed methods evaluation was conducted within the program's framework of a quality improvement activity. Quantitative measures were participant responses (n=160) to online questionnaires, which were compared before and after the program, using an uncontrolled pre-post study design. Four questionnaires were used: Resilience @ Work, General Self-Efficacy, the 11-item Learning Organization Survey and organisational climate. Differences between the pre- and post-program periods were compared using linear mixed-effects models, incorporating repeated measures between 'pre' and 'post' periods. Qualitative data were obtained by interviewing four participants on three occasions during the program, and through text responses provided by participants during a presentation session after the program finished. Both interview data and textual data were subjected to thematic analysis. Results. Integration of data from quantitative and qualitative analyses generated three main findings: (1) participants were satisfied and engaged with the program, which met their learning objectives; (2) the program led to increased workplace resilience, in particular the ability to manage stress and self-efficacy for individuals; and (3) organisational learning perceptions were unchanged. Conclusion. Although conducted during a period of intense internal and external pressure, Leading 4 Change led to demonstrable effects. It effectively engaged middle managers across a health system. However, there was no evidence that the effect of the program extended beyond individual participants to their perceptions of their work environment as a learning organisation. What is known about the topic? Although much has been written about change management and change leadership within healthcare, the failure to manage the 'people' element and engage employees hampers the success of that change. However, how to engage employees and enhance their resilience and self-efficacy (self-belief to proactively manage) during change has been little explored. Further, the concept of a learning organisation has been developed in private, non-healthcare fields and there is little known about it in other areas, such as healthcare, particularly during change. What does this paper add? The paper describes the evaluation of a 16-week change leadership development program (Leading 4 Change) for middle managers of a public health system undergoing significant reform. It assesses how the program engaged employees, and how and to what extent their workplace resilience, self-efficacy and perceptions of their workplace as a learning organisation changed after the program. Based on the present study, individual development of staff does not necessarily translate directly to better staff perceptions of organisational outcomes. What are the implications for practitioners? Despite being clearly engaged with Leading 4 Change, quantitative and qualitative measures suggested mixed effects of the program on participants. Participants' self-rated workplace resilience, ability to manage stress and self-efficacy increased after the program. However, there was no evidence that the effect of the program improved staff perceptions of their work as a learning organisation. For complex public sector healthcare organisations to become learning organisations, other organisational factors, in addition to staff development and training, require consideration.

Staff development and secondary science teachers: Factors that affect voluntary participation

NASA Astrophysics Data System (ADS)

Corley, Theresa Roebuck

2000-10-01

A researcher-designed survey assessed the perceptions of Alabama secondary science public school teachers toward the need for staff development and toward certain staff development strategies and programs. Factors that encouraged or discouraged attendance at voluntary staff development programs and opinions regarding effective and ineffective features of programs were identified. Data were analyzed using descriptive techniques. Percentages and frequencies were noted. Average rankings were computed for the staff development techniques considered most and least effective and for the preferred designs of future staff development offerings. Chi squares were computed to respond to each of the 4 research hypotheses. Narrative discussions and tables were utilized to report the data and provide clarification. This study related demographic information to the research hypotheses. Analysis of the research hypotheses revealed that experienced teachers agree more strongly about the features of staff development programs that they consider effective and about the factors that may affect participation in staff development programs. Analysis of the research questions revealed that secondary science teachers in Alabama agree that staff development is a personal responsibility but that the school systems are responsible for providing staff development opportunities. Teachers believe that staff development is needed annually in both science content and teaching strategies and favor lengthening the school year for staff development. Teachers identified interest level, graduate credit, ability to implement material, scheduling factors, and the reputation of the organizer as the most important factors in determining participation in voluntary staff development programs. Hands-on workshops were identified as the most effective type of voluntary staff development and teachers requested that future staff development experiences include hands-on workshops, networking, curriculum development, mentoring, support groups, training trainers, cooperative learning groups, coaching, implementing changes, and collecting resources.

Restricted working hours in Austrian residency programs : Survey results.

PubMed

Bergmeister, Konstantin D; Aman, Martin; Podesser, Bruno K

2018-04-27

New regulations for working hours of medical doctors have been implemented in Austria based on the European directive 2003/88/EG, limiting on-duty working hours to 48 h per week. Clinical work is, therefore, substantially reduced compared to previous decades, and little is known on physician and students' opinions on this matter. We illustrate survey results concerning on-job training, its difficulties, and implications for restricted working hours. We conducted an internal survey among M.D. and Ph.D. students and medical staff members at the Medical University of Vienna using the MedCampus system (CAMPUSOnline, Graz, Austria) and SPSS (V.21, IBM Corp, Armonk, NY, USA). Participants were 36.5% staff members and 63.5% students. Students rated continuous education of physicians high at 9.19 ± 1.76 and staff members at 8.90 ± 2.48 on a 1-10 (1 unimportant, 10 most important) scale. Students rated limited time resources, while staff considered financial resources as the greatest challenge for in-hospital education. Overall, 28.85% thought that restricted working hours can positively influence education, while 19.04% thought the opposite and 52.11% were undecided. Considering the limited available time and financial resources, education of tomorrow's medical doctors remains an important but difficult task. While participants of our survey rated education as very important despite its many challenges, the opinions towards limited working hours were not as clear. Given that over 50% are still undecided whether reduced work hours may also positively influence medical education, it clearly presents an opportunity to include the next generations of physicians in this undertaking.

43 CFR 26.7 - Application format and instructions.

Code of Federal Regulations, 2011 CFR

2011-10-01

..., if residential project (types of facilities, age, condition, tents, cabins, dormitories, food service). (11) Project staff (number and position titles). (12) Work-learning program. (Describe major projects... environmental learning will be integrated into projects.) (13) Complete calculation for daily rate of enrollee...

Environmental Learning Centers: A Template.

ERIC Educational Resources Information Center

Vozick, Eric

1999-01-01

Provides a working model, or template, for community-based environmental learning centers (ELCs). The template presents a philosophy as well as a plan for staff and administration operations, educational programming, and financial support. The template also addresses "green" construction and maintenance of buildings and grounds and…

Job Change: A Practitioner's View.

ERIC Educational Resources Information Center

Lenz, Janet G.; Reardon, Robert C.

1990-01-01

Suggests ways that career counselors can use Loughead and Black's "job change thermostat" in working with clients. Program and policy issues include service delivery settings, crisis-oriented versus long-term client needs, individual versus group approaches, staff competence, and availability of resources. (34 references) (SK)

Program for Positive Behavior: Working with Misbehaving Campers.

ERIC Educational Resources Information Center

Jones, Edie

1997-01-01

Stresses the importance of camp staff understanding why campers misbehave. Offers recommendations for helping campers to learn responsible behavior, including setting clear expectations and consequences for camper behavior; teaching campers self-discipline and problem-solving strategies; asking campers thought-provoking questions; avoiding power…

Effects of dialectical behavior therapy skills training on outcomes for mental health staff in a child and adolescent residential setting

PubMed Central

Haynos, Ann F.; Fruzzetti, Alan E.; Anderson, Calli; Briggs, David; Walenta, Jason

2017-01-01

Training in Dialectical Behavior Therapy (DBT) skills coaching is desirable for staff in psychiatric settings, due to the efficacy of DBT in treating difficult patient populations. In such settings, training resources are typically limited, and staff turnover is high, necessitating brief training. This study evaluated the effects of a brief training in DBT skills coaching for nursing staff working in a child and adolescent psychiatric residential program. Nursing staff (n = 22) completed assessments of DBT skill knowledge, burnout, and stigma towards patients with borderline personality disorder (BPD) before and after a six-week DBT skills coaching training. Repeated measure ANOVAs were conducted to examine changes on all measures from pre- to post- treatment and hierarchical linear regressions to examine relationships between pre- training DBT knowledge, burnout, and BPD stigma and these same measures post-training. The brief DBT skill coaching training significantly increased DBT knowledge (p = .007) and decreased staff personal (p = .02) and work (p = .03) burnout and stigma towards BPD patients (p = .02). Burnout indices and BPD stigma were highly correlated at both time points (p < .001); however, while pre-training BPD stigma significantly predicted post-training client burnout (p = .04), pre-training burnout did not predict post-training BPD stigma. These findings suggest that brief training of psychiatric nursing staff in DBT skills and coaching techniques can result in significant benefits, including reduced staff burnout and stigma toward patients with BPD-related problems, and that reducing BPD stigma may particularly promote lower burnout. PMID:28751925

Effects of dialectical behavior therapy skills training on outcomes for mental health staff in a child and adolescent residential setting.

PubMed

Haynos, Ann F; Fruzzetti, Alan E; Anderson, Calli; Briggs, David; Walenta, Jason

2016-04-01

Training in Dialectical Behavior Therapy (DBT) skills coaching is desirable for staff in psychiatric settings, due to the efficacy of DBT in treating difficult patient populations. In such settings, training resources are typically limited, and staff turnover is high, necessitating brief training. This study evaluated the effects of a brief training in DBT skills coaching for nursing staff working in a child and adolescent psychiatric residential program. Nursing staff ( n = 22) completed assessments of DBT skill knowledge, burnout, and stigma towards patients with borderline personality disorder (BPD) before and after a six-week DBT skills coaching training. Repeated measure ANOVAs were conducted to examine changes on all measures from pre- to post- treatment and hierarchical linear regressions to examine relationships between pre- training DBT knowledge, burnout, and BPD stigma and these same measures post-training. The brief DBT skill coaching training significantly increased DBT knowledge ( p = .007) and decreased staff personal ( p = .02) and work ( p = .03) burnout and stigma towards BPD patients ( p = .02). Burnout indices and BPD stigma were highly correlated at both time points ( p < .001); however, while pre-training BPD stigma significantly predicted post-training client burnout ( p = .04), pre-training burnout did not predict post-training BPD stigma. These findings suggest that brief training of psychiatric nursing staff in DBT skills and coaching techniques can result in significant benefits, including reduced staff burnout and stigma toward patients with BPD-related problems, and that reducing BPD stigma may particularly promote lower burnout.

Bertolette Selected as EHS Champion of Safety | Poster

Cancer.gov

Dan Bertolette has been selected as the most recent NCI at Frederick Champion of Safety, as part of the Champions of Safety Program sponsored by the Environment, Health, and Safety Program (EHS). The goal of the program, which began last year, is to raise awareness and promote a culture of safety by showing NCI at Frederick staff at work in their respective workplaces, according to Terri Bray, director, EHS. “Since we have so many varied work environments here, safety often takes on a different look, according to workplace. We want to take the opportunity to show real people in real situations, to encourage safety everywhere,” Bray said.

Commentary: Positive Youth Development Goes Mainstream.

PubMed

Moore, Kristin A

2017-07-01

Evidence has accumulated that confirms the success of a positive youth development (PYD) approach. Importantly, a positive development approach is just that-an approach. It is not a particular program or curriculum but a set of practices designed to achieve one or more positive outcomes. As such, PYD practices can be added onto other programs to make positive outcomes more likely. For example, a tutoring program can work hard to hire and train staff to work with students in a trusting, respectful relationship. Camp counselors can be encouraged to build rapport and positive bonds among the campers. © 2017 The Author. Child Development © 2017 Society for Research in Child Development, Inc.

A Planned Preventive Maintenance Program. A Handbook for Chief Business Officers and Supervisors of Maintenance with Suggestions on Maintenance for Consideration by Presidents of Higher Institutions.

ERIC Educational Resources Information Center

Daniel, Clarence H.

This handbook explains planned preventive maintenance program, which is an operational system of maintenance designed to increase the effectiveness of the maintenance staff and the use of maintenance funds through efficient scheduling of inspections and follow-through of work to be performed. Sections are included for the chief administrative…

Student Reactions to Health Services Rendered by the Sports Medicine Program to Intramural Participants at the University of North Carolina-Chapel Hill.

ERIC Educational Resources Information Center

Violette, Ronald W.

This paper describes the activities of the Division of Sports Medicine at the University of North Carolina. The program works in the areas of (a) prevention, (b) treatment, (c) first aid, and (d) rehabilitation of athletic injuries sustained during intramural activities. The sports medicine staff consists of three full-time physicians, four…

One School Librarian Plus Positive Attitude Equals a Quality School Library Program

ERIC Educational Resources Information Center

Terrell, Nancy

2011-01-01

Since getting books into the hands of her students was of utmost importance to her, this author began to look at areas that took away from the time she had to work with the students. In this article, the author offers suggestions on how to have a successful school library program, regardless of reductions in budget and/or staff. She mentions that…

Implementing an Evidence Based Preceptorship Program in a Military Center

DTIC Science & Technology

2014-11-05

included 34 interdisciplinary staff (Rehab, Education, Respiratory Therapy , and Clinic Staff), Staff Nurses (n=43) and 100% of identified preceptors (n...program. VNIP training (n=110) included 34 interdisciplinary staff (Rehab, Education, Respiratory Therapy , and Clinic Staff), Staff Nurses (n=43...disciplines (Administrative Leaders, Specialties to include: burn clinic, respiratory, occupational, and physical therapists). -VNIP Course Evaluation

PLANNING, PROGRAMMING, DESIGNING THE COMMUNITY COLLEGE, PROCEEDINGS OF A CONFERENCE SPONSORED BY THE COLLEGE OF ARCHITECTURE AND URBAN PLANNING AND THE CENTER FOR THE DEVELOPMENT OF COMMUNITY COLLEGE EDUCATION (UNIVERSITY OF WASHINGTON, APRIL 24-25, 1967).

ERIC Educational Resources Information Center

SONDALLE, MARVIN P.

PARTICIPANTS AT THIS CONFERENCE DEFINED THE ESSENTIAL MAJOR STEPS IN FACILITY PLANNING FOR A NEW CAMPUS AS SITE SELECTION, FINANCIAL PROGRAMMING, CAMPUS PLANNING, AND CONSTRUCTION. THEY ALSO AGREED THAT THE COLLEGE ADMINISTRATION AND THE ARCHITECTURAL STAFF MUST WORK TOGETHER AT EVERY STAGE OF THE PROGRAM. PRESENT TECHNIQUES OF ENROLLMENT…

Evaluation of an educational "toolbox" for improving nursing staff competence and psychosocial work environment in elderly care: results of a prospective, non-randomized controlled intervention.

PubMed

Arnetz, J E; Hasson, H

2007-07-01

Lack of professional development opportunities among nursing staff is a major concern in elderly care and has been associated with work dissatisfaction and staff turnover. There is a lack of prospective, controlled studies evaluating the effects of educational interventions on nursing competence and work satisfaction. The aim of this study was to evaluate the possible effects of an educational "toolbox" intervention on nursing staff ratings of their competence, psychosocial work environment and overall work satisfaction. The study was a prospective, non-randomized, controlled intervention. Nursing staff in two municipal elderly care organizations in western Sweden. In an initial questionnaire survey, nursing staff in the intervention municipality described several areas in which they felt a need for competence development. Measurement instruments and educational materials for improving staff knowledge and work practices were then collated by researchers and managers in a "toolbox." Nursing staff ratings of their competence and work were measured pre and post-intervention by questionnaire. Staff ratings in the intervention municipality were compared to staff ratings in the reference municipality, where no toolbox was introduced. Nursing staff ratings of their competence and psychosocial work environment, including overall work satisfaction, improved significantly over time in the intervention municipality, compared to the reference group. Both competence and work environment ratings were largely unchanged among reference municipality staff. Multivariate analysis revealed a significant interaction effect between municipalities over time for nursing staff ratings of participation, leadership, performance feedback and skills' development. Staff ratings for these four scales improved significantly in the intervention municipality as compared to the reference municipality. Compared to a reference municipality, nursing staff ratings of their competence and the psychosocial work environment improved in the municipality where the toolbox was introduced.

Exploring Post-Program Psychological Adjustment for Adult Staff Facilitating a Wilderness Adventure Program

ERIC Educational Resources Information Center

Lawrence-Wood, Ellie; Raymond, Ivan

2011-01-01

This paper outlines a pilot study of the post-program psychological adjustment outcomes of adult staff facilitating an Australian-based wilderness adventure program for youth at risk. The descriptive and correlational survey study (N = 62) examined the psychological adjustment processes staff underwent following program completion, and the factors…

A simulation-based training program improves emergency department staff communication.

PubMed

Sweeney, Lynn A; Warren, Otis; Gardner, Liz; Rojek, Adam; Lindquist, David G

2014-01-01

The objectives of this study were to evaluate the effectiveness of Project CLEAR!, a novel simulation-based training program designed to instill Crew Resource Management (CRM) as the communication standard and to create a service-focused environment in the emergency department (ED) by standardizing the patient encounter. A survey-based study compared physicians' and nurses' perceptions of the quality of communication before and after the training program. Surveys were developed to measure ED staff perceptions of the quality of communication between staff members and with patients. Pretraining and posttraining survey results were compared. After the training program, survey scores improved significantly on questions that asked participants to rate the overall communication between staff members and between staff and patients. A simulation-based training program focusing on CRM and standardizing the patient encounter improves communication in the ED, both between staff members and between staff members and patients.

Facility Reliability and Maintainability: An Investigation of the Air Force Civil Engineering Recurring Work Program

DTIC Science & Technology

1989-09-01

18:2). A recent survey by the Strategic Air Command (SAC) Mechanical Fquipment Management Evaluation Team ( MEMET ) determined that equipment was...identified by MEMET included Maintenance Action Sheets (MAS) that reported work which was not completed, and other MAS which annotated recurring work...readily apparent. Problem Military. The Deputy Chief of Staff for Engineering and Services, HQ SAC, established the MEMET in 1984 in response to a

Professional Staff Contributions to Positive Student Outcomes: A Case Study

ERIC Educational Resources Information Center

Graham, Carroll

2013-01-01

Although professional staff comprise more than half the Australian higher education workforce, typically research has concentrated on the work of academic staff. Professional staff are increasingly researching the working lives of professional staff, adding to the understanding of the work of professional staff and the contributions they make…

Suicide intervention training for college staff: Program evaluation and intervention skill measurement.

PubMed

Shannonhouse, Laura; Lin, Yung-Wei Dennis; Shaw, Kelly; Wanna, Reema; Porter, Michael

2017-10-01

Suicide remains a pressing issue for college communities. Consequently, gatekeeper trainings are often provided for staff. This study examines the effect of one such program, Applied Suicide Intervention Skills Training (ASIST). 51 college employees received ASIST in August of 2014 and were compared to 30 wait-list control participants. Repeated Measures ANOVA were used to analyze pre- and post-training: (a) skills at responding to students-at-risk; (b) attitudes toward suicide; (c) knowledge about suicide; and (d) comfort/competence/confidence at helping a student-at-risk. Significant positive training effects were observed for ASIST on self-report measures and also for objectively assessed skill at responding, after adjusting for a potential scoring limitation of the Suicide Intervention Response Inventory, Revised (SIRI-2). ASIST improved the self-perception of college staff at working with students-at-risk of suicide and also their skills at performing an intervention. Further, analysis of SIRI-2 data provides support for a potential instrument revision.

Asthma 101 for Schools: Successes and Challenges in Transitioning to Online Delivery

PubMed Central

Nowakowski, Alexandra Catherine Hayes; Carretta, Henry Joseph; Dudley, Julie Kurlfink; Forrest, Jamie R.

2016-01-01

Florida Asthma Program staff worked with evaluators from the Florida State University College of Medicine to assess participation and quality of the American Lung Association’s Asthma 101 asthma management education program for school faculty and staff between 2011 and 2014. This included transitioning the program to an online training format for the 2013–2014 school year. Asthma 101 helps school personnel master the basics of asthma physiology and management, with content tailored specifically for elementary and secondary educational settings. The program is assessed with questionnaires at multiple timepoints, yielding a quasi-experimental evaluation design. Evaluators reviewed quantitative data from pretests and qualitative and quantitative data from post-program satisfaction questionnaires. Program spreadsheets listing the dates for delivery and number of attendees were also reviewed. Overall, evaluation findings were positive. In the 2011–2012 program year, 16 different course sessions were offered, and more than half of enrolled participants came from Title I schools. A total of 228 people were trained. In the 2012–2013 program year, 19 different course sessions were offered. Enrollment totals (638) and matching pre- and posttest totals (562) soundly exceeded the target metric of 425. At least 170 (27%) of a total of 638 participants could be verified as coming from the target demographic of Title I school faculty and staff. In the 2013–2014 program year, the course was offered online on a rolling basis via the Florida TRAIN course management system. Enrollment remained high and learner outcomes remained consistently strong across all content areas for knowledge and satisfaction. A total of 406 people participated in the training; complete pre- and posttest data were available for 341 of these individuals; and satisfaction data were available for 325. Of the 406 trainees, 199 (49%) reported working for Title I schools. Evaluation yielded very positive results. An overwhelming majority of participants reported finding the course consistently strong across the board and highly impactful for their own ability to help students manage their asthma effectively. Most participants also reported that they would change/improve their asthma management behaviors in the workplace. Recommendations were developed to help expand future program reach. PMID:26870724

The educational impact of web-based and face-to-face patient deterioration simulation programs: An interventional trial.

PubMed

Chung, Catherine; Cooper, Simon J; Cant, Robyn P; Connell, Cliff; McKay, Angela; Kinsman, Leigh; Gazula, Swapnali; Boyle, Jayne; Cameron, Amanda; Cash, Penny; Evans, Lisa; Kim, Jeong-Ah; Masud, Rana; McInnes, Denise; Norman, Lisa; Penz, Erika; Rotter, Thomas; Tanti, Erin; Breakspear, Tom

2018-05-01

There are international concerns relating to the management of patient deterioration. The "failure to rescue" literature identifies that nursing staff miss cues of deterioration and often fail to call for assistance. Simulation-based educational approaches may improve nurses' recognition and management of patient deterioration. To investigate the educational impact of the First2Act web-based (WB) and face-to-face (F2F) simulation programs. A mixed methods interventional cohort trial with nursing staff from four Australian hospitals. Nursing staff working in four public and private hospital medical wards in the State of Victoria. In 2016, ward nursing staff (n = 74) from a public and private hospital completed three F2F laboratory-based team simulations with a patient actor in teams of three. 56 nursing staff from another public and private hospital individually completed a three-scenario WB simulation program (First2ActWeb) [A 91% participation rate]. Validated tools were used to measure knowledge (multi-choice questionnaire), competence (check-list of actions) and confidence (self-rated) before and after the intervention. Both WB and F2F participants' knowledge, competence and confidence increased significantly after training (p ≤0.001). Skill performance for the WB group increased significantly from 61% to 74% (p ≤ 0.05) and correlated significantly with post-test knowledge (p = 0.014). No change was seen in the F2F groups' performance scores. Course evaluations were positive with median ratings of 4/5 (WB) and 5/5 (F2F). The F2F program received significantly more positive evaluations than the WB program (p < 0.05), particularly with regard to quality of feedback. WB and F2F simulation are effective education strategies with both programs demonstrating positive learning outcomes. WB programs increase ease of access to training whilst F2F enable the development of tactile hands on skills and teamwork. A combined blended learning education strategy is recommended to enhance competence and patient safety. Copyright © 2018 Elsevier Ltd. All rights reserved.

Making the Connection.

ERIC Educational Resources Information Center

Renyi, Judith

1997-01-01

Designed by the National Foundation for the Improvement of education, Bill Gates's The Road Ahead Program features extensive Internet access for all students and teacher opportunities to work with networks and multimedia technologies. Each school in the 22 participating communities is paired with a community organization. Staff development should…

The Recognition and Management of Burn-Out.

ERIC Educational Resources Information Center

Dawson, Rob

Staff burnout is a major hazard in outdoor wilderness education programs. Most susceptible are younger, first-time, idealistic, highly educated, overcommitted individuals who find difficulty in separating work from their private lives. Symptoms of burnout include decreasing concern, commitment, and enthusiasm; minimizing physical involvement with…

Division File of Extension Research Materials; Additions During 1968.

ERIC Educational Resources Information Center

Byrn, Darcie, Comp.

In this annotated bibliography of acquisitions during 1968 appear 265 Extension studies on administrative organization and management; training and staff development; mobilizing participation in Extension work; local leadership; program content and planning procedures; general effectiveness and progress in Extension; teaching methods, techniques,…

32 CFR 147.9 - Guideline G-Alcohol consumption.

Code of Federal Regulations, 2011 CFR

2011-07-01

... away from work, such as driving while under the influence, fighting, child or spouse abuse, or other... alcohol dependence; (4) Evaluation of alcohol abuse or alcohol dependence by a licensed clinical social... social worker who is a staff member of a recognized alcohol treatment program. ...

(Boiling water reactor (BWR) CORA experiments)

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

Ott, L.J.

To participate in the 1990 CORA Workshop at Kernforschungszentrum Karlsruhe (KfK) GmbH, Karlsruhe, FRG, on October 1--4, and to participate in detailed discussions on October 5 with the KfK CORA Boiling Water Reactor (BWR) experiments. The traveler attended the 1990 CORA Workshop at KfK, FRG. Participation included the presentation of a paper on work performed by the Boiling Water Reactor Core Melt Progression Phenomena Program at Oak Ridge National Laboratory (ORNL) on posttest analyses of CORA BWR experiments. The Statement of Work (November 1989) for the BWR Core Melt Progression Phenomena Program provides for pretest and posttest analyses of themore » BWR CORA experiments performed at KfK. Additionally, it is intended that ORNL personnel participate in the planning process for future CORA BWR experiments. For these purposes, meetings were held with KfK staff to discuss such topics as (1) experimental test schedule, (2) BWR test conduct, (3) perceived BWR experimental needs, and (4) KfK operational staff needs with respect to ORNL support. 19 refs.« less

A guide to performance management for the Health Information Manager.

PubMed

Leggat, Sandra G

This paper provides a summary of human resource management practices that have been identified as being associated with better outcomes in performance management. In general, essential practices include transformational leadership and a coherent program of goal setting, performance monitoring and feedback. Some Health Information Managers may feel they require training assistance to develop the necessary skills in the establishment of meaningful work performance goals for staff and the provision of useful and timely feedback. This paper provides useful information to assist Health Information Managers enhance the performance of their staff.

Do staff nurse perceptions of nurse leadership behaviors influence staff nurse job satisfaction? The case of a hospital applying for Magnet® designation.

PubMed

Bormann, Lorraine; Abrahamson, Kathleen

2014-04-01

Nurse managers leadership behaviors influence the job satisfaction of staff nurses. Transformational leadership is 1 of the 5 components associated with the Magnet Recognition Program®. The aim of this study was to examine the relationship between staff nurse perception of nurse manager leadership behavior and staff nurse job satisfaction in a hospital on the Magnet® journey and the influence of nurse manager leadership style on staff nurse job satisfaction. A descriptive, correlational design using a self-report survey with convenience sampling was used for this quantitative research study. Staff nurses completed the Multifactor Leadership Questionnaire 5X Short Form, the Abridged Job Descriptive Index survey, and a demographic questionnaire. Pearson correlations and regression analyses were completed to explore the relationship and influence of nurse manager leadership style on staff nurse job satisfaction. Transformational and transactional leadership styles of nurse managers were positively related to staff nurse overall job satisfaction and satisfaction with opportunity for promotion. Passive-avoidant leadership style of nurse managers was negatively related to staff nurse satisfaction with work, promotion, supervision, and coworker. Satisfaction with nurse manager leadership was a positive influence on overall nurse job satisfaction when separately controlling for the influence of each leadership style. Transformational and transactional leadership styles should be taught and encouraged among nurse managers to positively influence the job satisfaction of staff nurses.

An interventional approach for patient and nurse safety: a fatigue countermeasures feasibility study.

PubMed

Scott, Linda D; Hofmeister, Nancee; Rogness, Neal; Rogers, Ann E

2010-01-01

Studies indicate that extended shifts worked by hospital staff nurses are associated with higher risk of errors. Long work hours coupled with insufficient sleep and fatigue are even riskier. Although other industries have developed programs to reduce fatigue-related errors and injury, fatigue countermeasures program for nurses (FCMPN) are lacking. The objective of this study was to evaluate the feasibility of an FCMPN for improving sleep duration and quality while reducing daytime sleepiness and patient care errors. Selected sleep variables, errors and drowsy driving, were evaluated among hospital staff nurses (n = 47) before and after FCMPN implementation. A one-group pretest-posttest repeated-measures approach was used. Participants provided data 2 weeks before the FCMPN, 4 weeks after receiving the intervention, and again at 3 months after intervention. Most of the nurses experienced poor sleep quality, severe daytime sleepiness, and decreased alertness at work and while operating a motor vehicle. After the FCMPN, significant improvements were noted in sleep duration, sleep quality, alertness, and error prevention. Although significant improvements were not found in daytime sleepiness scores, severity of daytime sleepiness appeared to decrease. Despite improvements in fatigue management, nurses reported feelings of guilt when engaging in FCMPN activities, especially strategic naps and relieved breaks. Initial findings support the feasibility of using an FCMPN for mitigating fatigue, improving sleep, and reducing errors among hospital staff nurses. In future investigations, the acceptability, efficacy, and effectiveness of FCMPNs can be examined.

Short-term efficacy of back injury intervention project for patient care providers at one hospital.

PubMed

Lynch, R M; Freund, A

2000-01-01

A one-year Back Injury Prevention Program was initiated at a 440-bed acute care hospital in 1996 in response to concerns over high incidence and severity of back injuries among nursing staff and others. The program included an ergonomic evaluation of patient handling, pilot testing and purchase of new equipment, a train-the-trainer program, and training of 374 nurses and other patient handling staff (approximately one-half of the nursing staff). An impact evaluation, measured by comparing self-reported knowledge, work practices, and back pain among a subset of trainees and controls revealed an increase in knowledge of risk factors, a marginal increase in the use of mechanical devices to transfer patients, and a significant decrease in repositioning of patients in bed among trained versus control subjects (p = .017). Over the course of the program, the number of back injuries was 30% below the average of the prior 3 years, with the number of reported injuries in the final quarter (immediately following the training program) approximately one-seventh of the three prior quarters. It is concluded that back injury training may increase knowledge of risk factors and controls and may impact behaviors over which individuals have control (e.g., how often they move patients). However, training effectiveness is limited when engineering controls such as patient transfer devices are unavailable.

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

Not Available

The purpose of this report is to summarize the activities of the Analytical Chemistry Laboratory (ACL) at Argonne National Laboratory (ANL) for Fiscal Year (FY) 1993 (October 1992 through September 1993). This annual report is the tenth for the ACL and describes continuing effort on projects, work on new projects, and contributions of the ACL staff to various programs at ANL. The Analytical Chemistry Laboratory is a full-cost-recovery service center, with the primary mission of providing a broad range of analytical chemistry support services to the scientific and engineering programs at ANL. The ACL also has research programs in analyticalmore » chemistry, conducts instrumental and methods development, and provides analytical services for governmental, educational, and industrial organizations. The ACL handles a wide range of analytical problems. Some routine or standard analyses are done, but it is common for the Argonne programs to generate unique problems that require development or modification of methods and adaption of techniques to obtain useful analytical data. The ACL is administratively within the Chemical Technology Division (CMT), its principal ANL client, but provides technical support for many of the technical divisions and programs at ANL. The ACL has four technical groups--Chemical Analysis, Instrumental Analysis, Organic Analysis, and Environmental Analysis--which together include about 45 technical staff members. Talents and interests of staff members cross the group lines, as do many projects within the ACL.« less

Participatory Staff Development: Lessons from Peers. Special Demonstration Project. Final Report.

ERIC Educational Resources Information Center

Lutheran Social Mission Society, Philadelphia, PA. Lutheran Settlement House.

Staff development workshops for teachers, tutors, and supervisors were conducted at the Lutheran Settlement House Women's Program. Staff and teachers were surveyed to ascertain staff development needs. Workshops were unique in that they were presented by peer teachers and supervisory staff of the program and invited all participants to share ideas…

25 CFR 36.75 - What qualifications must homeliving staff possess?

Code of Federal Regulations, 2011 CFR

2011-04-01

... 25 Indians 1 2011-04-01 2011-04-01 false What qualifications must homeliving staff possess? 36.75... Homeliving Programs Staffing § 36.75 What qualifications must homeliving staff possess? (a) Homeliving staff... must at a minimum have an associate's degree no later than 2008. (3) Homeliving Program Staff Must have...

25 CFR 36.86 - Are there staff training requirements?

Code of Federal Regulations, 2012 CFR

2012-04-01

... 25 Indians 1 2012-04-01 2011-04-01 true Are there staff training requirements? 36.86 Section 36.86... Staffing § 36.86 Are there staff training requirements? (a) All homeliving program staff as well as all.... (b) All homeliving program staff as well as all employees who supervise students participating in...

25 CFR 36.75 - What qualifications must homeliving staff possess?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false What qualifications must homeliving staff possess? 36.75... Homeliving Programs Staffing § 36.75 What qualifications must homeliving staff possess? (a) Homeliving staff... must at a minimum have an associate's degree no later than 2008. (3) Homeliving Program Staff Must have...

25 CFR 36.75 - What qualifications must homeliving staff possess?

Code of Federal Regulations, 2014 CFR

2014-04-01

... 25 Indians 1 2014-04-01 2014-04-01 false What qualifications must homeliving staff possess? 36.75... Homeliving Programs Staffing § 36.75 What qualifications must homeliving staff possess? (a) Homeliving staff... must at a minimum have an associate's degree no later than 2008. (3) Homeliving Program Staff Must have...

Developing optimal nurses work schedule using integer programming

NASA Astrophysics Data System (ADS)

Shahidin, Ainon Mardhiyah; Said, Mohd Syazwan Md; Said, Noor Hizwan Mohamad; Sazali, Noor Izatie Amaliena

2017-08-01

Time management is the art of arranging, organizing and scheduling one's time for the purpose of generating more effective work and productivity. Scheduling is the process of deciding how to commit resources between varieties of possible tasks. Thus, it is crucial for every organization to have a good work schedule for their staffs. The job of Ward nurses at hospitals runs for 24 hours every day. Therefore, nurses will be working using shift scheduling. This study is aimed to solve the nurse scheduling problem at an emergency ward of a private hospital. A 7-day work schedule for 7 consecutive weeks satisfying all the constraints set by the hospital will be developed using Integer Programming. The work schedule for the nurses obtained gives an optimal solution where all the constraints are being satisfied successfully.

Walking the Talk: Empowering Science Communication at the University of Washington

NASA Astrophysics Data System (ADS)

Meyer, J. J.; Davison, J.; Graumlich, L. J.; McCarthy, M. M.

2016-12-01

Interest is growing within the academy to strengthen scientists' abilities to be better communicators about their research and how connects to society. Yet communicating the complexities of science to external audiences — media, policy-makers, funders, and others — in a way that resonates falls outside the realm of traditional academic training. Many institutions do not provide adequate resources for their faculty, students and staff to build skills to their share their work more broadly. The University of Washington College of the Environment has built a program that breaks down some of these barriers, building capacity for faculty, students and staff to become powerful spokespeople for their work. Leadership within the College values strong science communication skills and is reflected in the College's strategic plan. As a result, the College has built a science communication program that offers numerous services to meet researchers where they are to help amplify the impact of their work. Stemming from the recommendations of a Science Communication Task Force, the College of the Environment focuses on advancing three critical areas: building and connecting networks of science communicators, offering tools and trainings to develop communication skills, and providing opportunity for researchers to share their work outside of academia. These areas are related by 1) connecting researchers to a robust and growing community of their peers interested in science communication, 2) matching interest with the skills needed to engage productively, and 3) helping provide outlets for engagement that align with the goals of the researcher. As a result, more and more scientists in the College are seeking assistance to build this skillset for engagement. Many institutions express support for increasing science communication skills, yet it can be difficult to deliver a suite of cohesive resources. Through a modest investment, we have built a replicable program that not only empowers and supports faculty, students and staff, but also helps elevate the reputation, reach and impact of our research institution.

Social and Economic Impacts of Selected Potential Dredged Material Containment Facilities in Long Island Sound.

DTIC Science & Technology

1981-09-01

GRANT NuMBER(s) CENTER FOR THE ENVIRONMENT AND MAN, INC. DACW 33-8U-~e--’-e/ Work Order No. 8 I.~3 PERFORMING ORGANIZATION NAME AND ADDRESS 10. PROGRAM ...08-735 Program Manager Lynn E. Johnson Principal Investigator Gaylord M. Northrop Project Staff John Ball Kenneth Bober Kayla Costenoble Brian...determination of the merits of continuing the program . This is a Stage 2 report. While six potential dredged material containment facilities are

A Framework for Staff Development.

ERIC Educational Resources Information Center

Schiffer, Judith

1978-01-01

Outlines the failure of traditional staff development programs and theorizes that the crucial issue in staff development concerns the problem of educational authority: Who makes what decisions and how? Successful models for staff development programs should have personal, organizational, and political foci. (JMF)

Proceedings of the HEA Title II-B Institute on Continuing Education Program Planning for Library Staffs in the Southwest, March 17-28, 1975.

ERIC Educational Resources Information Center

Foos, Donald D., Comp.

The proceedings of the Institute on Continuing Education Program Planning for Library Staffs in the Southwest contain historical and state-of-the-art information, needs assessments, program planning information, program descriptions and the Continuing Education for Library Staff program. The continuing education needs of medical, school, special,…

Organizational Policies and Programs to Reduce Job Stress and Risk of Workplace Violence Among K-12 Education Staff.

PubMed

Landsbergis, Paul; Zoeckler, Jeanette; Kashem, Zerin; Rivera, Bianca; Alexander, Darryl; Bahruth, Amy

2018-02-01

We examine strategies, programs, and policies that educators have developed to reduce work stressors and thus health risks. First, we review twenty-seven empirical studies and review papers on organizational programs and policies in K-12 education published from 1990 to 2015 and find some evidence that mentoring, induction, and Peer Assistance and Review programs can increase support, skill development, decision-making authority, and perhaps job security, for teachers-and thus have the potential to reduce job stressors. Second, we describe efforts to reduce workplace violence in Oregon, especially in special education, including legislation, collective bargaining, research, and public awareness. We conclude that to reduce workplace violence, adequate resources are needed for staffing, training, equipment, injury/assault reporting, and investigation. Third, we discuss collective bargaining initiatives that led to mentoring and Peer Assistance and Review and state legislation on prevention of bullying and harassment of school staff. Finally, we present a research agenda on these issues.

Establishment of a Multi-State Experiential Pharmacy Program Consortium

PubMed Central

Unterwagner, Whitney L.; Byrd, Debbie C.

2008-01-01

In 2002, a regional consortium was created for schools and colleges of pharmacy in Georgia and Alabama to assist experiential education faculty and staff members in streamlining administrative processes, providing required preceptor development, establishing a professional network, and conducting scholarly endeavors. Five schools and colleges of pharmacy with many shared experiential practice sites formed a consortium to help experiential faculty and staff members identify, discuss, and solve common experience program issues and challenges. During its 5 years in existence, the Southeastern Pharmacy Experiential Education Consortium has coordinated experiential schedules, developed and implemented uniform evaluation tools, coordinated site and preceptor development activities, established a work group for educational research and scholarship, and provided opportunities for networking and professional development. Several consortium members have received national recognition for their individual experiential education accomplishments. Through the activities of a regional consortium, members have successfully developed programs and initiatives that have streamlined administrative processes and have the potential to improve overall quality of experiential education programs. Professionally, consortium activities have resulted in 5 national presentations. PMID:18698386

Challenging behaviour: an action plan for education and training.

PubMed

Farrell, Gerald A; Salmon, Peter

Nurses and other health care staff frequently encounter a range of aggressive and other 'challenging behaviours' at work from clients and colleagues. In response to staff concerns, an abundance of state and national policies are now available but it is left up to individual employers to decide how best to implement them at a local level. In this paper we offer an education and training model which is conceptually sound, practical in application, and suitable for health care staff at different levels in the organisation. The importance of understanding challenging behaviour from an interactional perspective, and the educational principles on which training should be founded, are discussed. Finally, the cost of training and the need for program evaluation are considered.

Introducing information technologies into medical education: activities of the AAMC.

PubMed

Salas, A A; Anderson, M B

1997-03-01

Previous articles in this column have discussed how new information technologies are revolutionizing medical education. In this article, two staff members from the Association of American Medical College's Division of Medical Education discuss how the Association (the AAMC) is working both to support the introduction of new technologies into medical education and to facilitate dialogue on information technology and curriculum issues among AAMC constituents and staff. The authors describe six AAMC initiatives related to computing in medical education: the Medical School Objectives Project, the National Curriculum Database Project, the Information Technology and Medical Education Project, a professional development program for chief information officers, the AAMC ACCESS Data Collection and Dissemination System, and the internal Staff Interest Group on Medical Informatics and Medical Education.

The J-Staff System, Network Synchronisation and Noise

DTIC Science & Technology

2014-06-01

GRANT NUMBER 5c. PROGRAM ELEMENT NUMBER 6. AUTHOR(S) 5d. PROJECT NUMBER 5e. TASK NUMBER 5f. WORK UNIT NUMBER 7. PERFORMING ORGANIZATION NAME(S... work . A key challenge of such structures is their tendency to fall into extreme dynamical modes. One is a ‘two-speed’ mode, where units interacting with...longer term planning, led by the J5 Planning Branch, fall into a slow cycle of work , while those entities interacting predominately with operations

Participation in Training for Depression Care Quality Improvement: A Randomized Trial of Community Engagement or Technical Support.

PubMed

Chung, Bowen; Ngo, Victoria K; Ong, Michael K; Pulido, Esmeralda; Jones, Felica; Gilmore, James; Stoker-Mtume, Norma; Johnson, Megan; Tang, Lingqi; Wells, Kenneth Brooks; Sherbourne, Cathy; Miranda, Jeanne

2015-08-01

Community engagement and planning (CEP) could improve dissemination of depression care quality improvement in underresourced communities, but whether its effects on provider training participation differ from those of standard technical assistance, or resources for services (RS), is unknown. This study compared program- and staff-level participation in depression care quality improvement training among programs enrolled in CEP, which trained networks of health care and social-community agencies jointly, and RS, which provided technical support to individual programs. Matched programs from health care and social-community service sectors in two communities were randomly assigned to RS or CEP. Data were from 1,622 eligible staff members from 95 enrolled programs. Primary outcomes were any staff trained (for programs) and total hours of training (for staff). Secondary staff-level outcomes were hours of training in specific depression collaborative care components. CEP programs were more likely than RS programs to participate in any training (p=.006). Within health care sectors, CEP programs were more likely than RS programs to participate in training (p=.016), but within social-community sectors, there was no difference in training by intervention. Among staff who participated in training, mean training hours were greater among CEP programs versus RS programs for any type of training (p<.001) and for training related to each component of depression care (p<.001) except medication management. CEP may be an effective strategy to promote staff participation in depression care improvement efforts in underresourced communities.

Reminiscing on School Health.

ERIC Educational Resources Information Center

Wilson, Charles C.

2001-01-01

This 1958 paper examines how former and current school health programs differ (e.g., school nurses moved from simply treating minor injuries and communicable diseases to working cooperatively with physicians and school staff to develop policies and procedures, and health education moved from simple anatomy and physiology to broader personal and…

Strategic Management in the Community College. New Directions for Community Colleges, Number 44.

ERIC Educational Resources Information Center

Myran, Gunder A., Ed.

1983-01-01

Articles in this sourcebook discuss six strategic areas of community college management: external relations, internal communication and working relationships, financial resources development and allocation, program and service development, staff development, and strategic planning. First, "Strategic Management in the Community College,"…

10 CFR 440.15 - Subgrantees.

Code of Federal Regulations, 2010 CFR

2010-01-01

... grantee shall ensure that: (1) Each subgrantee is a CAA or other public or nonprofit entity; (2) Each... nonprofit entity which has, or is currently administering, an effective program under this part or under... quality of work performed by the subgrantee; (iii) The number, qualifications, and experience of the staff...

Working Together: California Indians and the Forest Service. Accomplishment Report.

ERIC Educational Resources Information Center

Forest Service (USDA), Berkeley, CA. Pacific Southwest Forest and Range Experiment Station.

This report describes accomplishments of the Forest Services's Tribal Relations Program in California, highlighting coordinated efforts with tribal governments and Native American communities throughout California's national forests. The regional office provided intensive training on federal-tribal relations to key staff throughout the region, and…

University Extension and Urban Planning Programs: An Efficient Partnership.

ERIC Educational Resources Information Center

Kotval, Zenia

2003-01-01

The Urban Planning Practicum is a capstone course engaging Michigan State students in urban outreach, working with community organizations on neighborhood revitalization. It facilitates the experiential learning needs of urban planning students while assisting Extension staff in capacity building. Faculty-extension agent partnerships make it…

Quality Circles: An Alternative for Higher Education.

ERIC Educational Resources Information Center

Holt, Larry C.; Wagner, Thomas E.

1983-01-01

The times demand that institutions make the best use of resources. College administrators must ensure that each faculty and staff member has the opportunity to work at his or her fullest potential. One means toward achieving this goal may be the introduction of a quality circle program. (MLW)

Indians Giving: The New Philanthropy in Indian Country.

ERIC Educational Resources Information Center

Ambler, Marjane

1994-01-01

Describes five model philanthropic programs that provide funding to Native American causes. Indicates that Native Americans are creating their own foundations and working as partners with non-Indian philanthropies. Discusses the Seventh Generation Fund, American Indian College Fund, Eagle Staff Fund Collaborative, Montana Community Foundation, and…

An aggression policy that works.

PubMed

Kitchener, Denby A; Sykes, Sharon R; McEwan, Allan G

2004-12-13

In 1999, a survey of the clinical staff in Royal Darwin Hospital showed that most instances of aggressive and abusive behaviour by patients or visitors occurring in the hospital went unreported because staff believed there would not be any follow-up investigation or action taken by management, Australia. In response, a hospital working party was formed to develop and implement an aggression management policy with practical effective strategies. The principal tool used was an Action Plan that delineated an immediate response to the aggression, as well as long-term strategies such as negotiated care and behaviour modification programs. An advocate is provided for the patient and debriefing for staff members. If the aggressive behaviour continues, early discharge of the patient could be initiated. The fundamental principle of the policy is to prevent fostering a culture of acceptance of aggressive behaviour through appropriate early intervention. In 2002, a follow-up survey showed that 82% of aggressive incidents were being reported and dealt with by management in a timely manner -- a significant improvement.

Program evaluation of a telepsychiatry service for older adults connecting a university-affiliated geriatric center to a rural psychogeriatric outreach service in Northwest Ontario, Canada.

PubMed

Conn, David K; Madan, Robert; Lam, Jenny; Patterson, Tim; Skirten, Sandy

2013-11-01

Weekly telepsychiatry consultations have been provided since 2002 to six communities in Northwest Ontario. Staff from a single community psychogeriatric outreach service who work within these communities facilitate the referrals. The program evaluation included (a) a chart review of the last 100 referrals, (b) analysis of patient and staff evaluations, (c) a survey mailed to all physicians in referring communities, and (d) three focus groups of staff working in local community agencies. The mean age at the time of consultation was 76.7 years. Sixty-eight percent of patients were females. The most frequent diagnoses were dementia (54%), depression (28%), and mild cognitive impairment (19%). The most frequent medication recommendations were antidepressants or cholinesterase inhibitors. Two hundred ninety-four patient assessments and case consultations were carried out between 2002 and 2009. Post-session evaluation surveys rated the provision of information, whether objectives were met, and overall usefulness of recommendations. The mean scores for these questions on a 5-point scale were between 4.6 and 4.85. Referring physicians were confident and satisfied with the recommendations made for their patients. All planned to continue to use telepsychiatry as a care option for the future. The focus groups added useful information about challenges and potential barriers to utilizing the program. The program was rated as being highly valued across all modalities of evaluation. Members of the referring team believe that access to a geriatric psychiatrist has broadened the team's knowledge base, its use of assessment tools, and increased their ability to better construct their patients' treatment plans.

The Influence of Nurse Manager Leadership Style on Staff Nurse Work Engagement.

PubMed

Manning, Jennifer

2016-09-01

Nursing literature supports the importance of an engaged nursing workforce as a means to positively influence performance. Nurse manager leadership style plays a critical role in engaging staff nurses. These relationships have been minimally studied in nurse managers and staff nurses. The aim of this study is to evaluate the influence of nurse manager leadership style factors on staff nurse work engagement. Using a descriptive correlational research design, 441 staff nurses working in 3 acute care hospitals were surveyed. Survey instruments included the Utrecht Work Engagement Scale and the Multifactorial Leadership Questionnaire 5X short form. Transactional and transformational leadership styles in nurse managers positively influenced staff nurse work engagement. Passive-avoidant leadership style in nurse managers negatively influenced staff nurse work engagement. Nurse managers who provide support and communication through transformational and transactional leadership styles can have a positive impact on staff nurse work engagement and ultimately improve organizational outcomes.

Nursing home staff members' subjective frames of reference on residents' achievement of ego integrity: A Q-methodology study.

PubMed

Lim, Sun-Young; Chang, Sung-Ok

2018-01-01

To discover the structure of the frames of reference for nursing home staff members' subjective judgment of residents' achievement of ego integrity. Q-methodology was applied. Twenty-eight staff members who were working in a nursing home sorted 34 Q-statements into the shape of a normal distribution. A centroid factor analysis and varimax rotation, using the PQ-method program, revealed four factors: identifying clues to residents' positive acceptance of their whole life span, identifying residents' ways of enjoying their current life, referencing residents' attitudes and competencies toward harmonious relationships, and identifying residents' integrated efforts to establish self-esteem. These subjective frames of reference need to be investigated in order to improve the relationships with nursing home residents and their quality of life. Consequently, the fundamental monitoring tools to help staff members make subjective judgments can be formed. © 2017 Japan Academy of Nursing Science.

Suitability of a structured Fundamental Movement Skills program for long day care centres: a process evaluation.

PubMed

Petrunoff, Nick; Lloyd, Beverley; Watson, Natalie; Morrisey, David

2009-04-01

Early childhood presents an opportunity to encourage development of Fundamental Movement Skills (FMS). Implementation of a structured program in the Long Day Care (LDC) setting presents challenges. Implementation of a structured FMS program FunMoves was assessed in LDC in metropolitan New South Wales. LDC staff attended a training session conducted by trained Health Promotion Officers (HPOs) and completed an evaluation. During implementation HPOs completed lesson observations. De-identified attendance data was collected and director and staff feedback on the program including barriers to implementation was obtained via questionnaire. Qualitative information relevant to process evaluation was obtained via open questions on questionnaires, and a de-brief diary recording feedback from directors and staff. Knowledge of FMS and FunMoves and staff confidence to deliver the program were high after training. On average, staff stated they ran lessons more than the suggested twice weekly and the majority of children attended 1-3 lessons per week. However, lesson delivery was not as designed, and staff found FunMoves disruptive and time consuming. Six directors and the majority of staff thought that FunMoves could be improved. Structured program delivery was hampered by contextual issues including significant staff turnover and program length and structure being at odds with the setting. Implementation could be enhanced by guidelines for more flexible delivery options including less structured approaches, shorter and simpler lessons, ongoing conversations with the early childhood sector, in-centre engagement of staff and post-training support.

[Improvement of team competence in the operating room : Training programs from aviation].

PubMed

Schmidt, C E; Hardt, F; Möller, J; Malchow, B; Schmidt, K; Bauer, M

2010-08-01

Growing attention has been drawn to patient safety during recent months due to media reports of clinical errors. To date only clinical incident reporting systems have been implemented in acute care hospitals as instruments of risk management. However, these systems only have a limited impact on human factors which account for the majority of all errors in medicine. Crew resource management (CRM) starts here. For the commissioning of a new hospital in Minden, training programs were installed in order to maintain patient safety in a new complex environment. The training was planned in three parts: All relevant processes were defined as standard operating procedures (SOP), visualized and then simulated in the new building. In addition, staff members (trainers) in leading positions were trained in CRM in order to train the complete staff. The training programs were analyzed by questionnaires. Selection of topics, relevance for practice and mode of presentation were rated as very good by 73% of the participants. The staff members ranked the topics communication in crisis situations, individual errors and compensating measures as most important followed by case studies and teamwork. Employees improved in compliance to the SOP, team competence and communication. In high technology environments with escalating workloads and interdisciplinary organization, staff members are confronted with increasing demands in knowledge and skills. To reduce errors under such working conditions relevant processes should be standardized and trained for the emergency situation. Human performance can be supported by well-trained interpersonal skills which are evolved in CRM training. In combination these training programs make a significant contribution to maintaining patient safety.

An institutional staff training and self-management program for developing multiple self-care skills in severely/profoundly retarded individuals.

PubMed Central

Kissel, R C; Whitman, T L; Reid, D H

1983-01-01

Although considerable attention has been given to the development of institutional staff training and management programs, the generalized effects of such programs on staff and resident behavior have seldom been examined. This study evaluated a program for teaching institutional staff behavioral training and self-management skills during self-care teaching sessions with severely and profoundly retarded residents. Following baseline observations in three self-care situations (toothbrushing, haircombing, handwashing), four direct care staff were sequentially taught to use verbal instruction, physical guidance, and contingent reinforcement in the toothbrushing program. During maintenance, staff were simultaneously taught to record, graph, and evaluate resident and their own behavior in the toothbrushing sessions. Staff were taught use of the training and self-management skills through a sequence of written instructions, videotaped and live modeling, rehearsal, and videotaped feedback. Observer presence and experimenter supervision were gradually decreased during the maintenance condition. Results indicated that during training and maintenance staff: (a) learned to use the training skills appropriately and consistently in the example situation (toothbrushing); (b) applied the skills in the generalization situations (haircombing and handwashing); and thereafter (c) maintained consistent and appropriate use of the skills with infrequent supervision. In addition, important changes in retarded residents' independent self-care responding occurred as staff training skills developed. Results are discussed in terms of their implications for future research and continued development of effective staff training and management programs. PMID:6654771

University education and nuclear criticality safety professionals

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

Wilson, R.E.; Stachowiak, R.V.; Knief, R.A.

1996-12-31

The problem of developing a productive criticality safety specialist at a nuclear fuel facility has long been with us. The normal practice is to hire a recent undergraduate or graduate degree recipient and invest at least a decade in on-the-job training. In the early 1980s, the U.S. Department of Energy (DOE) developed a model intern program in an attempt to speed up the process. The program involved working at assigned projects for extended periods at a working critical mass laboratory, a methods development group, and a fuel cycle facility. This never gained support as it involved extended time away frommore » the job. At the Rocky Flats Environmental Technology Site, the training method is currently the traditional one involving extensive experience. The flaw is that the criticality safety staff turnover has been such that few individuals continue for the decade some consider necessary for maturity in the discipline. To maintain quality evaluations and controls as well as interpretation decisions, extensive group review is used. This has proved costly to the site and professionally unsatisfying to the current staff. The site contractor has proposed a training program to remedy the basic problem.« less

Design for Effective Staff Development.

ERIC Educational Resources Information Center

Seagren, Alan T.

This paper presents a model for designing an effective staff development program. The rationale, philosophy, and instructional design utilized in the instructional Staff Development (ISD) program provides the basis for the design presented. The ISD program was conceptualized, developed, pilot tested, and field tested as a cooperative research…

Big Data Science Cafés: High School Students Experiencing Real Research with Scientists

NASA Astrophysics Data System (ADS)

Walker, C. E.; Pompea, S. M.

2017-12-01

The Education and Public Outreach group at the National Optical Astronomy Observatory has designed an outside-of-school education program to excite the interest of talented youth in future projects like the Large Synoptic Survey Telescope (LSST) and the NOAO (archival) Data Lab - their data approaches and key science projects. Originally funded by the LSST Corporation, the program cultivates talented youth to enter STEM disciplines and serves as a model to disseminate to the 40+ institutions involved in LSST. One Saturday a month during the academic year, high school students have the opportunity to interact with expert astronomers who work with large astronomical data sets in their scientific work. Students learn about killer asteroids, the birth and death of stars, colliding galaxies, the structure of the universe, gravitational waves, dark energy, dark matter, and more. The format for the Saturday science cafés has been a short presentation, discussion (plus food), computer lab activity and more discussion. They last about 2.5 hours and have been planned by a group of interested local high school students, an undergraduate student coordinator, the presenting astronomers, the program director and an evaluator. High school youth leaders help ensure an enjoyable and successful program for fellow students. They help their fellow students with the activities and help evaluate how well the science café went. Their remarks shape the next science café and improve the program. The experience offers youth leaders ownership of the program, opportunities to take on responsibilities and learn leadership and communication skills, as well as foster their continued interests in STEM. The prototype Big Data Science Academy was implemented successfully in the Spring 2017 and engaged almost 40 teens from greater Tucson in the fundamentals of astronomy concepts and research. As with any first implementation there were bumps. However, staff, scientists, and student leaders all stepped up to make the program a success. The project achieved many of its goals with a relatively small budget, providing value not only to the student leaders and student attendees, but to the scientists and staff as well. Staff learned what worked and what needed more fine-tuning to successfully launch and run a big data academy for teens in the years that follow.

Pre-pandemic planning survey of healthcare workers at a tertiary care children's hospital: ethical and workforce issues.

PubMed

Cowden, Jessica; Crane, Lori; Lezotte, Dennis; Glover, Jacqueline; Nyquist, Ann-Christine

2010-07-01

Prior to the development of written policies and procedures for pandemic influenza, worker perceptions of ethical and workforce issues must be identified. To determine the relationship between healthcare worker (HCW) reporting willingness to work during a pandemic and perception of job importance, belief that one will be asked to work, and sense of professionalism and to assess HCW's opinions regarding specific policy issues as well as barriers and motivators to work during a pandemic. A survey was conducted in HCWs at The Children's Hospital in Denver, Colorado, from February to June 2007. Characteristics of workers reporting willingness to work during a pandemic were compared with those who were unwilling or unsure. Importance of barriers and motivators was compared by gender and willingness to work. Sixty percent of respondents reported willingness to work (overall response rate of 31%). Belief one will be asked to work (OR 4.6, P  <  0.0001) and having a high level of professionalism (OR 8.6, P  <  0.0001) were associated with reporting willingness to work. Hospital infrastructure support staffs were less likely to report willingness to work during a pandemic than clinical healthcare professionals (OR 0.39, P  <  0.001). Concern for personal safety, concern for safety of family, family's concern for safety, and childcare issues were all important barriers to coming to work. Educational programs should focus on professional responsibility and the importance of staying home when ill. Targeted programs toward hospital infrastructure support and patient and family support staff stressing the essential nature of these jobs may improve willingness to work.

Serving the dually diagnosed homeless: program development and interventions.

PubMed

Blankertz, L E; Cnaan, R A

1993-01-01

In this paper the authors present the specific characteristics of the dually diagnosed (severely mentally ill and substance abusers) population and describe a hybridized program and interventions which have been empirically shown to be effective in working with these multiply impaired individuals. The article is based upon a three-year federally funded demonstration project. The following interventions were found to be effective: engagement, care and nurturing, structure, limit setting and the development of responsibility, positive reinforcement, and self esteem. The authors describe these interventions and highlight their impact in both staff management and working with funding sources.

29 CFR 42.4 - Structure of the National Committee.

Code of Federal Regulations, 2010 CFR

2010-07-01

... responsibilities. (d) There shall be a National Committee staff level working group consisting of senior staff... Secretary shall be the director of the staff level working group. (f) The staff level working group shall...

Informal Training in Staff Networks to Support Dissemination of Health Promotion Programs

PubMed Central

Ramanadhan, Shoba; Wiecha, Jean L.; Gortmaker, Steven L.; Emmons, Karen M.; Viswanath, Kasisomayajula

2011-01-01

Purpose To study informal skill transfer via staff networks as a complement to formal training among afterschool childcare providers implementing a health promotion program. Design Cross-sectional, sociometric network analysis. Setting Boston Young Men’s Christian Association (YMCA) afterschool programs implementing the iPLAY program. Participants All 91 staff members at 20 sites were eligible; 80 completed the survey (88% response rate). Measures At the network level, network density measured system-level connectedness. At the staff level, the independent variable was out degree, the number of individuals to whom respondents noted a program-related connection. The dependent variable was skill gains, the number of key implementation skills gained from the network. Analysis We mapped the staff program-related social network. We utilized multiple linear regression to estimate the relationship between out degree and skill gains, and we adjusted for clustering of staff in sites. Results Most staff (77%) reported gaining at least one skill from the network, but only 2% of potential network connections were established. The regression model showed that out degree (i.e., number of program-related contacts) was significantly associated with skill gains (β = .48, p < .01) independent of other variables. Conclusion Informal skill transfer in staff networks may be a useful complement to formal training for implementation of health promotion programs, but informal skill transfer was likely underutilized in this network. Future research employing longitudinal and/or multisite data should examine these findings in greater detail. PMID:20809826

Introductory Guide to Advocacy: Working To Improve Advocacy for School Health Education and Services.

ERIC Educational Resources Information Center

Reynolds, Sherri T.; Reilly, Linda A.; Ballin, Scott; Wooley, Susan Frelick

This guide was developed to help advocates who support school health programs, both as volunteers and staff. Four parts include: (1) "Introduction to Advocacy" (overview, American School Health Association and advocacy, lobbying laws and American School Health Association, and contract lobbyists); (2) "Advocacy Concepts"…

Staff - Abraham M. Emond | Alaska Division of Geological & Geophysical

Science.gov Websites

, and management of airborne electromagnetic and magnetic data under the AGGMI and SCM programs airborne magnetic, electromagnetic, and radiometric data. Prior to joining DGGS I worked as a geophysicist , Gina, and Goldak Airborne Surveys, 2015, Airborne magnetic geophysical survey of the Tanacross region

Teacher Evaluation That Works!! Second Edition

ERIC Educational Resources Information Center

Ribas, William B.

2005-01-01

Creating a system for successfully supervising and evaluating the entire teaching staff of a school district is a daunting task. An effective system-wide program can only be achieved if the administrators, teachers and the teachers' association understand and attend to the educational, legal, public relations (political), and social-emotional…

Education's Shot in the Arm

ERIC Educational Resources Information Center

Butler, Kevin

2009-01-01

The federal stimulus package provides badly needed aid to school districts, allowing them to avoid massive staff and teacher layoffs and injecting them with a healthy dose of funds for many programs ranging from technology to renovation work. The American Recovery and Reinvestment Act (ARRA), which President Barack Obama signed on Feb.17, provides…

Economic Development Strategies. Upjohn Institute Staff Working Paper 95-33.

ERIC Educational Resources Information Center

Bartik, Timothy J.

This paper, which is intended as a guide for local government managers responsible for economic development policies, begins with a discussion of typical goals and practices of local economic development programs. Examined next are examples of local government involvement in economic development efforts through policies/activities such as the…

Reading Recovery[R]. What Works Clearinghouse Intervention Report

ERIC Educational Resources Information Center

What Works Clearinghouse, 2007

2007-01-01

"Reading Recovery"[R] is a short-term tutoring intervention program intended to serve the lowest achieving (bottom 20%) first-grade students. Students are chosen for "Reading Recovery"[R] by school staff, and selection is based on prior reading achievement, diagnostic testing (the Clay Observation Survey of Early Literacy Achievement), and teacher…

The Lansing Area Manufacturing Partnership: A School-to-Success Story.

ERIC Educational Resources Information Center

Johnson, Amy Bell; McDonald, Deanne; MacAllum, Keith

The Lansing Area Manufacturing Partnership (LAMP) is an academically rigorous, business/labor-driven school-to-career program in Lansing, Michigan, that includes business, union, school, and parent partners and emphasizes work-based and project-based learning, team teaching, and opportunities for staff and high school seniors to establish close…

76 FR 33307 - Strengthen and Promote the Role of Local Health Departments in Retail Food Safety Regulation (U-50)

Federal Register 2010, 2011, 2012, 2013, 2014

2011-06-08

..., scientifically-based guidance, training, program evaluation, and technical assistance. B. Research/Cooperative... officials. NACCHO values guide staff and leadership in work to achieve optimal health for all through an... annual appropriations and successful performance. III. Paper Application, Registration, and Submission...

The Library as a Motivating Factor.

ERIC Educational Resources Information Center

Moody, Mildred T.

The librarian working in a hospital or institution with patients and the therapy staff must go beyond conventional library service. With many kinds of resources available the library becomes an integral part of the remedial and rehabilitative program. Strong and sustained motivation is necessary because the institution is an artificial environment…

Issues in Asian and Pacific American Education.

ERIC Educational Resources Information Center

Tsuchida, Nobuya, Ed.

The six papers collected in this report were originally presented at a conference on Asian and Pacific education held in 1984. The papers deal with such topics as: the relationship between educational attainment and economic status; training programs designed for teachers and staff working with limited English speaking Asian students; effective…

Work with Girls and Young Women.

ERIC Educational Resources Information Center

Baker-Graham, Abi

Single-sex adventure education programs for adolescent women give them space to challenge traditional feminine roles, relate to other women without the pressures of mixed-sex groups, and examine issues such as personal relationships and health within a safe environment. If there are insufficient women facilitators, male staff should have awareness…

Dare to Delegate

ERIC Educational Resources Information Center

Volpe, Barbara; Bloom, Paula Jorde

2011-01-01

For the leader of an early childhood program, the ability to delegate is an important skill to develop. Increased staff motivation, increased competence, and more vibrant connections between team members are just some of the positive benefits that can occur when delegation is used as a leadership tool. Delegating is not about dumping work on…

The Restorative Healing Model: Implementation at the Woodbourne Center

ERIC Educational Resources Information Center

Park, Juyoung; Carlson, George; Weinstein, Stanley; Lee, Bethany

2008-01-01

This study describes the Restorative Healing Model used at the Woodbourne Center (Baltimore) to improve socially adaptive functioning and behaviors among youth residing in a residential treatment center. This treatment model requires collaborative work with youth, their families, staff members, and community members. Unlike program models built on…

Approaches to Working with Children, Young People and Families for Traveller, Irish Traveller, Gypsy, Roma and Show People Communities. A Literature Review Report for the Children's Workforce Development Council

ERIC Educational Resources Information Center

Robinson, Mark; Martin, Kerry

2008-01-01

The Children's Workforce Development Council (CWDC) commissioned this literature review as the first part of a project exploring issues around and approaches to working with Travellers, Irish Travellers, Gypsies, Roma and Showpeople, and the support, training and other programs available to staff involved. The project is intended to contribute to…

Diversity among hospice volunteers: a challenge for the development of a responsive volunteer program.

PubMed

Roessler, A; Carter, H; Campbell, L; MacLeod, R

1999-01-01

Voluntary organizations such as hospices are increasingly being called upon to substitute for state health and social welfare delivery at a time when volunteer contributions are threatened because of organizational and demographic changes. These changes include: the adoption by the nonprofit sector of market strategies in response to health and social welfare reforms, increases in the size and complexity of hospices, increasing professionalization of staff, and the move of women away from voluntary work in the health and welfare services to paid employment. With these changes, hospices must be knowledgeable about their volunteer workforce and resourceful if they are to continue to attract and retain volunteers. A survey of volunteers conducted at the Mary Potter Hospice, Wellington, New Zealand, examined differences in volunteers' characteristics, motivations for joining hospice, and factors affecting work satisfaction according to age, gender, and the length of time volunteers had worked. Those findings of particular relevance to program development were: (1) the tendency for the recently recruited volunteers to be in paid employment; (2) the mixed motivations of the younger volunteers, reflecting both altruistic and personal gain needs; and (3) the rewards commonly identified by volunteers, such as feeling their work is of value, being accepted by hospice staff, and feeling like important team members. Practical outcomes of the study are described.

Awareness of cervical cancer and Pap smear among nursing staff at a rural tertiary care hospital in Central India.

PubMed

Jain, S M; Bagde, M N; Bagde, N D

2016-01-01

Cancer cervix is the leading cause of cancer deaths in females in developing countries and one in five women suffering from cervical cancer lives in India. The aim of this study is to determine the awareness about cervical cancer and Pap smear among nurses working in a tertiary care institute. Study Setting and Design: Cross-sectional survey in a tertiary care institute. Nurses working at our institute excluding those who have worked or working in the Obstetrics and Gynecology department were provided with a pre-designed questionnaire testing their knowledge about cervical cancer. Approximately, 86% were aware about cancer cervix and 69% were aware of a pre-cancerous stage. 42.3% were not aware of any risk factor and 27.6% were not aware of any symptom of cancer cervix. 86.2% were aware about Pap smear, but only 58.6% were aware that facilities of Pap smear were available at our hospital. Knowledge about cervical cancer and awareness of Pap smear as screening test was inadequate in nursing staff. Awareness programs about cervical cancer and screening are needed to increase awareness for this preventable condition. There is a need to arrange reorientation programs to sensitize nurses and establish cytology clinics to offer facilities for easily accessible and affordable screening.

76 FR 74834 - Interim Staff Guidance on Aging Management Program for Steam Generators

Federal Register 2010, 2011, 2012, 2013, 2014

2011-12-01

... NRC staff's evaluation of the suitability of using Revision 3 of the Nuclear Energy Institute's (NEI... NUCLEAR REGULATORY COMMISSION [NRC-2011-0228] Interim Staff Guidance on Aging Management Program for Steam Generators AGENCY: Nuclear Regulatory Commission. ACTION: Interim staff guidance; issuance...

Collecting data along the continuum of prevention and care: a Continuous Quality Improvement approach.

PubMed

Indyk, Leonard; Indyk, Debbie

2006-01-01

For the past 14 years, a team of applied social scientists and system analysts has worked with a wide variety of Community- Based Organizations (CBO's), other grassroots agencies and networks, and Medical Center departments to support resource, program, staff and data development and evaluation for hospital- and community-based programs and agencies serving HIV at-risk and affected populations. A by-product of this work has been the development, elaboration and refinement of an approach to Continuous Quality Improvement (CQI) which is appropriate for diverse community-based providers and agencies. A key component of our CQI system involves the installation of a sophisticated relational database management and reporting system (DBMS) which is used to collect, analyze, and report data in an iterative process to provide feedback among the evaluators, agency administration and staff. The database system is designed for two purposes: (1) to support the agency's administrative internal and external reporting requirements; (2) to support the development of practice driven health services and early intervention research. The body of work has fostered a unique opportunity for the development of exploratory service-driven research which serves both administrative and research needs.

National trends in pediatric resident recruitment.

PubMed

Piatt, J P; Bergeson, P S

1992-08-01

Primary care residency programs throughout the nation are having increasing difficulty recruiting sufficient residents. Only 65% of pediatric residency positions are filled with medical graduates from the United States. We sent a questionnaire to pediatric residency program directors throughout the country to assess what changes pediatric programs had implemented in response to matching concerns. Forty-one percent had recruited non-house officer professionals to perform resident-type work. Such professionals included osteopathic and/or foreign-trained physicians (55%) and moonlighters (49%). House staff work hours had been reduced in 35% of programs and on-call frequency in 33%. Sixty-one percent had made significant changes in their recruiting practices in the past 5 years that are described herein. Annual recruiting budgets varied from nothing to over $75,000. This survey reveals widespread reduction in resident work load and increased intensity in the recruiting process throughout the country.

Nontraditional graduate training for administrators of neighborhood health centers.

PubMed Central

Shepperd, J D

1976-01-01

Because of the shortage of qualified health care administrators who are members of minority groups, many neighborhood health centers, organized as a result of the Great Society legislation of the 1960's, suffered from their staffs' lack of administrative skills and from rapid turnover as staff members gained experience and moved upward to other jobs. To rectify this shortage, the National Association of Neighborhood Health Centers was funded to offer master's degree programs at the University of Michigan and the University of Southern California. These on job/on campus programs, which began in 1972, allowed participants to work and study concurrently. At Michigan, students attended class 8 hours a day, 4 days a month, for 2 years. At U.S.C., they attended classes for 14 consecutive days 3 times a year for 2 years. Since the usual admission requirements of established graduate programs limit access of minority students, who frequently lack adequate educational backgrounds, admission criteria were modified for the 56 persons enrolled in the program. For example, the Graduate Record Examination scores were not considered in the program at Michgan. Findings in an independent evaluation conducted in 1974 indicated that the programs at both universities were successful in providing graduate education relevant to the special needs of the staffs of neighborhood health centers. Only four students were dropped for academic reasons. More special programs in health administration are needed in both graduate and undergraduate schools to train people in the effective administration of health care centers, particularly those serving communities of disadvantaged persons. PMID:824670

Parents' and staff's support for a childcare agency employee mandatory vaccination policy or agency certification program.

PubMed

Rebmann, Terri; Wang, Jing; Wilson, Kristin D; Gilbertson, Philip G; Wakefield, Mary

2016-07-01

Vaccine-preventable diseases pose a significant risk to children in childcare. However, few regulations exist regarding childcare staff vaccination. This study aimed to assess support for a childcare agency staff mandatory vaccination policy. Surveys were distributed to staff and parents at 23 St Louis, Mo, childcare agencies during fall 2014. Staff and parents' support for a mandatory vaccination and/or agency certification program were compared using χ(2) tests. Multivariate logistic regression was conducted using a 2-level nested design and controlling for gender, race, age, and income to determine predictive models for support for a mandatory staff vaccination policy and/or agency certification program. Overall, 354 parents and staff participated (response rate, 32%). Most supported a mandatory staff vaccination policy (80.0%; n = 280) or agency certification program (81.2%; n = 285), and there were no differences between parents versus staff. Determinants of support for a mandatory policy included willingness to receive influenza vaccine annually, belief that vaccines are safe and effective, and support for the policy only if there were no costs. There is strong support for some type of childcare agency staff vaccination policy. Implementing such a policy/program should be a collaborative endeavor that addresses vaccine cost and access. Copyright © 2016 Association for Professionals in Infection Control and Epidemiology, Inc. All rights reserved.

Translation of an Evidence-Based Tailored Childhood Injury Prevention Program

PubMed Central

Weaver, Nancy L.; Williams, Janice; Jacobsen, Heather A.; Botello-Harbaum, Maria; Glasheen, Cristie; Noelcke, Elizabeth; Nansel, Tonja R.

2008-01-01

This article describes the process of translating Safe n’ Sound, a computer-based program for parents of young children, for a general clinic environment. Safe n’ Sound is designed to reduce the risk of unintentional childhood injuries, the leading cause of death among children older than 1 year in the United States. The evidence-based program produces tailored information for parents and their healthcare provider about burns, falls, poisoning, drowning, suffocations, choking prevention, and car safety. To offer Safe n’ Sound to a broader audience, we translated the program from the form used for efficacy testing to a stand-alone application. Notable steps in this translation included (1) conducting an organizational assessment to determine the needs of the clinic staff and feasibility of implementation, (2) modifying the program to reduce length, prioritize risk areas, and update content, (3) repackaging the program to minimize cost and space requirements, and (4) developing promotional and instructional materials. Factors contributing to the success of this effort include strong collaborative partnerships, the relative advantage of Safe n’ Sound over traditional materials, the modifiable design of the program, and the support of the clinic staff and providers. Challenges and areas for future work are discussed. PMID:18287925

Lessons from pediatrics residency program directors' experiences with work hour limitations in New York State.

PubMed

Samuels, Ronald C; Chi, Grace W; Rauch, Daniel A; Palfrey, Judith S; Shelov, Steven P

2005-05-01

To evaluate the impact of residency work hour limitations on pediatrics residency programs in New York State, and to learn lessons that can be used nationally with the implementation of the Accreditation Council of Graduate Medical Education's similar rules. A three-page questionnaire was mailed to all pediatrics residency program directors in New York. The questionnaire assessed methods used to accommodate the work hour limitations and perceptions of the limitations' effects. Twenty-one program directors responded (68%). Only large programs used night floats and night teams to meet work hour requirements. Programs of all sizes and in all settings used cross coverage and sent residents home immediately post call. About half of the programs hired additional nonresident staff, usually nurse practitioners, physician assistants, and/or attendings. The most frequently reported effects were decreases in the amount of time residents spent in inpatient settings, patient continuity in inpatient settings, flexibility of residents' scheduling, and increased logistical work needed to maintain continuity clinic. A summary of advice to other program directors was "be creative" and "be flexible." New York's pediatrics residency programs used a variety of mechanisms to meet work hour restrictions. Smaller programs had fewer methods available to them to meet such restrictions. Although the logistical work needed to maintain continuity clinic increased greatly, continuity and outpatient settings themselves were not greatly affected by work hour limitations. Inpatient settings were more affected and experienced much more in the way of change.

Innovative strategies for nurse recruitment and retention in behavioral health.

PubMed

Valente, Sharon M; Wright, Ileen

2007-01-01

Successfully recruiting licensed nurses to work in behavioral health is challenging. This article describes and illustrates methods one hospital successfully used to attract, orient, and mentor new graduate nurses to work in mental health. The New Horizons program included a paid internship for new graduate vocational nurses, a mental health curriculum, preceptorship, a state board review course, and a new graduate program. Since 2003, the program has recruited 37 new graduates for the unfilled licensed staff vacancies in mental health who continued their professional education and pursued degrees as registered nurses. The evaluations indicated that more than 100% of graduates rated the program as excellent as well as recommended it to their friends, and retention has been more than 90%. New Horizons graduates have received promotions; one has assumed a new role as a clinical resource nurse who teaches nursing orientation. All stakeholders including nurse management, patients, other disciplines, and coworkers have high praise for the program graduates. The program increased the cultural diversity of the mental health staff because the graduates included high percentages of African Americans, Hispanic Americans, and Asian Americans and less than 10% of White Americans. Adult learning technologies were used including teaching with films, role-playing, case studies, reflective thinking, evidence-based practice, and group performance improvement projects. Research-based fact sheets were used for the course and continued education. These 1-page fact sheets help nurses apply the evidence to improve nursing practice.

Nursing staff competence, work strain, stress and satisfaction in elderly care: a comparison of home-based care and nursing homes.

PubMed

Hasson, Henna; Arnetz, Judith E

2008-02-01

The aims of this study were to: (1) compare older people care nursing staff's perceptions of their competence, work strain and work satisfaction in nursing homes and home-based care; and (2) to examine determinants of work satisfaction in both care settings. The shift in older people care from hospitals to community-based facilities and home care has had implications for nursing practice. Lack of competence development, high levels of work strain and low levels of work satisfaction among nursing staff in both care settings have been associated with high turnover. Few studies have compared staff perceptions of their competence and work in nursing homes as opposed to home-based care. A cross-sectional questionnaire survey. Nursing staff perceptions of their competence, work strain, stress and satisfaction were measured by questionnaire in 2003 in two older people care organizations in Sweden. Comparisons of all outcome variables were made between care settings both within and between the two organizations. Multiple regression analysis was used to determine predictors of work satisfaction in home care and nursing homes respectively. In general, staff in home-based care reported significantly less sufficient knowledge compared with staff in nursing homes. However, home care staff experienced significantly less physical and emotional strain compared with staff in nursing homes. Ratings of work-related exhaustion, mental energy and overall work satisfaction did not differ significantly between care settings. In both care settings, work-related exhaustion was the strongest (inverse) predictor of work satisfaction. Future interventions should focus on counteracting work-related exhaustion and improving competence development to improve work satisfaction among older people care nursing staff in both care settings. Relevance to clinical practice. Work-related exhaustion and lack of competence development may have significant negative implications for work satisfaction among older people care nursing staff in both home care and nursing homes.

[Development and effect of a web-based child health care program for the staff at child daycare centers].

PubMed

Kim, Ji Soo

2010-04-01

The purpose of the study is to develop a web-based program on child health care, and to identify the effect of the program on knowledge of, attitudes towards child health care, and health care practice in staff of daycare centers. The program was developed through the processes of needs analysis, contents construction, design, development, and evaluation. After the program was developed, it was revised through feedback from 30 experts. To identify the effect of developed program, onegroup pretest-posttest design study was conducted with 64 staff members from 12 daycare centers in Korea. The program was developed based on users' needs and consisted of five parts: health promotion, disease and symptoms management, oral health, injury and safety, sheets and forms. This study showed that the total score of staff who used the program was significantly higher in terms of knowledge, attitudes, and their health care practice compared with pretest score (p<.05). These results suggest that this Web-based program can contribute to the child health promotion as well as can provide the staff with the insightful child health information. Therefore, it is expected that this program will be applied to staff of other child care settings for children's health.

Continuous Improvement and Employee Engagement, Part 2: Design, Implementation, and Outcomes of a Daily Management System.

PubMed

Maurer, Marsha; Browall, Pamela; Phelan, Cynthia; Sanchez, Sandra; Sulmonte, Kimberlyann; Wandel, Jane; Wang, Allison

2018-04-01

A daily management system (DMS) can be used to implement continuous quality improvement and advance employee engagement. It can empower staff to identify problems in the care environment that impact quality or work flow and to address them on a daily basis. Through a DMS, improvement becomes the work of everyone, every day. The authors of this 2-part series describe their work to develop a DMS. Part 2 describes the implementation and outcomes of the program.

Perspectives of HIV Clinic Staff on the Implementation of a Client Financial Incentives Program Targeting Viral Suppression.

PubMed

Anderson, Susannah; Jenner, Eric; Lass, Katherine; Burgess, Samuel

We present perspectives of health care providers and clinic staff on the implementation of a financial incentive program for clients living with HIV in three Louisiana clinics. Interviews were conducted in May-June 2015 with 27 clinic staff to assess their perspectives on implementation of the Health Models financial incentive program, which was initiated in September 2013. Many providers and staff welcomed the program, but some were concerned about sustainability and the ethics of a program that paid patients to receive care. Most said they eventually found the program to be helpful for patients and clinic operations in general, by facilitating partnerships between providers and patients, improving appointment keeping, providing opportunities for patient education, engaging patients in care, and helping patients form new prevention habits. The findings can improve understanding of staff and leadership perceptions of incentive programs and can inform planning and implementation of these programs in the future. Copyright © 2017 Association of Nurses in AIDS Care. All rights reserved.

Leading by Example: Health Promotion Programs for School Staff

ERIC Educational Resources Information Center

Herbert, Patrick C.; Lohrmann, David K.

2011-01-01

Health promotion programs for school staff are an overlooked and underused resource that can reduce overweight and obesity among teachers and other staff members. They can also reduce staff absenteeism, increase productivity, reduce costs associated with health care and disability, and foster a climate that promotes good health schoolwide. An…

Targeting Obesity through Health Promotion Programs for School Staff

ERIC Educational Resources Information Center

Herbert, Patrick C.; Lohrmann, David K.; Hall, Cougar

2017-01-01

Health promotion programs for school staff are an overlooked and under-utilized resource that can lead to reductions in overweight and obesity among teachers and other staff members if implemented properly. In addition to increasing the overall staff wellness, boosting morale, increasing productivity, improving academic achievement, providing…

International Acquisition Programs: Variables Beyond Cost, Schedule and Performance

DTIC Science & Technology

2015-02-17

Academy with a Bachelor of Science Degree in Human Factors Engineering and a Masters of Operational Art and Science from Air Command and Staff...Lt Col, USAF A Research Report Submitted to the Faculty In Partial Fulfillment of the Graduation Requirements Advisor: Col Kenneth Tatum 17...5c. PROGRAM ELEMENT NUMBER 6. AUTHOR( S ) 5d. PROJECT NUMBER 5e. TASK NUMBER 5f. WORK UNIT NUMBER 7. PERFORMING ORGANIZATION NAME( S ) AND ADDRESS

Safe patient handling in diagnostic imaging.

PubMed

Murphey, Susan L

2010-01-01

Raising awareness of the risk to diagnostic imaging personnel from manually lifting, transferring, and repositioning patients is critical to improving workplace safety and staff utilization. The aging baby boomer generation and growing bariatric population exacerbate the problem. Also, legislative initiatives are increasing nationwide for hospitals to implement safe patient handling programs. A management process designed to improve working conditions through implementing ergonomic programs can reduce losses and improve productivity and patient care outcome measures for imaging departments.

Evaluating the implementation of a multicomponent asthma education program for Head Start staff.

PubMed

Ruvalcaba, Elizabeth; Chung, Shang-En; Rand, Cynthia; Riekert, Kristin A; Eakin, Michelle

2018-03-15

Asthma disproportionately affects minority groups, low income populations, and young children under 5. Head Start (HS) programs predominantly serve this high-risk population, yet staff are not trained on asthma management. The objective of this study was to assess a 5-year, multicomponent HS staff asthma education program in Baltimore City HS programs. All HS programs were offered annual staff asthma education by a medical research team that included didactic lectures and hands-on training. Attendees received continuing education credits. HS staff were anonymously surveyed on asthma knowledge and skills and asthma medication management practices in Year 1 (preimplementation) and Year 5. There was an estimated response rate of 94% for Year 1 and 82% for Year 5. Compared to staff in Year 1, Year 5 staff were significantly more likely to report they had very good knowledge and skills related to asthma [odds ratio (OR) 1.63; p < 0.05] and were engaged in asthma care activities (OR 2.02; p < 0.05). Self-reported presence of asthma action plans for all children with asthma was 82% at Year 1 and increased to 89% in Year 5 (p = 0.064). Year 5 HS staff reported higher self-assessed knowledge and skills, self-reports of asthma medication management practices, and self-reports of asthma activities compared to Year 1 staff. HS serves high-risk children with asthma, and a multicomponent program can adequately prepare staff to manage asthma in the child care setting. Our results indicate the feasibility of providing efficacious health skill education into child care provider training to reduce asthma knowledge gaps.

Implementation of 5S management method for lean healthcare at a health center in Senegal: a qualitative study of staff perception.

PubMed

Kanamori, Shogo; Sow, Seydou; Castro, Marcia C; Matsuno, Rui; Tsuru, Akiko; Jimba, Masamine

2015-01-01

5S is a lean method for workplace organization; it is an abbreviation representing five Japanese words that can be translated as sort, set in order, shine, standardize, and sustain. The 5S management method has been recognized recently as a potential solution for improving the quality of government healthcare services in low- and middle-income countries. To assess how the 5S management method creates changes in the workplace and in the process and outcomes of healthcare services, and how it can be applicable in a resource-poor setting, based on data from a pilot intervention of the 5S program implemented in a health facility in Senegal. In this qualitative study, we interviewed 21 health center staff members 1 year after the pilot intervention. We asked them about their views on the changes brought on by the 5S program in their workplace, daily routines, and services provided. We then transcribed interview records and organized the narrative information by emerging themes using thematic analysis in the coding process. Study participants indicated that, despite resource constraints and other demotivating factors present at the health center, the 5S program created changes in the work environment, including fewer unwanted items, improved orderliness, and improved labeling and directional indicators of service units. These efforts engendered changes in the quality of services (e.g. making services more efficient, patient-centered, and safe), and in the attitude and behavior of staff and patients. The pilot intervention of the 5S management method was perceived to have improved the quality of healthcare services and staff motivation in a resource-poor healthcare facility with a disorderly work environment in Senegal. Quantitative and qualitative research based on a larger-scale intervention would be needed to elaborate and validate these findings and to identify the cost-effectiveness of such intervention in low- and middle-income countries.

Implementation of 5S management method for lean healthcare at a health center in Senegal: a qualitative study of staff perception

PubMed Central

Kanamori, Shogo; Sow, Seydou; Castro, Marcia C.; Matsuno, Rui; Tsuru, Akiko; Jimba, Masamine

2015-01-01

Background 5S is a lean method for workplace organization; it is an abbreviation representing five Japanese words that can be translated as sort, set in order, shine, standardize, and sustain. The 5S management method has been recognized recently as a potential solution for improving the quality of government healthcare services in low- and middle-income countries. Objective To assess how the 5S management method creates changes in the workplace and in the process and outcomes of healthcare services, and how it can be applicable in a resource-poor setting, based on data from a pilot intervention of the 5S program implemented in a health facility in Senegal. Design In this qualitative study, we interviewed 21 health center staff members 1 year after the pilot intervention. We asked them about their views on the changes brought on by the 5S program in their workplace, daily routines, and services provided. We then transcribed interview records and organized the narrative information by emerging themes using thematic analysis in the coding process. Results Study participants indicated that, despite resource constraints and other demotivating factors present at the health center, the 5S program created changes in the work environment, including fewer unwanted items, improved orderliness, and improved labeling and directional indicators of service units. These efforts engendered changes in the quality of services (e.g. making services more efficient, patient-centered, and safe), and in the attitude and behavior of staff and patients. Conclusions The pilot intervention of the 5S management method was perceived to have improved the quality of healthcare services and staff motivation in a resource-poor healthcare facility with a disorderly work environment in Senegal. Quantitative and qualitative research based on a larger-scale intervention would be needed to elaborate and validate these findings and to identify the cost-effectiveness of such intervention in low- and middle-income countries. PMID:25854781

Factors and symptoms associated with work stress and health-promoting lifestyles among hospital staff: a pilot study in Taiwan.

PubMed

Tsai, Yueh-Chi; Liu, Chieh-Hsing

2012-07-16

Healthcare workers including physicians, nurses, medical technicians and administrative staff experience high levels of occupational stress as a result of heavy workloads, extended working hours and time-related pressure. The aims of this study were to investigate factors associated with work stress among hospital staff members and to evaluate their health-promoting lifestyle behaviors. We conducted a cross-sectional study from May 1, 2010 to July 30, 2010 and recruited 775 professional staff from two regional hospitals in Taiwan using purposive sampling. Demographic data and self-reported symptoms related to work-related stress were collected. Each subject completed the Chinese versions of the Job Content Questionnaire (C-JCQ) and The Health-Promoting Lifestyle Profile (HPLSP). Linear and binary regression analyses were applied to identify associations between these two measurements and subjects' characteristics, and associations between the two measurements and stress symptoms. Self-reported symptoms of work-related stress included 64.4% of subjects reporting nervousness, 33.7% nightmares, 44.1% irritability, 40.8% headaches, 35.0% insomnia, and 41.4% gastrointestinal upset. C-JCQ scores for psychological demands of the job and discretion to utilize skills had a positive correlation with stress-related symptoms; however, the C-JCQ scores for decision-making authority and social support correlated negatively with stress-related symptoms except for nightmares and irritability. All items on the HPLSP correlated negatively with stress-related symptoms except for irritability, indicating an association between subjects' symptoms and a poor quality of health-promoting lifestyle behaviors. We found that high demands, little decision-making authority, and low levels of social support were associated with the development of stress-related symptoms. The results also suggested that better performance on or a higher frequency of health-promoting life-style behaviors might reduce the chances of hospital staff developing stress-related symptoms. Our report may contribute to the development of educational programs designed to encourage members of high stress groups among the hospital staff to increase their health-promoting behaviors.

Factors and symptoms associated with work stress and health-promoting lifestyles among hospital staff: a pilot study in Taiwan

PubMed Central

2012-01-01

Background Healthcare workers including physicians, nurses, medical technicians and administrative staff experience high levels of occupational stress as a result of heavy workloads, extended working hours and time-related pressure. The aims of this study were to investigate factors associated with work stress among hospital staff members and to evaluate their health-promoting lifestyle behaviors. Methods We conducted a cross-sectional study from May 1, 2010 to July 30, 2010 and recruited 775 professional staff from two regional hospitals in Taiwan using purposive sampling. Demographic data and self-reported symptoms related to work-related stress were collected. Each subject completed the Chinese versions of the Job Content Questionnaire (C-JCQ) and The Health-Promoting Lifestyle Profile (HPLSP). Linear and binary regression analyses were applied to identify associations between these two measurements and subjects’ characteristics, and associations between the two measurements and stress symptoms. Results Self-reported symptoms of work-related stress included 64.4% of subjects reporting nervousness, 33.7% nightmares, 44.1% irritability, 40.8% headaches, 35.0% insomnia, and 41.4% gastrointestinal upset. C-JCQ scores for psychological demands of the job and discretion to utilize skills had a positive correlation with stress-related symptoms; however, the C-JCQ scores for decision-making authority and social support correlated negatively with stress-related symptoms except for nightmares and irritability. All items on the HPLSP correlated negatively with stress-related symptoms except for irritability, indicating an association between subjects’ symptoms and a poor quality of health-promoting lifestyle behaviors. Conclusions We found that high demands, little decision-making authority, and low levels of social support were associated with the development of stress-related symptoms. The results also suggested that better performance on or a higher frequency of health-promoting life-style behaviors might reduce the chances of hospital staff developing stress-related symptoms. Our report may contribute to the development of educational programs designed to encourage members of high stress groups among the hospital staff to increase their health-promoting behaviors. PMID:22799278

Training basic teaching skills to community and institutional support staff for people with severe disabilities: a one-day program.

PubMed

Parsons, M B; Reid, D H; Green, C W

1996-01-01

Shortcomings in the technology for training support staff in methods of teaching people with severe disabilities recently have resulted in calls to improve the technology. We evaluated a program for training basic teaching skills within one day. The program entailed classroom-based verbal and video instruction, practice, and feedback followed by on-the-job feedback. In Study I, four undergraduate interns participated in the program, and all four met the mastery criterion for teaching skills. Three teacher aides participated in Study 2, with results indicating that when the staff applied their newly acquired teaching skills, students with profound disabilities made progress in skill acquisition. Clinical replications occurred in Study 3, involving 17 staff in school classrooms, group homes, and an institution. Results of Studies 2 and 3 also indicated staff were accepting of the program and improved their verbal skills. Results are discussed regarding advantages of training staff in one day. Future research suggestions are offered, focusing on identifying means of rapidly training other teaching skills in order to develop the most effective, acceptable, and efficient technology for staff training.

Mental health first aid for the elderly: A pilot study of a training program adapted for helping elderly people.

PubMed

Svensson, Bengt; Hansson, Lars

2017-06-01

Epidemiological studies have shown a high prevalence of mental illness among the elderly. Clinical data however indicate both insufficient detection and treatment of illnesses. Suggested barriers to treatment include conceptions that mental health symptoms belong to normal aging and lack of competence among staff in elderly care in detecting mental illness. A Mental Health First Aid (MHFA) training program for the elderly was developed and provided to staff in elderly care. The aim of this study was to investigate changes in knowledge in mental illness, confidence in helping a person, readiness to give help and attitudes towards persons with mental illness. Single group pre-test-post-test design. The study group included staff in elderly care from different places in Sweden (n = 139). Significant improvements in knowledge, confidence in helping an elderly person with mental illness and attitudes towards persons with mental illness are shown. Skills acquired during the course have been practiced during the follow-up. The adaption of MHFA training for staff working in elderly care gives promising results. Improvements in self-reported confidence in giving help, attitudes towards persons with mental illness and actual help given to persons with mental illness are shown. However, the study design allows no firm conclusions and a randomized controlled trail is needed to investigate the effectiveness of the program. Outcomes should include if the detection and treatment of mental illness among the elderly actually improved.

Mali and Nigeria Should be Established as Key Regional Partners of the United States to Further Mutual Interests for Ensuring Long-Term Security and Stability in the Sahel Region

DTIC Science & Technology

2016-06-10

7. PERFORMING ORGANIZATION NAME( S ) AND ADDRESS(ES) U.S. Army Command and General Staff College ATTN: ATZL-SWD-GD Fort Leavenworth, KS 66027-2301...AND STABILITY IN THE SAHEL REGION A thesis presented to the Faculty of the U.S. Army Command and General Staff College in partial...5b. GRANT NUMBER 5c. PROGRAM ELEMENT NUMBER 6. AUTHOR( S ) Bekaye Samake, MAJ 5d. PROJECT NUMBER 5e. TASK NUMBER 5f. WORK UNIT NUMBER

Summer High School Apprenticeship Research Program (SHARP) of the National Aeronautics and Space Administration

NASA Technical Reports Server (NTRS)

1984-01-01

A total of 125 talented high school students had the opportunity to gain first hand experience about science and engineering careers by working directly with a NASA scientist or engineer during the summer. This marked the fifth year of operation for NASA's Summer High School Apprenticehsip Research Program (SHARP). Ferguson Bryan served as the SHARP contractor and worked closely with NASA staff at Headquarters and the eight participating sites to plan, implement, and evaluate the Program. The main objectives were to strengthen SHARP and expand the number of students in the Program. These eight sites participated in the Program: Ames Research Center North, Ames' Dryden Flight Research Facility, Goddard Space Flight Center, Goddard's Wallops Flight Facility, Kennedy Space Center, Langley Research Center, Lewis Research Center, and Marshall Space Flight Center.

Parks, Place and Pedagogy - Education Partnerships with the National Park Service

NASA Astrophysics Data System (ADS)

Vye, E. C.; Rose, W. I.; Nash, B.; Klawiter, M.; Huntoon, J. E.; Engelmann, C. A.; Gochis, E. E.; MiTEP

2011-12-01

The Michigan Teaching Excellence Program (MITEP) is a multi-year program of teacher leadership development that empowers science teachers in Grand Rapids, Kalamazoo, and Jackson to lead their schools and districts through the process of improving science teaching and learning. A component of this program is facilitated through partnership between academia, K-12 educators, and the National Park Service (NPS) that aims to develop place-based education strategies that improve diversity and Earth Science literacy. This tangible education method draws upon both the sense of place that National Parks offer and the art of interpretation employed by the park service. Combined, these deepen cognitive process and provide a more diverse reflection of what place means and the processes behind shaping what we see. Our partnerships present participants the opportunity to intern in a Midwest national park for 3-8 weeks during their third year in the program. In summer 2011, eleven teachers from the Grand Rapids school district participated in this innovative way of learning and teaching Earth Science. One goal was to develop geological interpretive materials desired and needed for the parks. Secondly, and important to place-based educational methodologies, these deliverables will be used as a way of bringing the parks to urban classrooms. Participants lived in the parks and worked directly with both national park and Michigan Tech staff to create lesson plans, podcasts, media clips, video, and photographic documentation of their experiences. These lesson plans will be hosted in the Views of the National Park website in an effort to provide innovative teaching resources nationally for teachers or free-choice learners wishing to access information on Midwest national parks. To the benefit of park staff, working with teachers from urban areas offered an opportunity for park staff to access diverse learners in urban settings unable to visit the park. The foundation has been laid for future work in this program aiming to develop a stronger appreciation of environment and geological processes and connections between what K-12 students do and their impact on Earth systems. This paper presents preliminary results of the following evaluation methods: 1) pre-post surveys administered to examine depth and breadth of geological knowledge, awareness of cultural significance, and emotional meanings and attachments toward the park, and 2) semi-structured interviews with participants, park staff, and academic faculty to determine how these programs can be best implemented and improved in both parks and classrooms alike. Learning about Earth system processes can be fostered by employing different ways of knowing, or the art of interpretation. It is hoped that this engagement between teachers, parks, and academia will increase diversity in Earth Science, enrich Earth Science curriculum, and help develop a sense of place for students

The 1985 National Aeronautics and Space Administration's Summer High School Apprenticeship Research Program (SHARP)

NASA Technical Reports Server (NTRS)

1985-01-01

In 1985, a total of 126 talented high school students gained first hand knowledge about science and engineering careers by working directly with a NASA scientist or engineer during the summer. This marked the sixth year of operation for NASA's Summer High School Apprenticeship Research Program (SHARP). The major priority of maintaining the high standards and success of prior years was satisfied. The following eight sites participated in the Program: Ames Research Center, Ames' Dryden Flight Research Facility, Goddard Space Flight Center, Goddard's Wallop Flight Facility, Kennedy Space Center, Langley Research Center, Lewis Research Center, and Marshall Space Flight Center. Tresp Associates served as the SHARP contractor and worked closely with NASA staff at headquarters and the sites just mentioned to plan, implement, and evaluate the program.

Transition to family practice in Turkey.

PubMed

Güneş, Evrim Didem; Yaman, Hakan

2008-01-01

Turkey's primary health care (PHC) system was established in the beginning of the 1960s and provides preventive and curative basic medical services to the population. This article describes the experience of the Turkish health system, as it tries to adapt to the European health system. It describes the current organization of primary health care and the family medicine model that is in the process of implementation and discusses implications of the transition for family physicians and the challenges faced in meeting the needs for health care staff. In Turkey a trend toward urbanization is evident and more staff positions in rural PHC centers are vacant. Shortages of physicians and an ineffective distribution of doctors are seen as a major problem. Family medicine gained popularity at the beginning of the 1990s, as a specialty with a 3-year postgraduate training program. Medical practitioners who are graduates of a 6-year medical training program and are already working in the PHC system are offered retraining courses. Better working conditions and higher salaries may be important incentives for medical practitioners to sign a contract with the social security institution of Turkey. The lack of well-trained primary care staff is an ongoing challenge. Attempts to retrain medical practitioners to act as family physicians show promising results. Shortness of physician and health professionals and lack of time and resources in primary health care are problems to overcome during this process.

Constructive conflict and staff consensus in substance abuse treatment.

PubMed

Melnick, Gerald; Wexler, Harry K; Chaple, Michael; Cleland, Charles M

2009-03-01

Previous studies demonstrated the relationship between consensus among both staff and clients with client engagement in treatment and between client consensus and 1-year treatment outcomes. The present article explores the correlates of staff consensus, defined as the level of agreement among staff as to the importance of treatment activities in their program, using a national sample of 80 residential substance abuse treatment programs. Constructive conflict resolution had the largest effect on consensus. Low client-to-staff ratios, staff education, and staff experience in substance abuse treatment were also significantly related to consensus. Frequency of training, an expected correlate of consensus, was negatively associated with consensus, whereas frequency of supervision was not a significant correlate. The implications of the findings for future research and program improvement are discussed.

Student-Staff Partnerships as Transformational: The "Students as Learners and Teachers" Program as a Case Study in Changing Higher Education

ERIC Educational Resources Information Center

Cook-Sather, Alison

2014-01-01

In this article the author offers an example of a student-staff partnership program based in a higher education context in the United States. This program positions undergraduate students as pedagogical consultants to academic staff. The goal of the program is to counter traditional hierarchies and imbalanced power relations and foster a shift in…

Social cohesion: The missing factor required for a successful hand hygiene program.

PubMed

Kwok, Yen Lee Angela; Harris, Peter; McLaws, Mary-Louise

2017-03-01

There are limited explorations into hospital staff reactions to automated hand hygiene surveillance or hand hygiene interventions. An automated surveillance system with daily feedback and a behavioral intervention component was trialed in 2 wards in an Australian tertiary teaching hospital. After 9 months, 12 clinicians from each ward were interviewed prior to the completion of the trial to explore satisfaction with the system and behavioral component of nudging each other with a reminder to comply. Only on completion of the trial were transcripts analyzed for themes. Staff from the ward with improved compliance described a socially cohesive team with a well-liked nurse unit manager who accessed daily compliance rates and worked with staff to set goals. This contrasted with the ward without improvement in compliance, whose staff described their great reluctance and discomfort to nudge each other to comply and distrust of the authenticity of the rates established from the automated system. Interventions for improving compliance are more likely to be successful in a ward with a social cohesive team. Patient safety interventions, in the first instance, may benefit from purposeful selection of wards with cohesive teams and skilled leaders who can transform clinicians into early adopters of the program. Crown Copyright © 2017. Published by Elsevier Inc. All rights reserved.

A University Faculty and Staff Health Fitness Program, University of Montevallo.

ERIC Educational Resources Information Center

Tishler, J. Ward

The effects of a health fitness program for college faculty and staff were studied at the University of Montevallo. The program covered physical fitness, assessment, prescription, training, and health education concerning nutrition and stress management. Six male and three female faculty members and staff participated in the 28-week health fitness…

76 FR 17159 - Office of New Reactors; Final Interim Staff Guidance on Standard Review Plan, Section 17.4...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-03-28

... Interim Staff Guidance on Standard Review Plan, Section 17.4, ``Reliability Assurance Program'' AGENCY... design reliability assurance program (RAP). This ISG updates the guidance provided to the staff in Standard Review Plan (SRP), Section 17.4, ``Reliability Assurance Program,'' of NUREG-0800, ``Standard...

Customer Service Training for Public Services Staff at Temple University's Central Library System.

ERIC Educational Resources Information Center

Arthur, Gwen

Arguing that good interpersonal interactions between library staff and their patrons is a major determinant of overall patron satisfaction, this paper describes Temple University's customer service training program for its public services staff. Dubbed the "A+ Service" program, the program focuses on six aspects of library service: (1)…

Working relationships between obstetric care staff and their managers: a critical incident analysis.

PubMed

Chipeta, Effie; Bradley, Susan; Chimwaza-Manda, Wanangwa; McAuliffe, Eilish

2016-08-26

Malawi continues to experience critical shortages of key health technical cadres that can adequately respond to Malawi's disease burden. Difficult working conditions contribute to low morale and frustration among health care workers. We aimed to understand how obstetric care staff perceive their working relationships with managers. A qualitative exploratory study was conducted in health facilities in Malawi between October and December 2008. Critical Incident Analysis interviews were done in government district hospitals, faith-based health facilities, and a sample of health centres' providing emergency obstetric care. A total of 84 service providers were interviewed. Data were analyzed using NVivo 8 software. Poor leadership styles affected working relationships between obstetric care staff and their managers. Main concerns were managers' lack of support for staff welfare and staff performance, lack of mentorship for new staff and junior colleagues, as well as inadequate supportive supervision. All this led to frustrations, diminished motivation, lack of interest in their job and withdrawal from work, including staff seriously considering leaving their post. Positive working relationships between obstetric care staff and their managers are essential for promoting staff motivation and positive work performance. However, this study revealed that staff were demotivated and undermined by transactional leadership styles and behavior, evidenced by management by exception and lack of feedback or recognition. A shift to transformational leadership in nurse-manager relationships is essential to establish good working relationships with staff. Improved providers' job satisfaction and staff retentionare crucial to the provision of high quality care and will also ensure efficiency in health care delivery in Malawi.

Organizational Climate Partially Mediates the Effect of Culture on Work Attitudes and Staff Turnover in Mental Health Services

PubMed Central

Aarons, Gregory A.; Sawitzky, Angelina C.

2006-01-01

Staff turnover in mental health service organizations is an ongoing problem with implications for staff morale, productivity, organizational effectiveness, and implementation of innovation. Recent studies in public sector services have examined the impact of organizational culture and climate on work attitudes (i.e., job satisfaction and organizational commitment) and, ultimately, staff turnover. However, mediational models of the impact of culture and climate on work attitudes have not been examined. The present study examined full and partial mediation models of the effects of culture and climate on work attitudes and the subsequent impact of work attitudes on staff turnover. Multilevel structural equation models supported a partial mediation model in which organizational culture had both direct influence on work attitudes and indirect influence through organizational climate. Work attitudes significantly predicted one-year staff turnover rates. These findings support the contention that both culture and climate impact work attitudes and subsequent staff turnover. PMID:16544205

Organizational climate partially mediates the effect of culture on work attitudes and staff turnover in mental health services.

PubMed

Aarons, Gregory A; Sawitzky, Angelina C

2006-05-01

Staff turnover in mental health service organizations is an ongoing problem with implications for staff morale, productivity, organizational effectiveness, and implementation of innovation. Recent studies in public sector services have examined the impact of organizational culture and climate on work attitudes (i.e., job satisfaction and organizational commitment) and, ultimately, staff turnover. However, mediational models of the impact of culture and climate on work attitudes have not been examined. The present study examined full and partial mediation models of the effects of culture and climate on work attitudes and the subsequent impact of work attitudes on staff turnover. Multilevel structural equation models supported a partial mediation model in which organizational culture had both direct influence on work attitudes and indirect influence through organizational climate. Work attitudes significantly predicted one-year staff turnover rates. These findings support the contention that both culture and climate impact work attitudes and subsequent staff turnover.

Wellness at work. Boost wellness center participation with target marketing strategies.

PubMed

DeMoranville, C W; Schoenbachler, D D; Przytulski, J

1998-01-01

By using target marketing strategies, corporate wellness programs can increase employee participation rates and tailor activities to meet employee needs. The authors examined this issue through a research survey that segmented a university's staff and employee population into three wellness program groups: High Participators, Moderate Participators, and Low Participators. Participators' views on the following issues were analyzed: health management programs, exercise programs, wellness center use inhibitors, wellness center use incentives, wellness center communications, and willingness to pay for the wellness center. The results identified unique lifestyle characteristics for each group that can help make target marketing strategies effective.

Is the amount of exposure to aggressive challenging behaviour related to staff work-related well-being in intellectual disability services? Evidence from a clustered research design.

PubMed

Flynn, Samantha; Hastings, Richard P; Gillespie, David; McNamara, Rachel; Randell, Elizabeth

2018-04-17

Previous research has demonstrated an association between aggressive challenging behaviour (CB) and reductions in work-related well-being for intellectual disability (ID) support staff. Much of this research has used subjective measures of CB. To examine whether exposure to aggressive CB is associated with reduced work-related well-being in staff working in ID residential settings across the UK. A cross-sectional analysis was undertaken as part of a randomised trial; 186 staff from 100 settings completed questionnaires on their CB self-efficacy, empathy, positive work motivation, and burnout. Objective measures of aggressive CB in the preceding 16 weeks were collected from each setting. There was little association between staff exposure to aggressive CB and work-related well-being. Clustering effects were found for emotional exhaustion and positive work motivation, suggesting these variables are more likely to be influenced by the environment in which staff work. The level of clustering may be key to understanding how to support staff working in ID residential settings, and should be explored further. Longitudinal data, and studies including a comparison of staff working in ID services without aggressive CB exposure are needed to fully understand any association between aggressive CB and staff well-being. Copyright © 2018 Elsevier Ltd. All rights reserved.

Strategies to Increase After-School Program Staff Skills to Promote Healthy Eating and Physical Activity.

PubMed

Weaver, R Glenn; Beets, Michael W; Beighle, Aaron; Webster, Collin; Huberty, Jennifer; Moore, Justin B

2016-01-01

Standards targeting children's healthy eating and physical activity (HEPA) in after-school programs call for staff to display or refrain from HEPA-promoting or -discouraging behaviors that are linked to children's HEPA. This study evaluated strategies to align staff behaviors with HEPA Standards. Staff at four after-school programs serving approximately 500 children participated in professional development training from January 2012 to May 2013. Site leaders also attended workshops and received technical support during the same time frame. Changes in staff behaviors were evaluated using the System for Observing Staff Promotion of Activity and Nutrition in a pre- (fall 2011) multiple-post (spring 2012, fall 2012, and spring 2013), no-control group study design. A total of 8,949 scans were completed across the four measurement periods. Of the 19 behaviors measured, 14 changed in the appropriate direction. For example, staff engaging in physical activity with children increased from 27% to 40% of scans and staff eating unhealthy foods decreased from 56% to 14% of days. Ongoing training and technical assistance can have a measureable impact on staff behaviors linked to child-level HEPA outcomes. Future research should explore the feasibility of disseminating ongoing trainings to after-school program staff on a large scale. © 2015 Society for Public Health Education.

Improving the culture of safety on a high-acuity inpatient child/adolescent psychiatric unit by mindfulness-based stress reduction training of staff.

PubMed

Hallman, Ilze S; O'Connor, Nancy; Hasenau, Susan; Brady, Stephanie

2014-11-01

The purpose of this study was to reduce perceived levels of interprofessional staff stress and to improve patient and staff safety by implementing a brief mindfulness-based stress reduction (MBSR) training program on a high-acuity psychiatric inpatient unit. A one-group repeated measure design was utilized to measure the impact of the (MBSR) training program on staff stress and safety immediately post-training and at 2 months. Two instruments were utilized in the study: the Toronto Mindfulness Scale and the Perceived Stress Scale. The MBSR program reduced staff stress across the 2-month post-training period and increased staff mindfulness immediately following the brief training period of 8 days, and across the 2-month post-training period. A trend toward positive impact on patient and staff safety was also seen in a decreased number of staff call-ins, decreased need for 1:1 staffing episodes, and decreased restraint use 2 months following the training period. A brief MBSR training program offered to an interprofessional staff of a high-acuity inpatient adolescent psychiatric unit was effective in decreasing their stress, increasing their mindfulness, and improving staff and patient safety. © 2014 Wiley Periodicals, Inc.

CGH Supports World Cancer Day Every Day

Cancer.gov

We celebrate World Cancer Day every year on February 4th. This year the theme “We can. I can.” invites us to think not only about how we can work with one another to reduce the global burden of cancer, but how we as individuals can make a difference. Every day the staff at CGH work to establish and build upon programs that are aimed at improving the lives of people affected by cancer.

Library staff development course.

PubMed Central

Eaton, E K

1981-01-01

The Moody Medical Library at the University of Texas Medical Branch plans, presents, and evaluates regularly a staff development program for its employees, including librarians and clerical and technical staff. The program's purpose is to provide continuing education for the library staff while concurrently: (1) providing information concerning specific library services and programs; (2) illustrating the interrelationship of the departments and divisions within the library; (3) developing a sense of teamwork and loyalty; and (4) developing job pride. Staff member volunteers teach the various courses. An integral part of the program is an evaluation of the efficacy of its various components using a form developed specifically for this purpose. Participants give the majority of courses an effectiveness rating of 90% or above. PMID:7248595

Implementation of a salaried compensation program for registered nurses.

PubMed

Sills, L R

1993-01-01

Compensation is a key variable in recruitment and retention of registered nurses. A 6-month trial of an exempt/salaried wage program for registered nurses, based on normative change theory, was implemented in the adult critical care division of a 491-bed community hospital. A total of 58 registered nurses participated in the trial. At the end of 6 months on salary, 94% (53) of the nurses voted to remain salaried. The staff perceived that the new wage program increased flexibility in work schedules and promoted teamwork and professional autonomy.

Staff's perceptions of the use of evidence-based physical activity promotion strategies for promoting girls' physical activity at afterschool programs: a qualitative study.

PubMed

Dinkel, Danae; Huberty, Jennifer; Beets, Michael; Tibbits, Melissa

2014-08-01

There is a need to improve girls' physical activity (PA) in afterschool programs as girls' PA levels are consistently lower than boys'. An evidence-based professional development framework, the 5 Ms, has been effective in helping staff to improve PA in both girls and boys but further improvements in girls' PA are needed. Little is known about staff's perceptions of using PA promotion strategies to promote girls' PA. Therefore, the purpose of this study was to explore staff perceptions of the use of evidence-based PA promotion strategies for promoting PA in girls. Semi-structured interviews were conducted with staff from three community-based afterschool programs located within a school setting (n=18). Data were analyzed using the process of immersion/crystallization. A majority of staff had some knowledge of PA promotion strategies but few staff consistently utilized these strategies and a majority felt several strategies were unnecessary (i.e., having a PA policy). Newer staff reported depending on senior staff to promote PA in girls. Overall, findings suggest that staff's perceptions may impact their use of PA promotions strategies. The results of this study will contribute to the enhancement of an existing staff training framework (the 5 Ms) to improve girls' PA in afterschool programs. Copyright © 2014 Elsevier Ltd. All rights reserved.

Building Economic Security Today: making the health-wealth connection in Contra Costa county's maternal and child health programs.

PubMed

Parthasarathy, Padmini; Dailey, Dawn E; Young, Maria-Elena D; Lam, Carrie; Pies, Cheri

2014-02-01

In recent years, maternal and child health professionals have been seeking approaches to integrating the Life Course Perspective and social determinants of health into their work. In this article, we describe how community input, staff feedback, and evidence from the field that the connection between wealth and health should be addressed compelled the Contra Costa Family, Maternal and Child Health (FMCH) Programs Life Course Initiative to launch Building Economic Security Today (BEST). BEST utilizes innovative strategies to reduce inequities in health outcomes for low-income Contra Costa families by improving their financial security and stability. FMCH Programs' Women, Infants, and Children Program (WIC) conducted BEST financial education classes, and its Medically Vulnerable Infant Program (MVIP) instituted BEST financial assessments during public health nurse home visits. Educational and referral resources were also developed and distributed to all clients. The classes at WIC increased clients' awareness of financial issues and confidence that they could improve their financial situations. WIC clients and staff also gained knowledge about financial resources in the community. MVIP's financial assessments offered clients a new and needed perspective on their financial situations, as well as support around the financial and psychological stresses of caring for a child with special health care needs. BEST offered FMCH Programs staff opportunities to engage in non-traditional, cross-sector partnerships, and gain new knowledge and skills to address a pressing social determinant of health. We learned the value of flexible timelines, maintaining a long view for creating change, and challenging the traditional paradigm of maternal and child health.

Coding for effective denial management.

PubMed

Miller, Jackie; Lineberry, Joe

2004-01-01

Nearly everyone will agree that accurate and consistent coding of diagnoses and procedures is the cornerstone for operating a compliant practice. The CPT or HCPCS procedure code tells the payor what service was performed and also (in most cases) determines the amount of payment. The ICD-9-CM diagnosis code, on the other hand, tells the payor why the service was performed. If the diagnosis code does not meet the payor's criteria for medical necessity, all payment for the service will be denied. Implementation of an effective denial management program can help "stop the bleeding." Denial management is a comprehensive process that works in two ways. First, it evaluates the cause of denials and takes steps to prevent them. Second, denial management creates specific procedures for refiling or appealing claims that are initially denied. Accurate, consistent and compliant coding is key to both of these functions. The process of proactively managing claim denials also reveals a practice's administrative strengths and weaknesses, enabling radiology business managers to streamline processes, eliminate duplicated efforts and shift a larger proportion of the staff's focus from paperwork to servicing patients--all of which are sure to enhance operations and improve practice management and office morale. Accurate coding requires a program of ongoing training and education in both CPT and ICD-9-CM coding. Radiology business managers must make education a top priority for their coding staff. Front office staff, technologists and radiologists should also be familiar with the types of information needed for accurate coding. A good staff training program will also cover the proper use of Advance Beneficiary Notices (ABNs). Registration and coding staff should understand how to determine whether the patient's clinical history meets criteria for Medicare coverage, and how to administer an ABN if the exam is likely to be denied. Staff should also understand the restrictions on use of ABNs and the compliance risks associated with improper use. Finally, training programs should include routine audits to monitor coders for competence and precision. Constantly changing codes and guidelines mean that a coder's skills can quickly become obsolete if not reinforced by ongoing training and monitoring. Comprehensive reporting and routine analysis of claim denials is without a doubt one of the greatest assets to a practice that is suffering from excessive claim denials and should be considered an investment capable of providing both short and long term ROIs. Some radiologists may lack the funding or human resources needed to implement truly effective coding programs for their staff members. In these circumstances, radiology business managers should consider outsourcing their coding.

Texas certified volunteer Long-Term Care Ombudsmen: perspectives of role and effectiveness.

PubMed

Ostwald, Sharon K; Runge, Anke; Lees, Emily J; Patterson, Gina D

2003-01-01

Under the federally mandated Long-Term Care Ombudsman Program (LTCOP), certified volunteer ombudsmen (CVO) advocate for the welfare and rights of residents in nursing facilities. In Texas, the Department on Aging contracts with 28 agencies to deliver the LTCOP in respective regions. Regional ombudsman staff in charge of a group of CVOs administers each local program. The volunteer ombudsman role is threefold: advocate, mediator, and friendly visitor. This descriptive study used a 75-item mail survey designed to gain a better understanding of CVOs' perspectives of their role and effectiveness. A total of 361 active, certified volunteers participated, representing all of the 28 regional Texas ombudsman programs. A series of focus groups was used to amplify survey data. Findings indicate overall role satisfaction, although perception of satisfaction varied with volunteers' age, length of service, level of education, and work experience. Volunteers felt most effective in promoting residents' rights and welfare, and least effective in dealing with financial exploitation, nutrition, and hydration issues. Although not always able to achieve desired changes, most volunteers believed that the ombudsman presence was a positive force. A need for improved understanding and support of the ombudsman role among facility staff and regulatory agents was exposed. CVOs' potentially favorable impact on the institutional setting in general, and facility personnel in particular, is dependent on the support from state personnel and regional ombudsman staff as well as the willingness of nursing facility staff to cooperate. Volunteers' sense of performance effectiveness is essential to the success of the LTCOP. Specific recommendations based on study findings are intended to assist in assuring continuous program quality improvement purposed to ensure residents' quality of life.

Training and Support of Sessional Staff to Improve Quality of Teaching and Learning at Universities.

PubMed

Knott, Gillian; Crane, Linda; Heslop, Ian; Glass, Beverley D

2015-06-25

Sessional staff is increasingly involved in teaching at universities, playing a pivotal role in bridging the gap between theory and practice for students, especially in the health professions, including pharmacy. Although sessional staff numbers have increased substantially in recent years, limited attention has been paid to the quality of teaching and learning provided by this group. This review will discuss the training and support of sessional staff, with a focus on Australian universities, including the reasons for and potential benefits of training, and structure and content of training programs. Although sessional staff views these programs as valuable, there is a lack of in-depth evaluations of the outcomes of the programs for sessional staff, students and the university. Quality assurance of such programs is only guaranteed, however, if these evaluations extend to the impact of this training and support on student learning.

A Clinical Consultation Model for Child Welfare Supervisors

ERIC Educational Resources Information Center

Strand, Virginia C.; Badger, Lee

2007-01-01

This article presents findings from a consultation project conducted by faculty from six schools of social work with approximately 150 child welfare supervisors over a two-year period. The purpose of the program was to assist supervisors with their roles as educators, mentors, and coaches for casework staff, specifically in relationship to case…

An Inservice Staff Development Program for Vocational Teachers Working with Disadvantaged Students.

ERIC Educational Resources Information Center

Wircenski, Jerry L.; Just, David

1984-01-01

To serve the inservice needs of vocational teachers of the disadvantaged, an instructional resource team visited area vocational-technical schools in Pennsylvania weekly for 10 weeks. Summative evaluation showed that a majority of the 42 teachers serving 280 students received assistance with resource identification, diagnosis, and curriculum and…

A SUGGESTED GUIDANCE PROGRAM FOR COMBATING SCHOOL "DROP-OUTS."

ERIC Educational Resources Information Center

Boys Club of New York, NY.

THE PROBLEM OF SCHOOL DROPOUTS WAS CAUSED BY CONSISTENT FAILURE TO ACHIEVE IN REGULAR SCHOOL WORK, GRADE RETENTION, READING802RETARDATI RETARDATION, AND POOR SELF-IMAGE. THE CLUB'S STAFF WOULD HELP SOLVE THIS PROBLEM THROUGH TEACHING, DIRECTING, AND COUNSELING BOYS IN THE AREAS OF HEALTH, COMPATIBILITY, RESPECT, STAYING IN SCHOOL, PLANNING…

The Military Application of Narrative: Solving Army Warfighting Challenge #2

DTIC Science & Technology

2016-06-10

U.S. Army Command and General Staff College in partial fulfillment of the requirements for the degree MASTER OF MILITARY ART AND SCIENCE...NUMBER 5c. PROGRAM ELEMENT NUMBER 6. AUTHOR( S ) Robert D. Payne III, Major 5d. PROJECT NUMBER 5e. TASK NUMBER 5f. WORK UNIT NUMBER

Content Area Reading: A Functional Approach.

ERIC Educational Resources Information Center

Plecki, Gerard D.

The implementation of a content reading program at Urbana High School, Urbana, Illinois, is discussed in this document. Reading staff hired with Title VII funds offered assistance to all teachers in the high school by working with classroom teachers in their classes for 60 minutes of class time per week. Free reading time devoted to high-interest…

77 FR 37446 - Report to Congress on Abnormal Occurrences; Fiscal Year 2011; Dissemination of Information

Federal Register 2010, 2011, 2012, 2013, 2014

2012-06-21

... review, medical center staff, working with the National Health Physics Program, discovered this event. No.... Nuclear Regulatory Commission (NRC) determines to be significant from the standpoint of public health or... had originally reported the event to the New York City Office of Radiological Health in 2006, the...

Priorities in Education: Pre-School; Evidence and Conclusions. World Bank Staff Working Paper No. 323.

ERIC Educational Resources Information Center

Smilansky, M.

This paper presents and evaluates the broad results of pre-school intervention experiments and programs aimed at fostering the intellectual and social development of "disadvantaged" groups. Among the general findings discussed are (1) there is a "sensitive," or even "critical," period in child development, an age at…

Building Management Information Systems to Coordinate Citywide Afterschool Programs: A Toolkit for Cities

ERIC Educational Resources Information Center

Kingsley, Chris

2012-01-01

The National League of Cities (NLC), through its Institute for Youth, Education and Families, produced this report to help city leaders, senior municipal staff and their local partners answer those questions as they work to strengthen and coordinate services for youth and families, particularly for those cities building comprehensive afterschool…

Tapping Community Resources to Enrich Your Schooling: Partners-in-Education.

ERIC Educational Resources Information Center

Walker, Charles R.

The Lancaster (PA) school district is working with the Chamber of Commerce and industry to bring resource persons into classrooms and to provide staff for adult career retraining. Program objectives include identifying areas for school/community interaction and mutual gain. Partnership benefits are shared among business, community and schools: to…

Preservation Planning Project Study Team. Final Report.

ERIC Educational Resources Information Center

Pittsburgh Univ., PA. Libraries.

This final report is a product of a comprehensive 14-month Preservation Planning Program (PPP) self-study conducted by the University of Pittsburgh Libraries, working with the Association of Research Libraries' (ARL) Office of Management Studies. The PPP is designed to put self-help tools into the hands of library staff responsible for developing…

At Home in the Office. A Guide for the Home Worker.

ERIC Educational Resources Information Center

Thomas, Neil; And Others

This guide provides information to persons interested in establishing a work-at-home program, specifically those in clerical or support staff positions who use modern automated office equipment. The text is divided into two sections. The Home Worker section provides a summary of the At Home in the Office Project, personality characteristics…

Fasten Your Seatbelts: Holiday Issues with Children and Youth in Residential Treatment

ERIC Educational Resources Information Center

Cotten, Christopher

2009-01-01

Employees working in residential treatment know from experience that holidays will be stressful and treacherous for the children and youth placed in their programs (and, consequently, for the staff themselves). Using a multiple systems approach, this article examines risk factors for holiday-related stress and crisis in residential settings…

Turning an Extension Aide into an Extension Agent

ERIC Educational Resources Information Center

Seevers, Brenda; Dormody, Thomas J.

2010-01-01

For any organization to remain sustainable, a renewable source of faculty and staff needs to be available. The Extension Internship Program for Juniors and Seniors in High School is a new tool for recruiting and developing new Extension agents. Students get "hands on" experience working in an Extension office and earn college credit…

Beyond the Success of the Students: Effects of Participation on School-to-Career Partners.

ERIC Educational Resources Information Center

MacAllum, Keith; Charner, Ivan

The Lansing Area Manufacturing Partnership (LAMP) is an academically rigorous, business/labor-driven school-to-career program in Lansing, Michigan, that includes business, union, school, and parent partners and emphasizes work-based and project-based learning, team teaching, and opportunities for staff and students to establish close and ongoing…

78 FR 11888 - Proposed Data Collections Submitted for Public Comment and Recommendations

Federal Register 2010, 2011, 2012, 2013, 2014

2013-02-20

..., emergency department visits, school or work days missed, and limitations on activity due to asthma. The AIRS... implementation in 2010 AIRS, and technical assistance provided by NCEH staff, has provided states with uniform... NCEH asthma program (e.g., how many states have asthma interventions targeting schools, how many...

VOCATIONAL EDUCATION IN UTAH, A SURVEY REPORT.

ERIC Educational Resources Information Center

George Peabody Coll. for Teachers, Nashville, TN. Div. of Surveys and Field Services.

TO DEVELOP PLANS FOR A LONG RANGE PROGRAM OF DEVELOPMENT AND IMPROVEMENT, A 15-MEMBER TEAM FROM 12 STATES SURVEYED 14 AREAS OF VOCATIONAL-TECHNICAL EDUCATION. TEAM MEMBERS, WORKING WITH THE STAFF OF THE DEPARTMENT OF PUBLIC INSTRUCTION, COLLECTED DATA FROM STATE OFFICES AND VISITED SELECTED SCHOOLS THROUGHOUT THE STATE. THE STUDY WAS CONCERNED…

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

Boparai, A. S.; Bowers, D. L.; Graczyk, D. G.

This report summarizes the activities of the Analytical Chemistry Laboratory (ACL) at Argonne National Laboratory (ANL) for Fiscal Year (FY) 1998 (October 1997 through September 1998). This annual progress report, which is the fifteenth in this series for the ACL, describes effort on continuing projects, work on new projects, and contributions of the ACL staff to various programs at ANL.

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

Green, D. W.; Boparai, A. S.; Bowers, D. L.

This report summarizes the activities of the Analytical Chemistry Laboratory (ACL) at Argonne National Laboratory (ANL) for Fiscal Year (FY) 1999 (October 1998 through September 1999). This annual progress report, which is the sixteenth in this series for the ACL, describes effort on continuing projects, work on new projects, and contributions of the ACL staff to various programs at ANL.

The Cultural Responsiveness and Dual Language Education Project

ERIC Educational Resources Information Center

Fort, Pilar; Stechuk, Robert

2008-01-01

Early childhood programs are experiencing increasing numbers of children who are learning English as a second language. Staff members struggle with how to best support children and families who are working to preserve their home language and culture while helping their children succeed in educational settings outside the home where English is the…

Maintaining Professional Psychological Identity and Integrity in School Practice.

ERIC Educational Resources Information Center

Balinky, Jean L.

The most difficult part of being a school psychologist is working in a school. Demands for accountability and staff productivity from federal, state, and local funding sources can lead to a lack of flexibility in educational strategy, increased pressure to place students in special education programs, and restrictions on the role of the school…

Reducing Absenteeism and Rescheduling among Grocery Store Employees with Point-Contingent Rewards

ERIC Educational Resources Information Center

Camden, Matt C.; Price, Virginia A.; Ludwig, Timothy D.

2011-01-01

The purpose of this research was to evaluate a reward program designed to reduce absenteeism among staff (N = 38) at a grocery store. The intervention included public feedback and a credit reward system whereby participants got store dollars for attendance and authorized rescheduling of work assignments. Results showed that absenteeism decreased…

A Qualitative Study of Characteristics, Competencies, and Strategies of Transition Staff Working with Urban Latino

ERIC Educational Resources Information Center

Munoz-Lorenzo, Omayra

2012-01-01

The purpose of this qualitative study was to explore characteristics, competencies, and strategies of transition program employment representatives who attain successful employment outcomes for urban Latino/a youths with disabilities. This study employed in-depth interviewing as a method of data collection. The central research question guiding…

Teaching Information Ethics to High School Students

ERIC Educational Resources Information Center

Lehman, Kathy

2009-01-01

The new AASL standards clearly spell out ethical responsibilities, which school librarians strive to instill and model as they work with staff and students. In this article, the author presents the AASL standards together with some tips and lesson ideas which she and her library partner have put into practice within their library media program.

Roots and Wings: Affirming Culture and Preventing Bias in Early Childhood, Third Edition

ERIC Educational Resources Information Center

York, Stacey

2016-01-01

Use the updated activities, examples, and research to improve your anti-­bias and multicultural education programs. This clear and practical guide includes expanded information on English Language Learners, family engagement, culturally responsive teaching, and staff training. Create a positive environment for working with diverse groups of…

One Principal's Approach to Hiring Staff for Athletic Programs.

ERIC Educational Resources Information Center

Irvine, Marion

1990-01-01

The principal at a Catholic coeducational preparatory high school describes her perfect coach as a gentleman or gentlewoman dedicated to truth and capable of inspiring respect and building self-esteem. The coach should be compassionate and encouraging, model concern and caring, and work untiringly to teach the life-long benefits of participation…

ARES Education and Public Outreach

NASA Technical Reports Server (NTRS)

Allen, Jaclyn; Galindo, Charles; Graff, Paige; Willis, Kim

2014-01-01

The ARES Directorate education team is charged with translating the work of ARES scientists into content that can be used in formal and informal K-12 education settings and assisting with public outreach. This is accomplished through local efforts and national partnerships. Local efforts include partnerships with universities, school districts, museums, and the Lunar and Planetary Institute (LPI) to share the content and excitement of space science research. Sharing astromaterials and exploration science with the public is an essential part of the Directorate's work. As a small enclave of physical scientists at a NASA Center that otherwise emphasizes human space operations and engineering, the ARES staff is frequently called upon by the JSC Public Affairs and Education offices to provide presentations and interviews. Scientists and staff actively volunteer with the JSC Speaker's Bureau, Digital Learning Network, and National Engineers Week programs as well as at Space Center Houston activities and events. The education team also participates in many JSC educator and student workshops, including the Pre-Service Teacher Institute and the Texas Aerospace Scholars program, with workshop presentations, speakers, and printed materials.

The clinical nurse specialist: leadership in quality improvement.

PubMed

Finkelman, Anita

2013-01-01

Healthcare delivery is in a crisis, requiring improvement. How to improve and who should assume more leadership are not clear. At the same time, the nursing profession struggles with a weak education system, graduating students who require major support for an extended time. There is also confusion related to nursing roles, particularly with nurses who have a graduate degree. The Institute of Medicine has published a series of reports about the healthcare system and need for improvement and describes a structure for improvement. The clinical nurse specialist is particularly suited to assume a major role in nursing leadership to guide staff and the healthcare system to better ensure improved care. There is great need to communicate that the clinical nurse specialist can and should assume this role. This will require a review and development of more quality improvement content and experiences in clinical nurse specialist educational programs, but much of the content is already in programs. The clinical nurse specialist works in systems, impacts systems, works with staff, and can thus reach more patients with improvement approaches.

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

Bretzke, John C.

The Global Security Directorate mission is to protect against proliferant and unconventional nuclear threats –regardless of origin - and emerging new threats. This mission is accomplished as the Los Alamos National Laboratory staff completes projects for our numerous sponsors. The purpose of this Program Management Plan is to establish and clearly describe the GS program management requirements including instructions that are essential for the successful management of projects in accordance with our sponsor requirements. The detailed information provided in this document applies to all LANL staff and their subcontractors that are performing GS portfolio work. GS management is committed tomore » a culture that ensures effective planning, execution, and achievement of measurable results in accordance with the GS mission. Outcomes of such a culture result in better communication, delegated authority, accountability, and increased emphasis on safely and securely achieving GS objectives.« less

New Mexico statewide geothermal energy program. Final technical report

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

Icerman, L.; Parker, S.K.

1988-04-01

This report summarizes the results of geothermal energy resource assessment work conducted by the New Mexico Statewide Geothermal Energy Program during the period September 7, 1984, through February 29, 1988, under the sponsorship of the US Dept. of Energy and the State of New Mexico Research and Development Institute. The research program was administered by the New Mexico Research and Development Institute and was conducted by professional staff members at New Mexico State University and Lightning Dock Geothermal, Inc. The report is divided into four chapters, which correspond to the principal tasks delineated in the above grant. This work extendsmore » the knowledge of the geothermal energy resource base in southern New Mexico with the potential for commercial applications.« less

Digital video technology and production 101: lights, camera, action.

PubMed

Elliot, Diane L; Goldberg, Linn; Goldberg, Michael J

2014-01-01

Videos are powerful tools for enhancing the reach and effectiveness of health promotion programs. They can be used for program promotion and recruitment, for training program implementation staff/volunteers, and as elements of an intervention. Although certain brief videos may be produced without technical assistance, others often require collaboration and contracting with professional videographers. To get practitioners started and to facilitate interactions with professional videographers, this Tool includes a guide to the jargon of video production and suggestions for how to integrate videos into health education and promotion work. For each type of video, production principles and issues to consider when working with a professional videographer are provided. The Tool also includes links to examples in each category of video applications to health promotion.

Developmental milestones across the programmatic life cycle: implementing the CDC's Colorectal Cancer Screening Demonstration Program.

PubMed

Glover-Kudon, Rebecca; DeGroff, Amy; Rohan, Elizabeth A; Preissle, Judith; Boehm, Jennifer E

2013-08-01

In 2005 through 2009, the Centers for Disease Control and Prevention (CDC) funded 5 sites to implement a colorectal cancer screening program for uninsured, low-income populations. These 5 sites composed a demonstration project intended to explore the feasibility of establishing a national colorectal cancer screening program through various service delivery models. A longitudinal, multiple case study was conducted to understand and document program implementation processes. Using metaphor as a qualitative analytic technique, evaluators identified stages of maturation across the programmatic life cycle. Analysis rendered a working theory of program development during screening implementation. In early stages, program staff built relationships with CDC and local partners around screening readiness, faced real-world challenges putting program policies into practice, revised initial program designs, and developed new professional skills. Midterm implementation was defined by establishing program cohesiveness and expanding programmatic reach. In later stages of implementation, staff focused on sustainability and formal program closeout, which prompted reflection about personal and programmatic accomplishments. Demonstration sites evolved through common developmental stages during screening implementation. Findings elucidate ways to target technical assistance to more efficiently move programs along their maturation trajectory. In practical terms, the time and cost associated with guiding a program to maturity may be potentially shortened to maximize return on investment for both organizations and clients receiving service benefits. © 2013 American Cancer Society.

Dialectical Behavior Therapy Training and Desired Resources for Implementation: Results From a National Program Evaluation in the Veterans Health Administration.

PubMed

Landes, Sara J; Matthieu, Monica M; Smith, Brandy N; Trent, Lindsay R; Rodriguez, Allison L; Kemp, Janet; Thompson, Caitlin

2016-08-01

Little is known about nonresearch training experiences of providers who implement evidence-based psychotherapies for suicidal behaviors among veterans. This national program evaluation identified the history of training, training needs, and desired resources of clinicians who work with at-risk veterans in a national health care system. This sequential mixed methods national program evaluation used a post-only survey design to obtain needs assessment data from clinical sites (N = 59) within Veterans Health Administration (VHA) facilities that implemented dialectical behavior therapy (DBT). Data were also collected on resources preferred to support ongoing use of DBT. While only 33% of clinical sites within VHA facilities reported that staff attended a formal DBT intensive training workshop, nearly 97% of participating sites reported having staff who completed self-study using DBT manuals. Mobile apps for therapists and clients and templates for documentation in the electronic health records to support measurement-based care were desired clinical resources. Results indicate that less-intensive training models can aid staff in implementing DBT in real-world health care settings. While more training is requested, a number of VHA facilities have successfully implemented DBT into the continuum of care for veterans at risk for suicide. Reprint & Copyright © 2016 Association of Military Surgeons of the U.S.

Program and Management Support for the Office for Military Performance Assessment Technology

DTIC Science & Technology

1993-03-01

AD-A270 790 AD_ _ _ _ CONTRACT NO: DAMDI7-90-C-0061 TITLE: PROGRAM AND MANAGEMENT SUPPORT FOR THE OFFICE FOR MILITARY PERFORMANCE ASSESSMENT... the Office of Military Performance Assessment Technology (OMPAT). 1.1 Bag-kg n m. The OMPAT evolved from the Joint Working Group on Drug Dependent...facility was located, leased and occupied by Morgan Management Systems, Inc. staff and designated as the OMPAT Field Office. The office was located at 12075B

Afghanistan’s Road Infrastructure: Sustainment Challenges and Lack of Repairs Put U.S. Investment at Risk

DTIC Science & Technology

2016-10-01

needs, the MOPW is beginning to use local Afghan contractors to perform road work, because they have fewer problems with insurgents than...international contractors . They noted that Afghanistan’s road infrastructure plays an important role in the country’s development and governance, and if the...road maintenance program. As part of the program, the MOPW was to transfer staff to the road maintenance unit, while USAID’s contractor was to

Handbook to Support the Installation Restoration Program (IRP) statements of Work. Volume 1. Remedial Investigation/Feasibility Studies (RI/FS)

DTIC Science & Technology

1991-05-01

FEASIBILITY STUDIES (RI/FS) ENVIRONMENTAL RESTORATION DIV STAFF MAY 1991 (REPRINT) - Distribution is unlimited; approved for public release ENVIRONMENTAL ...RESTORATION DIVISION (ESR) ENVIRONMENTAL SERVICES OFFICE AIR FORCE CENTER FOR ENVIRONMENTAL EXCELLENCE (AFCEE) BROOKS AIR FORCE BASE, TEXAS S(4 93-05296...Human Systems Division’s Human Systems Program Office, IRP Divisicn (HSD/YAQ) was transferred to the newly formed Air Force Center for Environmental

Examining Practices of Staff Recruitment and Retention in Four High-Functioning Afterschool Programs: Extended Study from the National Afterschool Partnership Report. CRESST Report 769

ERIC Educational Resources Information Center

Huang, Denise; Cho, Jamie; Nam, Hannah H.; La Torre, Deborah; Oh, Christine; Harven, Aletha; Huber, Lindsay Perez; Rudo, Zena; Caverly, Sarah

2010-01-01

This study describes how staff qualifications, decisions on staffing procedures, and professional development opportunities support the recruitment and retention of quality staff members. Four high-functioning programs were identified. Qualitative procedures and instruments were designed to capture staff and parents' academic perspectives about…

The Importance of Sexuality Program Objectives to Long-Term Care Staff.

ERIC Educational Resources Information Center

Walker, Bonnie L.; Osgood, Nancy J.

The opinions of long-term care staff were surveyed regarding the importance of objectives of a program that would provide staff education and training regarding the sexuality of older people. A literature review determined what staff needed to know about elderly sexuality, the needs of elderly people related to their sexuality, and how caregivers…

Hepatitis C Knowledge among Staff in U.S. Drug Treatment Programs

ERIC Educational Resources Information Center

Strauss, Shiela M.; Astone-Twerell, Janetta M.; Munoz-Plaza, Corrine; Des Jarlais, Don C.; Gwadz, Marya; Hagan, Holly; Osborne, Andrew; Rosenblum, Andrew

2006-01-01

Staff in drug treatment programs are in an optimal position to support the hepatitis C related needs of their patients. To do so effectively, however, staff need to have accurate information about the hepatitis C virus (HCV). This article examines the HCV knowledge of staff (N = 104) in two drug-free and two methadone maintenance treatment…

Feasibility and acceptability of a volunteer-mediated diversional therapy program for older patients with cognitive impairment.

PubMed

Wong Shee, Anna; Phillips, Bev; Hill, Keith; Dodd, Karen

2014-01-01

Understanding the perceptions of stakeholders is critical for determining acceptability and feasibility of volunteer-mediated programs. This study evaluated the feasibility and acceptability for staff, volunteers, patients and their carers, of a volunteer diversional therapy program for patients with cognitive impairment undergoing inpatient rehabilitation. Post-program structured interviews were conducted with the volunteers (n = 10), patients (n = 30) and their carers (n = 3); and nursing staff (n = 6) participated in a focus group. Thematic analysis identified five themes (values, attitudes, knowledge, purpose, support) in two dimensions (personal, team culture). Overall, patients, carers, staff and volunteers were satisfied with the volunteer program and perceived benefits for quality of care. Recommendations for improvements to the program related to staff engagement with the program and the volunteers' education and training. The volunteer diversional therapy pilot program for patients with cognitive impairment on a sub-acute ward was acceptable and feasible for patients, carers, staff and volunteers. Copyright © 2014 Mosby, Inc. All rights reserved.

Development of a hospital reiki training program: training volunteers to provide reiki to patients, families, and staff in the acute care setting.

PubMed

Hahn, Julie; Reilly, Patricia M; Buchanan, Teresa M

2014-01-01

Creating a healing and healthy environment for patients, families, and staff is an ongoing challenge. As part of our hospital's Integrative Care Program, a Reiki Volunteer Program has helped to foster a caring and healing environment, providing a means for patients, family, and staff to reduce pain and anxiety and improve their ability to relax and be present. Because direct care providers manage multiple and competing needs at any given time, they may not be available to provide Reiki when it is needed. This program demonstrates that a volunteer-based program can successfully support nurses in meeting patient, family, and staff demand for Reiki services.

76 FR 60937 - Draft License Renewal Interim Staff Guidance LR-ISG-2011-02; Aging Management Program for Steam...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-09-30

...-2011-02; Aging Management Program for Steam Generators AGENCY: Nuclear Regulatory Commission. ACTION... License Renewal Interim Staff Guidance (LR-ISG), LR-ISG-2011-02, ``Aging Management Program for Steam... using Revision 3 of NEI 97-06 to manage steam generator aging. The Draft LR-ISG revises the NRC staff's...

Are You Making an Impact? Evaluating the Population Health Impact of Community Benefit Programs.

PubMed

Rains, Catherine M; Todd, Greta; Kozma, Nicole; Goodman, Melody S

The Patient Protection and Affordable Care Act includes a change to the IRS 990 Schedule H, requiring nonprofit hospitals to submit a community health needs assessment every 3 years. Such health care entities are challenged to evaluate the effectiveness of community benefit programs addressing the health needs identified. In an effort to determine the population health impact of community benefit programs in 1 hospital outreach department, researchers and staff conducted an impact evaluation to develop priority areas and overarching goals along with program- and department-level objectives. The longitudinal impact evaluation study design consists of retrospective and prospective secondary data analyses. As an urban pediatric hospital, St Louis Children's Hospital provides an array of community benefit programs to the surrounding community. Hospital staff and researchers came together to form an evaluation team. Data from program evaluation and administrative data for analysis were provided by hospital staff. Impact scores were calculated by scoring objectives as met or unmet and averaged across goals to create impact scores that measure how closely programs meet the overarching departmental mission and goals. Over the 4-year period, there is an increasing trend in program-specific impact scores across all programs except one, Healthy Kids Express Asthma, which had a slight decrease in year 4 only. Current work in measuring and assessing the population health impact of community benefit programs is mostly focused on quantifying dollars invested into community benefit work rather than measuring the quality and impact of services. This article provides a methodology for measuring population health impact of community benefit programs that can be used to evaluate the effort of hospitals in providing community benefit. This is particularly relevant in our changing health care climate, as hospitals are being asked to justify community benefit and make meaningful contributions to population health. The Patient Protection and Affordable Care Act includes a change to the IRS 990 Schedule H, requiring nonprofit hospitals to submit a community health needs assessment every 3 years, and requires evaluation of program effectiveness; yet, it does not require any quantification of the impact of community benefit programs. The IRS Schedule H 990 policies could be strengthened by requiring an impact evaluation such as outlined in this article. As hospitals are being asked to justify community benefit and make meaningful contributions to population health, impact evaluations can be utilized to demonstrate the cumulative community benefit of programs and assess population health impact of community benefit programs.

Identifying priorities for quality improvement at an emergency Department in Ghana.

PubMed

DeWulf, Annelies; Otchi, Elom H; Soghoian, Sari

2017-08-30

Healthcare quality improvement (QI) is a global priority, and understanding the perspectives of frontline healthcare workers can help guide sustainable and meaningful change. We report a qualitative investigation of emergency department (ED) staff priorities for QI at a tertiary care hospital in Ghana. The aims of the study were to educate staff about the World Health Organization's (WHO) definition of quality in healthcare, and to identify an initial focus for building a departmental QI program. Semi-structured interviews were conducted with ED staff using open-ended questions to probe their understanding and valuation of the six dimensions of quality defined by the WHO. Participants were then asked to rank the dimensions in order of importance for QI. Qualitative responses were thematically analyzed, and ordinal rank-order was determined for quantitative data regarding QI priorities. Twenty (20) members of staff of different cadres participated, including ED physicians, nurses, orderlies, a security officer, and an accountant. A majority of participants (61%) ranked access to emergency healthcare as high priority for QI. Two recurrent themes - financial accessibility and hospital bed availability - accounted for the majority of discussions, each linked to all the dimensions of healthcare quality. ED staff related all of the WHO quality dimensions to their work, and prioritized access to emergency care as the most important area for improvement. Participants expressed a high degree of motivation to improve healthcare quality, and the study helped with the development of a departmental QI program focused on the broad topic of access to ED services.